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Chongqing Zhongjing Filtration Equipment Manufacturing Co., Ltd. talent training plan in modern economic society, the competition between enterprises in the final analysis is talent competition, talent is the foundation of enterprise development, is the core competitiveness of enterprises. Therefore, enterprises must establish a scientific concept of talent, be good at finding talent, cultivate talent rationally, use talent effectively, and improve the talent training system in order to make enterprises sustainable development. According to the company's development trend and the actual situation of our factory, we have formulated the following personnel training plan.
1. Strengthen management and improve personnel training mechanism.
Change the traditional way of personnel training, change the concept of employment, and truly establish the "people-oriented" management thinking. Enterprise's management of talents is not simply "managing people", nor is it a simple improvement of treatment, but more should be caring for people, attaching importance to people and respecting people, shaping a good talent training environment. Only in accordance with the physical and mental characteristics of individuals to implement management, in order to maximize their initiative, enthusiasm and creativity. The implementation of humanized management, through caring for the physical and mental health of employees, the living environment of employees, and so on, in exchange for employee's sense of ownership and loyalty service by caring for and serving employees.
2.Implementing the training mode of echelon talents.
Adequate and balanced talents and strong reserve force are the basic conditions for sustainable development of enterprises. Therefore, formulating the implementation plan of echelon talent training is an important part of talent strategic management. The training of echelon talents includes the training of managerial and technical echelon talents. Enterprises should cultivate employees'characteristics and expertise purposefully and directionally, establish clear career development plans for echelon talents, improve career development paths, clarify talent recommendation, reserve, training and assessment systems, and establish and improve talent management systems and processes. Enhance staff's confidence and motivation for self-improvement. In line with the principle of fairness, impartiality and openness, we should guide employees to achieve career development by striving to improve themselves. Actively and steadily implement changes to ensure the company to achieve new leaps and bounds.
3. Improving the incentive system.
In personnel training, we should take "win-win" into account. In career planning, we should create career development space for employees dynamically, stimulate employees'self-development motivation by space, and promote employees' growth by mechanism. In order to maximize the effectiveness of human resources, we should give them effective incentives according to their needs. At the same time, in order to ensure that the effectiveness of human resources is in line with the interests of our company, we must effectively supervise and restrict them.
4. Establish a sound assessment and evaluation system.
To cultivate talents, we need a reasonable assessment and evaluation system. The assessment and evaluation system should follow multi-quantitative and multi-dimensional. According to the key competent persons in different positions, we should formulate an evaluation index system with emphasis, give full play to the specialty of professionals, conduct fair assessment and make comprehensive evaluation.
Chongqing Zhongjing Company's new recruit training expenditure is not only a simple investment, but also an important investment. This investment not only promotes the quality of employees, but also has a technical and managerial return, and this return is more meaningful than the simple capital investment. Therefore, enterprises should establish a sound human resources training system, clear training process. Different positions have different skills and operational requirements. For different types of employees, the selection criteria should be formulated to avoid the random selection of training objects.

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