The Role of Talent and Talent Strategy in Enterprise Development

The Role of Talent and Talent Strategy in Enterprise Development

Talent strategy is the core strategy of enterprise development today and even in the future. Next, I carefully collected talents and the role of talent strategy in enterprise development for your reference.

First, the role of talent and talent strategy in enterprise development

Talent is different from manpower, isn't it? Refers to the human resources of enterprises, who have certain professional knowledge and high technical and business ability, and can make greater contributions to the development of enterprises and social progress with their creative labor. ? (Note 1) Talents prosper, and enterprises prosper. ? After American Sunshine Company announced that Dunlap was the general manager, the company's share price jumped from 12.5 to 18.7, and the company's stock market value increased by 700 million dollars. ? (Note 2)

Talent strategy is the core strategy of enterprise development today and even in the future. ? The success or failure of enterprise strategy implementation largely depends on whether there are good organizations and capable talents within the enterprise. ? (Note 3)

From a strategic point of view, if an enterprise can formulate an effective talent strategy, it can improve its competitive advantage at home and abroad. The role of talent strategy: first, improve enterprise performance. The performance of an enterprise is reflected by effectively providing its products and services to customers, and the talents in an enterprise are the people who design, produce and provide these products and services. One of the important goals of human resource strategy is to implement activities that are beneficial to enterprise performance. Second, human capital can be expanded. Human capital is the overall value of human resources in an enterprise, which consists of people in the enterprise and their abilities that can be used in their work. In the actual human resources work of enterprises, there is a contradiction between input cost and output value. Administrative management and enterprise management need to invest a lot of human resources costs, but they can't create the greatest value. Human resource management strategy needs to invest less human resource cost, but it can produce the best added value.

Many well-known enterprises attach great importance to talent strategy. Lenovo emphasizes that talents are the first capital of enterprises; Ford's core idea: man is the source of strength; The leadership of Little Swan thinks: Enterprise? Enterprise? Tell people that no one in the enterprise will stop, and only with talents can everything be achieved. ? (Note 4)

Second, the status of human resources in enterprises in China and the important problems it faces

The human resources of enterprises in China are facing the problems of poor stability, brain drain, talent shortage, low level of human resources development and poor efficiency.

(A) low level of human resources development, poor efficiency

RIPED is the only comprehensive research institution in the upper reaches of China Petroleum and Natural Gas Co., Ltd., the general staff for strategic decision-making, and the high-tech support center, technical service center and high-level talent training center for oil and gas exploration, development and production. At present, there are 9 academicians, 8 professors1/kloc-0, 473 senior engineers, 70 doctors and 249 masters, including professional technicians 1800. The comprehensive strength of science and technology ranks third among 4,800 R&D institutions in China. A few years ago, due to many factors such as system, concept, salary and interpersonal relationship, it was difficult for many professional and technical personnel to mobilize their work enthusiasm and give full play to their talents.

the brain drain

Since the reform and opening up, the number of students studying abroad in China has reached 400,000, and only about 1.4 million have returned to China. Since 1985, 82% of Tsinghua University's senior engineering graduates have gone to the United States, and the proportion in Peking University is 76%. By the end of 1998, there were more than 200,000 China students stranded in western countries, and the outflow rate continued at the rate of 20,000 per year. Housing used to be an opportunity for state-owned enterprises, party and government organs and institutions to attract and retain talents? Ace？ . With the reform, restructuring and transformation of state-owned enterprises, the reduction of staff and efficiency, and the diversion of laid-off, China's welfare housing distribution system has ended, and the brain drain of state-owned enterprises has been excessive. This makes it possible for foreign-funded enterprises to attract outstanding talents by implementing housing welfare. According to incomplete statistics, among the 200,000 engineers and technicians in Silicon Valley in the United States, 60,000 are from China, and many of them are outstanding graduates from famous universities in Beijing. The annual income from talent injection in the United States reaches $6 billion.

(C) talent shortage

At the same time of brain drain, there is a shortage of talents in enterprises. There is a senior mold technician in Wenzhou job market, with an annual salary of 654.38+10,000 yuan, which is higher than that of ordinary master graduates. It is also mentioned in the 2002 Shanghai labor market wage guidance price issued by Shanghai Labor and Social Security Bureau that the annual income of senior technicians in models, tool fitters and elevator installation and maintenance workers reaches 70,000 to 90,000 yuan, which is higher than that of general management positions. This is especially true in high-quality comprehensive talents. According to the research results of the Ministry of Personnel, there is a serious shortage of four key talents in China: first, high-level talents, including senior experts and senior management talents; Second, high-tech talents, including information, life, new materials, new energy, renewable energy, space, ocean, environmental protection, soft science and so on; Third, senior management talents; Fourth, senior financial and insurance talents like Anthony Liang and Shi Meilun.

(D) Uneven distribution of talents

Enterprises in big cities and economically developed areas have a surplus of talents, while talents in rural and remote areas are in short supply. According to Sojob statistics, the proportion of talents in China: Beijing accounts for 28.51%; Shanghai accounts for18.72%; Guangzhou accounts for16%; Other regions accounted for 36.48%. By the end of 2000, the total number of talents in Beijing had reached 6.5438+0.8 million. Among the 654.38+065.438+069 academicians of China Academy of Sciences, there are more than 600 in Beijing, accounting for more than half of the country.

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