talent planning

As the global working environment continues to change, the needs and skills of employees are also changing. We need to assess which areas of the business will flourish and which will face gradual shrinkage in the next 3 to 5 years. Predict how the composition of employees will change and how these changes will affect the search for new talents.

In order to help our customers cope with these business problems, we will work with our customers to combine our deep talent management and actuarial methodology expertise with our processes and tools in employee analysis and planning to help them transform business goals into strong predictions of future talent quantity and quality needs, and formulate effective strategies to bridge the talent gap.

Ruiwei Consulting's Basic Views on Talent Planning:
· Talent planning requires numbers and calculations, but it is not just calculations, but more management judgments; talent planning is first of all a management issue,
The second is the mathematical problem.
Talent planning and job placement cannot be equated, let alone replace business departments in job placement and staffing.
· Talent planning is to establish a dynamic talent supply and management mechanism to meet the needs of enterprises for talents at different stages
A talent planning based on business strategies and objectives needs to be combined with successor plans, talent development plans, etc.