Study On Talent Retention And Introduction In The Strategic Transformation Of Jian Ye Group

As the real estate industry into the "silver age", more and more real estate enterprises begin to make strategic transformation.Enterprise strategic transformation depends on the support of human resources. Most of the enterprise existing human resources management policy is difficult to adapt to the needs of the development of enterprise strategic transformation, Is not conducive to the smooth progress of strategic transformation of enterprises, and even the implementation of the strategic transformation of enterprises have some resistance to the implementation. even reduce the overall operating efficiencyFrom the perspective of the Human Resources Management Department of Jianye Group, this paper firstly introduced her development history, the present situation and new strategic transformation direction of the Group. Then it described the present situation and future layout direction of group organization structure and the control mode. It also makes a brief analysis of the present human resources situation of the Group. This study found that there are problems in the process of the existing human resources management promoting group strategic transformation problems, especially the existing retain talent and introduction, such as the need to adjust the stock of existing human resources structure optimization, the shortage of the core of management and technical talent that support the group strategic transformation, and the supporting enterprise long-term stable development at the core of the brain drain is aggravated. Through analyzing the talent retention and introduction problem in the group strategic transition period, the author found the main reasons are that the organization structure and control mode of the group are difficult to adapt to the needs of strategic transformation, and the existing human resource management policy is not conducive to the encouragement and retention of the talent. To solve these problems, the author made suggestions on the organizational control, human resource planning, recruitment, training, development and incentives and so on. In particular, it is to use the Internet to guide the new control model. According to the requirements of the group strategic transformationand strategic control model of scientific prediction of human resource demand, and the actuality of internal and external human resources to renew existing staff and achieve the optimal allocation of human resources. Through the establishment of human resources shared service center, setting up internal and external talent management system, and building internal talent flow mechanism and the internal and external talent incentive system to widen the channel of the talent reserve and supply. Through constructing and perfecting internal echelon talent cultivation system, the transformation of strategic transformation ideas and key talent demand of targeted training to build perfect system of training and development. Through implementing projects with investment and business partner plan, promote the implementation of virtual equity plan, promote the goal and key achievements appraisal to adjust the existing incentive policies. Through a variety of means to improve the group human resources supply structure, and the match between talent and the new strategic direction of the group.The research on the strategy of talent introduction and retention in the Group’s strategic transition period can provide high-quality talent guarantee for enterprises in the strategic transition period.Finally, the author also hopes this research to provide reference of human resource management policy for other enterprises that in the period of strategic transformation, and promote the enterprise strategic transformation smoothly.