I am in favor of participating in the company debate: talent is the essence of enterprise competition!

Hehe ~ ~ ~ From the perspective of debate, what you need now is a logical framework. Any material can prove that "talent is the essence" and "culture is the essence".

As long as you grasp one thing, it is clear from the beginning that culture is created by people, and only excellent people can create excellent culture. Without people, there is no culture. Excellent talents create culture, and culture cultivates talents. (This is the core logic) You can find any example to support your point of view. (including your company's successful business case). You can also use the opposite example. No matter what examples they give, you must ask, are these things made by "people"?

As the opposition, I think their best logical tone is that culture is the core and people can be transformed. Good corporate culture produces excellent talents. Bad culture destroys talents.

The topics that will be involved in the debate are: 1, and enterprises "dig corners". 2. Employees change jobs. 3. Success and failure in the same industry competition.

The example of enterprise poaching can explain the importance of "talent" more powerfully. But pay attention to the other person's rhetorical question: "If there is no good culture, can you dig talents?"

The example of employees' job-hopping will be their strong evidence: "If the culture is not good and talents can't stay, what competition can we talk about?" But you can ask, "Creative people can create and change cultures, and talented people can create cultures and turn bad cultures into excellent ones. Talented people without virtue will make excellent culture worse. Do you know the great greed in Qianlong period? He can be said to be a talented person, but his corruption led to a bad behavior. People without virtue and talent can't talk about any culture at all. "

As for examples, your company should actually have them. Company recruitment and dismissal, individual recruitment and resignation, successful business behavior (try to avoid mentioning failure, at least you can't take the initiative. If the other person brings it up, you have to go around and say that failure is due to bad luck. Never entangle, let alone involve culture and people. Flattery is still necessary, hehe)

Take your company as an example, you must have an attitude and tone: your company has excellent talents and excellent culture. Ha ha.

I hope it's useful to you, hehe, give it to you ~ ~ ~