| dc.description.abstract | When companies face the environmental changes and competitive pressures and begin to think about future growth, they often encounter a common problem; that is, their existing talent is seriously insufficient after internal talent consolidation caused by Covid-19, for example. Talent shortages usually include shortages in both quality and quantity. If the ability of the current staff is not up to the job demand and needs to be replaced, it is difficult to find a qualified employee to fill the job vacancy. To solve these problems, it is important to return to the source of decision-making, and the company′s senior management and human resources units work together to manage the company′s personnel. Through the accumulation of key human capital, there will be appropriate talent for each key position in the future, with enough spare or bench talents.
This paper studies the brand ＂Taobanwu＂ under the Taiwan chain restaurant Wangpin Group as the research object, adopts the qualitative and quantitative case study methods, evaluates the talents of Taobanwu′s store managers according to the functional model, and then ranks them according to the scores. Afterwards, we classify the managers in Talent Review Jiugongge, find out the position of each person in Jiugongge and the key talents urgently needed by the company, and then carry out a personal training and development plan for the key talents with tools to improve the overall quality of the talents, so that the talents in blocks that need improvement can move in the correct direction.
Through the implementation of this evaluation and development system, three store managers have been promoted to the level of district manager. This provides preliminary evidence to support that the system can effectively help the current case company to quickly identify key talents and deploy them to other companies in the group, and gradually supply more talents to better support the company′s three-year development plan.
This study puts forward practical suggestions to the case company, hoping to provide enterprises with a reference for the identification and development of key talents, so that the enterprises can manage their key talents more effectively, and thereby achieve greater performance and high growth. | en_US |