How to implement talent strategic project

In the new century, talents in China will face more intense competition.

What is competition? One is "competition" and the other is "contention". The new century is a new starting line, and competition is an accelerator for talent growth and enterprise progress. We can divide the competition for talents into two aspects: one is the competition for talents among individuals, and the other is the competition for comprehensive strength among talent groups. Talent groups can be a unit, a region or a country.

Some people do not like competition. "If you were born in, why should you know?" It's their inner monologue In fact, without an opponent, there is no oneself. It is said that there is a natural zoo in Africa, which contains both wolves and deer. The manager of the zoo found that the wolf's arrogance was a bit arrogant and the deer was very depressed, so he took a few wolves and hoped that the deer would be active. Unexpectedly, without the threat of wolves, the deer felt that the world was peaceful, but stopped running and became weaker every day. Later, the breeder let the wolves grow up slowly, and the deer felt the threat of survival, and then became more and more active and stronger. There is a truth in this: the wolf is strong and the deer is strong. Competition is not only the law of biological evolution in nature, but also a powerful driving force for the development and progress of human society. After China's entry into WTO, talents in China will face more intense competition.

So, what characteristics will the next round of competition present?

I think there are seven kinds:

The frontier of competition. Also known as "pushing the frontier". If you used to think that your competitors were across the Pacific Ocean, then one day you will feel that your competitors are at home. It is very likely that someone next door is spying on your talents in order to succeed.

Let's begin. In the past, the competition for talents occurred after graduation from college. Now we pay attention to "the first move is the best", and the latecomers have to go home empty-handed. Microsoft in the United States has begun to sign contracts and pay wages in advance for the winners of primary and secondary schools; Siemens in Germany has opened the door to college students' internship. In fact, it is a prelude to discovering and selecting talents.

Spatial expansion. In the past, the competition for talents had two focuses. One is the talent market (this is a place that serves foreign talent resources), and the other is the university campus. Headhunting companies expand the competition for talents to all corners of society, thus making the tangible market invisible; The appearance of network has changed time and space, and made the talent market virtual.

The image is gentle. Speaking of talent competition, the most fashionable word is "talent war". This concept was invented by McKinsey & Company in the United States in 1998, and now it has become popular all over the world. "War" always gives people a sense of tension; Siemens said that we don't use that word. We call it "talent pursuit", which is to pursue the people loved by the enterprise with the heart of loving talents, just like Cupid who shoots arrows. How gentle!

Diversified means. It is also a competition for talents, but the ways and channels can be very different. The United States has increased its competition for talents from developing countries by amending its immigration law; Japan recruits talents by funding and helping other countries to set up research institutions. Some domestic enterprises have also learned to use this trick, and found famous universities to set up scholarships, sponsor poor students and jointly run enterprises. These practices have indeed achieved results.

Competition and cooperation. Most people see the promotion of "competition" to the prosperity of enterprises, but often ignore the important significance of "cooperation" to the rapid development of enterprises. In fact, whether in nature or human society, everything is both competitive and cooperative, and harmony itself is conducive to progress. Some foreign scholars call this phenomenon "competition and cooperation mechanism". In fact, the talent "competition" and "cooperation" among enterprises have become the open secret of the successful development of some domestic enterprises.

Smart strategy. The talent competition among enterprises is first manifested in the competition of group quality, and the CEO of an enterprise and its human resources department all want to obtain the most powerful winning chip by creating talent advantages. But as the saying goes, "There is a mountain outside the mountain, and there is a sky outside." How can we gain a long-term competitive advantage? Dominant entrepreneurs choose "strategy" to win, that is, from seeking resource advantages to seeking strategic advantages. This is a great event. In ancient China, there were sayings of "using troops" and "the good do not dispute", while today's western scholars have the idea of "transcending competition". The so-called "beyond competition" means that I don't strive for what everyone is striving for, but to find more valuable competitive goals and take the lead. This brilliant competitive strategy does not care about the gains and losses of one city and one place, but seizes the commanding heights from the overall planning of talent problems. This cannot but be amazing!

The prelude to the "talent competition" in the new century has been opened. Only by grasping the characteristics of the times can we plan and have a plan in mind.

Implementing talent strategy needs new ideas.

Entering the new century, China's accession to the WTO is just around the corner, and China is facing the challenge. The most important thing is to win the battle for talents. It is increasingly urgent to implement the talent strategy. To successfully implement the talent strategy, there must be a new breakthrough in the concept of talent development.

The first is to establish the concept of talent resources. In order to implement the talent strategy in China, the government must plan the talent development as a whole of the economic development strategy, and the development of talent resources should break through the limitations of the personnel department and become the main resource and important strategic task of economic development. There are two modes of economic development: one is to rely on the development of material resources and attach importance to the investment of material capital; The second is to rely on the development of human resources and attach importance to the investment and regeneration of human capital. With the rapid development of high-tech industry and the change of industrial structure, human resources have replaced the dominant position of material resources in the industrial economy era, become the most important resources that can create new value and use value, and become the first resource and driving force of economic development. The government should regard talents as the resources for sustainable development, establish the concept of human resources, change from relying on natural resources to relying on human resources to develop the economy, increase investment in human resources, and establish a new economic development strategy with the development of human resources as the core.

The second is to establish the concept of talent capital. Human capital is an essential prerequisite or input factor in the production process. In the production process, human capital is as indispensable as material capital and other factors of production. American scholar Schultz's human capital investment theory holds that human capital exists in people and is the sum of human intelligence and physical strength; Human capital can be calculated by the number, quality and working hours of people; Since human capital is capital, it can bring profits; Human capital is the best investment. In the 1980s and 1990s, a new economic development theory based on the relationship between human capital and economic growth appeared in western economics, and the core of this theory was "endogenous economic growth". Endogenous economic growth refers to economic growth promoted by scientific and technological progress and human capital investment. According to this theory, human capital investment is the key factor to support the return rate of material capital not to decrease or even increase. Therefore, human capital is the "engine" to promote the sustained growth of endogenous economy. Human capital promotes economic growth on the basis of modern technological progress. Talent capital has become the dominant resource for the development of productive forces in the new economic era.

China has entered a stage of economic development centered on structural adjustment, and endogenous economic growth will inevitably become the basic feature of China's national economic development. Under this condition, human capital is of decisive significance to China's economic development prospects. Therefore, in the new economic development strategy, we should establish the concept of talent capital, regard talent as an indispensable factor and strengthen the investment of talent capital in economic development. In economic development, we should not only consider the investment of financial and material resources, but also consider the investment of manpower and intelligence. We should pay full attention to the input-output benefit of talent capital, establish the concept of talent capital operation, plan and operate talent as capital and talent resource development as industry. In social and economic development, increasing the input of human resources has greater benefits than increasing the input of material resources. The higher the quality investment level of human resources, the greater the input-output ratio.

The third is to establish a talent market view. We should fundamentally understand the fundamental role of the market in the development of talent resources, the operation of talent capital and the allocation of talent as a factor of production, start effective market demand, activate the talent management of employers, individuals, governments and talent markets, guide all kinds of talents to the market, and start effective demand for talents at the same time, thus stimulating talent supply, making talent supply and demand market-oriented, and forming a large market with orderly flow of talents. As one of the main bodies of human resources development, the government should determine the development strategy with human resources as the first resource, plan the talent scale, talent structure, talent quality and talent demand of western development from the height of overall strategy, put forward the actual demand and potential demand for all kinds of talents from the current and long-term needs of economic development, guide the marketization of human resources development, and make the human resources development change from the initial government behavior to the market behavior, thus promoting the marketization of human resources development.

The fourth is to establish a concept of great talents. Economic globalization will inevitably bring about the integration of talents, and it has become a trend to enjoy knowledge and use talents. It is necessary to break the concept that talents belong to units, industries and regions, change the subordinate relationship of talents, change talents from "unit people" to "social people", change the administrative allocation of talents into market allocation, establish a flexible employment mechanism, establish the concept that talents belong to society, and enhance China's competitiveness in the international talent market.

At present, the trend of high-tech leading economic development is becoming more and more obvious. The rapid development of information technology industry and network economy has greatly promoted the growth of global economy. The key to developing the new economy is to have high-tech talents, and talent competition has become the focus at present. After China's entry into WTO, the flow of talents from state-owned enterprises and institutions to wholly foreign-owned or Sino-foreign joint ventures may be accelerated. Foreign-funded institutions adopt high salary system and overseas training opportunities to attract domestic senior talents and technical backbones. The global talent competition will be more intense.

In this case, our government departments should reflect on whether our talent policies and concepts should be changed. I think: first of all, we should improve ourselves, create a new employment mechanism and incentive mechanism to adapt to modern social and economic development, attract, select and use talents, and gradually form a relaxed environment conducive to talent development. The second is to speed up the marketization of talent flow and further intensify a series of supporting reforms, such as: establishing and improving the social security system; Establish a system of continuing education and training; Promote the gradual marketization and socialization of talent evaluation, professional title evaluation and talent price, formulate relevant laws and regulations, standardize the behavior standards of intermediary organizations, and strengthen the supervision mechanism. The third is to look at the ownership of talents from the perspective of development. Management departments and employers at all levels must get rid of the concept of "privatization" of talents, establish the concept of "great talents", and let talents go to the society. Only employers can go to the society to find and create a talent management mechanism with socialization of talent resources, talent development and talent allocation. For the phenomenon of brain drain or retention, from the long-term interests, it means that China has huge overseas human resources potential and a group of talents who know how to make full use of globalization and the new economy. They are of great significance to the future development of China. During their working abroad, they will learn more knowledge and establish extensive contacts, which will become the link and bridge for China's economy to go global.

Think calmly and deal with it seriously

China is a big developing country. We have absolute advantages in population and human resources, but we are still a country with weak talents. Compared with developed countries, our talents are still at a disadvantage in quantity and quality. In the new century, we must think calmly, make careful preparations and actively implement the talent strategy. Whether from a macro or micro point of view, the following measures are indispensable.

First, adjust the talent strategy as soon as possible. In the late 20th century, various regions, industries and fields generally formulated talent strategies. Looking back, it is not difficult to find that the idea of formulating talent strategy in the past was usually "one training, two introduction and three use". It should be said that this kind of thinking was basically applicable in the 20th century, but it can't adapt to the new situation in the new century, so we must adjust our thinking as soon as possible. I suggest that, regardless of the country, region or unit, the talent strategy in the new century should be adjusted to "one stability, two expansion and three strokes", and effective and stable talents must always be placed at the top of the talent strategy in the new century.

Second, strive to optimize the talent structure. At the beginning of the new century, China will join the World Trade Organization. After China's entry into WTO, due to the influence and impact of the international market, China's economic structure, industrial structure and product structure need to be greatly adjusted, and the adjustment of economic, industrial and product structure must be supported by a matching talent structure. At present, there are a series of structural contradictions in China's talent resources, which are mainly manifested in nine aspects: first, the professional structure is unreasonable, there are many traditional professionals and few high-tech talents; Second, the knowledge structure is unreasonable, and many people are familiar with the planned economy and few people are familiar with the market economy; Third, the ability structure is unreasonable, there are many inherited talents and few creative talents; Fourth, the energy level structure is unreasonable, with many middle and junior talents and few senior talents; Fifth, the academic structure is unreasonable, with many people with low academic qualifications and few people with high academic qualifications; Sixth, the occupational structure is unreasonable, there are many talents in public institutions and few talents in enterprises; Seventh, the industrial structure is unreasonable, there are many talents in the secondary industry, and there are few talents in the primary and tertiary industries; Eighth, the regional structure is unreasonable, with more talents in the eastern region and less talents in the western region; Ninth, the quality structure is unreasonable, with many single-functional talents and few multi-functional talents. It is imperative to adjust and optimize the talent structure.

Third, strengthen the cultivation of talents in short supply. Judging from the current situation, as far as the whole country is concerned, there is a serious shortage of talents in four categories. First, high-level talents, second, high-tech talents, third, senior financial and insurance talents, and fourth, high-quality compound enterprise senior management talents. With the acceleration of economic globalization and the arrival of knowledge economy, such talents will blossom everywhere in the future society and will increasingly become the focus of competition. According to the new requirements of the new century, all localities and units should carefully analyze what their most scarce talents are. Then take measures as soon as possible, step up training, and actively make a good talent reserve to meet the needs of future economic and social development.

Fourth, deepen the reform of the personnel system. In June last year, the Central Committee issued the Outline of the National Cadre and Personnel System Reform in the Next Ten Years, that is, document [2000] 15, which planned the national cadre and personnel system reform in 200 1-20 10. We should seriously study and understand, conscientiously implement, promote the construction of talent team and promote the development and utilization of talent resources by deepening the reform of cadre and personnel system.

Strategic combination and decomposition

The essence of international competition in 2 1 century is, in the final analysis, the competition for talents, the competition for the overall quality of the talent team and the competition for personnel management system. Therefore, we must focus on the development trend of economic globalization and think about China's talent strategy from the height of improving comprehensive national strength: first, we must comprehensively improve the basic quality of China talents, so as to improve their scientific and technological competitiveness; Second, we must improve the competitiveness of China's talent policy and ensure that it can promote the emergence of a large number of talents before it can be used by us. Therefore, in order to successfully implement the talent strategy in China at this stage, we must consider the following strategies:

The frontier pull strategy continues to promote the "100 million talents project". First, it is necessary to expand the number of trainings; Second, we must increase training; Third, we should focus on the "100 million talents project" and take charge of all the work of talent team construction, so that all talent and personnel policies really revolve around the "100 million talents project". According to the national science and technology development plan and the needs of social development, in the fields of natural science and social science that have a great impact on national economic and social development, we will train a group of cross-century academic and technical leaders and reserve candidates at different levels, further improve the structure of professional and technical leaders in China, form a mechanism for the continuous growth and emergence of young talents, comprehensively promote the construction of China's talent team, and improve the overall level of the team.

Strategies for crossing the trough. Vigorously cultivating outstanding young scientific and technological talents is a hope project to improve China's scientific and technological innovation ability. We should proceed from the reality of the aging talent team and the age gap in China, resolutely implement the leap-forward strategy, focus on scientific and technological personnel aged 30-40, with high academic qualifications and great development potential, and increase training efforts.

Overseas talents are valuable resources and important wealth of our country. It is an important measure to actively attract overseas talents to return to work or serve the motherland in an appropriate way. It is necessary to give full play to the functional advantages of government personnel departments, vigorously implement the "Overseas Talent Return Project", focus on attracting high-level talents who have made remarkable achievements in scientific research, teaching, management, development, analysis and prediction of famous foreign universities, research institutes, financial institutions, international organizations and famous enterprises, and meet the urgent needs of domestic financial industry, high-tech fields, information industry and large and medium-sized state-owned enterprises, and meet the urgent needs of China's economic and social development.

Key investment strategies. In the next 15 years, the basic situation that the west is strong and we are weak will not change fundamentally, nor will the overall trend of talent flow from economically weak countries to economically powerful countries. In this case, to build a stable talent team, we must implement the key investment strategy.

First, we should seek local advantages in the overall disadvantages. In line with the principle of concentrating superior forces to fight annihilation, under the current difficult situation, we should concentrate financial resources and investment to ensure that universities, national key scientific research institutes, key laboratories and projects that are related to the long-term development of the country and urgently need to solve problems at present have sufficient financial guarantee. It is necessary to make the scientific research equipment of these universities and research institutes reach and maintain the international leading level, and achieve the purpose of "building nests to attract phoenix". At the same time, gather academic and technical leaders in these places, try their best to improve their wages and living conditions, and build these places into special talent zones, so that these units can truly form talent highlands and have the functions of gathering and dispersing talents and radiating academic technology.

The second is to implement the "high-tech talent training project". High-tech talents refer to those who are engaged in the research and development of technologies such as information, automation, new materials, new energy, ocean, biology, aerospace and high-power laser. It is necessary to cooperate with state-owned capital to enter high-tech fields and build a national innovation system, and focus on supporting the construction of talent teams in high-tech research fields. Centralized support includes microelectronics science and electronic information technology, space science and aerospace technology, optoelectronics science and opto-mechanical integration technology, biological science and bioengineering technology, material science and new material technology, energy science and new energy-saving technology, ecological science and environmental protection technology, earth science and marine engineering technology, basic material science and radiation technology, medical science and biomedical engineering. And other new processes and technologies applied on the basis of traditional industries, and give special policy support in talent introduction, further training, professional title evaluation, wage quota, international cooperation and exchange.

Resource reorganization strategy. Take the adjustment of industrial structure as the guide and rationally adjust the structure of human resources. First, we must enrich the talent team of enterprises. The focus is on basic industries, pillar industries and high-tech industrial enterprises. It is necessary to attract a group of outstanding scientific and technological experts to enter enterprises and improve their technological development capabilities. By promoting scientific research institutions to enter large enterprise groups, establishing scientific and technological enterprise groups through joint ventures, equity participation, holding, mergers, contracting enterprises or being contracted by enterprises, we will strengthen joint cooperation in Industry-University-Research, promote the integration of scientific research and production, accelerate the transformation of scientific and technological achievements, and improve the scientific and technological content of enterprises and the market competitiveness of products. Promote the integration of science and technology and economy, and solve the problem of uneven distribution of scientific and technological personnel, especially senior scientific and technological personnel.

Second, we should implement the "enterprise postdoctoral project". Based on the continuous development and improvement of China's postdoctoral system, we should sum up the pilot experience of enterprise postdoctoral work, improve the quality, expand the scale, and fully implement the "enterprise postdoctoral project". In electronic communication, medical engineering, bioengineering, aerospace, petrochemical, energy, transportation, metallurgy, machinery, textiles and other basic industries, pillar industries and high-tech industries that play an important role in the development of the national economy, priority is given to enterprise postdoctoral work. On the premise of ensuring the training quality of postdoctoral researchers, enterprises with certain technical strength and research and development conditions are selected to carry out postdoctoral work in enterprises with the above industries as the focus every year. At the same time, formulate relevant individual policies and regulations, and strengthen the standardized management of postdoctoral work in enterprises on the basis of fully considering the different characteristics of different regions, industries and enterprises.

Third, take various measures to cultivate practical talents in rural areas. It is necessary to fully implement the "county and township practical talent project" and increase the training of local talents. Through training and talent construction, we will cultivate a number of demonstration households and leaders who develop rural science and technology. In order to ensure the implementation of the above strategy, we must take the socialization of talents as the goal of system reform, adapt to the requirements of the socialist market economic system, and establish and improve the following related mechanisms:

Overall development mechanism. Adapt to the pattern of diversified economic components and implement the management of all professional and technical personnel as soon as possible. With the deepening of economic reform and the expansion of opening to the outside world, China's foreign-funded enterprises, private enterprises, township enterprises and other non-state-owned economies have developed rapidly. At the same time, the human resources of these enterprises are also developing rapidly. Only when all policies on the construction and management of professional and technical personnel cover all professional and technical personnel can we meet the needs of future development. The construction of professional and technical personnel team must break through the limitations of old ideas and extend the service field from state-owned economy to the whole national economy and from state-owned units to non-state-owned units.

Market allocation mechanism. The key to the rational allocation of human resources is to establish a personnel management system that is compatible with the socialist market economy, gradually create an open, equal, competitive and merit-based employment environment, establish a dynamic management mechanism that can be promoted and demoted, enter and exit, form a complete legal system and a strict discipline supervision system, and give full play to the enthusiasm and creativity of all kinds of talents.

* * * Same as the development mechanism. Establish and improve the corresponding policies and regulations system, promote the diversification of investment subjects in human resources development, rationally guide the investment direction, and strive to improve the efficiency of talent investment. With the strengthening of economic strength, the state should continuously increase investment in talent training, and encourage enterprises, institutions and individuals to participate more in talent investment, and encourage the establishment of professional and technical talent resources development funds. Make full use of existing social education resources and encourage universities, research institutes and enterprises to jointly carry out continuing education activities. We should adhere to the principle of "government regulation, industry guidance, unit autonomy and individual consciousness", strive to promote the marketization and socialization of education and training of professional and technical personnel, and gradually form a flexible and efficient education and training mechanism.