When formulating a project allocation plan, it is necessary to take into account the company's requirements (priority for young employees), team fairness and project needs. The following are specific steps and suggestions： --- ### **1. Clarify the specific meaning of the company's policy** -**Confirmation criteria**: Confirm with HR or management the definition of ”young employee" (such as age range, entry years, etc.), and the priority weight (if it must be met, or only as a reference factor). -**Goal understanding**: Understand the purpose behind the company (such as cultivating new people, echelon construction, innovation vitality, etc.) in order to implement flexibly. --- ### **2. Evaluate the project and team situation** -**Project classification**： -**Difficulty/urgency**: Core projects need to match experience and ability, and non-core or experimental projects can give priority to young employees. -**Learning opportunities**: Divide tasks suitable for newcomers to practice (such as auxiliary modules, data collation) or tasks that require mentorship. -**Inventory of team capabilities**： -Count the skills, interests, and past performance of young employees. -Evaluate the available time of senior employees and avoid excessive dependence on a few people. --- ### **3. Formulate allocation rules (example framework)** -**Basic principles**： -Ability priority**: Ensure that key tasks are the responsibility of competent people and avoid project risks. - **Equal opportunities**: Young employees take turns to participate in high-quality projects to avoid concentration on a few people. -**Specific rules**： -**Hierarchical distribution**： -Divide the projects into three categories: A (high difficulty), B (medium), and C (basic). Young employees have priority to obtain B/C projects, and Category A needs to participate after passing the assessment. -**Pairing mechanism**： -Young employees team up with senior employees to not only meet the policy requirements, but also ensure the quality of the project. -**Dynamic adjustment**： -Set up a probation period (such as evaluating performance in the first 2 weeks), and adjust the division of labor if you are unqualified. --- ### **4. Transparent process and communication** -**Open standards**: Explain the allocation logic to the team (such as ”newcomer training accounts for 30%") to reduce misunderstandings. -**Feedback channel**: Employees are allowed to recommend themselves or put forward preferences, and adjust according to their needs. -**Regular review**: Check the participation of young employees and the quality of project completion every month, and optimize the rules. --- ### **5. Supporting support measures** -**Pre-training**: Provide young employees with crash training required for the project (such as tool use and process specification). -**Mentor system**: Designated senior employees provide guidance and are included in the mentor's performance appraisal. -**Incentive design**: Give recognition or promotion bonus points to young employees who have successfully undertaken the project. --- ### **6. Risk aversion** -**Avoid age discrimination**: Ensure that other members are not completely excluded due to “prioritizing young employees”. -**Data records**: Keep the allocation basis (such as skill assessment form, project matching score) for review. --- ###**Sample plan template** | ** Project type * * | **Allocation ratio * | /**Remarks ** | |--------------|--------------------|------------------------------| | Difficult projects | 70% of senior employees + 30% of newcomers / Newcomers need to pass the basic assessment | | Medium projects | newcomers are preferred (60%) / With tutor support | | Basic projects | Newcomers 100% | Used for skill polishing | --- Through the above steps, not only can the company's policies be implemented, but also efficiency and fairness can be balanced. The key is to dynamically adjust based on actual feedback to ensure that the overall effectiveness of the team is maximized.