As customer relationship management and market insight work progressed, family businesses gradually realized that excellent talents and efficient teams were the core driving forces for sustainable corporate development, and began to focus on optimizing talent strategies and strengthening team building.
First, the company's top management conducted a comprehensive assessment of its existing talent structure and discovered a shortage of highly qualified professionals in certain key positions, while some positions were overstaffed. For example, in the R&D department, a shortage of high-end technical talent severely hampered the company's innovation capabilities; in the administrative department, an overstaffing situation led to low efficiency.
"Develop precise recruitment plans, introduce urgently needed high-end talents, and make reasonable personnel adjustments and optimizations for redundant positions." The human resources department acted quickly.
However, during the recruitment process, companies face fierce competition for talent and find it difficult to attract top talent in the industry.
"Enhance the company's brand image, provide competitive salary and benefits and career development space, and create a good environment to attract talents." The company's top management decided to increase investment in attracting talents.
At the same time, the internal training system of the enterprise is not perfect, and the skills improvement and career development of employees are restricted.
"Establish and improve a hierarchical and classified training system, and provide personalized training courses and promotion channels based on employees' job requirements and personal development plans." The human resources department has begun to improve the training and promotion mechanism.
In terms of team building, collaboration between departments is not smooth enough, and there are communication barriers and conflicts of interest.
"Organize cross-departmental team-building activities, strengthen communication and cooperation between departments, and establish common goals and interest-sharing mechanisms." Companies promote integration between departments through various means.
However, in actual operation, the effect of teamwork is not ideal due to the different work priorities and assessment indicators of each department.
"Reorganize the department's work processes and assessment system, emphasize the importance of teamwork in performance assessment, and guide each department to form a good atmosphere for collaborative work." The company's senior management adjusted the assessment system.
In addition, the role of corporate culture in uniting and motivating employees has not yet been fully utilized.
"Strengthen the publicity and promotion of corporate culture, let corporate culture take root in people's hearts, and become employees' code of conduct and value pursuit." Companies spread corporate culture through various forms.
After a period of hard work, the company has achieved certain results in talent strategy optimization and team building, but new problems have also arisen.
For example, newly introduced high-end talents encounter difficulties in integrating into the company and lack tacit understanding in cooperation with the original team.
"Provide mentors for new employees to help them familiarize themselves with the corporate environment and work processes as quickly as possible, and at the same time strengthen training and guidance on team integration." The company has taken measures to accelerate the integration of new employees.
At the same time, with the development of enterprises and the expansion of business, the demand for compound talents is increasing, but the existing talent training system can hardly meet this demand.
"Cooperate with universities and professional training institutions to carry out customized talent training programs to cultivate compound talents with knowledge and skills in multiple fields." The company actively expands the channels and methods of talent training.
In the future, family businesses will continue to face numerous challenges in talent strategy and team building. For example, uncertainty in the talent market may lead to talent loss, and there may be conflicts between team members' personal development needs and corporate goals.
"Establish a talent reserve mechanism, strengthen employee care and career planning guidance, and balance the relationship between personal development and corporate goals." Corporate executives are constantly exploring strategies to meet challenges.
Despite facing difficulties, the family business firmly believes that as long as it continues to optimize its talent strategy, strengthen team building, and build a high-quality, united and collaborative talent team, it will be able to provide strong support for the company's development.
In terms of talent strategy optimization, companies have begun to explore equity incentive mechanisms to retain core talent, but when formulating equity distribution plans, they need to weigh the interests of all parties to ensure fairness and rationality.
"Organize a professional financial and legal team, thoroughly research the market situation, and formulate a scientific equity incentive plan." Corporate executives make prudent decisions.
At the same time, companies have found that traditional recruitment channels are not effective for talent in some emerging fields.
"Use emerging channels such as social media and industry forums to accurately locate target talents and improve the targetedness and success rate of recruitment." The human resources department continues to innovate recruitment methods.
In terms of team building, the management of cross-regional teams has become a new challenge, and cultural differences and poor communication have affected the team's collaborative efficiency.
"Establish remote collaboration tools and communication platforms, strengthen cultural integration training, and regularly organize cross-regional team exchange activities." Companies actively respond to the challenges of cross-regional team management.
In addition, with the international expansion of business, companies need to cultivate teams with international vision and cross-cultural communication capabilities.
"Select outstanding employees to participate in international training and exchange programs, introduce advanced international management concepts and methods, and enhance the internationalization level of the team." The company has increased its support for the development of employees' international capabilities.
Although the road to talent strategy optimization and team building is full of hardships, family businesses have continuously overcome difficulties with firm beliefs and unremitting efforts, accumulating strong power for the future development of the company.
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