How to solve the enterprise executive talent shortage crisis

For any enterprise character, having a strong leadership has become an indispensable thing, in the current uncertainty aggravation of the global economy, especially in the environment. With more the upcoming challenge, have good executive talent has become enterprise enron through difficult period is particularly important conditions.

However, the demand is far greater than can be qualified for the talent supply executive position, enterprise for difficult to seek talent from executives heard complain.

So, the enterprise how to solve this problem?

In fact, the enterprise can through the many methods to improve its existing executives or potential executives of the knowledge and ability.

First of all, the enterprise needs to realize the talents with executive position must have some very basic skills, ability and knowledge foundation. The master and the ability for executive position system requirements, the management of the company for aspiring to employees' personal future development is very important. These capabilities including intelligence and outgoing and rigorous personality traits, in addition, fluent oral English and promotion to the will of the leadership or power.

Second, the enterprise must identify which have promotion as soon as possible to the leadership potential. There are many methods can be used to identify the qualifications of talent, but the most effective or according to the performance of the past position and judgment. In addition, the enterprise and staff own also can use self assessment tools examine these potential talent in the basic qualification the advantages and shortcomings.

Third, the enterprise needs to realize the importance of formal education. For employees to systematically understand how to do business, enterprise must provide the basis for the employees of business education. The market for many leadership development course and education plan, the purpose of promoting the development of the leadership. Enterprise should encourage employees to executives education courses (including long-term and short-term course) to enhance personal ability.

Fourth, when you determine the potential employees have the, the enterprise should provide all kinds of opportunities to guide and enhance their professional ability. The results of the study show that, through the incentive employees do challenging task to development ability is a fairly effective way, even if they may meet with failure. In addition, the enterprise should also encourage the staff as or are deployed to other jobs, like to take this opportunity to improve their operation on the company and the understanding.

More important, in order to adapt to the globalization trend, the managers of the enterprise get contact with different culture and enterprise opportunity, and assigned to the foreign work experience is getting more key.

Fifth, the enterprise can through from boss, colleague, mentor, and even coach Suggestions and feedback to help staff development. This type of network is a strong development mechanism.

Finally, the enterprise should encourage the staff training QuanQiuGuan and in-depth understanding of international affairs. Through the travel and dispatch of overseas missions are also good for increasing staff seen.

Therefore, the enterprise can through the many kinds of methods to train their own leaders.

But the question is, does the enterprise by the above any method?

Many enterprises only used a part of, not all of them. Be worth what carry is, when the enterprise to the actions are often too late, so much so that when executive talent demand suddenly appeared for unprepared and loss.

Why will appear this kind of circumstance? The author think enterprise are not take these methods, for the following reasons:

First, the many training plan not cheap. For example, the enterprise must be sent to foreign executives to pay for rent, children and other logistics cost tuition fees.

Second, many companies have not set up any identification and development of talents cultivation plan executives formal or path. Instead, talent cultivation of autonomy depends on staff, enterprise party almost don't participate. The situation is particularly common in the small business.

Third, the enterprise internal may not be able to provide the resources, and even its outsourcing. This is the case in the small enterprise is common. In addition, the enterprise is likely because of a fear of employee turnover make enterprise investment drain, and thus do not wish to too many resources for cultivation of talents.

But all things are got to have a balance.

The enterprise can top the risk of investment in human resources executives talents cultivation, also can choose to take another risks-on the demand appears when advance to senior management position the talent shortage. In the present dim business environment, the latter risk seemed to more.