What are the aspects of talent training? The most important thing in cultivating talents is to make people think independently, rather than suppressing their independent thinking. Only such talents have the ability to analyze, judge and deal with problems, continue to make progress and development, increase their knowledge and understanding, and deepen their knowledge.

Thinking, so that he can analyze and deal with the problem better and more fully in the future. Understanding the situation and increasing his knowledge is the basis for dealing with the problem. Only with this foundation can he deal with the problem better.

In the final analysis, talent cultivation is about telling one's own thinking experience, helping others, and telling other knowledge situations. The overall purpose is to increase people's knowledge and understanding. Talents can also improve themselves through self-study and their own thinking.

Treat people as equals, treat people as equals, treat people as equals.

Find and recruit talents, cultivate talents, and cultivate talents successfully.

What are the methods for cultivating talents? Talents have always been a need for enterprise development, and enterprises have been building human resources in response to this demand.

At present, enterprises mainly use the following methods in this aspect.

1. Increase internal training. Many scientific researchers and engineering technicians have strong professional abilities, but lack leadership and management expertise.

If companies can invest heavily in leadership and management training, they can cultivate a group of experienced local core cadres to guide future emerging leaders and help them complete the transformation from outstanding scientists to outstanding managers.

2. Establish an apprenticeship system. Companies can consider providing opportunities for researchers and senior scientists to work side by side on specific projects.

Personal assistants are not administrative positions, but provide a fast track to senior positions for potential new managers.

Companies can create personal assistant positions for senior R&D scientific researchers, thereby building a growing network of innovators.

Candidates for personal assistants should be scientific researchers or engineers with high potential.

3. Cultivate innovative talents. Rotate high-potential rookies in the R&D center to give them the opportunity to engage in in-depth research work in more mature markets.

For training courses to be effective, they must have clear criteria for candidate candidates.

If you choose the management route, graduates start as scientific researchers when joining the company, and then gradually advance to the position of laboratory manager or global technical manager in a specific field.

No matter at which level, the company has set up a clear set of assessment standards and will clearly communicate them to employees. At the same time, it will cooperate with the setting of a reward system to praise employees who have made contributions.

For example: After a graduate with an engineering background chooses the scientific expert route for a period of time, he hopes to increase his understanding of business and management and have the opportunity to change jobs.

4. Promote innovation through other R&D models. Companies can also consider establishing an R&D department dedicated to a single product.

The move could give the unit greater responsibility for all R&D decisions in its specific market segments and even improve the prospects for innovation.

Another way to encourage rapid innovation is to launch products before they are complete.

5. Create a corporate environment that nurtures talents. After the company builds the corporate team, it must also embed cultural norms into the local team.

Recognizing employee achievements through internal communications, group meetings, and one-on-one meetings with executives can also be useful in creating a sense of honor and ownership of the company among employees.

Companies have the responsibility to understand their employees’ tendencies, and at the same time, they should work harder to create a work environment where employees can express their inner thoughts freely.

Make them more comfortable at work, thereby increasing their creativity and productivity.

What are the basic ways to cultivate enterprise talents? 1. Integrating innovative education into the basic idea of ??cultivating innovative applied talents, cultivating independent personality and pioneering qualities, mastering professional and systematic engineering theories, proficiency in necessary professional skills, and certain engineering practices

Engineers who have experience and engineering awareness and can skillfully use information technology and comprehensively use professional knowledge and engineering experience to solve engineering technical problems are the basic starting point and foothold for our education and teaching reform.

1. Change the traditional concept of education that is solely for the purpose of passing on knowledge, and focus on changing to ability cultivation and quality education.

Mechanical manufacturing and automation major is a highly practical engineering major. The teaching process and teaching activities cannot be based on simply imparting memory knowledge and structural knowledge as the main purpose and form, but should shift from focusing on knowledge transfer to paying more attention to ability cultivation and quality.

Education transformation, cultivating engineering application talents with certain pioneering spirit and integrated innovation ability.

By analyzing the similarities and differences in the nature of "science, technology and engineering" and the different requirements for cultivating "scientists, technicians, engineers" and other professional characteristics, Youji College has set the training goal of cultivating application engineers who can create economic value for enterprises, and at the same time revised the teaching plan

, a talent training model has been constructed that is oriented by social needs, has ability training as the main line, and is characterized by flexibility and adaptability.

2. Break through the uniform training model and make the training process reflect the hierarchical and professional characteristics between grades.