From January 10th to January 12th, 2018, Junxue Academy is the first to be founded. Based on the culture of "Teach me what I do, do what I teach", based on professional human resources theory, and based on the vivid growth cases of over 100 private schools, it is equipped with rich processes, methods and tools. Through in-depth analysis of the recruitment code of the first Junlearn Academy in China, which has an output value of over 100 million yuan, the training course for private education managers was officially held in Shanghai Keya International Hotel.
Junxue Academy is the earliest management output sector of Junxue China Group. It is the first one to put forward the operation concept of "educational institutions should adopt enterprise-oriented management" in the industry. On the basis of absorbing and inheriting traditional academies, Junxue Academy provides a complete set of solutions that integrate modern management innovation concepts and are in line with the characteristics and value orientation of the education industry, aiming at the common problems in the industry such as "emphasizing teaching over management", poor team stability, high turnover rate and lack of middle-level team. Junxue Academy is not only the most professional one-stop management service solution provider in China's education industry, but also organized the largest and most sticky education community platform, education industry professional talent training business school.
In the final analysis, the competition between enterprises is the competition of talents. To provide enterprises with continuous and high-quality talent supply is an important goal of human resources work. How to build an efficient human resource system, construct a reasonable talent echelon, make the best use of the things, and make the best use of the people, has become one of the important strategies that must be considered in the development of private education enterprises. The recruitment password training course in this period enables private education managers to have a pair of insight and find the thousand-li horse in the team.
Step P1: "Matching of resources"
The construction of talent echelon plays a very important role in the whole human resources system, which can help educational institutions to cultivate talents and provide a steady flow of talents for the organization.
The talent echelon can be built by means of department construction, capital matching, channel broadening, etc., so as to ensure the continuity of leadership, shorten the vacancy period of key positions, create internal excellent talent pool, and cultivate more senior management talents in the future.
The most important of these is the establishment of a well-structured human resources department. In order to attract, train and retain talents, it has become necessary to establish modern human resource management system and human resource management platform.
Only with "Bole" can we provide talent guarantee for the sustainable, healthy and rapid development of the organization and realize the strategic goals.
Step2: "Strategies should be followed"
The principles of a hiring strategy are based on why you are hiring. First of all, the head of the enterprise has a clear qualitative and demand for the construction of the talent echelon and the responsibilities and objectives of each post, and attracts talents by issuing demands, actively inviting, showing the advantages of the enterprise, attracting candidates for interview and other ways to complete the recruitment. Because of the post to hire people, have a target, so that talents in the right position to play the maximum value.
① Talent demand release
The construction of talent echelon is the number one project. As far as the demand is concerned, the number one should clarify the demand for talents, the functional posts that need to be improved by all departments, and put forward the demand for talent construction for the employing departments and HR departments.
② Initiate an invitation
Talents are not fixed in the market waiting for matching demands. When a talent that may fit the job needs is discovered, it is necessary to initiate and invite him to feel and experience the cultural atmosphere, working environment and team atmosphere of the organization. When talent is attracted to the culture and values of the organization, it will also play a big role in the subsequent cultivation and retention.
(3) Show the advantages of the enterprise
In recruitment, as in enrollment, the organization should treat itself as a product to show its strength and advantages to the talents in the market. Nowadays the network is very developed, but there is still information asymmetry. In the process of the construction of talent echelon, we should not limit our eyes to the local market. There are still a large number of excellent talents in different regional markets. There are absolute advantages to improve absolute advantages, while there are no absolute advantages to create relative advantages.
④ Make a thorough knowledge, explore the future
Ultimately, building a talent team is leadership development oriented, not a fixed list of candidates and job openings.
Educational institutions need to establish a mechanism to ensure that a steady stream of new candidates is generated and candidates continue to grow, resulting in a selection and development process that is fully aligned with the business plan.
The three-day recruitment password training course will lead nearly 1,000 private education administrators to deeply analyze education management cases, break the bottleneck of talent recruitment that restricts the rapid development of the school, and allow the school to introduce excellent talents in a systematic, procedural, standard and rhythmic way to achieve rapid growth of school performance.
