| FAWER group mainly manufactures automotive parts and components ofenvironment control system, chassis system, steering&transmission system, safetysystem and engine accessory system etc. FAWER Group has over30whole ownedsub-companies, holding joint-venture companies, and other joint-venture companies,with11,000employees. The growth of the company requires a considerably largepool of talents. However, current talent pool has low penetration, and the quantity andquality of the talents need to be improved. The talent reserve system cannot supportcompany’s future development demand. To refine talent reserve system becomes oneof pressing tasks for FAWER to resolve.This essay targets at the problems identified from current talent reserve system.By studying FAWER Group’s business development plan; by basing on the latestadvanced research, theories and methods of succession talent management as well asactual situation of the company, appropriate optimization solutions are developed toachieve more feasible and scientific effects on succession talent system building. Thisoptimization will enable the company to be more efficient and effective to identify,select, develop, and appoint the right talent, so that a group of qualified talents can bereserved for the company to cope with complicated changing situations bothinternally and externally. The ultimate goal is to enhance the company’scompetitiveness.It is necessary to analyze the coherence between company’s general strategicplan and human resources plan when studying the problems occurred on talentreserve system. Deficiency of talents has a negative impact on continual developmentand growth of the company in the future. Managing talent reserve system is one ofmost important function of human resource management. The capability of managingtalent reserve system will definitely affect the implementation and fulfillment ofcompany’s strategic plan. The talent reserve planning is in fact a part of businessstrategic planning. It is a comprehensive process intends to establish a system that aligns employees’ personal development needs with company growth targets, andaligns employees’ mindset/behavior with company development requirements. Theultimate aim of talent reserve system management is to foster an organization withhigh-performance teams and employees that enables the company to survive inunprecedented changing environment, and strive for success in severe competition.In this paper, analysis is conducted on FAWER Group existing talent reservesystem to study the process including talents’ selection, development, andappointment, based on which identifies various types of problems. By considering theeventual situation of the company and modern management theories, empiricalanalysis, and system analysis are applied on the problems to identify root causes. Toresolve these problems identified, a systematic study on company strategic plan,human resource plan, talent identification/selection, development and appointment,up-to-date management is conduced. An optimized talent reserve management systemplan is developed based on company’s future growth. Moreover, a safeguard systemis also developed to ensure that possible risks of the optimized plan are under control. |
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