What is the talent market?

Talent market, also known as human resources market, labor market, labor market, job market, employment market, recruitment market, labor market, etc. , refers to the labor supply and demand market. The 2005 China Talent Report-Talent Development in the Historical Process of Building a Harmonious Society (Yellow Book) edited by China Institute of Personnel Science of the Ministry of Personnel was recently published. This report is the first systematic talent situation analysis report in China. 108, 65438 reporter interviewed Dr. Li Jianzhong, the person in charge of the report and the policy research office of China Institute of Personnel Science, Ministry of Personnel. Li Jianzhong said that since the reform and opening up, especially since the 1990s, China's talent industry has made great progress, but there are still many problems in the total amount of talents, the reserve of senior talents and the effective allocation of talents and economic structure development.

"The total number of talents continues to grow steadily; The quality of talents is gradually improved; Excessive concentration of talents to the tertiary industry; The geographical distribution of talents is still strong in the east and weak in the west, and the allocation of talent resources in China is at a historical turning point, which is the most important feature of talent development in Chinese mainland. " Li Jianzhong said.

First, there is a trend of over-concentration of talents in the tertiary industry.

The report shows that the outstanding feature of China's talent industry distribution is the sharp contrast between the talent industry structure and the national economy industry distribution. The number of middle school technicians in the primary industry and the secondary industry is obviously low, and the educational status of employed people needs to be improved urgently. Judging from the output values of the three industries, in 2002, the output values of the primary, secondary and tertiary industries were 15.3%, 50.4% and 34.3% respectively. In terms of employees, the proportion of employees in the primary, secondary and tertiary industries is 50%, 2 1% and 29% respectively, while the proportion of technical personnel in secondary schools is 5%, 18% and 77% respectively, and the proportion of college degree or above is 1.2% and1respectively. This means that while the tertiary industry concentrates a large number of talents, the contribution rate of talents to the national economy is obviously lower than that of other industries, which is incompatible with the goal of strengthening the basic position of agriculture and developing a manufacturing power.

Second, non-public units will be the absolute main force to receive talents.

The report points out that the ownership structure and employment structure in China have undergone tremendous changes, and various economic sectors coexist, which has also fundamentally changed the talent team structure in China. Its outstanding performance is that the number of employees and the total number of talents in state-owned enterprises have been declining since the late 1990s. 1996, the total number of employees (including civil servants) in state-owned units in China was 10949 million, and it was only 74.09 million in 5438+0 in 2006, with an average annual decline of more than 5%; The number of professional technicians in state-owned units has decreased by10.3 million since 1999, a decrease of 4%; Party and government personnel decreased by 590,000, a decrease of 7%; The number of managerial talents in state-owned enterprises decreased from 2.625 million in 1998 to 21230,000 in 2002, and it picked up again in 2003. At the same time, from 65438 to 0994 -2003, the total number of employees and professional technicians in non-state-owned units increased by 29 times and 3.4 times respectively; The proportion of the total number of employees in non-state-owned units and the total number of professional and technical personnel in the total number of employees in China has increased by 23% and 1 1% respectively. The report predicts that with the further development of economic system reform in China, non-public units will become the main direction of talent employment in China in the future.

Third, the distribution of professional and technical personnel is very unreasonable.

This is mainly manifested in: First, the distribution of talents in different ownership units is unreasonable. Professional and technical personnel who account for more than 70% of the total number of professional and technical personnel in China are mainly distributed in state-owned enterprises and institutions. Second, the industry and industry distribution need to be adjusted. For example, within the tertiary industry, the proportion of talents in scientific research, social services, financial management, real estate, business restaurant, transportation and other industries is low and needs to be supplemented and strengthened. Third, the distribution of disciplines or majors is unreasonable. Education, health, economics, accounting and other personnel account for more than 70% of the total number of professional and technical personnel, while engineering and technical personnel only account for 18% of the total. Engaged in research and development (R&; D) Among professionals, there is a shortage of professionals in new materials, new energy, biotechnology, modern medicine and environmental protection.

According to the report, although the marketization process of human resources allocation in China has started and achieved remarkable results, due to the influence of many factors, the marketization degree of talents in China is not high enough, and there are the following problems.

First, the household registration system constraints

Due to the current household registration system, many graduates are unwilling to find their own suitable jobs in private enterprises, especially in big cities such as Beijing and Shanghai, which seriously restricts the cross-regional flow of talents and becomes an important factor affecting the talent factor market.

Second, the reform of personnel file system lags behind.

The maladjustment between the traditional personnel file management system and China's economic and social development is mainly manifested in the following aspects: the single personnel file management mode of state-owned units is not suitable for the new situation of the coexistence of various ownership economic organizations; The current file management mode of "separating personnel files from fee management" does not meet the needs of establishing a unified and open talent market; Moreover, the traditional system of collecting and utilizing personnel files does not meet the requirements of "the state respects and protects human rights".

Third, the reform of the personnel system has not yet been fully put in place.

However, due to the imperfection of the Interim Provisions on the Dismissal and Resignation of Professional and Technical Personnel and Managers in Institutions Owned by the Whole People and the Interim Provisions on the Resignation and Resignation of Civil Servants, the output of personnel in state organs and institutions has been affected, resulting in the situation that they can't get out if they want to, and they can't get out if they are incompetent, which makes it difficult for the supply and demand subjects in the talent market to be fully in place, the operation mechanism of the talent market is imperfect, and the regulatory role of market supply and demand, price and competition mechanisms in the allocation of talent resources can't be fully exerted.

Fourth, the talent market management system has not been completely straightened out.

As far as the whole country is concerned, many places have not established a law enforcement inspection system for talent flow and talent market activities, and have not implemented daily and immediate supervision and management of talent flow and talent market activities. The problems of employment discrimination, occupational safety and rights protection in the talent market are outstanding, which have affected the healthy development of the talent market.

Fifth, the demand for talent market is diversified. College students make mistakes in choosing jobs.

March is approaching, and the employment of college students has reached the most critical stage. However, judging from the employment situation of college graduates reflected by the market, the above-mentioned professional dislocation phenomenon is increasingly prominent. [ 1]

Editor of employment agency

An employment agency for the unemployed. Also known as unemployment agencies and labor agencies. The task is to register employment, master labor resources, introduce and arrange labor employment, supervise both workers and employers to abide by labor contracts and agreements, and conduct organization, management, business and technical training and political and ideological education for idle labor.

Employment agencies came into being in the early 20th century. There are two kinds of employment agencies in the west: government-run and private. The employment introduction law was originally formulated by the British employment introduction law. Before 1949, there was also a servant organization in China, which was an organization for bureaucratic capitalists to exploit unemployed workers in the name of employment introduction. At the beginning of the founding of People's Republic of China (PRC), in order to solve the unemployment problem left over from history, a labor organization was set up under the State Labor Bureau.

Main tasks: ① Registration and statistics of unemployed workers. (2) Investigate the labor demand of public and private enterprises. (3) Planning and introducing employees' employment. ④ Introduce the employment situation of job seekers. After 1958, it will be gradually revoked. 1963, after the State Council issued the Notice on Restoring the Establishment of Labor Intermediary Organizations in Large and Medium-sized Cities in China, this organization was rebuilt. During the Cultural Revolution, the employment agency was cancelled again. From 65438 to 0978, a labor service company was established, which basically has the function of an employment agency. At present, the employment problem in China is quite prominent, and there are a large number of unemployed people. The gradual recovery and development of this organization will play a positive role in reforming the labor system and rationally arranging the labor force.

Services include: introducing, recommending and recruiting all kinds of professional and technical personnel and managers as agents; Provide talent leasing services; Provide supporting services for project construction talents; Providing guarantee agency business for high-level talents; Provide personnel training, personnel assessment and other services; Provide human resource allocation planning, salary level survey and other personnel consulting services; Providing talent information services; Establish talent employment registration and recommend talent employment; Hold regular talent market exchange meetings or organize groups to participate in provincial and municipal talent market exchange meetings.

Anyone who implements personnel agency can also provide the following services: responsible for calculating the length, examining and approving the salary of record files, and issuing documents according to files; Go through the formalities of going abroad, exit political examination and border pass; Handling the declaration and review of professional and technical titles; Management of probationary period of college graduates and grading of becoming a full member: handling labor contract verification; Coordinate personnel disputes; Assist in handling social insurance and housing accumulation fund; Assist in retirement procedures; Handle the household registration of imported talents and the relationship between grain and oil; Apply for household registration of family members with certain conditions; To undertake the declaration of relevant awards; Organize to participate in continuing education; Acting as an agent to declare injury and disability identification; Transfer and manage organizational relations.

Other editors

Every increase in China's total talents 1% will boost economic growth 1.28%.

In 20 10, there is at least a shortage of professional and technical personnel17.46 million.

The statistical analysis of the Report shows that there is a high correlation between talent development and economic development. Judging from the average annual growth rate, from 1978 to 2003, the average annual growth rate of the total number of talents was 7.34%. What is the actual economic aggregate? Point GDP? The average annual growth rate of snow is 9.38%, and the elastic coefficient of economic growth to the growth of total talents is 1.28, that is, every time the total talents increase, it will drive economic growth 1.28%.

During the 11th Five-Year Plan period

The second and third industries are most short of talents.

The report predicts that by 20 10, the gap between supply and demand of professional and technical talents in China will be 1746000-2665000, of which the gap in the primary industry will be 2 1 15438-2243000, and the gap in the secondary industry will be1. Judging from the proportion of educated talents in the employed population, compared with the lowest level in developed countries in the mid-1990s (about 1 1%), the gap is between 2% and 3%. Compared with the mid-10th Five-Year Plan (2003), the total talent gap is 26 1.8 million-29.68 million, and the gaps in primary, secondary and tertiary industries and emerging industries are 520,000-648,000, 3.529 million-4.467 million and 8.645 million-1.65438+ respectively. The difference between educated people and employed people is 5%-6%.

At the end of the 11th Five-Year Plan, there were 80 million skilled personnel in China.

On the whole, during the Eleventh Five-Year Plan period, there are problems of total shortage and structural shortage in the development of professional and technical talents in China. In terms of the total amount, it is estimated that by the end of the 11th Five-Year Plan, the total number of skilled personnel in China will reach 80 million, and the proportion of highly skilled personnel, mainly technicians and senior technicians, will reach 5%, including 6.5438+0.2 million senior technicians, accounting for 654.38+0.5%, and 2.8 million technicians, accounting for 3.5%. On average, 240,000 senior skilled personnel are newly trained each year, with an increase of 6.5438+0.2 million in five years. At the same time, 20 million senior workers, 32 million intermediate workers and 24 million junior workers were trained, accounting for 25%, 40% and 30% of skilled personnel respectively.

Structurally, the shortage of talents in the secondary and tertiary industries is more prominent, which is closely related to China's industrial development strategy. In the future, with the development of industrialization and modern service industry in China, the demand for talents will obviously increase.