The Design Of Talent Management System Based On Talent Supply Chain Management Theory

This thesis took A company for example, analyzed the basic circumstance,business characteristics and talent management situation of industrial gasindustry. Then clearly defined the stage of A company now is at and thestrategy transformation trend. Through a combination of theoretical analysisof literature, the enterprise data collection and the author’s many years ofexperience in the company to summarize the challenge on talent managementthat the company is facing for strategy transformation. The challenge is themismatch between promptness and accuracy of current talent supply with thediversity and uncertainty of talent demands from business line at the stage ofstrategy transformation.Talent supply chain theory is still relatively new talent management. It isdifferent with classical talent management theory in that it learned JIT leanmanufacturing concepts. In current volatile market environment, corporateearnings difficult circumstances, the combination of internal and externalresources and long-term strategic business focus and talent management inthe traditional theory based on the proposed new solutions. It’s still underinitial stage and implemented in not so many company. The practice in Acompany will provide positive reference for other company’s talentmanagement system construction and improvement.Author combined with Just-in-Time supply chain theory with talent management to launch new model of talent management in A company anddeveloped a series of modules and approaches for its deployment. New talentmanagement systems contains talent planning, talent inventory, talent supply,training and talent return on investment (ROI) assessment of the five aspectsof composition. These five aspects fully reflects the Planning, Doing, Checkand Action closely. Driven by strategy and based on the framework oforganization, this model leverages the advantages of supply chain theory: thewhole supply chain optimization; leveling and small quantities of manyfrequency; standardized series of compounds as well as the implementationof universal basic characteristics of rapid response. New HR model will makefull use of modern information technology platform, focused strategy for thetransformation process in the demand for talent diversity and variability,timely and accurate personnel proposed recharge cycles, ensure that theoverall input-output optimum. Combined with the actual situation ofCompany A talent management system model on all aspects of developspecific module design and evaluation. The human resource managementsystem more closely closer to business needs, realistic challenges facingbusinesses pay more attention to the timeliness of supply of talent, try toestablish a personnel training and development of measurable input-outputrelations, to better meet the enterprises in the transition of the demand fortalent.This model ensure that the talent management aligned with strategy,organization, cycled in talent planning, talent inventory, talent supply, talentdevelopment and ROI evaluation, it aims to meet the talent demands timelyand accurately during the strategy transformation stage and ensure the overallinput-output optimum.