In recent years, the Municipal Party Committee and the Municipal Government have vigorously implemented the strategy of "strengthening the city with talents", especially since the strategic mobilization of strengthening the city with talents and the naming and commendation meeting of top talents in June last year, the city has formed a good atmosphere of "respecting knowledge, talents, labor and creation", and the talent work has made breakthrough progress. The total number of talents in the city reached 260,400, an increase of 95,400 compared with 2000, with an average annual growth rate of 15.8%, which was more than twice the growth rate of the whole country and the whole province in the same period. The proportion of talents in the population has increased from 3% in 2000 to 4.7%, narrowing the gap with the whole country and the whole province, and the catch-up effect is very obvious. The educational background and professional title structure of talents have been significantly improved, especially the distribution of talent industry is more reasonable than in previous years. 80% of the new talents are mobile enterprises, of which 76% are private enterprises. There are 654.38+million talents in the secondary industry, which is 2.5 times that of 2000, of which 73,000 are manufacturing talents above designated size, a net increase of nearly 654.38+million compared with 2003, and the educational level is more obvious than before.
First, enterprise human resources analysis
The increase of the total number of talents and the improvement of the structure show that the talent development of enterprises in our city presents a good development trend. Analyzing the development of enterprise talents under the background of talent internationalization and knowledge economy, from the strategic height of building a "talent highland", the present situation of enterprise talent resources in our city is not optimistic, which can be analyzed from the following aspects.
1, the scale and level are limited-mainly reflected in the shortage of total talents and the low educational level of managers.
At present, the total number of talents in enterprises above designated size in our city is 73,000, with an average of 30 people per enterprise. A large number of enterprises below the scale have few talents, and some enterprises are still in the state of "family workshops".
Due to historical reasons, the educational level of enterprise managers in our city is generally low, especially some family enterprises with a certain scale, which are basically the first generation of entrepreneurs at the helm and will face the leadership transition in 2 1 century. Therefore, it is urgent to train a large number of high-quality professional managers. In 2004, our survey of "managers of manufacturing enterprises (above the deputy general manager of enterprises)" showed that only 24.53% of the manufacturing management team at the highest level in our city (above the deputy general manager) had a bachelor's degree or above; College education accounts for 40.03%; High school (including technical secondary school) and below account for 35%, and many other small business operators have a significantly lower education level.
2. Structural imbalance-concentrated in the shortage of highly educated and high-level talents and unreasonable proportion of talents.
The proportion of graduate students, undergraduates, junior college students and technical secondary schools is: 1:28:6 1:94. This educational structure obviously shows the shortage of highly educated talents and the unreasonable educational structure. The proportion of senior, intermediate and junior titles is 1: 1 1:29. Compared with the ideal ratio of 1:3:6, there is a big gap. The average number of senior talents in each enterprise above designated size is insufficient 1, indicating the lack of high-level disciplines and technical leaders in enterprises in our city. Judging from the absolute number of high-level personnel, high-level talents in some large enterprises account for a considerable proportion. A large number of high-level talents are "used by us" in the form of "flexible introduction". Based on their own needs, these enterprises adopt flexible ways such as hiring, consulting, part-time work and consulting to solve technical problems and project support in a certain field, a certain specialty and a certain project. This introduction method has solved some production and technical problems faced by enterprises, but from the perspective of sustainable development of enterprises, it lacks its own Industry-University-Research integration. It is precisely because of the lack of highly educated and high-level talents that the innovation ability, research and development ability and high-tech absorption ability of enterprises are directly affected.
3. Lack of competitiveness-the concentrated expression of poor entrepreneurial environment and insufficient stamina for the sustainable development of talents.
The entrepreneurial environment of talents is composed of many factors. Such as urbanization level, geographical area, public opinion environment that respects knowledge and talents, policy environment that is conducive to talents' entrepreneurship, employment environment in which talents can make full use of their talents, selection environment in which talents stand out, education environment, housing and other living security, employment and schooling environment for children of family members, social security environment, incentive distribution mechanism, scientific research environment and cultural and entertainment environment. These environmental factors constitute a big entrepreneurial environment. At present, the overall entrepreneurial environment in our city is influenced by history. Although we have made efforts for many years, compared with Shanghai, Ningbo, Hangzhou and other neighboring cities, there is still a big gap, lacking the hardware environment and software environment to attract and retain talents. At present, the survey shows that 18.87% of enterprises with sales income of 5-20 million yuan think Taizhou's entrepreneurial environment is "satisfactory", while 19.0 1% of enterprises with sales income of 20-50 million yuan think Taizhou's entrepreneurial environment is "satisfactory". Among the enterprises with sales income of more than 654.38 billion yuan, 27.3% people think Taizhou's entrepreneurial environment is "satisfactory" and 20.25% people think Taizhou's entrepreneurial environment is "satisfactory". The overall "satisfaction" rate is just over 20% (73.24% think the entrepreneurial environment is "average"). ), and this 20% satisfaction rate is limited to enterprises above designated size, so the entrepreneurial environment of most small enterprises can be imagined.
Our enterprises should pay more attention to the sustainable development of talents. As a private enterprise with individual and private economy, joint-stock economy and joint-stock cooperative economy formed and developed during the period of social transformation, a generation of management talents who have grown up through self-accumulation can adapt to the arrival of knowledge economy, make great progress in the era of economic globalization and new economy, and realize the sustainable development of economy. Talent is the key determinant. Therefore, we must take countermeasures to ensure that a large number of talents gather and constantly optimize the talent structure to form a "talent chain" for sustainable development.
Second, the causes of problems in enterprise talent development analysis
The problems existing in the development of enterprise talents have both historical factors and practical obstacles. To sum up, there are several reasons:
1, concept bondage-influenced by traditional concepts, many enterprises often pay lip service to talents.
First, many enterprises pay more attention to capital agglomeration than talent combination at the beginning of their business, which leads to a serious shortage of talent resource allocation; Second, some enterprises have long-term "family-style" management and inbreeding. Even if the introduced talents enter the senior management, they can't "use people without doubt", which leads to insufficient stamina for talent development; Third, some enterprises ignore the deep concern and vital interests of talents such as scientific research, training, treatment, promotion and the placement of family members and children, which leads to the retention and brain drain of talents.
2, the system is lagging behind-the enterprise management system is relatively backward, and there is a lack of systematization and institutionalization of talent development.
Except a few large enterprises in the city have implemented a relatively standardized modern enterprise system, the vast majority of enterprises are still in the stage of extensive family operation, and there are widespread problems such as backward technical equipment, lack of technical personnel and low investment in technological transformation, which seriously restricts the development of enterprises in the direction of standardization and modernization and seriously affects the effective development of human resources.
3. Absence of subject-the subject position of enterprises as talent development has not been established, and the technological innovation system with enterprises as the main body has not yet been formed, which leads to the pursuit of short-term benefits and lack of long-term vision in talent development.
It is an effective operation mode in the world to develop talents based on the market and with enterprises as the main body. However, in most enterprises in our city, as the main position of talent development, enterprises are still in the cultivation stage, especially a considerable number of manufacturing enterprises are still at the level of "processing factories", lacking the overall long-term planning of talent development, and enterprises with annual sales income below 5 million yuan are the carriers of talent development and technological innovation. Therefore, enterprises in our city are far from becoming the main position of talent development, whether it is talent introduction and development or technical force training, which directly affects the role of talents. On the other hand, there is not enough room for talents to display their talents, which directly restricts the innovation ability, competitiveness and sustainable development ability of enterprises. Therefore, to take the road of new industrialization and build an advanced manufacturing industry, we must increase talent investment and technological innovation, support talents, promote industrial structure adjustment and enterprise level promotion, and make enterprises bigger and stronger. Only by making enterprises bigger and stronger and having self-innovation mechanisms and systems can we further attract talents. The two are complementary.
4. Lack of carriers-the "congenital deficiency" of universities, scientific research institutions and locations makes it difficult to form scale effect in personnel training.
At present, only one comprehensive university in the city has just been upgraded from a normal college to a junior college. Taizhou Radio and TV University, Vocational and Technical College and other universities are relatively thin in terms of school scale, teaching staff and subject setting. There are few scientific research institutes and well-known large-scale high-tech enterprises in our city, and the technical content of products is not very high. In addition, the location characteristics between Ningbo and Wenzhou have seriously affected the scale effect of talent gathering.
5. Weak foundation-due to historical reasons, the talent base is weak.
Taizhou was not listed as an important city in economic construction because of its special geographical location and special positioning in the history of coastal defense, short-lived construction and the fire line of the Cultural Revolution. The industrial base is backward and the agricultural population is in the majority, despite the efforts of reform and opening up for more than 20 years. It has achieved rapid economic and social development, but the weak talent base has not been fundamentally improved, which also directly affects the lack of talents in enterprises.
Third, the enterprise talent demand trend analysis
According to our investigation and analysis of the current situation of enterprise talents, the talent demand of manufacturing enterprises in our city may appear the following trends in the next few years.
1, talent demand-rapid gathering
According to the existing talent situation, talent growth rate forecast and the proportion of senior and intermediate titles, there is a big talent gap in enterprises at present, especially the "rooted" talent is scarce. Therefore, it can be predicted that the demand for talents of enterprises in our city will continue to grow rapidly and the structural proportion will change qualitatively.
2. Talent specification requirements-diversification
With the continuous increase in the number of enterprises, the continuous expansion of enterprise scale and the continuous transformation of economic growth mode, the number of talents is increasing, and the demand for talent specifications is also diversified. According to the survey, enterprises in our city need not only all kinds of talents with strong professional ability and high professional level, but also "generalists". These "generalists" know not only comprehensive economic research, management, finance and finance, but also planning, planning, statistics and information. They are also good at top-down communication, have deep research on a certain industry, and are good at managing senior compound talents. The deepening of intensive economic growth mode will lead to the diversification of talent demand.
3, talent quality demand-overall optimization
The urgency of economic development, competitiveness and the comprehensiveness of scientific and technological development, these characteristics of the times, urge enterprises to consider all kinds of excellent non-intellectual factors possessed by talents in the competitive demand for talents. According to our questionnaire, in the "Specific Opinions and Suggestions on Talent Work", many people not only mentioned the professional quality of professionals, but also mentioned the sense of competition, spirit of cooperation, innovative ability, hobbies, abundant energy, good physical condition and so on. This shows that talents who can meet the needs of future enterprises should be fully optimized and developed in ideological quality, professional quality, cultural quality, physical and mental quality and so on.
Four, the basic quality analysis of enterprise talents should have
As far as Taizhou enterprises are concerned, the shortage of talents is not only manifested in the shortage of talents, but more seriously, all kinds of talents are short of quality to varying degrees. A comprehensive analysis of the "entrepreneurial environment of Taizhou enterprises" in the sample survey shows that the talents of enterprises in our city are generally lacking in scientific quality, innovative quality and market quality. The improvement of these three aspects is the key for enterprises to grasp talents, make good use of talents and retain talents. Therefore, enterprises in our city should pay special attention to the cultivation and promotion of these three qualities.
1, scientific and technological quality. It is necessary to introduce and cultivate talents with the ability to transform scientific knowledge into application, attach importance to the selection of scientific methods and the cultivation of application ability, attach importance to the scientific attitude of talents, and attach importance to the establishment and optimization of scientific spirit of talents.
2. Innovative quality. In the next few years, in terms of knowledge structure, enterprises in our city need talents with profound professional knowledge; Although intelligence is based on knowledge, talents with practical ability and creative ability in intelligent structure are more decisive and dynamic than innovation; Behavior style should have the spirit of dare to question and surpass authority, dare to abandon the common views of most people and find another way. As far as enterprise talents in our city are concerned, talents with this innovative behavior style are quite scarce.
3. Market quality. From now until 20 10, it is a crucial period for China to fully transition to a socialist market economy, and it is also a period for talents from all walks of life to fully transition to a market economy from basic qualities such as values, intelligence, behavior, morality and legal awareness. Therefore, enterprises in our city should make great efforts to develop the market quality of talents, otherwise, the gap between values and quality will cause the biggest obstacle to the liberation of talents and productive forces, the gap between intelligence and quality will hinder the transformation efficiency of scientific and technological achievements, the gap between behavior will inhibit the shaping process of modern market quality, and the gap between law and morality will cause many internal friction and inefficiency.
Five, the city's enterprise talent development goals and countermeasures
(A) the goal of enterprise talent development
1, zoom target
It is predicted that by 2005, the total number of talents in enterprises above designated size in our city will reach more than 65,438+10,000. At the same time, it is necessary to encourage small enterprises, enhance the sense of hardship of talents, actively introduce and train talents, and expand the total number of talents.
2. Grading objectives
-improve the ideological quality of the talent team. Enterprises should carry out education with socialist morality as the main content, guide professionals to establish a correct world outlook and values, and establish a spirit of loving their posts and dedication.
-improve the overall quality of the talent team. In the face of fierce market economy competition, professionals must have the corresponding knowledge of new technologies and new fields such as management. While increasing the total number of talents, we should adjust the talent structure and obviously improve the academic level and professional structure of the talent team.
-improve the cultural quality of the talent team. According to the current survey, to improve the comprehensive cultural quality, we must first improve the cultural quality of senior management personnel in enterprises, focus on the training and education of leading talents, outstanding technical personnel and management personnel, and organize at least 40% of management personnel and professional and technical personnel to participate in on-the-job training and continuing education with new technologies and new businesses as the main content every year.
-improve the technical and professional quality of the talent team. Do a good job in introducing and cultivating technical talents, and increase the scope and quantity of training.
3. Structural objectives
-Strengthening the introduction and training of talents in short supply. It is necessary to speed up the introduction and training of a number of middle and high-level talents in business management, marketing, foreign trade, law, business and other professions, and improve the structure and quality of the talent team.
-increase the proportion of compound talents. In accordance with the principle of "deepening majors and broadening generalists", we should strengthen targeted training of all kinds of talents in order to improve the economic benefits of talent development and allocation. Strengthen the cultivation of compound talents, and make compound talents reach 8- 10% of professional talents as soon as possible. Special attention should be paid to the cultivation and use of some disciplines and technical leaders in this enterprise.
-forming a reasonable age group. According to the standards of international excellent enterprises, professionals under 40 should account for 65% of the total number of talents. To strengthen the training and introduction of young senior professionals, the proportion of senior professionals under the age of 45 should be greatly increased to form a more reasonable age grade. For outstanding talents of different ages, we should focus on training.
-Form a flexible talent structure. In order to adapt to the market-oriented business model of enterprises. The way of talent introduction should be more flexible, and the structure of talent team should be more flexible according to the needs of enterprises.
-Increase investment in talent development. Increase investment in human resources for new technologies and new businesses, increase investment in training, enhance human capital as soon as possible, improve talent quality and improve team structure.
(B) Enterprise talent development countermeasures
From the above analysis, we can see that there are many reasons for the shortage of talents in enterprises in our city. To achieve the goal of expanding talent scale, adjusting talent structure, optimizing talent environment and building talent highland, we must focus on the following aspects.
1. Guide enterprises to establish a scientific concept of talents and achieve a new breakthrough in the concept of talent development.
-establish the concept of "people-oriented". Talent is the first resource among the factors of production, and "science and technology are the first productive force". The development of enterprises in our city, while investing huge material and financial resources, should attach great importance to the development and agglomeration of human resources. Talent is the supporting point of enterprise development. Enterprises must have the urgent consciousness and strategic vision of talent development and training, grasp the connotation of "people-oriented" comprehensively, systematically and accurately, and take the lead in realizing the strategic change from attaching importance to material resources and capital resources to developing talent resources. On the idea of talent development and training, we should not be limited to the existing talents, but also put forward the introduction and training objectives and supporting measures for talent development in Taizhou enterprises on the basis of the strategic objectives of enterprise development and the preferential policies for talent introduction, training, selection and encouragement formulated by the government. In the method of talent development and training, we should not be limited to relatively closed internal selection, but should base ourselves on competition and expand the horizons and channels of selecting and employing people; In the focus of talent development and training, it is not limited to the traditional talent orientation, but reflects the capital benefits of talents and concentrates on strengthening the introduction and training of high-level talents in short supply; In the way of introduction, we can combine attracting talents, attracting talents, attracting projects, attracting projects and attracting funds through strong alliances such as "enterprise-enterprise alliance, enterprise-school alliance and enterprise-research alliance". Taking the change of ideas as a breakthrough, taking human resource development as an important part of an enterprise, we should truly put the "people-oriented" value orientation through all aspects of human resource development in an enterprise, and stimulate the enthusiasm and creativity of talents.
-Establish the concept of "promising subject". Under the condition of market economy, enterprises become the main body of talent training, development and use. Only when the orientation of enterprise development is correct can we put forward clear goals and measures for what kind of talents are needed and how to cultivate and develop talents. As the main body of talent development and use, enterprises, whether they are superior enterprises or difficult enterprises, can make a difference in the introduction, development and utilization of scarce talents and become conscious actions of enterprises. Guide enterprises to establish performance-oriented talent values, emphasize "performance orientation" and "corresponding ability" in the use of talents, do a good job in performance appraisal, and break the "seniority" and traditional rank management mode, so that academic qualifications and professional titles are no longer the fundamental basis for obtaining distribution; It is necessary to establish the concept of talent development with benefit as the core, and the development investment of talent resources should become the first demand of enterprise production factor investment, and strive to obtain a higher return on talent investment to meet the demand of enterprise development for scarce talents; We should establish a market-oriented concept of talent competition. Competition is the basis of optimizing human resources in enterprises. Without competitive incentive mechanism, it is difficult for outstanding talents to exert their full potential. Enterprises should employ people by posts and compete for posts.
-Establish the concept of "talent gathering". The key to building a "talent highland" for enterprises in our city is to form a reasonable flow of talents. This kind of macro-control only relying on government preferential policies is relatively weak. Therefore, the government should guide enterprises to do a good job in the strategic planning of "talent gathering" in their own enterprises, and the enterprises should strive to form a talent highland in their own industries. Take the market-oriented management of talents as the direction to realize the flow of talents; Guided by the goal of talent structure, realize the optimal allocation of internal talents; By means of talent competition and encouragement, the comprehensive value of talents in enterprises and industries can be realized. To retain people by career, mechanism and emotion, we should first consider attracting people by career, mechanism and emotion, and combine the three to form the agglomeration effect of talents.
2. Implement the "100,000 Talents Introduction Project" to achieve a new breakthrough in the total number of talents in enterprises.
-formulating plans for the development of enterprise talents. At present, the total number of talents in our city is 260,400. According to the spirit of the city's talent work conference, it will reach the requirement of 580,000 in 2065, with a gap of more than 300,000, which cannot be met by Taizhou's own education and training. We should focus on the national talent resources and talent market and further increase the intensity of introduction. We predict that by 20 10, enterprises will need about 654.38+million talents urgently, and from this year on, they will need to introduce about15,000 talents every year. By 2005, the city will introduce 30,000 people, and by 2065, in 438+00, it will introduce 654,380+10,000 people, focusing on the urgently needed talents in ten pillar industries such as machinery manufacturing, medicine and chemical industry, and starting "Made in Taizhou".
-standardize policies, regulations and systems for talents. The Municipal Party Committee and the Municipal Government have promulgated "Several Provisions on Talent Introduction and Training in Taizhou City", which provides an operable "frame of reference" for enterprises to introduce and train talents. The next step is to provide consultation and coordination for enterprises in personnel agency, job title evaluation and employment, social security system, salary and reward system, talent intelligence introduction, education and training, etc., to help make good use of policies.
-Cultivate the talent market. Break the geographical boundaries of talents, promote the placement of employers and talents, give full play to the allocation function of the talent market, increase the independent employment of talents, and encourage the rational flow of talents; Improve the function of the talent market, establish and improve the service network of the talent market, speed up the informatization and networking construction of the talent market, and give full play to the basic functions of gathering, regulating, radiating and allocating talents in the talent market; Strengthen the service function of talent exchange service institutions, face the city and outside, make full use of talent websites and government websites, publicize Taizhou, publicize talent introduction and training policies, provide all-round services such as talent information consultation, two-way selection, talent headhunting, talent tracking and personnel agency, and undertake services such as intellectual exchange, talent evaluation, career guidance, technology development, technology cooperation and technology transfer.
-organizing talent recruitment activities. Every year, facing the whole country, we organize large-scale talent recruitment activities for enterprises in our city to other provinces and cities in a planned way, and hold job fairs for college graduates in winter and summer vacations to attract more people to Taizhou enterprises for employment. At the same time, run regular job fairs (such as two-way job fairs in Taizhou talent market every Saturday), strengthen talent flow and optimize talent allocation. Actively guide enterprises to innovate recruitment methods, adopt the introduction method of combining rigidity and flexibility, combine rigidity and flexibility, walk on two legs, and introduce talents that enterprises urgently need and lack.
3, the implementation of the "ten thousand high-level talent team construction project", to achieve a new breakthrough in enterprise talent training.
-Establish and implement effective training objectives for high-level talents in enterprises. There are 7023 high-level talents with senior titles or master's degrees in Taizhou, including 2082 high-level talents in enterprises, with a small total and a low structural proportion. It is planned to introduce a batch, train a batch, establish a scientific evaluation system and select a batch from this year, and increase the number of high-level talents 1000-2000 every year, so as to build a high-level talent team with excellent quality to meet the needs of Taizhou's modernization, especially the high-level talent team of enterprises. By 2005, it will reach about 6.5438+0 million, and by 2065.438+0, it will reach about 20,000.
-Establish and implement a long-term target mechanism for enterprise personnel training. While cultivating and bringing up high-level talents in enterprises, we should drive and guide enterprises to establish and implement the target mechanism of talent training. Guide enterprises to focus on the overall development, pay attention to the reinvestment of human capital while paying attention to the use value of talents, overcome the short-term behavior of "valuing money over talents" and "valuing introduction over training", establish and implement a long-term mechanism for enterprise talent training, invest in talent training funds in a planned and targeted manner, and revitalize talents, make good use of talents and train talents.
-establishing and implementing the mechanism of talent selection and assessment in enterprises. Guide enterprises to establish a modern enterprise talent management framework, and implement job description system, performance evaluation system, personnel recruitment flow system, salary reward and punishment system, etc. Standardize contract management and related performance and ability evaluation system, link assessment with employment, and form a talent competition pattern in which outstanding talents are given priority and talents in short supply are accelerated. At the same time, in the selection and training of "excellent talents", "2 1 1 talents", "top-notch talents", "talents specially invited by the government" and "talents with outstanding contributions", the government should focus on enterprise talents and encourage and support enterprise talents to stand out.
-Formulating and implementing training plans for secondary and higher education. Make full use of existing educational resources and information networks, build university towns, higher education parks, virtual universities and various vocational training structures, encourage and support social and private schools, and provide educational bases for training all kinds of talents. In terms of discipline setting, according to the industrial development direction of our city and the demand for international talents, we should rationally and scientifically adjust the discipline structure of colleges and universities to provide urgently needed talents for enterprises.
4, the implementation of "thousands of outstanding entrepreneurs to create the project", to achieve a new breakthrough in the development of core talents.
-Formulating and implementing an entrepreneur training plan. Entrepreneurs are the core talents of private enterprises, and the vast majority of private enterprise operators in Taizhou are farmers, who started from family workshops and have low academic qualifications. Cultivating an excellent team of entrepreneurs is an urgent task for Taizhou's economic and social development, and it is also the top priority for the construction of talent teams in private enterprises. Seize the opportunity of Taizhou entrepreneurs' intergenerational replacement, and cultivate a group of professional, modern and international outstanding entrepreneurs around the development of large enterprises and groups with international competitiveness. Select a group of outstanding talents aged around 40, especially those under 35, in a planned and focused way, and regularly attend training in well-known universities, large enterprises or business bases at home and abroad, so as to improve their ability to handle affairs according to internationally accepted rules, strive to form a team of entrepreneurs with Taizhou characteristics, and cultivate a new team of "Taiwanese businessmen" with sufficient quantity, reasonable structure and excellent quality. By 20 10, more than 0/000 managers of enterprises above designated size in the city have the comprehensive quality of modern entrepreneurs, leading the new trend of Taizhou's economic development.
-Implementing a proactive import policy. Establish a "green channel" and provide "one-stop" service to those "manager-type" senior talents who can promote the adjustment, optimization and upgrading of Taizhou's industrial structure. For the imported high-level management talents, the government provides support and coordination in talent apartments, resettlement subsidies, personnel agency, schooling and employment of children's families, and various insurances, and implements relevant import policies. Advocate "flexible introduction" and encourage and support enterprises to introduce "professional managers" in a flexible way.
-Smooth publicity channels and create a public opinion environment conducive to the growth of entrepreneurs. The media should increase publicity, vigorously promote the role of entrepreneurs in promoting the economic and social development of our city, and raise the whole society's understanding of the social value of entrepreneurs. Together with the whole society, we should advocate the spirit of hard work and entrepreneurship, establish the image of entrepreneurs, improve their political and social status, and form a good social environment in which everyone respects and cares about entrepreneurs everywhere.
5. Improve the entrepreneurial environment for talents and achieve new breakthroughs in corporate cohesion and attractiveness.
-Strengthen public opinion propaganda and form a good environment for respecting knowledge and talents in the whole society. Strengthen the guiding role of public opinion propaganda, vigorously publicize the environment for Taizhou to introduce, train and use talents, enhance the visibility and reputation of Taizhou enterprises, let more talents know about Taizhou enterprises, create a public opinion atmosphere for enterprises to introduce talents, and create a good environment for everyone to yearn for Taizhou enterprises.
-Guide enterprises to create an open, equal, competitive and merit-based employment environment. Simplify the relationship between talents and enterprises, and eliminate the interference of various factors that are not conducive to the role of talents. Adjust talents according to the way of giving full play to their talents, so that all kinds of talents can find jobs that give full play to their talents in enterprises.
-establish a mechanism for employing talents to stand out from the crowd. Guiding enterprises to strive to develop talents' personality and satisfy talents' motivation for success, on the one hand, can effectively play the potential of talents and better promote the development of enterprises, on the other hand, can exercise and develop individual talents in the process of enterprise development. This interactive development strategy is an effective way to retain and make good use of talents. Guide enterprises to create a harmonious and relaxed working environment, encourage talents to create, surpass and compete, advocate an atmosphere of "respecting knowledge, talents, labor and creativity" within enterprises, and seize the opportunity to push outstanding talents to the top leadership positions of enterprises, so that talents can stand out in the open, fair and just competition.
-Establish and actively implement an incentive and reward mechanism with clear rewards and punishments. Guide enterprises to gradually establish a distribution system of knowledge elements and technical elements, effectively link the welfare and bonuses of all kinds of talents with their contributions, and dare to reward talents with outstanding contributions.
-Effectively solve the worries of talents. While creating a good working environment, we should solve the worries of all kinds of talents. The worries of enterprise talents are mainly housing, family, children, insurance, training and further study. Government departments should improve their service awareness and actively help enterprises to take effective measures in these areas to solve the worries of talents.