Research On Talent Strategy Of State-owned Large And Medium-sized Construction Enterprises

In recent years,with the sustained and rapid development of the national economy,the unprecedented and rapid changes in the internal and external environment of the construction industry have brought major challenges and potential crises to the survival and development of construction companies.Under the current situation,we will explore what kind of talent strategy to adopt,create an effective talent strategy system,and implement it to form the company's core competitive advantage.In the environment where both opportunities and challenges coexist,we will achieve long-term sustainable development of the enterprise and realize the enterprise.The overall strategy is very meaningful.This paper first enumerates the relevant basic theories used in the research,and summarizes the existing literature on the company's talent strategy.First of all,from the company profile and talent status to HT company briefly introduced the analysis of the main body of the article through the analysis of the status quo and questionnaires from the overall analysis of HT company talent,talent training management analysis,analysis of human performance and human welfare analysis 4 In terms of each aspect,we pointed out the problems existing in the talent construction of HT.Subsequently,starting from the external environment,industrial environment,and the company's own development,PEST analysis method and SWOT analysis method were used to analyze the macro and micro-environment of HT's current development in detail,and the advantages it faced in its development were obtained.Disadvantages,opportunities and threats.In order to get HT's talent needs.The next step is to find a solution to each problem existing in the HT company's talent construction in the company's overall development strategy,including:(1)Rationally plan the talent resource recruitment mechanism to provide personnel protection for the development strategy.(2)Rationally plan training and management of human resources and provide technical support for service and security strategies.Such as the development of a forward-looking training plan,improve the training effect evaluation mechanism,and promote the transformation of training results.(3)Rationally plan talent performance management and provide efficiency support for development strategy.Such as improving performance management processes,correcting performance management objectives,and improving performance assessment indicators.(4)Reasonable planning of talent remuneration management provides an incentive mechanism for development strategy.For example,to increase the proportion of wages in the salary structure of talented people,to strengthen the communication and exchange of talents in the process of salary management,and to increase non-economic benefits.In general,under the analysis of the external environment,industrial environment,and self-development status faced by HT Corporation,its strategic development goals are proposed.Under the guidance of this strategic goal,starting from the status quo of its talent construction,it clearly puts forward its problems and deficiencies in the talent strategy,and based on this as a basis to give a specific implementation plan of the HT company's talent strategy improvement.Based on the HT company's practice analysis based on the talent strategy,it is an innovation in the study of talent strategy theory of construction companies.It provides new ideas for solving similar problems in enterprises,and has certain theoretical and practical significance.