Graduation thesis of introduction to modern talents

Enlightenment of learning talented people to me

"Talent is the most important asset of an enterprise" and "the competition of enterprises is the competition of talents", which is now recognized by everyone. After the echo, it seems that these slogans are too vague and people are deeply confused. What kind of talents do enterprises need? How to acquire such talents? How to use and manage these talents? Why can't companies attract and retain these talents? Why can't talents play a role when they are retained? Faced with this series of problems, the leaders of some enterprises still have a superficial understanding of these problems. How to adapt to the current situation and the specific situation of enterprises, so that enterprise human capital refers to the backbone of enterprises that is obviously different from traditional human resources, and enterprises rely on these backbones to maintain normal operation.

Wei Yuan is a pioneer in China's modern ideological and cultural fields. He is an outstanding thinker with national integrity and the courage to pursue truth. He has made great achievements in philosophy, ethics, history, geography, etc., and inherited the fine tradition of his ancestors advocating virtuous politics and attaching importance to talents. In the historical period of internal troubles and foreign invasion, he paid attention to talents and put forward many good opinions.

(1) puts forward that talents are more important than materials, and talents are born from materials, emphasizing the importance of talents.

(2) Put forward the standard of talent selection, which is born of emotion and brilliant.

(3) Advocate the principle of employing people to complement each other.

In China, all the "intellectuals" on the streets are in a hurry. Undergraduates are no longer best sellers in the talent market, but masters and doctors. As a result, the source of "talent" has flourished, and it is too late to be happy. Unfortunately, the shortage of talents is still a heart disease that bosses are still worried about, so the single move is always a master's degree or a doctor's degree, and the annual salary is always x x x million to hire a general manager. These two incredible social phenomena cannot but arouse our deep reflection.

"40 billionaires under the age of 40 in the United States", the youngest of whom is only 26 years old, is Paul, chief technology officer of Moktomi. Ge Jie, a big boy who still likes to play paintball and water gun battles, has a personal wealth of 4180,000 dollars.

What is a talented person and what is a non-talented person is the primary problem in our talent study. "There is no tiger in the mountain, and the monkey is the overlord". This well-known joke just tells the true meaning of the so-called talent. According to Guinness World Records, the people who drink the most beer, the people with the longest hair, the people with the longest nails and so on in the world. Although they have the most titles in the world, can they be called talents? No. Because they are neither brave as tigers nor clever as monkeys; Chen Jingrun should be a talent, right? Not exactly. That depends on where he lives. As a teacher, he is not necessarily better than others, but he is a talent for research.

It can be seen that a talent must have two necessary conditions. One is his sociality, which is needed by social development. The second is its relativity. All talents are relative. For example, in a scientific research unit, not only college graduates account for the majority, but even master students and doctoral students are not popular, and their grades are average. The leader said that there was a lack of top-notch talents, and the leader said that there was nowhere to make it. Why, because "two tigers can't fit in one mountain", not to mention the struggle between tigers; Another example is an engineer in a machinery factory who invented the vegetable fresh-keeping processing method. For the machinery factory, if he doesn't start another mountain and let the engineer be a tiger, maybe his present position is not even comparable to that of a monkey. For engineers, if they don't go up the mountain at this time, they will blame being bullied by dogs. It is not difficult to see from the above examples that the so-called talents do not have any scary titles and dazzling aura. The key is where you stand. It is said that talents are everywhere, talents are everywhere.

Whether talents are valuable or priceless is a question that must be answered, but in our country, which prefers qualitative analysis to quantitative analysis, almost everyone will answer with one voice that your talents are priceless. This seemingly thorough and shocking language is actually the irresponsible Roman penis of the literati. Now it is abused by people in real life, which is very harmful. Talent is priceless, and those who hold it hope the mountain is high. He always didn't believe what talents his subordinates would be, and he didn't pay any price. He doesn't think there are any good goods that are cheap, let alone free. Do you want to transfer? No Talent is priceless. Those who are thirsty for talents have nowhere to look in the vast sea of people. They have the emotional and material foundation that even a wise man sometimes nods. They can only look at diplomas and compare professional titles. As a result, they picked up sesame seeds and lost watermelon. It took talent and material resources, but no practical talents were found. Talents are priceless, and those intellectuals who exist in name only are the most lively. They don't do much work, but they can't do it for less money. Otherwise, they will have to change jobs. If they are priceless, you will not be able to calculate profits and losses. So, your best way is to appease them.

Is talent really priceless? No, no factory director can figure out how much money and time it takes to train a skilled worker. How much is the singer's appearance fee appropriate, and his agent will have no idea? If talent is priceless, the United States has absorbed 220,000 foreign scientific and engineering technicians. These people carry out independent scientific research from primary school to university, and the training cost alone is as high as more than 20 billion US dollars, which means that other countries have supported 20 billion US dollars to train 220,000 talents for the United States. The cost of resettling these 220,000 talents is less than 20% of the training fee, and the direct economic benefits they bring are estimated to be at least 200 times. As for the indirect social benefits such as the leading position of the United States in cutting-edge science and technology and the rapid improvement of the overall quality of the people, it is incalculable. This is the wishful thinking of Americans.

It is not enough to understand that people are valuable. More importantly, it is necessary to understand many factors that affect the price of talents, such as cost, demand and industry profit rate. Only in this way can we occupy a place in the expanding talent competition.

Take an enterprise as an example. Because people's abilities are different, the division of labor and distribution methods in enterprises are also different, and enterprises emphasize efficiency and effectiveness, that is, they never ask two people to do what one person can do, and they never allow managers to do what salesmen can do.

For an excellent enterprise manager, a conformist will be an excellent store manager, and a bold but cautious and thick-skinned person will be an excellent salesman, knowing people and making good use of them. This is the "Tao", where talents are misplaced or overqualified. This is "no way". It can be seen that whether an enterprise is excellent or not depends on the existing economic indicators. The most important symbol is the relationship between enterprises and talents.

For the managers and developers of enterprise human resources, if they want to make better use of the existing human resources and let every employee have a stage to display their talents, they should understand the personality differences and professional expertise of employees through psychological evaluation, employee performance evaluation and other ways and methods on the basis of respecting employees. Understand and analyze the personality characteristics closely related to management, such as employees in enterprises, some of whom are research-oriented, good at giving ideas and fighting hard; Some are developmental, good at innovating their own knowledge and technology, aggressive and adventurous; Some are management-oriented and good at coordinating various relationships; Some of them are very professional, and they are good at exerting their professional skills and turning new programs into stereotyped tasks; In addition, there is comprehensive talents. Different types of talents have different talents, so we should use different methods. Human resource managers and developers should allocate jobs and tasks according to different types and make full use of talents. At the same time, we should pay attention to the mutual collocation of different types of talents, not only in professional style, but also in quality, motivation and cognitive style, so that their personalities and abilities can complement and promote each other, help employees create a good working atmosphere and improve work efficiency, so as to achieve organizational goals, so as to ensure that "what they support must be used" and try to avoid the phenomenon that "what they support is not used, and what they use is not supported" from domestic and foreign enterprises. In the management of people, money, things and information, people are always the decisive factor. Therefore, leaders at all levels, especially human resource managers and developers, should learn to identify talents, care for talents carefully, cultivate talents carefully, use talents correctly, and mobilize the enthusiasm of all kinds of talents through policies, environments, mechanisms and providing development space. In this way, in the increasingly competitive market economy, enterprises can develop smoothly and remain invincible.

To sum up, the confusion and misunderstanding of talent learning are bound to bear the brunt. Don't talk about talents, just stare at scientific and technological personnel, look down on craftsmen from all walks of life, and regard management talents who turn the stone into gold as an indispensable foundation and master of talent pool. The so-called talents always exist, and the key question is where you stand to find their strengths. Second, the discovery and cultivation of talents depends on Bole's selfless recommendation. After rewarding scientific and technological personnel, Bole who recommended talents should be further rewarded; Thirdly, under the condition of market economy, it must be admitted that talents have a price and can be circulated, but the price of talents has its own special place. Its circulation price is not only determined by its cost and market situation, but also influenced by many human factors. Fourth, we must admit that management is also a productive force. In a long period of time, it is a shortcut to rapidly improve China's productivity to explore and train all kinds of management talents to suitable posts.