Research on Inventory Technology of Talents in State-owned Enterprises

Based on the in-depth analysis of the strategic needs of state-owned enterprises, this paper establishes a key talent competency model and builds a talent inventory model. It describes in detail the use of talent inventory related technologies in practice and the evaluation and analysis of the content and indicators involved in talent inventory. It provides an effective reference and reference for state-owned enterprises to carry out talent inventory.


Introduction
Talent inventory is a detailed investigation and analysis of the overall situation of human resources. It comprehensively evaluates talents through analysis of their thinking, experience, skills, and performance. The four core technologies are competence technology, evaluation technology, development technology and information technology [1].
The purpose of talent inventory can be divided into organizational perspective and employee perspective. From an organizational perspective, talent inventory is to find internal talents, establish a talent system, and provide a basis for human resources decision-making around the company's development strategy [2]. From the perspective of individual employees, talent inventory is to promote employees to establish a clear career development direction, encourage employees to grow better, and implement the landing human resource decision-making plan.

Talent inventory model construction
The development goals of state-owned enterprises require that the talent team is fully matched with it, and the job orientation and job match of the talent team can also promote employees to give full play to their professional abilities and potential levels and improve work performance [3]. Therefore, this article combines the needs of talent inventory to form the performancepotential matrix inventory technical requirements, and sets five categories for the state-owned enterprise talent inventory model: political quality, professional ability, performance level, potential level, and professional orientation. Set different dimensions for the rich political quality and professional ability categories, and further subdivide the dimensions of the more comprehensive professional ability categories, and set relevant elements. For the setting of category weights, the political quality, professional ability and performance level weights are each 50% combined into the performance of key talents. Among them, political quality is 20% and professional ability is 30%. The potential level is the category tested separately in the talent inventory, and the weight is 100% [4].

Category Weights Connotation
Political Quality 20% The firm and correct political direction and political beliefs necessary to engage in work responsibilities, as well as the comprehensive performance of the company's party committee.
Professional Ability 30% The ability to perform a certain task outstandingly is formed by the use of knowledge and skills in the transfer and integration of business management and research activities.
Performance Level 50% In a certain period of time in the company, complete descriptive work behaviors and measurable work results and work effectiveness levels.

Potential Level 100%
The ability to transform the knowledge and wisdom you have, plus the experience you have experienced, into performance in a new situation or changing environment.

Professional
Orientation -A stable professional behavior tendency suitable for the company's job category formed on the basis of professional evaluation.

Political Quality
From the perspective of General Secretary Xi Jinping's requirements for the political quality of party members in the new era, political quality includes at least five aspects: political ideals and beliefs, political loyalty, political style, political responsibility, and political ability. In addition, employees are the foundation of the company's development, the company is an extension of employee development, and the height of the employee's personal career development. The research team in this article adds the dimension of family and country feelings to the political quality [5]. In these six dimensions, political belief is the fundamental element that determines the motivation and direction of talent development, so the weight is slightly higher.

Category Weights Connotation
Political Beliefs 20% Full of confidence in the socialist road, resolutely safeguard the decision and deployment of the Party Central Committee, firm political convictions and use their words and deeds to influence those around them.

Political Loyalty 16%
Strictly implement the decision-making and deployment of the company's party committee, with unanimous heart, consistent with the outside and inside, and implement high standards and strict requirements for work.

Category Weights Connotation
Political Responsibility 16% Keep in mind the mission of state-owned enterprises, perform your duties for the party, be brave enough to face difficulties and problems, be pioneering and enterprising, and dare to take responsibility.
Have a strong sense of political discipline and political rules, consciously implement the "Eight Regulations".
Political Ability 16% Focus on the overall situation of enterprise development, be good at managing the work situation, have strong political risk prevention capabilities, and be able to accurately grasp the work direction and general trend.

National Sentiments 16%
Follow the company's party committee deployment, agree with the company's corporate culture and mission, have the ideas and concepts that promote the company's development, and believe that its own development and the company's development are mutually related and integrated.

Professional Ability
According to the iceberg model, the competency model in the talent inventory model of this research has set 6 quality dimensions, under which specific elements are set, and each element is divided into different behavior levels [6]. Give full play to the advantages of team members through authorization, incentives and other management methods, promote teamwork, resolve personnel conflicts, and lead team members to complete work goals.

Strategic
Planning 50% Track and analyze changes in the external market environment and the matching of strategic goals, formulate mid-and long-term development goals, and make feedback adjustments and suggestions to superiors based on the implementation.

Manageme nt Ability 40%
Executive Ability 20% Develop a clear work plan and feedback mechanism, be ready to deal with various obstacles and problems at any time, and all work can meet the requirements of the superior and exceed the expectations of the superior.

20%
Through the analysis and judgment of multiple feasible solutions, the ability to select the most appropriate solution and implementation time, and be able to take risks courageously, and make clear decisions that are conducive to advancing the work.

Training
Guidance 20% Have the willingness to train others, by paying attention to the potential and plasticity of subordinates, providing correct guidance and necessary support for the work of subordinates, and improving their work performance ability by sharing Under the premise of ensuring normal working conditions and product quality, the company maximizes profits by controlling costs, increasing output, and optimizing processes.

Customer Orientation 25%
Able to pay attention to the changing needs of external customers, and do their best to help and serve customers, and create value for customers.

Performance Level
The performance level is generally based on the annual performance appraisal results obtained by the state-owned enterprise appraisal system. In the process of talent inventory, the company's performance can be converted into corresponding scores and distinguished into three levels: high, medium and low [7].

Potential Level
Potential talents are those who have the willingness to lead, the ability to achieve success, and a higher degree of dedication to the organization while maintaining high performance. This article uses representative and highly popular learning acuity to represent the potential of key talents [8]. Generally, talents with high learning acumen have high potential and are more likely to succeed after being promoted. If the personality matches the needs of the position, the potential advantage will be more obvious.

Category Connotation
Mental acuity Good at thinking, willing to deal with complex problems, examining problems in an unconventional and unique way, seeking knowledge and exploring new ideas, and establishing new connections between different concepts.

Interpers onal acuity
Treat others with an open attitude, like to interact with all kinds of people, understand the unique strengths and interests and shortcomings of others, and make full use of others to achieve organizational goals.

Change acuity
Likes to change, constantly explores new solutions and solutions, and is keen to lead organizational changes.

Result acuity
Inspiring the team and exerting influence can create results in the case of first-time problems.

Selfknowledg e
Be able to perceive yourself, clearly understand your strengths and weaknesses, eliminate blind spots, and use your knowledge of yourself to work efficiently.

Professional Orientation
Occupational orientation refers to the employee's professional interests and the scope of work that is relatively suitable [9]. The classification of occupational orientation is to classify many complex occupations into a limited number of occupational groups with a reasonable division, and help the testees find the most interesting or suitable occupation field. In the talent inventory, clarifying the employee's career orientation is conducive to evaluating and planning the employee's job match and career development direction. The occupational orientation studied in this article is based on the 16 occupational categories classified by Myerson-Briggs on occupational orientation: inspector type, caregiver type, fraternity type, expert type, adventurer type, artist type, philosopher type, scholar type, challenger type, performer type, public relations type, smart star type, housekeeper type, master type, teaching type , commander type [10].
The scale has been set up as "judgment vs perception", "thinking vs emotion", "feeling vs intuition", "extraversion vs introversion" and other control groups. According to the comparison score to judge the professional tendency, at the same time dock the company's key talent inventory range of job characteristics. According to the evaluation results, the professional tendency of each key talent individual and the matching with the existing positions can be obtained, so as to better promote the work efficiency of the matching of personnel and positions.

Path and method of generating key talent inventory report
In the process of key talent inventory, the performance of key talents-potential nine square grid is the main result that needs to be presented in the end. According to the key talent inventory model, the generation path of the key talent inventory report is shown in the following table.

Method of Generating Performance Level Results
Political quality, professional ability, and performance level constitute the performance level of key talents. In the selection of evaluation methods, political quality and professional abilities are evaluated by using the 360degree evaluation questionnaire developed by the research team, and the performance level is based on the company's annual performance evaluation results, and finally integrated and calculated as the nine-square grid ordinate-performance level.

Method of Generating Results of Potential Leve
The potential level adopts the learning acuity scale test method, and is integrated and calculated as the ninesquare grid abscissa based on the results of the scale. According to the results of the learning acuity test scale, the potential level is divided into three levels: 243 points and below are low, 243 points-324 points are medium, and 324 points or more are high. Based on this, the horizontal coordinate of the performance-potential nine-square grid is determined.

Method of Producing Occupational Tendency Matching Degree Results
Use MBTI scale to conduct personality test, analyze and explain the matching degree of current positions of inventory subjects, and further make correlation analysis between occupational personality test results and Jiugongge.

Conclusion
As an important means of understanding the overall situation of talents, talent inventory is of great significance to the formulation of corporate human resource strategies. Talent inventory should conduct a comprehensive and three-dimensional evaluation and evaluation of the company's talents. It is necessary to understand the ability and quality of talents, but also to pay attention to the matching degree of talents' ability characteristics and positions, loyalty to the enterprise and work performance.