What Does a Talent Acquisition Specialist Do?

Talents refer to those who have certain professional knowledge or specialized skills, perform creative work and contribute to society. They are laborers with high ability and quality in human resources. Talent is the first resource for China's economic and social development. [1]

[rén cái]
  1. [Talent]: Talented in some way or
    1. Human
      Talents refer to people who have certain professional knowledge or specialized skills, perform creative work and contribute to society, and are laborers with high ability and quality in human resources.
      Specifically in the enterprise, the concept of talent is this: refers to a person with a certain specialty

      Five tips for talent

      1. Good at planning
        Human resources experts put forward the concept of "job hunting", reminding the working people to pay attention to the importance of career planning. Job hunting is oriented to job seekers' job demands, based on rich job resources, and based on human resource knowledge and skills, using the information, skills, or connections they have to provide job seekers with employment-related human resources services A person with a certain fee is also called "online career counselor". In a narrow sense, job hunting helps job seekers achieve efficient and precise employment; in a broad sense, it helps workers in the workplace complete their long-term career planning. Successful career planning is of great significance to the workforce, especially graduates who are just beginning their job search.
      2. Keep improving
        Due to work stress, work environment, interpersonal relationships, self, etc., it may cause occasional idleness in the workplace. But in any case, we should keep improving our work. Around us, there are often people who are more likely to be satisfied with their work situation and then give up further efforts. However, it is impossible to make high-quality work without the pursuit of high-quality work. Especially for graduates, it is not only a job, but also a platform for self-realization. Discover and create value on this platform.
      3. Express yourself , but focus on teamwork
        It is often misunderstood that showing yourself in the workplace is repulsive, so that you often suppress yourself and dare not say your true thoughts. This is a problem for many working people. As everyone knows, it is precisely because of this kind of psychology that many missed the opportunity of being watched by leaders and understood by colleagues, and the good things of natural promotion and salary increase are also far away from themselves. But showing oneself is not tantamount to competing in advance, individual heroism. Any successful career is a team action. Don't forget to share your experience and knowledge with others, you will get much more than what you pay.
      4. Proper job change , but not a workplace "flea"
        Today's workplace crowd, "hopping" sounds endless. Yes, it's true that people go higher. However, it is easier said than done. Job-hopping is a science and a strategy. The reason for proper job change is to have a basic plan for your career and a goal and plan for job change instead of "flea" in the workplace that does not have accurate workplace positioning. Today's graduates are often blind job seekers, wrong employment, and then take off. Jumping around, professional accumulation of faults, lack of continuity, except for job-hopping experience, there is no professional capital, resulting in the end of even the strength of the jump. Proper job-hopping is a learning process that is conducive to conquering new fields and broadening one's own capabilities. Each new field is a challenge for individuals. Only by grasping the criteria will the salary be higher and higher, and the development better.
      5. Interpersonal relationships , focus on small sections
        No matter how strong your ability to work, interpersonal relationships can't be ignored. Needless to say, good interpersonal relationships can create a good working atmosphere, make yourself and the people around you feel happy, and work naturally proceeds smoothly. To have good relationships is actually not complicated, just dedicate your ears and control your mouth. Never be a small speaker or microphone in the office, the rumors stop at me. At the same time, don't let the subsections affect your good relationships. I believe that whether it is a newcomer who has just entered the workplace or a professional ren'cai who has been working in the workplace for many years, he will have his own ideas about the rules of workplace survival. Yes, there are ingenious rules for how to survive in the workplace and how to talk and behave. Raise your hands, and the impression you give others may be related to your career prospects. Whether the workplace is bright or not, the law of survival is crucial.

      Talent search channels

      Talent recruitment is most common through online recruitment and on-site recruitment. Common talent employment channels are as follows:
      1. Online job search
        Internet job hunting is an important way for job seekers to find jobs. It is also called Internet application. Due to the development of technology, the network of information is becoming increasingly prominent. The Internet has become essential for our work, life, recruitment and job search Helper; so finding a job online has also become a must-have for job seekers.
      2. On-site job fair
        Job fairs are generally organized by talent agencies and employment centers of universities under the jurisdiction of the government, which mainly serve groups and employers seeking employment. Job fairs are generally divided into on-site job fairs and online job fairs. The job fairs we talk about in daily life usually refer to on-site job fairs. Job fairs are divided into industry special and comprehensive. Before joining the job fair, you must understand the industry and nature of the job fair, so as not to waste time with the position you are looking for.
        When applying for a job at a job fair, because you are in direct contact with the interviewer, you must master some corresponding job search skills. For example, pay attention to the first impression, pay attention to the etiquette and attitude of conversation, dress, talk, etc.
      3. Newspaper television
        Newspapers and televisions are traditional media, which not only has a wide audience but is also the main source of information for talents seeking employment.
      4. Acquaintance
        This is the oldest method of headhunting, but it is also the most effective shortcut. There is no emotional temptation here, nor does it require arduous running-in. Your goal is there. All you do is a straightforward negotiation. Understanding of skills and character makes you simple to one word: treatment.
      5. Professional broker
        A professional broker is to accept the entrustment of talents, and according to the talents background, work experience, etc., and then combined with the job-seeking intention of job seekers, to help him recommend jobs. Finding a job through a professional broker has the characteristics of saving time, effort, speed, and a high degree of matching between people and positions. For example, the job opening service is to provide professional broker agency services.

      Job hunting secrets

      Resume to be associated with large companies
      When the personnel manager searches for resumes on the recruitment website resume database, the keywords "well-known company name + job name" are generally used. For example, the consumer goods industry may like Coca-Cola and P & G, and the personnel manager searches like this: "Coca-Cola + sales manager" , The system will search for candidates who have the above keywords in their resumes. If the name of a well-known company appears in your resume, it can be searched. -Coca-Cola's Tian and Di mineral water has a reduced market share in the local area ... ";" I work for Coca-Cola's Guangzhou Baiyun District distributor "and so on. It also increases the chances of the personnel manager to view the resume.
      Refresh your resume often
      When the personnel manager searches for the resumes in the resume database, the qualified resumes are arranged in chronological order, and generally only look at the previous one or two pages. Many job seekers don't know that refreshing their resumes can get more job opportunities. Therefore, it is best to refresh your resume every time you log in. After refreshing, you can be in the front and be more easily found by the personnel manager.
      Don't just apply for the last three days
      Generally, job seekers think that the latest recruitment information just released is definitely the most successful, but it is not. Because many corporate personnel managers do not log in to refresh the posted positions in time, job candidates who have just been refreshed when searching for positions will be ranked first. These positions have a large number of applicants and are highly competitive. In contrast, some positions are already half a month or even Two months, maybe the company has not yet recruited people, and the number of applicants is small, but the success rate is high.
      Keep your email first
      So when you send an email to the mailbox designated by your company, how can you keep your email always on top and let the personnel manager see your email first when you open it? As long as the date of the computer system is changed to a future date before sending e-mails, such as 2010, because most mailboxes sort messages by date by default, your e-mails will not be listed at least until 2010 .
      Novel message header
      The personnel manager receives a large number of job e-mails every day. Job applicants generally write the email title according to the requirements of the enterprise: How to attract the attention of the personnel manager and let him open his e-mail first? Can write articles on email topics. One day the personnel manager received hundreds of emails, and only those with novel headlines had the opportunity to be opened.

      Talent Talent Type

      According to the international division, talents are generally divided into four categories: academic talents, engineering talents, technical talents, and technical talents.
      According to the level, it can be divided into junior talents, intermediate talents, senior talents, and so on.
      According to age, they can be divided into middle-aged and senior citizens, retired talents, and young and middle-aged talents.

      Talent standards

      1. Have good character
      2. Based on erudition, have expertise in a certain field or fields
      3. High efficiency, methodological, insightful, hardworking, creative thinking
      The analysis of higher emotional intelligence sociologists indicates that the first-level occupations in the 21st century belong to high-intelligence groups. Therefore, in recent years, domestic companies have recruited high-level knowledge talents at an annual salary of 500,000 and 1 million to form high-intelligence groups in enterprises. The new professional structure requires higher and higher quality talents. Future high-level intellectuals are neither purely technical experts nor experts in the art of leadership. Not only do they have to be competent in effective management, but they also have to effectively lead their team to work together to achieve the set goals while always ready to meet new challenges. But what are the criteria for "senior talent"? Can be described as benevolent see benevolence, wise see wisdom.
      Ability is better than knowledge
      The talents required by enterprises are not candidates for exams, but talents for work. Faced with increasingly fierce market competition, the survival and development of enterprises are tied to one end, that is, the ability of talents. In recent years, large enterprises in developed countries have not hesitated to find a senior knowledge talent with an annual salary of 100,000 and 200,000 US dollars. They have foresight and new ideas, and are good at listening to others' opinions. They know the strengths and avoid weaknesses. Their abilities should consist of the following parts:
      • Technology and business capabilities. After joining the WTO, society will need more talents in computer development and application, product marketing, pipeline engineering, and electronic engineering. Those who do not have strong technical talents or only talk on paper will inevitably be eliminated by market competition.
      • Organization and planning capabilities. Many of today's organizational capabilities considered to be only a few leaders will become the focus of staff selection after joining the WTO. For example, setting up work processes, formulating marketing policies, uniformly allocating financial and material resources, and coordinating and allocating tasks all require high standards of organizational planning capabilities. Human initiative should be brought into full play, not limited to the traditional model of step by step.
      • Persuasion and communication skills. That is, language ability, someone who understands how to express information and thoughts, and can listen to information and thoughts. Intercompany communication requires employees to be able to cope with more and more interpersonal relationships and have higher and higher ability to lobby. At the same time, in the fast-paced working environment, internal communication is even more important. Although time is of the essence, without communication, there is no source of motivation and development.
      • Numbers and computing power. This kind of ability is not necessary for science and engineering. Most people should have it after joining the WTO. The coordination between departments and the smooth operation of the company cannot be separated from numbers and calculations.
      • Imagination. It is a skill that white-collar workers need. Rich in imagination is conducive to collecting and obtaining a wide range of information and knowledge; imagination can also open up the way of thinking and observation. In other words, imagination can drive creativity and innovation to a certain extent.
      • Liberal arts ability. Liberal arts and sciences require staff to learn to use personal talents to improve work experience. The integration of various knowledge can improve work efficiency. The combination of education experience accumulated in the liberal arts and the professional skills of science will be the most valuable learning direction for white-collar workers.
      Achievement beyond potential
      Headhunting companies basically do not look for jobs for those who cannot find a job, but only hunt for those who do not worry about work. According to the person in charge of Southern Headhunting, generally, the talents they hunt for must have at least 5 years of work experience, and some even have more than 10 years, because work experience is the basis for talents to further develop their own value. Work performance is also an important indicator of their inspection of "prey". Outstanding work performance is tangible and most convincing. Only past excellent performance can indicate future work potential. For example, if "Prey" is a sales manager working in South China, it is necessary to compare the sales figures of the same department in the year before he took office with the average figures of sales performance in the years after he took office. If the two numbers are basically the same, it proves that he is average; if there is a large increase, it can indicate that he is a talent with a strong ability to work. For a technician, the standard is to see what certificates he has obtained, how much benefit and impact the project he has developed, and so on. Of course, this cannot be generalized, because there are differences between different industries. For example, market development pays more attention to innovation than long-term experience.
      Previously, headhunters could roughly divide candidates by local talents, local talents with overseas experience, and overseas talents with local experience. Today, the only criteria for distinguishing are their personal performance and work records, and grass-roots work experience in the past five years. A deep understanding of the Chinese market is more important than fluent English. Potentials were once a measure of leadership, and new standards place greater emphasis on past achievements.
      Old standards-good relationships with business and government; ability to create new opportunities; understanding of joint venture policies; skills to grow your business.
      New standards-have a track record of success in specific disciplines; be able to successfully complete tasks in challenging environments and conditions; be able to use expertise gained from other more mature markets in new areas; excellent interpersonal management skills; have success Experience in building the best organizational model; able to train and develop new people from the grassroots level.
      Annual salary instead of education
      Gold collar, aged between 25 and 45 years, has a good education, has a certain work experience, business planning capabilities, professional skills and certain social relations resources, the annual salary is between 150,000 US dollars to 400,000 US dollars. According to a questionnaire survey conducted by the National Bureau of Statistics of the Urban Social and Economic Survey in 10 provinces, including Beijing, Shanghai, and Zhejiang, on 9,956 urban high-income families, the monthly salary of the golden collar high-income class is mostly above 10,000 yuan. Your own house has a market price of about 800,000 yuan. There is an imported car or at least one domestic car such as Audi and Santana. The diet does not exceed 1/4 of the total household expenditure.
      Some experts believe that the annual salary of 100,000 to 200,000 yuan belongs to intermediate talents, and the annual salary of senior talents is more than 200,000 yuan. There are many people with high scores and low academic qualifications. Moreover, fake academic qualifications are flooding into disasters. The standard for measuring talents with academic qualifications is already the old emperor calendar. If a Ph.D. does not bring economic benefits, then it is difficult to say that he is a senior talent; conversely, most of them can bring huge market benefits are high-quality talents; in addition, a doctor with a degree and a title, even if he is not a highly educated, He has no job title, but he is constantly learning and enriching his knowledge to adapt to society. Such people are obviously middle and senior talents. It is certainly not the most appropriate to use the annual salary as the standard for the so-called middle and senior talents, but it is also feasible as a measure of human capital under the premise of not being able to come up with a better standard.
      "Hero doesn't ask the source", employing eclectic. Real talents are no longer tied up by education, origin (nationality), work experience. The Han family's white house, Ichimura's husband, and even the "gatekeeper guarding the gate" may be strangers. The halo of highly educated people will gradually be diluted. The real test of talents is the market and the input-output ratio. Enterprises have the most right to judge senior talents, because it uses the "horse racing" form of the market mechanism to select talents on an eclectic basis. Because "horse racing" is an open competition, under a unified rule, which horse runs fast, everyone can see at a glance. You don't need Bole to "soma", because "Several horses are common, but Bole is not often", and you can avoid the bias of Bole itself. Through the "horse racing" mechanism, "races" are produced by senior talents, and companies will naturally give high annual salary, so it is reasonable to use annual salary to judge whether they are senior talents.
      Challenge small talents
      What kind of person is talent? Does it specifically refer to those with high professional titles and education? A concept of "great talent" is gradually being established in Shanghai. According to the Shanghai Personnel Bureau, more than 1,100 domestic talents have been granted residence permits in Shanghai since the city closed its blue-print account and introduced the residence permit system. 20% of the certificate holders have no bachelor degree or above. Among those who have obtained undergraduate qualifications, there are not only artists with high school education, but also actors with technical secondary school education, and there are also many skilled workers and managers. After completing a special questionnaire and reaching the "passing line", they were given Shanghai residence permits with a time limit of one, three and five years respectively.
      This special questionnaire is called "evaluation scoring system". In the past, the frequently appearing "Bachelor degree or above, professional title above intermediate level" frequently appeared in the talent introduction regulations, which were replaced by 14 elements in the system. Although the "evaluation and scoring system" takes into account the applicant's title and academic qualifications, it still highlights its comprehensive ability and professional level. It can score points for obtaining professional qualifications, possessing invention patents, and obtaining recognized professional training certificates; industry associations have special talents. Reviews and recommendations are also included in the score. At the same time, the Shanghai Personnel Bureau is working with relevant departments to formulate scoring standards for various special skills such as traditional crafts, arts and crafts, culture and sports.
      It should be said that it is a reasonable and easy-to-operate method to determine whether talents are based on professional titles and academic qualifications. After all, professional titles and academic qualifications are nationally recognized qualifications, which provide a clear understanding of the education level and professional level of "talents".
      But we should also see that this standard cannot be absolute. First of all, as far as the situation is concerned, the assessment and identification of professional titles and academic qualifications are often mixed with some complex factors and cannot represent a person's overall and true level. Secondly, talent is targeted, that is, he has a place in a certain field, industry, or even a certain unit or enterprise. In this context, it is too broad to use professional titles and academic qualifications to make it difficult for talents to make good choices, and it is difficult for employers to use them only; and this line drawing is in another sense It seems too narrow, it makes the talents without a title and education a martial art, and makes the employer only sigh despite the vacancy. This can be said to be a double waste of resources. Finally, in the identification of talents, there is a general tendency to simplify in some places. This simplification refers to the demarcation of content that can only reflect a person's local abilities only by title and education, the second is that its identification of talents is thick rather than thin, and the third is that it is based on the personnel department. Be led rather than actual needs. This tendency is tantamount to cultivating talents. For employers, it may cause the embarrassment of attracting talents but not appetite.
      Therefore, the "big talent" concept that is being established in Shanghai has practical relevance. It not only relaxes the positioning of talents from the direction, but also technically improves the process of identifying talents. This change will be more fair to talents, and will undoubtedly be more in line with the actual needs of employers, and more suitable for the multi-faceted and multi-level demands of talents for social development, thereby making China's talent market more active and injecting into China's market economy More fresh power.
      In the new century, the concept of advanced talents no longer regards the "once to own and enjoy lifelong" academic qualifications and professional titles as the main measurement criteria, but to adapt to local conditions and seek truth from facts: some people are talented today, and tomorrow may not be talented; The land is not a talent, it may be a talent in B.

      Talent creation

      Focus on industry development
      Not only pay attention to their own work, but also pay attention to the development of the industry.
      Amy and Dave went to an exhibition to show that the company was recruiting English translators. During the recruitment, the personnel director found that Amy's English was excellent, and the answers were basically smooth, without any frustration. Dave is not bad, but when Dave contacted the personnel director again, he not only answered the personnel director's questions in fluent English, but also introduced the personnel director in English to his knowledge of the industry. He has seen and can do What the company does, it makes Dave appreciate the Dave. Naturally, Dave received the company's acceptance letter on the second day after the interview.
      It can be seen that Dave is not only superior in his knowledge of knowledge, but also has a relatively detailed understanding of the industry to be developed. Opening job information for 51job, it is not difficult to find a feature, no matter what the position Recruitment, companies attach great importance to understanding their industry background. Therefore, when you want to become a multi-talented person, you must have a certain understanding of the relevant industry background that you will develop.
      Develop interests
      Compound talents are not completely manifested in the composites related to this profession, but also in the diversification of their professional capabilities. In other words, if your current occupation can't do it, you should be able to quickly pursue another occupation. In this way, it is important and necessary to find new career fields outside of this profession. In terms of career development alone, if you are doing exactly what you need, your career is more likely to succeed. Unfortunately, for most professionals, the work they do is not their favorite, so they will seek trust in their personal interests. So if you deepen your development interest and develop it into a professional skill, the right time will help your career development.
      As an account manager, LISA usually likes to help others and enjoys communicating with customers, so the relationship with customers has always been great, and there are many customer friends; she also likes to talk to employees, what do colleagues and subordinates usually have She always likes to communicate with her, such as changing jobs, relationships with colleagues, promotion opportunities and other things, always discussing with her, of course, LISA is very happy for this. Slowly LISA knew that this was also consulting, and also knew that there was a career planner who specialized in helping other people's career development, so they actively participated in the training of career planner qualification certification for Shanghai's scarce talent training project. After more than two months of systematic study, LISA deeply found that she fell in love with the career of a professional planner, and was preparing to work as a full-time professional planner.
      International vision awareness
      Have an international vision and awareness, don't stick to the rules.
      Lee is the HR director of a well-known foreign company. He admits that during the recruitment process, companies are more looking for talents with international awareness, not limited by the geographical location of the talents. Mastery of industry background, loyalty to the company and ability to communicate with people. With China's accession to the WTO, its deepening integration with international standards, and the further opening up of the entire society, the demand for talents with an international vision of the enterprise has shown increasing signs.
      It is worth noting that what we said to turn ourselves into a compound talent must be based on personal career planning. Only in this way will it make sense to recombine and recombine effectively. Only in this way can we firmly embark on the road of compound talents and be invincible in the workplace.

      Talented person

      Talents among people, that is, talents, have the talents for planning, the talents for strategy, the talents for generals, and the talents for pillars. The advantages and disadvantages of a country's talents directly affect the prosperity of the country. Only one generation after another has fulfilled his role without disgrace in his or her historical period and promoted the development of society. Sun Tzu's "Country" states that war is harsh and that governing the country is difficult. Although the military and the strategy of governing the country are subordinate to politics and to the natural and social and material foundations, it is people who direct the war and govern the country. The talented person plays a vital and active role in the strategic structure of social development. Today, the competition among countries in the world is becoming increasingly fierce, and competition is being developed in a broad, diversified, high, precise and deep direction. The era has provided opportunities for rapid development of each country, enterprise, and person, but at the same time drives every participating competitor with the brutal rule of "the survival of the fittest"-the question of survival or death can only be left to humans Answer it yourself. In the questions and answers of thousands of years, we have heard positive, firm or shocking voices. These voices are issued by the "human talents" in human society-they are the voices that advocate the development of the world. They contribute ideas to the country, they work together to revitalize the enterprise, they cheer for the development of science and civilization, they cry for the elimination of ignorance and ignorance, they ...
      Among these sounds, you can hear the loudest group, they come from the east of the world, on the bank of the Yellow River at the foot of the Great Wall. For thousands of years, they kept screaming and devoting their heart and soul to the continuous development of the Chinese civilization. Unfortunately, in these loud sounds, you will hear from time to time, when they loudly explained to the "Cangtian" their opinions from the lungs, they always added a word of insecurity-"Did you hear? The suppression of intellectuals under the feudal system is evident.

      Talent useful person

      Talents are useful people, people are in need. People have different needs in different periods and different positions. The American psychologist Maslow summarizes the basic needs of human being into five levels of physiology, safety, communication, respect and self-actualization, and forms and develops from low to high. "Talent" is a group of people with strong ability and high self-awareness. After the first three needs were basically met, they strongly demanded that they be respected and fully realize their self-worth. They demand to realize their full potential, and they desperately want to see a job commensurate with their best abilities. It is a pity that this excellent consciousness of "talent" is often hit and suppressed, and has been given the hats of "excellence", "good performance" and "struggling for power". In the end, talent can't make the most of its energy. And the society, the country, and the enterprise have lost many opportunities for development and even caused harm. During the Warring States Period, Zhao Guoming's famous general Lian Po, Qin Guo did not dare to violate its borders. A few years later Lian Po got old for some reason, and Qin Bing heard the crime. King Zhao asked people to ask Lian Po, "Is Lian quite old, can I still eat?" Although Lian Po was old, he devoted himself to the country and came to eat three bowls of rice. However, the messenger was afraid that Lian Po would suffer damage to his interests and returned to Zhao Wang Lian quite old. Zhao Wangzheng doubted whether the old minister Lianpo would have his own soldiers when he came out again. Soon Zhao died. Ambitions and ambitions are the common quality of heroes since ancient times, and are a positive driving force for social development, and those in power must treat them well.
      On the other hand, talents are useful people. When people exchange energy with the natural environment, they must tend to the smallest energy payment behavior, that is, to save time and labor directly and take ready-made things to enjoy. As long as the environment has been able to provide inexhaustible means of living, people will always instinctively enjoy it. The impact of social environmental power on human nature is reflected in two aspects: First, the social environmental power is weak, loose, the legal system is not strict, and there is no incentive mechanism. For example, the egalitarianism in the state-owned enterprises has led to debilitating and unmotivated workers, and talent has become foolish. The second is to take seriously the social environment, changing "paying less and paying more" to "paying more and getting more", cutting off the channel of "paying without paying", and people's behavior is developing towards the material civilization of professionalism. The talents mentioned here are also ordinary people, and they also tend to be "good and evil". If the leader of the company does not provide environmental stimulus and let it die, everyone will tend to the value of "immediate success and immediate benefit" and the company will no longer Have real talent.
      Furthermore, talents are people, and people have inherent self-protection behaviors. In terms of social choice, the general trend is liberalization. "Birds choose good woods to live, and good people choose good ones to live in." People with ability always naturally move to units with good work rewards, more respect for talents, and fuller realization of their own value to ensure their social status constantly improving. As far as the enterprise is concerned, if there is a real brain drain in the enterprise and there is no new recruits to supplement it in time, it already indicates that the enterprise's employment system is unreasonable and not advanced. The "domino effect" in other areas will follow. Brain drain is normal behavior, but brain drain is not. Brain drain is an irreparable loss for an enterprise. The interactive behavior of talent flow is manifested in the following: entrepreneurs always expect the constant flow of outstanding talents to bring innovative thinking, and the forward-thinking talents always flow to the underlings of outstanding entrepreneurs. The self-protection consciousness and the closed concept of talents will be fully or partly transformed into the spirit of self-sacrifice of dedication enterprises. In fact, the mutual conversion of these two aspects is the concrete manifestation of the implementation of the "people-oriented" management idea.

      Talents do their best

      As mentioned earlier, talent is a resource, and it is a great waste to not use talent reasonably. How to use talents reasonably is an article that ancient emperors will explore throughout their lives, and it is also the question that entrepreneurs most often think about in the process of competing for the market and creating benefits.
      As far back as the Spring and Autumn Period and the Warring States Period, Guan Zhong first proposed the theory that employing people should be "their best." He explained in the "Interpretation of the Situation": "The official of the Ming lord looks for what he does, not what he shorts, the story is all-perfect, and all successes stand." And Sun Tzu further explained: "(translation) a clever leader , His focus is on the 'capacity', not on subordinates, so he can choose the appropriate talents and take advantage of the favorable situation. "Therefore, every leader must not seek the perfect talents. If you make up for the shortcomings of others, you will have more talents beside you. If you want to make up for shortness, the world will be full of abandonable talents.
      "I persuade Tiangong to shake up and drop talents eclecticly." This is the cry of Chinese intellectuals for thousands of years. Under feudal etiquette, the emperor recruited talents to achieve his foundation, and once the hegemony was achieved, "the birds do their best, and the rabbits die." In order to maintain political stability, some emperors did not discriminate, but deliberately. The two parties set up loyalty and loyalty to each other to contain and fight each other. In the struggle, generation after generation, the dignitaries drunk hatred, and each essay fell down. Li Guang, Yue Fei, Xin Qiji, Su Shi ... to name a few. After the founding of the People's Republic of China, the employment system has undergone a fundamental change, and talents have emerged. However, with the rapid development of society and economy, some existing talent selection systems have fallen behind the times again. The most common situation in careers and enterprises is to discuss seniority, upside-down mentality, ability to go up and down. Under this self-defeating "pyramid" -shaped employment system, both the number and quality of talents, and the pace of renewing talent concepts have been severely suppressed. Reform of the talent selection system is imperative.
      The first step of "rejuvenating the country with science and technology" is "talent development strategy", the first step of "talent development strategy" is "recruitment system reform", and the first step of "recruitment system reform" is to establish a real, outstanding and effective And firm "talent incentive mechanism". This may be the biggest and most effective step since reform. The debate over the principles of "fairness" and "effectiveness" under socialism has been going on for many years. We can boldly draw conclusions and respond positively with action-taking into account fairness and prioritizing development benefits! The first person to eat crabs is the sweetest one. I can emancipate my mind and let go of it, so I might as well start with me. As long as it is beneficial to the long-term interests of the enterprise, it is also beneficial to the interests of employees, as long as it is beneficial to the interests of the people, what are we waiting for?
      The "people-centered" thinking is the fundamental purpose of establishing a modern enterprise system. Caring for, understanding, trusting, respecting, cultivating people, paving the way for success, discovering people's potential, and maximizing the enthusiasm of the majority of people and the enterprise to share the same fate. When a person thinks that the goal for which he is fighting and working is worthwhile, he will work with great enthusiasm, so his creativity and work effect are incalculable.

      Talent Talent

      The word talent is becoming more and more fashionable. Almost every company is talking about "people-oriented", and it is promoting "valuing talent" and "attracting talent". As a result, more and more Bole people are becoming more and more scarce, talents are becoming more and more difficult to find, talents are getting better and better, and the prices of talents are skyrocketing. For fashionable things, it is necessary to study. Because in the field of Chinese business management, any concept that is generally sought after by everyone will go to the extreme and then reactionary. Because fashion lacks sense, fashion loses itself.
      What is talented person? This is a vague concept in itself. There is no clear standard for it.
      The relevant government department's definition is: a person who has obtained a secondary professional education (so it seems that we are a big country with a lot of talents?). Enterprises may be affected by this. Some simple and visible signs are used as criteria for judging talents, so talents are equated with academic qualifications, job titles, employment experience, and whether they are returnees. Driven by this, those who have not yet met the standards, supplementary education without education, supplementary education abroad, and busy job-hopping, just like a group of horses and gallops, until they dazzled Bole.
      For enterprises, talents are those who agree with the company's core values, have professionalism and high work skills, and can continuously create value for the enterprise. A cleaner who can sweep the land into a world-class for a long time is talent. An employee can be assured of his or her job and continuously improve work efficiency. Measured by this standard, everyone in the enterprise is a talent, and everyone can become a talent. What China's enterprises lack is not talent, but the mechanism and system for cultivating and pulling talents. Beacon headhunting experts believe that talents are capable of accomplishing something. The utilitarian nature of the enterprise determines that talents must be those who can create value for the enterprise, and academic qualifications / titles / experiences have no direct relationship with one's value creation .
      The fierce headhunter senior adviser warned that while valuing the value creation ability of talents, they must also see the reactionary force of talents to corporate management. In the face of management, in a sense, the more knowledge the more reactionary. Talent is a double-edged sword. When used well, it will enhance the core competitiveness of the enterprise and become a weapon for the competition of the enterprise; if it is not used well, it will destroy the management system of the enterprise and become a confidant of the enterprise. Talents are also like U235. They use nuclear power to generate huge energy; if they do nt use nuclear radiation, they produce huge destructive power. Therefore, the introduction of talents is important, but there is also the risk of attracting wolves to enter the room. Management talent is more important. Enterprises must not set up management special zones for talents, and everyone is equal before management.
      According to popular standards, talents are scarce in the enterprise: first-class talents have already sailed across the sea and gone abroad, second-class talents have entered government departments to seek senior officials, and third-class talents have already started their dreams. Those who can enter the enterprise may be fourth-class talents. These people can only achieve great business by holding the team together, and once they are truly united, they can make superb performance. It is terrible if the company depends on a few talents to survive and develop. He will not only lose those talented employees, but also the management of the company will succumb to the talents, and the company will enter a dilemma that values talents but must accommodate them. On the other hand, once the talents in an enterprise cannot stand the temptation and can't bear the loneliness, they will leave the enterprise, and the enterprise building supported by the so-called talents will collapse.
      From another perspective, China does not lack outstanding talents. What is lacking is the soil and stage for the growth of outstanding talents. What is lacking is a high-quality ecological environment for human resources. What is lacking is a good human resource management and model. Yinfeng needs to build a nest first. Whether a company can attract and retain and effectively use talents does not depend on whether the company is generous, but whether it can build a mechanism for talents to stand out, or whether it has a stage for talents to play their role. The correct choice is that companies import people from the external labor market, and then rely on their own mechanisms and systems to make them successful.
      Therefore, in the course of many years of human resource management teaching and practice, the author is very taboo about using the word "talent", and prefers and more uses the word "talent".
      Some people say that the most important thing in the 21st century is talents. The competition for talents has become the top priority for corporate competition. The accumulation of talents by enterprises has formed a talent pool of the present era, and a large number of talent websites centered on network talents have emerged. For example, the well-known domestic talent networks, China Talent Network, Zhilian Recruitment, Hunan Talent Network, Heilongjiang Talent Network, etc.

      Talent Skills

      1. Technical and technological skills will take on greater importance. There will be a growing need for people who can understand and fix systems--from computer systems to product distribution systems to plumbing systems.
        Technical expertise and innovation capabilities-will be even more important. In the future, people who have both theoretical and practical experience in computers, product marketing, and pipeline engineering will be increasingly needed.
      2. Visionary skills will be in demand. The ability to gather and absorb a wide range of input, then use that knowledge, understanding, and perspective to guide organization into future, will be vital.
        Imagination-it will be a need. This ability is crucial, it can collect and obtain a wide range of knowledge information, and draw on some of this knowledge, thinking methods and observation perspectives in order to guide the company into the future.
      3. Numbers and measurement will be important, of course, but smoothing the flow form month to month, from quarter to quarter will be essential for highly profitable long-term performance. Practically every company will have to move away from today's obsession with looking ahead only as far as the next financial reporting period.
        Numbers and calculationsOf course important, but ensuring that the connection between the months and the smooth cooperation between departments is the key to achieving long-term and efficient operations. In fact, every company must change the misconception that it only plans for the next fiscal year.
      4. Ability to organize will definitely be important in the corporation of the future. Everywhere there will be a need to organize something: resources, workflow, marketing mix, financial opportunities, and much more, all will demand high levels of organization and reorganization.
        Organizational capability-is undoubtedly very important in the operation of the future company. Wherever you go, organizational work is indispensable, such as allocating financial and material resources, setting up work processes, formulating marketing strategies, finding profit opportunities, and so on, all of which require high levels of organizational and reorganization capabilities.
      5. Persuasive skills will be used in many ways by the corporation of the future, the most-effective indliduals will be those who know how to present information and ideas so that others can understand and support a particular position. Good salesmanship will be essential in many more interactions than we consider today, especially inside the organization.
        Persuasion-will play a role in the company of the future in a variety of ways. The most productive employees will be those who know how to express information and ideas in order to be understood and supported by others. Excellent lobbying skills will be essential in more interpersonal communication in the future, especially within the company.
      6. Communication skills--careful listening, clear writing, close reading, plain speaking, and accurate description--will be invaluable. In tomorrow's fast-paced business environment there will be precious little time to correct any misunderstandings. Communications breakdown may well become a fatal corporate disease.
        The ability to communicate-listen carefully, write clearly, read carefully, speak clearly, and accurately describe-will have inestimable value. In the fast-paced work environment of the future, people are as precious as time, and they can't afford to miss it. Barriers to communication are likely to be a fatal problem for companies in the future.
      7. Ability to learn will be above everything else in importance--empowering people to grow in effectiveness and help their companies achieve desired objectives. Some of this skill is innate, but many people enhance their ability to learn--and to relate different aspects of learning --through college and university courses. We believe the liberal arts education experience will prove to be the most valuable type of education for tomorrow's leaders.
        Learning ability-will occupy the most important position among the above-mentioned capabilities, because it enables people to improve work efficiency and help their company achieve its intended purpose. Part of this ability is personal endowment. Of course, many people have improved their qi abilities and the integration of various knowledge through higher education. We believe that the accumulated experience of university liberal arts education will prove to be the most valuable form of education for tomorrow's leaders.
      8. The top employees of the 21st century will be flexible, creative and motivated toward making a positive difference in the world. They will seek balance, growth and fulfillment in both their work and home environments. The corporation of the future must respond to these needs and desires; otherwise they will find themselves hampered by a lack of qualified people to accomplish the organization's work.
        The best company employees of the 21st century will be flexible and creative, and aspiring to do extraordinary things. They will seek balance, development and improvement in both career and family. In the future, the company must evaluate the employees' necessary skills, otherwise the company's development will be limited by the lack of qualified personnel in the work.

      Talent Project

      The "Outline of National Medium and Long-term Talent Development Planning (2010-2020)" proposes 12 major talent projects:
      1. Innovative Talent Promotion Plan
      2. Youth Talent Development Program
      3. Enterprise management quality improvement project
      4. High-quality education talent training project
      5. Cultural Master Project
      6. National Health and Human Resources Security Project
      7. Overseas high-level talent introduction plan
      8. Professional and technical personnel knowledge update project
      9. National High-Skilled Talent Promotion Plan

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