| With the comprehensive deepening on China’s economic reform and the development of "the Belt and Road" strategy,with the fast development on automotive industry,equipment industry,polymer materials,especially the plastics,synthetic fiber and synthetic rubber,become more and more important for national economic construction and people’s daily life.The development of modern engineering technology pushes higher requirements on the polymer materials.The manufacturers for new materials are facing more severe challenge in surviving and developing.Personnel requirement is the first step for economic development.Because of the new business and transformation and upgrading on existing business,personnel with relative skill is our first demand and becomes the most important work for enterprise’s HR.During the severe market competition,personnel selection and cultivation and construction of echelon personnel combining w:ith company’s strategy is one of the important ways for new materials’ manufacturers to enhance the core competitiveness and stand in to play in the market.This article takes JINYOUNG Group’s construction of echelon personnel as a study,focus on the rapid development stage,makes analysis on JINJOUNG Group’s construction of echelon personnel by 360 degree assessment and qualification system based on Competency Model and 360° Feedback,combining the actual situation of human resources and the company strategy,establishes the enterprise personnel quality model,definite the plan for construction of echelon personnel,and build the IDP guiding plan,CGP senior engineer golden axe plan and ECP excellent craftsman plan as a "Five in One"echelon personnel system.This article provides an example for polymer manufacturing enterprises on construction of echelon personnel.It is also a reference for other manufacturing industry on construction of echelon personnel. |
