What Is a Fractional Reserve System?

Reserve cadres are reserve talents at the management level of the enterprise. Through a series of trainings and exercises, they eventually become middle-level and even top-level managers. In order to achieve development in the fierce market competition, enterprises must have a backbone management team and excellent talents. In addition to external hires, enterprises have increasingly attached importance to training their own management talents, and have created leading soldiers who can lead the company through the waves. For this reason, companies generally go through a strict and prudent recruitment process to select the most potential talents and train them strictly to enrich all the abilities and skills needed for reserve cadres to become professional managers ^[1] .

Reserve cadres

To expand the layout

Since it is called a reserve cadre, the company must have an expansion plan. Take HSBC, for example, and plan for the vacancy of supervisors in the next 5 years.

Introduce multiple vitality

In addition to preparing for the future, the introduction of reserve cadres with other work experience can also bring new vitality to the enterprise. Retail is a very flexible industry. Consumers' preferences and consumption patterns have been changing. If the store manager is promoted from internal staff, his past successful experience may constrain development. It is pointed out that reserve cadres with experience in different industries can often put forward new ideas that transcend old practices. When the company implements new ideas, their acceptance is also relatively high, which virtually affects other old employees.

No related courses at school

Some industries continue to recruit reserve cadres, which is related to the difficulty of professional development. For example, distribution businesses such as mass merchandise stores and convenience stores. You can't find relevant training courses in various departments in the country. Enterprises have different conditions and restrictions on reserve cadres. Although some companies may set limits on the qualifications of recruiters, most welcome newcomers to try. The policies for hiring reserve cadres in enterprises are also different. Some people are hundreds of people at one shot, and some adopt elite soldiers. The number of reserve cadres is limited to 15 per year.

High external standards

Although reserve cadres can get more learning resources and promotion opportunities, they are not ascending by helicopter as imagined by the outside world. Reserve cadres are equivalent to compressing things that would have taken years to learn and completing them during training. Facing higher pressures and challenges than average staff. For example, this statement is often seen "There are many challenges that you don't need to meet smoothly. Your colleagues will think that you should do well and hang up if you don't do well."

Let's learn from scratch

Most reserve cadre trainings have grass-roots internships to familiarize reserve cadres with the company's actual operations, but some work is trivial and low-level, often making reserve cadres who originally set themselves to sit at their desks difficult to adjust. Others' amazement and self-knowledge of job gaps have become the necessary psychological adjustment for reserve cadres. IKEA founder Ingwa Kampura said in the book "The Four Seas and One IKEA": "Let us continue to be a group of optimistic lunatics, a group of stubborn, persistent, and refuse to accept" impossible "as the answer. Of course, the people who reserve cadres are not crazy. In fact, they need more perseverance, a paranoid pursuit of excellence, and the courage to accept challenges. Finally, they can pass the numerous levels to win the laurels and start another brilliant journey.

Poor mentality, follow the trend

At the beginning, reserve cadres can be said to be an intensive training for themselves. Many companies will adopt the practice of rotating employees. The challenges and psychological gaps they face are higher than other employees, so many employees are experiencing After one or two months, I will take the initiative to leave for another way. This situation also easily affects the mentality of others. If you are a blind follower or susceptible to external influences, this road does not seem suitable you.

So high

Internal training of reserve cadres

Internal talent training includes the establishment of internal promotion mechanisms and job content design.

Internal promotion-Through internal promotion, the vacancies formed by the development of the organization can be left to internal employees, so that employees and the company can develop together, and increase the loyalty of employees, especially outstanding employees. For example, company A's marketing organization system includes several levels of vice president of marketing, regional managers, office directors, and business representatives. With the development of the South China market included in the company's plan, the company's headquarters can be reassigned to some regional managers with better performance or Deputy managers and even some excellent office directors are responsible for market development in South China. At the same time, some outstanding business representatives can be promoted to office director positions.

Work content design-The appropriateness of the design of employees' work content is directly related to the quality of internal talent training. In a well-functioning human resources system, talent training is not just a department of the Human Resources Department. Managers at all levels in each department should take the responsibility of talent training. At the same time, the effect of talent training is important to their performance evaluation. in accordance with. Managers at all levels should design targeted work content for the different characteristics and different requirements of the staff of the department, and carry out continuous follow-up evaluation, and adjust the work content based on the evaluation results. By establishing a responsible personnel training system at various levels, and carrying out targeted human resource development for employees, outstanding employees can grow up quickly in actual work exercises.

Reserve cadre recruitment

Recruit new employees from outside. Recruitment should be predictable, not an emergency response when there is a staff shortage. Recruitment can be carried out through regular job fairs, newspaper advertisements, etc. It is also possible to establish a talent information database, through the attention and regular communication of internal and external talents of the enterprise, timely recruitment of talents, to ensure that critical positions have a moderate reserve of power. For example, Company A plans to explore the South China market and the current company's marketing staff is already at full capacity. Therefore, the company can recruit a certain number of marketers six months in advance or even longer according to the development plan or expectations of the South China market, and conduct company management on them. Introduction, business training and job practice so that they can quickly enter the role when exploring the South China market.

Reserve cadre training

Due to the increasing market competition pressure and the acceleration of knowledge update, continuous and systematic training of personnel is required. Otherwise, not only will new employees not be able to adapt to the job in the new post, but even key employees of the company will be eliminated due to aging knowledge. The human resources department should start with job analysis and conduct business and skills training according to the different requirements of each position and the gap between employees. At the same time, in accordance with market competition and knowledge development, multiple training methods should be used to improve and update the knowledge of employees.

Misunderstanding of reserve cadres

Many people in the real world think that reserve cadres generally need to start at the grassroots level. Now there is a saying in society that reserve cadres are salespeople and miscellaneous. In addition, some people think that enterprises do not have so many management positions at all. Many reserve cadres have reserved their original positions for a few years and do their original jobs. They think that enterprises use them as low-cost labor. Some companies do have ulterior motives, but there are also many companies that really want to cultivate talents, and in the future they can let them realize their own value and obtain greater benefits for the enterprise.

If an enterprise lowers its requirement to recruit reserve cadres, it will undoubtedly increase training costs, which is not conducive to enterprise development in the long run. In fact, not all reserve cadres can become cadres. It can only be said that they are more likely to become managers than others. Take the insurance industry, because of the special industry attributes of the insurance industry, the setting of management positions is not like "one radish and one pit" in other industries. Instead, it can be a team with the ability and performance to reach the promotion standard. Manager. Some people mistakenly believe that the recruitment of "reserve cadres" by insurance companies is actually the recruitment of general insurance salesmen. In fact, otherwise, if the conditions for insurance companies to recruit "reserve cadres" are not easy, in addition to having a college degree or above, in addition to having work experience in the same industry, they must also have at least two to three years of departmental management experience. At least 40,000 to 50,000 yuan ... Insurance companies will never recruit fresh graduates as reserve cadres. After entering the job, the training provided by reserve cadres is 3 to 5 times longer than that of general salesmen, and even longer. Of course, the benefits will be different. If the performance is not up to the standard, can not be promoted to director within the prescribed time, will also be reduced to general salesman.