Research On Talent Development Strategy Of Nestle Shuangcheng Limited

40 years had passed since the Opening and Reform Policy,during which the economy of our country got rapid growth,many companies in different types got remarkable development as well.In recent years,along with the developent speed,the quality of enterprises development also been prioritized,causing more attention being paid to talent development,which plays an important role in ensuring sustainable results delivery.As one of the earliest foreign-fund company located in Harbin City,Nestle Shuangcheng Limited(short for NSL)started its journey of talent development quite early.While in its 30 years story,the talent development chapter remains almost the same with little fine-tunes.A change management according to the new requirements of this new era is just around the corner.Since the year of 2014,a KPI of HR department named Turnover Rate of Management Trainees got no-achieve for 3 consecutive years which shows clearly that the stability of Management trainees is low;during the same time period,as Nestle Group continuously invest in Greater China Region,many technical talents and management team members got promotion to new factories,leaving NSL a potential risk to handle many new technical talents and new management team members in a short time;while as the company grow older,its employees also grow older,the data of average age and senior employees are reaching a danger range.While the senior talents still got the will of develop which add pressure to NSL management team.This paper focused on the above 3 problems,starting from Nestle Shuangcheng Limited current talent development strategy,analyze below aspects:current system(from recruitment,training and developing,to talent evaluation);the resource and current situation of new promoted technical talents and management team members;the status of senior employees and the pressure to NSL.A HR task force led by me held a series of interviews and conferences to employees of different job grade with different job scope.The new strategies with corrective and preventive actions are created under the help of management methodology.Coach culture is updated,new junior and senior leadership lessons are developed together with other corrective and proactive measures.The stability of Management Trainees is obviously went up,the performances of newly promoted technical talents and management team members got improved;the morale of senior employees got inspired.These measures can not only contribute to the talent development of Nestle Shuangcheng Limited,but also can be shared in Nestle Group of Greater China Region,and can be shared to similar companies in this industry as well.