Research On The Construction System Of Talents Echelon Of HK Group In The Period Of Change And Transition

With the intensification of global business competition,the competition among enterprises has changed from the competition of product performance,technology and management level to the competition of competent and high-quality human resources.The core competitiveness of enterprises is more and more reflected by human resources,talent has become an important indicator of enterprise development and competition resist.How to survive in the fierce market competition and achieve strategic objectives to get sustainable development,the only answer is undoubtedly the right talent.To sum up,a sustainable human resources management system is the cornerstone of all strategic implementation and enterprise development.It is the heart of every continuous development enterprise.Identifying,training and developing talents is a measure of sustainable development of enterprises.As a traditional manufacturing enterprise of the petrochemical industry,it is facing the pressure of change and transformation with the policy trend of national adjustment of industrial structure and increasingly stringent environmental protection management.Many traditional petrochemical industries are seeking new development outlets through strategic adjustment and organizational change.HK Group is in the stage of strategic transformation of the traditional petrochemical industry.It expands from business areas to business model innovations and then to organizational change optimization.All these changes have posed new challenges to human resources management:senior managers need to be keen to capture the changes and potential development space of the industry,middle and senior cadres need to continue to iterate and optimize their knowledge structure to meet with the new development requirements in the future.Enterprises need to redefine the standards and requirements of talents and reserve management talents to meet the needs of future development based on it.This paper takes HK Group as the research object,through on-the-spot investigation,interview,questionnaire survey,literature research and other ways,combined with relevant principles,deeply analyses the core problems and the reasons behind the construction of talent echelon in the transformation stage of HK Group,and focuses on the new requirements for talent competence and quality in the transformation stage,and the violent talent evaluation system.It reveals the existing problems and how to adjust and solve the problems faced by the original training system of echelon talents.According to the related problems found in the research process,the paper deeply studies and considers the requirements of Ability and Quality of HK Group's Management.Establishes All-level competency and quality models.Based on it,establishes effective evaluation mechanism,training mechanism and basic guarantee measures for talent echelon identification.The research on the talent echelon construction system of HK Group during the transformation period not only provides ideas,methods and landing measures for solving the talent echelon construction problems of HK Group,but also provides reference for other enterprises facing similar problems in the industry.Based on the systematic study of enterprise talent echelon construction in the period of transformation,and from the perspective of top-level design of talent echelon construction,this paper puts forward the principles and specific strategies of talent echelon construction,and tries to get through all links of human resource planning,talent standards,talent evaluation,talent training and talent development to form a complete closed-loop of talent management.Especially through the talent inventory,we could improve all aspects of talent management such as the systematicness,standardization and effectiveness of talent echelon construction.