Illustrate what new opportunities and challenges human resource management will face with examples

With the rapid development of the new technological revolution, international economic competition will mainly be characterized by technological competition, and human resources, as the carrier of science and technology, will surely become the basis for a country's economic growth. It can be said that the development and utilization of human resources is a key factor for a country to improve its international competitiveness and an important source of economic and social development. At present, China's per capita capital and resources are relatively short, but its human resources are relatively abundant. The labor force is my country's largest and most realistic advantageous resource in participating in international competition. After our country joins the WTO, we will further experience the process of economic globalization and directly participate in the increasingly fierce international competition. Human resources development will also face new opportunities and challenges, and will ultimately become the decisive factor for our country to win the initiative in international competition.

1. Impact on the demand for human resources

Influence on the total demand for human resources

Employment is an important indicator that reflects the allocation of human resources and is also One of the key issues facing our country after joining the WTO. In the long term, joining the WTO will promote the growth of my country's foreign trade, attract foreign funds more effectively, and be more conducive to the transfer of international manufacturing to the country, thus promoting the allocation of jobs in China and increasing total employment. According to a prediction by the International Commission on Unemployment and Employment and the China Association for International Talent Development and Exchange, China's annual GDP will increase by 3 percentage points after joining the WTO. All walks of life are generally optimistic about the long-term prospects of China's economic development and the trend of increasing employment opportunities after China's accession to the WTO. However, in the short term, domestic enterprises are facing more intense international competition, and corporate reorganizations, mergers, closures and even bankruptcies will become more frequent, which to some extent will lead to a reduction in jobs and an increase in structural unemployment within a certain range.

Impact on the human resources industry structure

From the perspective of industrial structure, WTO accession will have completely different effects on different industries. On the one hand, some industries will be greatly affected, such as agriculture, automobile manufacturing, instrumentation, machinery manufacturing and other industries, and the scale of employment will shrink to a certain extent. On the other hand, certain industries with competitive and comparative advantages face greater room for development, such as labor-intensive mature manufacturing industries such as textiles and food processing, as well as emerging industries such as modern service industries and tourism.

Impact on the quality demand for human resources

The overall shortage of high-quality talents in our country has become a more serious social problem. After joining the WTO, the market's requirements for highly educated talents and the comprehensive quality of employees have continued to increase, and the desire of the labor force to receive education and training to improve their employability has also increased. At the same time, with the adjustment of economic structure, the demand for talents in some traditional industries will decrease day by day, and the demand for talents who can adapt to the economic development model after joining the WTO is more urgent, such as those in the fields of agriculture, information, finance, accounting, foreign trade, law, and modern management. Professional talents, high-level scientific and technical talents in the fields of biotechnology, environmental protection technology, new materials and other fields, specialized negotiation talents who are familiar with WTO rules, adapt to the needs of international competition and can participate in resolving international disputes, as well as cross-field, cross-industry and cross-disciplinary talents Comprehensive talents, etc. How to further expand the scale of education and training in our country and provide multi-form and multi-level educational services is one of the urgent requirements after joining the WTO.

The impact on the flow of human resources in my country

The impact of WTO accession on the flow of human resources in my country is reflected in three levels: international mobility, domestic inter-regional mobility and inter-enterprise mobility.

(1) International competition for human resources has become more intense. The shortage of high-tech talents in the 21st century will be a worldwide phenomenon. Not only developing countries are facing the crisis of talent shortage, but also developed countries are also suffering from talent shortage. According to statistics, in the next few years, the United States will be short of 850,000 high-tech talents, Germany will be short of 100,000 high-tech talents, and Japan will be short of 200,000 high-tech talents. After joining the WTO, developed countries have always relied on their strong economic strength and superior scientific and technological environment to attract and utilize talents from developing countries. The phenomenon will intensify.

On the one hand, the phenomenon of high-level professional brain drain in my country may intensify. For example, the United States will have an annual computer talent gap of approximately 95,000 people by 2006, most of which need to be recruited from China, India and other places. Therefore, we will face the problem of preventing and reducing the loss of senior professional talents in our country while expanding our country's human resource investment and reserves. On the other hand, a large part of the employment opportunities created after joining the WTO are difficult to adapt to the current domestic talent pool, such as the demand for professionals in foreign trade, finance and other industries, which requires us to introduce a large number of overseas human resources. In recent years, it has become common for overseas students to return to their motherland and for foreign professionals to find employment in China. This phenomenon will become more common in the future, requiring our relevant legal and institutional construction and talent policies to be more complete and targeted.

(2) The flow of human resources between regions has further accelerated. The main trend of the flow of human resources between regions is: poor areas → more developed areas → developed areas, and between cities it is: small and medium cities → large and medium cities → core cities.

Since the reform and opening up, my country's talent flow has basically followed this trend. For example, during the "Ninth Five-Year Plan" period, Shanghai introduced more than 26,000 domestic talents, introduced more than 15,000 overseas students, and founded more than 900 companies with overseas students. , with a total investment of US$250 million, it has introduced more than 500 foreign experts and more than 900 people; Beijing, Shenzhen and other cities have also successively introduced policies to attract talents, and have initially formed a number of talent highlands with intensive high-quality human resources. After joining the WTO, with the loosening of population mobility policies and the maturity of the labor market, the brain drain in underdeveloped areas will further accelerate, and the gap in human resource levels between regions will further widen.

(3) The flow of talents among domestic enterprises has further accelerated. Under the general trend of globalization of the domestic market, the competition for human resources among enterprises has also been marked by international competition. In the foreseeable period of time, the flow of talents will continue to maintain the trend of "state-owned enterprises → private enterprises → foreign joint ventures → wholly foreign-owned enterprises". At present, state-owned enterprises are the net exporters of human capital and are in a relatively disadvantaged position in the competition for human resources; a large proportion of the professional and technical personnel required by foreign-invested enterprises come from state-owned enterprises and institutions, especially the training costs Talents with higher qualifications and in short supply in the market. But we will also find that talents will continue to improve their professional skills and knowledge during the flow process, which will help improve the overall quality of our country's human resources. As long as they can make effective adjustments in human resource development and management, domestic enterprises can also benefit from the flow and competition of human resources by exploring and establishing their own advantages.

Impact on the development of education and training in my country

(1) my country’s commitment to WTO in the field of education services

Education and training are the main means of human resources development. Among the WTO negotiation agreement signing documents, our country has signed the General Agreement on Trade in Services. Among them, "educational services" are also included in the scope of trade in services. According to Article 13 of the General Agreement on Trade in Services: Except for teaching activities fully funded by governments of various countries, such as military academies, all teaching activities that charge tuition fees and have a commercial nature fall within the scope of educational trade services, including basic education. , higher education, adult education and technical training, etc., all WTO member countries have the right to participate in competition. The WTO General Agreement on Trade in Services stipulates that member states, on the basis of their mutual commitment to resolve their differences through negotiation and consultation, urge governments to decentralize their power to run schools, gradually eliminate restrictive education laws and regulations, open up the education market, and ultimately open up the education market worldwide. A free and open education market will be formed within the country.

According to the relevant regulations of the WTO's "General Agreement on Trade in Services", "educational services" mainly include the following four activities:

First, the provision of distance education services. WTO regulations: Member States of Party A have the right to provide "cross-border" services to Member States of Party B. In the field of education, Party A’s member countries are encouraged to provide distance education courses and services to Party B’s member countries.

Second, encourage students to study abroad. The WTO encourages citizens of Party A’s country to consume services in Party B’s country. In terms of education, citizens of Party A’s country are encouraged to study abroad and further their studies in Party B’s country.

Third, promote overseas education. The WTO encourages member countries of Party A to establish commercial entities in member countries of Party B. In the field of education, educational institutions from Party A’s country are allowed to open wholly-owned or joint venture schools in Party B’s country to engage in teaching, scientific research and cultural exchange activities.

Fourth, encourage the flow of professional talents. The WTO encourages member states of Party A to hire citizens of member states of Party B to engage in professional services without any discrimination. In the field of education, member states of Party A are encouraged to accept citizens of member states of Party B to engage in professional teaching work, such as teaching foreign languages, mathematics or natural subjects.

my country’s education service commitments after joining the WTO mainly include the following four aspects: 1. For primary school, junior high school education, military, police, political and party school education, my country has not made any commitment to open the market. ?2. For study abroad and training, there are no restrictions on accepting international students from other member countries in China. ?3 We have made limited commitments to open the market for higher education, adult education, high school education, preschool education and other education. Allow other member states to come to China to open cooperative education institutions or conduct other forms of cooperative education, and allow foreign parties to hold controlling shares in cooperative education institutions; other member states that want to carry out educational services in the form of commercial presence in my country can only use cooperation It cannot independently provide educational services to Chinese citizens within the territory of China; Sino-foreign cooperative education in China must comply with the provisions of the "Regulations on Sino-Foreign Cooperative Education". ?4 Foreign personal education service providers who are employed or invited by Chinese schools and educational institutions can provide educational services in China, but foreign personal education service providers must have a bachelor’s degree or above and have been engaged in this profession for more than two years. Have corresponding qualification certificates or professional titles.

(2) The impact of WTO accession on my country’s education service market

Competition in the education service market has intensified. First, the higher education landscape will be greatly challenged. In the past three years, through substantial expansion of enrollment, although the number of students enrolled in our country's colleges and universities has doubled, overall, our country's higher education resources, especially high-quality resources, are still in short supply.

In recent years, many countries have been very optimistic about China's education market and have taken various measures to attract Chinese students to study abroad, such as holding education exhibitions and relaxing visa and working conditions. The number of Chinese students studying abroad continues to increase. Joining the WTO will relax the conditions for foreign institutions to enter my country's cooperative education and allow them to account for the majority of financial investment. These higher education institutions with comparative advantages in capital investment, school-running models and school-running experience will see their education costs drop significantly after entering my country, which will have strong appeal to consumers and have an impact on my country's existing universities. Secondly, the vocational training and continuing education market will be more open and the competition will be more intense.

The imbalance in the educational structure is increasing. From the perspective of investment, joining the WTO will increase the demand for talents, and the involvement of overseas educational resources will also help accelerate the cultivation of talents. However, overseas educational institutions will definitely consider their return on benefits. From the perspective of regional distribution, their focus in running schools will be on more economically developed areas; from the perspective of educational content, their focus will be on vocational education and higher education where market demand is strong. The existing imbalance between the east and west regions of our country will increase, and the situation of weak basic education and insufficient investment will become more significant.

Faced with this challenge after joining the WTO, if we take a positive attitude to face up to and reform the various shortcomings in our country's higher education management system, and establish a system that is both in line with China's national conditions and in line with international standards. The new education model under the socialist market economy model will turn pressure into motivation. In the short term, it is conducive to the reform and transformation of my country's higher education management system; in the medium term, it is conducive to enhancing the competitiveness of China's educational institutions; in the long term, it is conducive to the virtuous cycle of my country's educational development macro-environment.

Countermeasures and suggestions for my country’s human resources development after China’s accession to the WTO

How to cultivate talents, how to attract talents and how to manage talents are the main issues facing my country’s human resources development after China’s accession to the WTO. To face the challenges of WTO accession, countries, enterprises and individuals must play their respective roles based on repositioning.

(1) Establish a market-oriented human resources training mechanism

my country’s talent education and training lacks market awareness, has not fully introduced a competition mechanism, and universities are not responsive to the needs of the talent market. Our country still lacks a solid institutionalized training system. The most important thing at present is to establish a training mechanism and training system that can better adapt to changes in skill demand, establish a skills recognition system, and improve the quality of training. Construct a market-oriented, scientific and international education system, greatly improve the education and training level of Chinese talents, and carry out in-depth development of human resources.

1. Adhere to the concept of lifelong and diversified human resource development

The continuous development of science and technology and the continuous changes in the market require people to establish the concept of lifelong human resource development. At different stages of the human life cycle, intelligence of different qualities grows and matures at different speeds. Only scientific research focusing on lifelong development can make human resource development move from the perceptual stage to the rational stage.

While adhering to the lifelong development of human resources, we should adhere to the diversification of human resource development methods to ensure that human resources are fully developed and applied. With the rapid development of science and technology, human beings not only have a deeper and broader understanding of the natural world, but also have a deeper understanding of human beings themselves. For this reason, the development of human resources, which is the primary resource in the contemporary era, has exceeded any time in history in both depth and breadth, and the means of human resource development will become more diversified. China's human resources development should be based on traditional school education and develop on-the-job training, study tours, online universities, distance teaching, academic discussions, talent salons and other means to adapt to the requirements for human resources in the era of world economic integration. .

2. Increase investment in human capital

With the continuous advancement of science and technology and the transformation of social production methods, the status of human capital in productivity factors is gradually rising, and its role in economic development is growing. Education and training are the main part of human capital investment and the most efficient and lowest-cost weapon to cope with the trend of world economic integration. China's human resources development should increase human capital investment. On the premise of ensuring that the state's investment in education funds continues to increase, the investment structure should be adjusted to develop basic education and improve the overall quality of the people as the government's top priority for education investment. Gradually increase the state's investment in education. Invest more in vocational and technical education; expand education investment channels, promulgate the "Private Education Law" as soon as possible, clarify the legal status of social school-running entities, and give full play to the role of enterprises and social funds in the field of non-compulsory education.

3. Combining education and training with market demand.

China’s human resources development under the conditions of world economic integration aims to improve the international competitiveness of the entire country. As the main part of human resource development, education and training should target market needs and serve the market. That is to say, we should establish a complete market-oriented education and training system, vigorously develop vocational education and vocational training, and solve the problem of talents not adapting to occupations and positions, and those who graduate from education and training being unable to find jobs.

Introduce advanced international models and strengthen the reform of education and training methods.

In order for China's human resources development to serve China's participation in international competition, China's education and training under the conditions of world economic integration must follow the direction of international economic development, as well as internationally advanced production technology, product standards, production methods, and product quality. Requirements to formulate new education and training plans. The teaching methods and methods should also be in line with the international advanced level. It is necessary to strengthen the reform of teaching and training methods and introduce internationally effective applied and practical education and training models. In recent years, the International Labor Organization modular training model (MES) introduced in China, the Canadian CBE teaching system and DACUM course development model, and the German dual-track education model have all achieved positive results. At the current stage of China's human resources development, we should strengthen the introduction, research and exploration of various advanced education and training methods, and strive to establish an education and training model suitable for China's human resources development as soon as possible.

To this end, human resource development plans at all levels must be unified under the following specifications: (1) Systematic human resource training needs analysis; (2) Reasonable and effective training methods and Training methods; (3) Timely training effect evaluation and follow-up feedback.

(2) Implement a comprehensive human resources competition strategy

Facing the fierce competition for talents, countries, regions and enterprises must consider how to absorb, protect and motivate talents, and implement talent management strategies. strategy.

1. National strategy

For a country, (Wang Xongxong, director of the Institute of Personnel and Talent Sciences of the Ministry of Personnel) needs to study, formulate and implement it under the new situation from a strategic perspective and from the perspective of international practice. national human resources strategy. Human resources strategy is an important part of the national economic and social development strategy. After joining the WTO, our country not only faces competition between Chinese enterprises and foreign enterprises in the quality of individual talents and human resources groups, but also faces competition between countries at the level of talent strategies. competition. Former U.S. President Clinton proposed a talent introduction plan to the U.S. Congress in May last year, expanding the number of talents introduced annually from 115,000 to 200,000. The U.S. immigration panel also passed a bill to revoke the status of foreign scientific and technological personnel. The limits of beauty work. The UK relaxed its "labor license" system for information technology talents in 2000. In addition, Finland has introduced a policy that as long as a foreigner masters high technology, the tax rate can be reduced to 58% of local taxpayers.

The fierce international competition for talents has begun. China must study how to deal with the challenges of "joining the WTO" as soon as possible from the perspective of international practices, update its concepts, and formulate a forward-looking and high-level talent strategy. At the same time, we must promptly clean up and improve existing laws and regulations, especially those related to personnel and talents, including intellectual property rights, labor and social security, labor contracts, and foreign human resources. Access to intermediaries, etc., so as to establish and improve a legal and regulatory system that is more in line with national conditions and adapts to the development laws of economic globalization.

2. Enterprise Strategy

For enterprises, it is necessary to establish a mechanism to attract and retain talents as soon as possible, establish a modern enterprise system, and modernize enterprise personnel management. We can learn from the talent strategies of some advanced foreign companies, such as Motorola's talent "localization" strategy, Japanese companies' "imitation talent strategy" and so on.

There are many reasons for brain drain. Different units have different situations, and different personnel have different motivations. They cannot be generalized. Therefore, our thinking and methods of retaining people must also be multi-channel and all-round. We must not simply attribute the brain drain to economic treatment alone, and get into a dead end and be unable to extricate ourselves. Only by using multiple methods and comprehensive management can we achieve the expected results. Wu Degui believes that five methods, including career retention, environment retention, system retention, treatment retention and emotion retention, should become the basic tactics for retaining people.

(3) Improve the human resources management system

Enterprises are the main embodiment of national economic competitiveness, and the current competition for talents among enterprises is also the competition of human resources management systems. An effective human resources management system is a prerequisite for enterprises to attract talents and a guarantee for transforming human capital into productivity. After joining the WTO, enterprises will directly participate in the process of world economic integration and face a more complex and changeable competitive environment. The importance of human resource management systems will be comprehensively and deeply understood by enterprises.

To establish a human resources management system that adapts to the challenges of WTO accession, we should focus on the following aspects:

(1) Develop a human resources plan based on all-round competition, further strengthen cost control, and improve individual work efficiency and Reduce redundant staff; make moderately advanced decisions, attach importance to the introduction of advanced and future talents; adapt to the requirements of human resource diversity, and make work organization and work design more flexible;

(2) Selecting talents with high standards is The basis for winning competition, and scientific and accurate screening of talents is the guarantee for obtaining high-quality talents. Precise personnel measurement and evaluation methods based on psychometrics should be fully utilized to improve the efficiency and success rate of personnel recruitment and selection;

(3) Corporate training will pay more attention to the actual needs of enterprises, the development of pioneering spirit and diversified skills, the cultivation of innovative and open leaders, and Chinese culture, WTO rules and world economy. Integrated fusion.

(4) Organically combine promotion with career design, strengthen the psychological contract, and develop various forms of incentive commitment and support.

(5) Salary and benefits are the most obvious factor in talent competition after China’s entry into the WTO. Multi-track salary and benefits that reflect market value will become a trend, and salary design will become more humanistic.

(6) Facing a competitive environment, organizational culture must establish new values, reposition human capital, management, economic environment and organizational changes, and maintain the excellent local culture. , be inclusive and build a personalized cross-cultural management system.