讨论A must-see for entrepreneurs! Why does manpower inventory affect the survival of a company?

At the end of each year, many companies will successively carry out strategic planning for the next year. They not only re-examine the company's future vision, but also reflect on and review the achievements of past operations. However, when everyone focuses on the "business development strategy", the company's "human resources strategy" is often a neglected aspect. Why should companies conduct a talent inventory? Talent is definitely the most important strategic resource for a company. Especially for most enterprises in the knowledge economy, the higher the intellectual capital of the enterprise, the stronger the competitiveness, and the greater the bargaining chip and chance of victory. Therefore, no matter when the enterprise is preparing for expansion, when the organizational efficiency is low, or even when the enterprise is undergoing changes, the importance of talent inventory cannot be ignored. Talent inventory: Start with the current situation of the organization and talent performance. Where should we start with talent inventory? The first step is to start with the company's development direction, products and business goals for 3 to 5 years. Try to take a look at it. Are the company's current manpower sufficient to achieve the goals set by the team? Which departments do I need to expand? And list the expanded talent functional requirements in as much detail as possible. In the next step, you can rate the "performance" and "potential" of existing talents. Many companies would not think of assessing employees' potential, but in fact performance looks at past and present work performance, while potential looks at future possibilities. Supervisors with certain experience must understand that people who can perform a certain task efficiently may not necessarily be qualified for higher-level jobs; and high-potential talents may not necessarily be capable enough to take on more challenging roles and jobs. Therefore, whether the team has the potential to learn new capabilities and face unknown challenges must also be evaluated. Talent Nine-Grid to Find the Company’s “Tomorrow’s Star” Successors After the company has conducted a comprehensive analysis of its employees, it can then move on to the most critical step: taking stock of the “talent grid” that belongs to your company. Taking "performance" and "potential" as the two main dimensions, they are divided into nine grids according to high, medium and low. And according to each person's performance and potential, fill them into the nine grids, so that everyone can clearly know. What quadrant an employee is currently in, and promotion, training, or even replacement will be carried out for each employee. After the talent inventory is completed, in addition to a talent map with a nine-square grid of talents, candidates who are suitable to become the company's successors can also be selected from the "super stars.".Only companies that can retain talent can continue to maintain growth momentum. A capable leader must pay more attention to the talent inventory at the end of each year and link talent cultivation and performance management to achieve a win-win, positive cycle of key talents and corporate development!