Interpretation of three reasons for talent shortag

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Interpretation of the three major reasons for the "talent shortage" in the instrument and meter industry

the system of the instrument and meter industry is weak

first of all, the country's overall organic combination system and policies of production, learning and research have not been formed, the transformation rate of innovation achievements is low, and the technology application is poor. At the early stage of reform and opening up, there was a big gap between the instrument and meter industry and foreign countries. Enterprises generally sought technology sources from outside. Although there have been changes recently, some enterprises have come to the fore, but on the whole, there are few enterprises that have combined the achievements of independent innovation and application well. The growth of large enterprises is difficult

there are many scientific research achievements involving measurement and control technology and related instruments in China's scientific research institutions, but their practicability is poor. The research on relevant production and manufacturing technologies, especially the core process technology, is not deep enough, and the workload of secondary development is large. The conversion rate of achievements is low. High and medium grade instrument products and systems involve in-depth application technologies in different fields. Foreign enterprises have professional departments and experienced application talents, while Chinese instrument enterprises are often unfamiliar with large-scale engineering processes and lack the integration ability of application technologies. Therefore, it is difficult to produce high-end products

secondly, there is a lack of a strong national research support system. The instrument industry has many varieties and small batches, which requires long-term and unremitting investment. However, at present, the national investment channels are scattered and it is difficult to focus on the key points. Enterprises can neither participate in competition completely according to the rules of market economy like foreign enterprises, nor lack strategic investment in research resources. At the same time, the market environment required by the marketization of new technologies has not been improved

as the system and mechanism are not straightened out, China's instrument industry naturally lacks high-level compound talents and comprehensive talents who are familiar with and proficient in the intersection of various disciplines. Instrument Science and technology not only covers a wide range of disciplines, but also only those who can discover, utilize and integrate the latest scientific and technological achievements such as various new principles, new concepts, new technologies, new materials and new processes as soon as possible can design and manufacture world-class measurement control and instrument products. Talent shortage will naturally affect the development of the industry. This is undoubtedly an important reason for the gap between domestic instruments and imported products

it is difficult to find talents with an annual salary of one million.

in the newly released national demand for college graduates, the machinery and instrumentation specialty ranks first in the demand, and the demand far exceeds the second marketing specialty. This shows that there is still a great demand for such talents in China for a long time to come. However, there is a serious shortage of high-end elite talents, and the talent market even presents a strange situation that it is difficult to find talents with an annual salary of millions

with the continuous development of enterprises, the demand and shortage of relevant high-end professionals will be more severe. From the current situation of the instrument industry, the main reasons for the shortage of highly skilled talents are as follows:

1. People's neglect of Vocational and technical education. Although the concept of respecting knowledge and talents has been recognized by the society in today's society, the current education system focuses on academic education and ignores skill training, which is the main reason for the shortage of skilled workers. On the other hand, technical schools, as an important transportation base for skilled workers, also have great difficulties in running schools: the equipment required for the training of manufacturing talents is expensive and the utilization rate is low; There are few students, and the school is not very motivated

2. The enterprise does not train enough talents, and the training cycle of highly skilled talents is relatively long. The training of highly skilled talents not only needs the training of schools, but also needs to accumulate a large number of work experience and skills in actual work, and on this basis, continue to learn and practice

3. There is no evaluation, incentive and mobility mechanism for highly skilled talents. In terms of the evaluation methods of skilled talents, there are boundaries of proportion, age, seniority and identity. There is no new evaluation system for skilled talents that is oriented by professional ability, focuses on work performance, and pays attention to professional ethics and professional knowledge

in this regard, we should first change people's understanding and positioning of technical work. Only when people's understanding of technical talents changes, can the technical talent market be prosperous. Finding and training high-tech talents has a foothold. At the same time, we should improve the training ability and level of training institutions, so that they can truly become the cradle of skilled workers

there are mistakes in the enterprise talent introduction policy

1. They despise the reserve of talents

according to a survey of relevant human resources stations, 90% of managers believe that their enterprises lack talent reserves. In the past, China's state-owned instrument enterprises, as the main buyer market for talents, gathered a large number of college graduates, and on this basis, a stepped enterprise talent team was formed in a planned way. However, with the restructuring of state-owned enterprises, the invasion of foreign-funded enterprises and the rise of private enterprises, a large number of reserve talents of state-owned enterprises have been lost, and enterprises lack the motivation to cultivate reserve talents. The talent of state-owned enterprises has begun to be in short supply. However, the employment mechanism of private enterprises is more eager for quick success and instant benefits. Their eyes are more focused on practical talents who have applied for national invention patents based on empirical research results. Enterprise talent development is often based on introduction

2. The value and treatment of key talents do not match

many enterprises have serious egalitarianism and do not pay enough attention to the development of key talents. First, in terms of talent distribution mechanism, the value of key talents and high-level talents in many enterprises cannot be fully reflected. Secondly, in terms of investment in talent development, the investment in talent development of Chinese enterprises, especially in cultivating high-level talents, is seriously insufficient. The labor law stipulates that the investment in education and training of enterprise employees should reach 1.5% of the total wages of employees, but many enterprises cannot reach this benchmark. At the same time, the vast majority of the limited enterprise talent development funds are used for the popular training and development of middle and low-level talents, such as talent recruitment, induction training, intensive training, etc. high-level talents occupy less enterprise training resources

3. The rule of man is more important than the rule of law in talent management

in terms of talent management mechanism, many enterprises often prefer the rule of man to the rule of law. The modern management system of most state-owned enterprises is not perfect, and the rules and regulations of enterprises often change with the needs of the management. The characteristics of the rule of man in private enterprises are more obvious. Family rule and nepotism still occupy a large proportion in China's private enterprises. The rule of man makes the personnel in the management position have more rights and benefits than other positions. As a result, a large number of excellent talents in Chinese enterprises are unwilling to engage in the technical work at the electric lines and pipelines where the project has serious damage to rats, and rush to the management position. The overall function of the enterprise talent team has been seriously affected. On the other hand, the rule of man leads to the lack of a fair competition environment for enterprises, resulting in brain drain. According to a survey, 80% of the managers who resigned from state-owned flexible packaging enterprises and instrument enterprises to foreign-funded enterprises or went overseas to establish private enterprises believed that the first reason for their resignation was the lack of a fair competition environment in the original enterprises

to sum up, the shortage of senior talents in the instrument industry has attracted the attention of relevant departments around the world and have taken countermeasures. For enterprises, it is true that high salary may find excellent high-tech personnel, but it can not fundamentally solve the problem of talent shortage. The shortage of high-tech talents involves the talent gap. To solve this problem, there is a long way to go

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