Project background:

Industrial motor is the driving force of industrial production, and its market scale and application scope are expanding. The global industrial motor market is about $149.4 billion billion in 2020 and is expected to reach $23.48 billion billion by 2026, with a compound annual growth rate of 2.97 percent. China is the world's largest producer and consumer of industrial motors, accounting for 30% of the global market.

In such a highly competitive industry, how to enhance the core competitiveness of enterprises and maintain market leadership is a challenge for every industrial motor company. The talent is the foundation of enterprise development, training and encouraging excellent management and technical personnel, is the key to enhance the competitiveness of enterprises.

Customer pain points:

Our client is a world-renowned industrial motor manufacturer with nearly a hundred years of history and rich experience. Customers have multiple production bases and R & D centers around the world. The products cover various types and specifications of industrial motors, which are widely used in petroleum, chemical, electric power, water conservancy, metallurgy, construction and other fields. Customers in the global market share is high, brand awareness and reputation is very high.

However, with the changes in the market environment and the diversification of customer needs, customers are also facing some difficulties and challenges. One of the most prominent problems is the high rate of brain drain, especially the middle and senior management and technical backbone. After investigation and investigation, we found that customers have the following problems:

-The talent training system is not perfect, and there is a lack of training plans and courses for different levels and positions, resulting in slow improvement of employees' abilities and limited career development space.

-The unreasonable talent incentive mechanism and the lack of effective performance appraisal and reward and punishment system lead to the lack of enthusiasm and sense of belonging of employees, and they are vulnerable to external temptation and job-hopping.

-The talent management model is backward, relying too much on traditional command management, ignoring the individual needs and sense of participation of employees, resulting in a lack of innovation and teamwork spirit.

Project Objectives:

In response to the problems and needs of our customers, we have designed a set of talent training and incentive programs to help customers achieve the following goals:

-Establish a sound talent training system, formulate reasonable training plans and courses according to the ability requirements and development direction of different levels and positions, and implement training by combining online and offline methods.

-Establish a reasonable talent incentive mechanism, formulate scientific assessment and evaluation standards according to employees' performance, contribution, potential and other factors, and provide corresponding rewards and punishment measures.

-Establish an advanced talent management model, adopt flexible management methods according to the individual needs and characteristics of employees, enhance employees' autonomy and sense of participation, and encourage employees to innovate and collaborate.

Research object:

In order to ensure the effectiveness and pertinence of the project, we have conducted in-depth research on the following objects of our customers:

-The customer's senior management, including the president, vice president, general manager, department manager, etc., a total of 20 people. The main understanding of the customer's strategic objectives, talent development planning, human resources management status.

-The middle management of the customer, including project manager, product manager, technical manager, sales manager, etc., a total of 50 people. Mainly understand the customer's business process, product characteristics, market conditions, technical level, etc.

-The customer's grass-roots staff, including engineers, technicians, sales staff, customer service staff, etc., a total of 100 people. Mainly understand the customer's working environment, work content, work pressure, job satisfaction, etc.

Project Content:

According to the research results and research, we have provided the following project contents for our customers:

-For customers to develop a complete set of personnel training system, including training objectives, training content, training methods, training time, training effect evaluation. The training covers corporate culture, strategic management, business knowledge, technical skills, communication and collaboration. The training method adopts online courses, offline lectures, case research, role playing, simulation exercises and so on. The training time is arranged according to the needs of different levels and positions, generally ranging from 3 months to 1 year. The training effect evaluation adopts the examination test, questionnaire survey, interview feedback and so on.

-Develop a reasonable talent incentive mechanism for customers, including assessment standards, rewards and punishments, promotion channels, etc. The assessment criteria are quantified and qualitatively evaluated according to the employee's performance results, behavioral performance, potential development and other factors. Reward and punishment measures include compensation and benefits, job changes, recognition and rewards. Promotion channels provide employees with diversified career development directions, including professional development and management development.

-Develop a set of advanced talent management model for customers, including management concepts, management methods, management tools, etc. The management concept emphasizes people-oriented, respects the individual needs and characteristics of employees, stimulates employees' autonomy and sense of participation, and encourages employees to innovate and collaborate. The management mode adopts the methods of authorization, goal orientation and team cooperation to enhance the sense of responsibility and belonging of employees, and improve the efficiency and effect of employees. Management tools use information systems, data research platforms, communication platforms and other methods to improve the transparency and timeliness of management, and promote information sharing and communication.

Project Value:

Through the implementation of this project, we have brought the following value to our customers:

-Improve the ability and professionalism of employees, enhance employees' sense of identity and execution of corporate culture and strategic goals, and improve employees' advantages in market competition.

It improves the enthusiasm and loyalty of employees, reduces the turnover rate and recruitment costs, and enhances the stability and continuity of employees.

It enhances the innovation consciousness and team spirit of employees, promotes product development and innovation, improves product quality and performance, and meets the diversified needs of customers.

It enhances the core competitiveness and market position of the enterprise, increases the income and profit of the enterprise, and improves the brand awareness and reputation of the enterprise.