企业内部人才流动及人才培养探讨

xiaojiansany

首先我要感谢这个平台
因为初入HR，很迷茫！感谢中人网的平台，感谢各位前辈的知识传递！
最近公司给的招聘、培训的压力比较大，我在想我们公司应开拓一个内部竞聘平台，集团事业部门所有员工都可以不经过部门领导允许就可以参与竞聘，促进企业内部人才合理流动。
鉴于此，我通过这个平台请教各位老将
以下是我的一个基本想法：
一：利于弊
1、利：有效促进内部人才流动，挖掘员工潜能为企业解决急缺人才（熟悉公司，比较容易适应）；
2、弊：可能在某种程度上会导致员工不稳定，各部门可能会出现不配合，导致员工发生意见。
二、主要思路：
1、内部OA长期悬挂可竞聘的岗位——把各部门的人员需求予以发布；
2、设定部门半年度优化指标——树立员工危机意识，促进员工提高工作效率（担心部门管理钻了管理漏洞，导致优秀员工被挤兑而产生流失）；
3、岗位能力胜任模型，——明确竞聘岗位需具备的能力胜任要求（在设置的科学性质上可能还要好好探讨与学习）；这样可以让竞聘员工知道还有那些差，从而让知道还要通过培训增长哪些知识点；
4、培训项目推进，员工理念及技能培训，有效保障企业培训的参与度针对性——培训计划指定上更有张弛
5、岗位能力评估，进行能力测评——企业现阶段主要靠16宫格及基础信息评估（未施行一些主流的测评工具，需要学习）；
6、竞聘岗位业务疏导：业务流程与业务关键控制点OA发布，——岗位工作职责及业务流程提供，更好地让竞聘者知道知道以后要做什么；
7、简历筛选，进入员工面试——通过前期的工作，让员工与用人部门主管领导面谈（可以设定两个周期，每个周期为三个月）
8、试用，淘汰——通过用人部门面试，进行内部设定的试用，不行可以选择离职或回到自己原来岗位
9、再次通过内聘或招聘，从新补给岗位需求——社招或后备的人员筛选
三、前期工作
进行内部调查
如：1、内部岗位，员工想从事哪些？
2、公司各部门工作，员工想到哪个部门工作发展？
3、角色定位，以后的职业发展方向是什么？
等等！

以上拙见，清各位前辈多多知道！

我需要注意什么，哪些环节需要控制，哪些地方需要更专业的技能！

感谢！
8、

开心小龟

回不回呢，考虑再三，还是不回了吧。

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钟叫俄

会计师保证一次性安全通过Q Q 948565554

hhzcv

看的人少，回一下

xuzhang1978

建立企业内部的人才培养机制是公司最重要的工作，也最能体现公司人才管理的水平。

skyforever

一、最好不要大范围开展内部竞聘；
二、尽量不要让竞聘流于形式，因为一般都是领导直接拍脑袋。

venusyjw

学习一下。。。。

活跃在东方

8千人以下公司，一个优秀的工程师或主管，如果此人交际能力也佳的话，根本不用面试，早就被其它部门抢去，其实，感觉内部招聘的职位就是一般的岗位，因为这批人都在车间做事，又很少有工作来往，所以不易被人发觉，只能通过内部招聘方式；另有些人为了进公司，会隐藏自己的学历及以前的工作经历，可以通过内聘的方法。