Talent selection must comply with certain standards and principles, and select the most "suitable" talents rather than "excellent" talents. During the selection process, four aspects should be considered, namely (1. Need Choose what kind of person for each responsibility; 2. The more professional the better; 3. Strong learner, quick response, and certain innovation ability; 4. Must have the spirit of loyalty, dedication, unity, seriousness and responsibility, dare to admit mistakes and can be improved in time). 2. Assist employees to complete their life and career plans and connect them with the destiny of the company. Only when the company develops, grows and becomes rich can employees live a good life. Assist employees to complete their life and career planning, such as improving work knowledge and professional skills, improving job benefits, promotion from low-level positions or positions to high-level positions or positions, transitioning from simple jobs to complex jobs, and realizing their own value, etc. It enables employees to have a goal to strive for and work hard to achieve a better future for the company. 3. Establish and improve the internal talent training mechanism of the enterprise. Employees should be provided with appropriate training opportunities based on the requirements of the position and the actual situation of the employees, and employees should be encouraged to learn work-related knowledge and skills. In addition, with the rapid development of enterprises and the introduction of new equipment and new technologies, new training needs will arise. Enterprises should conduct scientific analysis of training needs and choose the best methods and approaches to meet these needs. Establish and improve the internal talent training mechanism of the enterprise, systematically formulate talent training plans, implement them, conduct inspections, and sum up and promote experience, so that employees feel that they are growing every day. 4. Conduct regular training on professional and non-professional knowledge and skills. Nowadays, the development of science and technology can be said to be changing with each passing day. The update speed of knowledge and skills is very fast. We must keep abreast of the latest professional knowledge in this industry and regularly conduct professional knowledge training for employees. Let them always stand at the forefront of professional knowledge in the industry and be able to better serve production. At the same time, it is also necessary to strengthen training in non-professional knowledge and skills, such as training in safety, management and other aspects. Enable employees to develop in an all-round way and become both professional experts and experts in safety production and operation management. 5. Improve the construction of the talent echelon within the enterprise Enterprise management is not only the management of people, but also the management of talents. Talent building is very important, which has become the common sense of many enterprises. The key to talent development is to build a talent echelon, because only in this way can an enterprise continue to operate as human beings continue their lives. Talent echelon construction is a very systematic and planned comprehensive management work. An efficient talent echelon construction plan should include the following three aspects of mechanisms: The first is organizational space. When designing the organizational structure, certain standards must be maintained. Fullness means that when designing the organization, it should be combined with the business operation process and job analysis, and the work should be divided appropriately so that the reserve talents have the soil to grow. For example: In the organizational structure of departments, centers, and business units, certain deputy and assistant positions should be set up. The second is the mechanism space, that is, in the development process of employees, whether there are reasonable promotion mechanisms, retirement mechanisms, replacement mechanisms, internal talent flow mechanisms, rotation systems, etc., that are designed to support reserve talents to gain practical experience and quickly rise to the top. system guarantee. The third is development space, which means that for employees who enter the enterprise's talent echelon, a personalized training plan and a case tracking system must be implemented. A comprehensive training and development system is an important means to cultivate a talent echelon in a targeted manner within the enterprise. 6. Create and improve the internal competition mechanism of the enterprise. To be competitive in the same industry, an enterprise must have a corporate culture concept that the whole company strives to pursue, a good management team, and an effective set of policies. corporate systems and management mechanisms. Create and improve the company's internal competition mechanism to give all employees a good development space. Through internal competition, some employees whose business quality and awareness cannot keep up with the company's development needs can be eliminated. Leading cadres can also be promoted and demoted, so that the company can always Have an excellent workforce to avoid employee inertia. Only in this way can enterprises be in an advantageous position in the same industry in the process of sustainable development. 7. Establish an internal talent platform within the company to ensure that the evaluation of outstanding talents is transparent, open and fair. It paves the way for enterprises to select and promote talents. Of course, when cultivating talents, we must pay attention to two things at the same time. One is to treat people with sincerity; the other is to have strict requirements and not relax. Enterprises need to continue to develop, and talent is the most critical driver of success. Therefore, enterprises should retain outstanding talents and should not start and end.

Enterprise human resources should first focus on the outstanding talents within the enterprise, rather than seeking distant talents at the expense of the near. At the same time, whether a company can retain outstanding talents is also a key factor in measuring whether a company is excellent. The company's internal incentive mechanism should be continuously improved to allow outstanding talents to determine its destiny with the company. Only in this way can the company continue to develop. Regarding how to retain outstanding talents, I think we should do it from the following five aspects: 1. Improve the internal incentive mechanism of the enterprise. One of the keys for enterprises to attract and retain elite employees is to fully recognize and reflect the value of employees, so that employees get what they deserve respect and status. The remuneration of employees in many companies is not directly linked to the performance of the company, department, or project, and the status and treatment of employees are not entirely determined by their contributions. The lack of a scientific and reasonable incentive mechanism and the failure to provide stimulating reward packages for elite employees severely dampened employees' enthusiasm for work, ultimately leading to a rising turnover rate. I think the incentive mechanism should be improved from both material and spiritual aspects. (1) Material incentives: Material rewards are always a matter of great concern to employees. Providing appropriate material rewards can often play a good role in mobilizing employees' enthusiasm and stimulating their enthusiasm for work. (2) Spiritual motivation: A sense of honor is the first need for human life and survival. Giving employees some honor and dignity is often more effective than giving employees some monetary and material rewards. Therefore, when elite employees have achieved results through their sweat and wisdom, companies should give them a certain sense of honor and achievement in a timely manner. 2. People-oriented, caring about the health and life of employees. A people-oriented corporate culture is the foundation for retaining talents. Elite employees are the creators of corporate value. Caring for, respecting and trusting elite employees is the most basic condition for retaining elite employees. Enterprises must strive to create a people-oriented corporate culture, fully empower employees, and give employees the opportunity to complete their work independently. This is not only reflected in the work management of the human resources department, but also mainly in the management of employees’ departments and supervisors. People are emotional creatures, and emotional factors often affect employees' impressions of the company and their loyalty. Therefore, enterprises should implement meticulous family management of core employees, just like elders treat their own children, taking care of and nurturing them carefully, and the core employees who benefit will repay the favor. On the one hand, companies should care about the health of elite employees. For example, the company arranges physical examinations for employees every year and takes great care of their employees' health, which is a good job. On the other hand, companies should care about their employees' family living conditions and the difficulties they encounter. For example, if a child goes to school, a family member suddenly suffers a major accident or suffers from a serious illness, etc., they should lend a helping hand to solve the actual difficulties of employees, so that employees have no worries and can devote themselves to their work. 3. Establish a harmonious humanistic environment within the enterprise (1) To improve employee loyalty, it is important to establish a harmonious and relaxed humanistic environment. The first is to improve management methods and affinity and enhance cohesion through interpersonal interactions. For example, leaders sincerely make friends with employees. When assigning tasks, they do not give orders rigidly, but complete them in a heart-to-heart talk; second, they strengthen cooperation and communication among employees. Employees must cooperate with each other through cooperation and communication, share knowledge, exchange information, learn from each other, and improve together; third, exchange and communication can promote the reform and development of the enterprise. Through close and seamless communication, the company's strategies and goals can be conveyed to employees, which is conducive to enhancing employees' sense of ownership, constantly creating new achievements, and promoting the development of the company. (2) Office politics, factional struggles within the company, and cliques within departments often lead to employee resignations. Therefore, it is necessary to promote a corporate culture of integrity and create an interpersonal atmosphere of mutual understanding, mutual respect, and mutual help among superiors and subordinates, between departments, and among colleagues within the company. (3) Communicate closely with employees and resolve their ideological burdens in a timely manner; employees will inevitably encounter unsatisfactory things in work and life. As a manager of an enterprise, you must pay attention to the words and deeds of your subordinates and observe their work attitudes. and ideological status, so as to recognize and discover problems early, and nip the inducements for resignation in the bud through heart-to-heart talks and communication in a timely manner. 4. Establish and improve the employee performance appraisal system, and provide competitive salaries based on employee performance. Employees generally hope that their abilities can be fully utilized, their work can be recognized by the company and leaders, and they can have a sense of accomplishment and success in their careers. Satisfaction and being rewarded accordingly.

Therefore, we need to establish a complete employee performance appraisal system and make it transparent, open, fair and just, and evaluate employees' work performance in a timely manner. When there is a large difference in salary and benefits among employees in the same industry and the same position, frequent job hopping may occur, which often brings short-term management chaos to the company. Only by constantly providing objective, fair, comprehensive and accurate evaluations of employees' work, allowing employees to understand their performance in a timely manner, and providing higher wages based on performance, while constantly improving the working environment of employees. 5. Provide a variety of promotion opportunities, create space for employees to grow and develop, and realize self-worth. Some employees hope to be promoted to managers through hard work; other employees prefer to be promoted professionally. Each employee will have different degrees of self-esteem. Value goals are planned. If employees want to realize their self-worth, they must put their own development into the development of the enterprise. At the same time, the enterprise must also provide employees with a platform to realize their personal value. (1) Establish an employee promotion system. A soldier who does not want to be a marshal is not a good soldier. Every employee does not want to spend his life doing nothing. With the promotion system, every employee has a goal to strive for. He can determine the direction of his efforts according to the promotion conditions and can motivate employees. work enthusiasm. (2) Arrange challenging work. In order for employees to fully utilize their capabilities, they must be assigned difficult tasks, appropriately pressurized, make their work more challenging, and stimulate employees' potential. When an employee feels that the current job is no longer challenging, managers can rotate him to another more challenging position at the same level and with similar skills, which can reduce the boredom of core employees and improve their enthusiasm and motivation. Loyalty. (3) Provide a stage to display your talents. As employees, we all hope to show our value to the company in order to gain recognition from the company. To this end, enterprises should provide employees with a working platform where they can perform, and timely recognition of their achievements. When they encounter setbacks, they should provide appropriate encouragement to employees so that they can feel the importance of their existence, thereby improving their work efficiency. Positivity. Only when an enterprise pays attention to the personal development of its employees and provides each employee with sufficient space and opportunities for development based on the employee's interests, expertise and the needs of the company, so that employees can clearly see their future in the enterprise, can employees and the enterprise cooperate with each other. Form a long-term partnership.