Three factors of "talent shortage" in instrument industry

Three major factors of "talent shortage" in the instrument industry

However, what about this? Talent shortage? The meaningless sigh can't really have a positive significance for the practical development of instrument and meter enterprises. To improve the current talent situation of small and medium-sized enterprises, we need to start from the source of talent shortage and maybe get some enlightenment.

The system of instrument industry is weak

First of all, the organic combination system and policies of production, learning and research in the whole country have not been formed, and the transformation rate of innovation achievements is low and the technology application is poor. In the early days of reform and opening-up, there was a big gap between the instrument industry and foreign countries, and enterprises generally sought technology sources from abroad. Although there have been some changes recently, some enterprises have come to the fore, but on the whole, the combination of independent innovation technology achievements and applications of enterprises is not good. It is difficult for large enterprises to grow.

China's scientific research institutions have achieved a lot in measurement and control technology and related instruments, but their practicability is poor. The research on related manufacturing technology, especially the core technology, is not deep enough, and the workload of secondary development is very large. The conversion rate of the results is low. High-and medium-grade instrument products and systems involve applied technologies in different fields. Foreign enterprises have professional departments and experienced applied talents, while Chinese instrument and meter enterprises are often unfamiliar with large-scale engineering processes and lack the ability to integrate applied technologies. Therefore, it is difficult to produce high-grade products.

Secondly, there is a lack of a strong national research support system. There are many varieties and small batches in the instrument industry, which requires long-term and unremitting investment. However, at present, the national investment channels are scattered, and it is difficult to concentrate on the key points. Enterprises can't compete in full accordance with the rules of market economy like foreign enterprises, and they lack strategic investment in research resources. At the same time, the market environment needed for the marketization of new technologies is not perfect.

Because the system and mechanism are not straightened out, China's instrument and meter industry naturally lacks high-level compound talents and comprehensive talents who is familiar with and proficient in various disciplines. Instrumentation science and technology not only involves a wide range of disciplines, but also only those who can discover, utilize and integrate the latest scientific and technological achievements such as various new principles, new concepts, new technologies, new materials and new processes as soon as possible can design and manufacture world-class measurement control and instrumentation products. The shortage of talents naturally affects the development of the industry. This is undoubtedly an important reason for the gap between domestic instruments and imported products.

training talents who are hard to find with millions of annual salary

In the latest demand situation of college graduates in China, mechanical and instrumentation majors rank first in demand, and the demand far exceeds that of the second marketing major. This shows that there is still a great demand for such talents in China for a long time to come. However, there is a serious shortage of high-end elite talents, and the talent market even presents a strange situation in which it is difficult to find talents with an annual salary of one million.

with the continuous development of enterprises, the demand and shortage of related high-end professionals will become more severe. Judging from the current situation of instrument industry, the reasons for the shortage of high-skilled talents are as follows:

1. People neglect vocational and technical education. Although the concept of respecting knowledge and talents has been recognized by the society in today's society, the current education system attaches importance to academic education and ignores skills training, which is the main reason for the shortage of skilled workers. On the other hand, technical schools, as an important transportation base for skilled workers, also have great difficulties in running schools: the equipment needed for the training of manufacturing talents is expensive and the utilization rate is low; There are few students, and the enthusiasm of the school is not high.

2. Enterprises do not train enough talents. The training cycle of highly skilled talents is relatively long. The training of highly skilled talents requires not only the training of schools, but also the accumulation of a lot of work experience and skills in practical work, on the basis of which continuous learning and practice are required.

3. The evaluation, incentive and mobility mechanism for high-skilled talents has not yet been formed. There are boundaries of proportion, age, qualifications and identity in the evaluation methods of skilled talents, and a new evaluation system for skilled talents has not been established, which is oriented by professional ability, focuses on work performance, and pays attention to professional ethics and professional knowledge level.

in this regard, we should first change people's understanding and positioning of technical work. Only when people's understanding of technical talents changes can the technical talent market be prosperous. Finding and cultivating high-tech talents has a place to stay. At the same time, it is necessary to improve the training capacity and level of training institutions, so that it can truly become the cradle of skilled workers.

There are mistakes in the talent introduction policy of enterprises

1. Ignoring the reserve talent pool

According to a survey on human resources websites, 9% of managers think that their enterprises lack the talent pool. In the past, as the main buyer market of talents, China's state-owned instrument and meter enterprises gathered a large number of college graduates, and on this basis, a stepped enterprise talent team was formed in a planned way. However, with the restructuring of state-owned enterprises, the invasion of foreign-funded enterprises and the rise of private enterprises, the reserve talents of state-owned enterprises have lost a lot, and the motivation of enterprises to cultivate reserve talents is insufficient, and the talents of state-owned enterprises have begun to appear in a situation of green and yellow. However, the employment mechanism of private enterprises is more eager for quick success and instant benefit, and their eyes are more focused on experienced and practical talents. The development of enterprise talents is often based on introduction.

2. The value and treatment of key talents don't match

Many enterprises are egalitarian and pay insufficient attention to the development of key talents. First of all, in terms of talent distribution mechanism, the value of key talents and high-level talents in many enterprises can not be fully reflected. Secondly, in terms of investment in talent development, the investment in talent development of Chinese enterprises, especially in cultivating high-level talents, is seriously insufficient. The labor law stipulates that the investment in education and training of employees in enterprises should reach 1.5% of the total wages of employees, but many enterprises cannot reach this benchmark. At the same time, most of the limited enterprise talent development funds are used for the development of popular middle and low-level talents, such as talent recruitment, on-the-job training and training, while high-level talents occupy less enterprise training resources.

3. talent management? Rule by man? More important than? Rule of law?

in terms of talent management mechanism, many enterprises are often? Rule by man? More important than? Rule of law? . The modern management system of most state-owned enterprises is not perfect, and the rules and regulations of enterprises often change with the needs of management. Private enterprises? Rule by man? The characteristics are more obvious, and family rule and nepotism still account for a large proportion in private enterprises in China. ? Rule by man? Management makes people in management positions have more rights and benefits than other positions. As a result, a large number of outstanding talents in Chinese enterprises are unwilling to engage in engineering and technical work and rush to go there. Management positions? , the overall function of the enterprise talent team has been seriously affected. On the other hand,? Rule by man? It also leads to the lack of fair competition environment for enterprises, resulting in brain drain. According to a survey, 8% of managers who resigned from state-owned instrument enterprises to foreign-funded enterprises or set up private enterprises in the sea think that the first reason for their resignation is the lack of fair competition environment in the original enterprises.

to sum up, the shortage of senior talents in the instrumentation industry has attracted the attention of all relevant departments and taken corresponding measures. For enterprises, it is true that high salary may find excellent high-tech personnel, but it cannot fundamentally solve the problem of talent shortage. The shortage of high-tech talents involves the talent gap, and it is a long way to go to solve this problem. ;