Establish the concept of not seeking everything, but seeking to use it

It is the traditional enterprise concept of employing people to get everything you use; don’t ask for everything, but ask for use. It should be a newer and more effective talent utilization concept. The following is a collection of concepts that I have put together for your reference.

Establish the concept of not seeking everything but seeking to use it

The world is undergoing a profound change from material to consciousness: the rapid development of knowledge economy, rapid technological progress, and the driving force of economic development The mechanism has shifted from relying mainly on physical capital to relying mainly on human capital. This is true for China, and even more so for the world.

"What is the most valuable thing in the 21st century? Human wealth!"

"A country is built on talent, politics is governed by talent, and industry thrives on talent." In the development of all things, people are the most precious resources, and people are the decisive factor in the development of all things. It can even be said that the core resource of modern enterprises is human resources, and knowledge-based talents are the core of human resources. If an enterprise wants to achieve rapid development, it must first obtain, retain and cultivate knowledge-based talents. At present, the entire society's thirst for talents, especially top talents, is unprecedentedly urgent.

Adhere to the principle of "not asking for everything, but asking for use"; establish a new employment mechanism of "retaining people, not tying them down".

Implement flexible talent introduction measures and vigorously promote the talent introduction project. Adhere to the principle of "not seeking everything, but seeking use", and adopt flexible forms such as "seasonal type", "holiday type", "migratory bird type" and "contract type" to introduce talents, that is, the relationship will not be transferred, the household registration will not be transferred, and the intelligence will not be transferred. Freedom of movement, coming and going; establishing a new employment mechanism that “retains people but does not tie them down”.

Effectively make the best use of talents and vigorously promote the talent utilization project.

It is necessary to innovate the standards for talent selection and insist on testing talents in practice;

It is necessary to innovate the incentive mechanism, establish an allocation incentive mechanism that favors outstanding talents and key positions, and allows and supports some Part-time and salaried jobs for outstanding professionals.

It is necessary to further improve the talent reward method. Those who create significant economic benefits for the company must be heavily rewarded; rewards must be heart-warming, and punishments must be heart-wrenching.

Not just academic qualifications, not just professional titles, not just qualifications, not just status, focus on contribution and performance.

Breaking the affiliation relationship and breaking the geographical scope.

We often divide company employees into five types: human resources, talents, talents, people, and human disasters.

"Human resources" are naturally the key to competition among companies, and companies will do everything possible to retain them; for potential "talents", companies need to provide a good platform to transform them into talents; for "people in "If the company has a good employment system and elimination mechanism, they will not be able to live freely; the company pursues the minimization of labor costs, and must not tolerate "man-made disasters". There is only one decision: drive them away.

We want use, not necessarily ownership; we want functionality, not necessarily function; we want the right to use, not necessarily ownership.

The ultimate purpose of enterprise employment is to require people (grassroots employees) to create value and wealth for the enterprise.

Faced with limited talent resources and limited labor costs, there is no need for me to keep it for myself. As long as I take the initiative and adopt certain incentive mechanisms and reward measures, it can be "used for me."

"Don't ask for ownership, but ask for use" means that when the benefits of use are vested, the consideration paid to obtain ownership can be completely avoided.

"Own" can only be temporary, "used" can be more lasting.

"Owned" is a means, "used" is the purpose, and the essence of "owned" is also for "used" ".

The ideological concept of "not seeking everything, but seeking use" reflects a kind of courage and a strategy.

It strengthens the right to use, dilutes ownership, and gives new connotation to the relationship between ownership and right to use. It is a modern concept of wealth and employment. The employment philosophy of not seeking everything but seeking utilization

Talents are the primary productive force. Talents are particularly valuable for Gansu, which is economically underdeveloped and is in the decisive stage of building a moderately prosperous society in an all-round way.

Since the 18th National Congress of the Communist Party of China, our province, based on provincial conditions, has raised the acceleration of talent development to a strategic level related to the transformation and upgrading of economic and social development, innovating ideas, innovative policies, and innovative carriers, in line with the principle of not seeking everything but seeking to use it. , continuously increasing efforts to attract talents, making up for the shortcomings of urgently needed talents to a certain extent, and exploring a new way to attract talents in underdeveloped areas in the west.

"Talent Zones" focus on attracting talents

Gansu is located in the underdeveloped western region, with poor natural environmental conditions. The level of economic and social development and public service capabilities are not as good as those in the central and eastern regions. There are large regional disparities and the talent competition is at an obvious disadvantage under market economy conditions. There is a shortage of innovative and entrepreneurial talents that are urgently needed for the development of key industries, key fields, and key industries, and there is a serious shortage of high-level financial and scientific and technological talents, which has become one of the main bottlenecks restricting the development of Gansu.

How big is the talent gap? In the first half of 2011, Gansu conducted a survey on the situation of urgently needed talents. It was initially determined that the province was in urgent need of 117,000 high- and intermediate-level professional and technical talents, and based on this, it compiled a "Talent Demand Catalog of Gansu Province".

It takes ten years to cultivate trees and a hundred years to cultivate people. It is absolutely impossible to fill such a large talent gap in a short period of time by relying on self-cultivation.

On October 26 and 27, 2011, "People's Daily" and "People's Daily Overseas Edition" published the "Announcement on the Introduction of Urgently Needed Talents in Gansu Province" and the Job Demand Catalog in two full pages respectively. , there are 500 key positions and 12,000 talent needs. The scale of talent introduction, the breadth of coverage, and the strength of preferential policies are unprecedented. Various online media such as People's Daily Online, Xinhuanet, and "__" Network also released relevant information, which attracted widespread attention from all walks of life.

The "Opinions on Accelerating the Introduction of Urgently Needed Talents" and the seven supporting measures released subsequently constitute the Gansu Talent Zone Construction Project, which targets domestic and overseas customers and focuses on introducing various types of talents in short supply at three levels: There is no limit to the number of high-level innovative and entrepreneurial talents or teams, the more the better; key positions are in urgent need of talents, and 500 key positions have been selected; each employer is in urgent need of talents, with a demand of 12,000.

For the introduced high-level innovative and entrepreneurial talents (teams), a maximum of 10 million yuan in support funds will be provided, and generous benefits will be provided in terms of project support, fiscal and tax financial support, housing security, employment placement for spouses, and children’s schooling. treatment.

Since the implementation of the talent zone construction project, various localities have taken active actions and introduced down-to-earth talent introduction policies based on their respective realities.

As one of the first batch of pilot cities, Lanzhou City allocated 1 million yuan in special funds for "talent zones" in 2012. From 2013, the municipal finance has allocated 50 million yuan in special funds every year. , supporting talents to innovate and start businesses, with unprecedented support. In response to the needs of rail transit construction, Lanzhou City hired 6 well-known experts in the domestic construction engineering field and rail transit industry as a technical advisory team, and flexibly introduced 10 professional and technical personnel through signing technical service agreements and other methods, and introduced more than 160 people with 5-10 Gansu talents with years of relevant work experience returned to Lanzhou to start their own businesses. In the past few years, a number of industry “leading” companies such as Wanzhou Jianshun, Sany Heavy Industry, Dacheng Technology, Zhongbang Cable, Haimo Technology, NETZSCH Pump Industry, Wanwei Information, Jinqiao Technology, Qizheng Tibetan Medicine, etc. have successively settled in Lanzhou. "Talent Zone".

From a third-tier enterprise on the verge of bankruptcy in the 1990s, it has developed into one of the top three domestically owned and domestically controlled listed companies in the domestic integrated circuit packaging and testing industry. The growth of Tianshui Huatian Group is inseparable from the introduction of talents. All kinds of talents, especially high-end talents, are the driving force for the group to achieve transformation and leapfrog development. Over the years, the Group has always regarded the introduction of high-end talents as an engine to promote corporate development, and has introduced more than 200 high-level talents from home and abroad to serve as technical leaders and management backbones. Especially in 2012, the introduction of a 12-person management R&D team led by Li Liujun, the former deputy general manager of Saifa Company, has effectively promoted the group's continuous innovation, and the number of patents and scientific and technological achievement appraisals has doubled.

Flexible introduction of financial technology talents

Finance is the core of the modern economy, technology is a powerful engine for development, and talents are the first resource for development. Financial and technological talents are available all over the country. The "hot cakes" to fight for.

How can Gansu, which is at an obvious disadvantage in the talent competition, introduce such "hot and delicious" talents?

Don't ask for everything, but ask for use, adopt a flexible approach to attracting talents, and win over national financial institutions and scientific research institutes With the support of the government, financial technology talents are sent to Gansu for temporary employment. The temporary employment period is generally 2 years, which can be extended or brought forward - Gansu has pioneered new measures to attract talents.

Since 2012, our province has visited Beijing many times to seek talents. The central and local governments have reached an agreement on deepening strategic cooperation to promote mutually beneficial and win-win knowledge, and have received three batches of talents from the People's Bank of China and other major financial institutions. The institution introduced 283 financial professionals, who were assigned to provincial financial departments, 14 cities (states) and 86 counties (cities, districts), serving as deputy city (state) mayors and deputy county (cities, districts) in charge of financial work. ) chiefs and related administrative positions, achieving full coverage of financial talents in cities and counties; introducing 54 scientific and technological talents from scientific research institutions such as the Chinese Academy of Sciences to temporary positions in provincial universities, scientific research institutes, development parks, etc., injecting scientific and technological innovation and industrial development into Gansu new vitality.

"Let temporary cadres have real power, manage practical affairs, make achievements, and gain income." Based on this principle, over the past few years, various regions in Gansu have actively created conditions and set up a stage for temporary cadres to display their talents. The introduced financial and scientific and technological talents have given full play to their professional advantages and the role of bridges. They have worked hard to win policy favors, made connections for the introduction of construction funds, made suggestions for accelerating project construction, and contributed their talents to cultivating local talents. They have demonstrated outstanding performance in the process of accelerating development. It has demonstrated its pioneering power in solving difficult problems in reform, demonstrated its tackling power in the practice of targeted poverty alleviation, and demonstrated its traction in innovation-driven implementation, making positive contributions to promoting the economic and social development of Gansu. At present, the Gansu Provincial Government has signed strategic cooperation agreements with eight financial institutions: China Development Bank, Agricultural Development Bank, Industrial and Commercial Bank of China, Agricultural Bank of China, Bank of China, China Construction Bank, Minsheng Bank, and China Everbright Group. , inter-bank market financing, corporate listing financing, insurance funds investment in project construction and other aspects have won valuable policy and financial support.

This flexible introduction method effectively makes up for the lack of financial talents in Gansu. It not only quickly revitalizes market resources, but also greatly enhances the endogenous motivation and capabilities of the party committees and governments in Gansu to focus on finance. At the same time, it also provides a platform for central and national financial institutions to cultivate and train talents at the grassroots level, and explores an effective model for local and central units to collaboratively cultivate, train and use talents.

In just a few years, Gansu's financial ability to serve the real economy has significantly improved. Since 2012, the growth rate of deposits and loans in the province has been significantly higher than the national average, and the balance of deposits and loans has both exceeded the trillion yuan mark. . Gansu's innovative approach to recruiting financial talents has led to a wave of competition among more than 10 provinces (autonomous regions and municipalities) across the country to compete for talents from central financial institutions.

The arrival of high-level science and technology cadres on temporary posts has not only brought "leaders" and injected great vitality into Gansu's science and technology development, but also created a province-wide environment for seeking innovation, grasping innovation, and strengthening innovation. Great atmosphere. Liu Tonghua, appointed by Beijing University of Chinese Medicine as deputy dean of Gansu College of Traditional Chinese Medicine, actively coordinated and promoted the "International Science and Technology Cooperation Base for Traditional Chinese Medicine Prevention and Treatment of Chronic Diseases Demonstration" project, which passed the national preliminary review and became the first international science and technology cooperation base for traditional Chinese medicine colleges in western China. The cooperation base is of great significance to the development of traditional Chinese medicine in Gansu.

According to incomplete statistics, during the "Twelfth Five-Year Plan" period alone, various units across Gansu introduced nearly 40,000 urgently needed talents of various types, making positive contributions to promoting Gansu's transformation and development. Don’t ask for everything, but ask for the application of the ideas you use

In recent days, we have been receiving notices that some top students with graduate degrees have been assigned to units from the mainland. Looking at their young faces and feeling their vigorous vitality, bursts of joy surge from the bottom of my heart: Tibet is no longer far away, the plateau is more attractive, and a large number of talents are pouring into the snowy region. Great leap-forward development and long-term stability are just around the corner!

Think back on the past. When it comes to plateaus, in addition to height, it is also a matter of talent. We feel that there is a shortage of people for everything we do, especially for high-end talents. Our development has been constrained by talent factors, which has become a difficulty for many years.

However, although Tibet has made great progress in introducing talents, the difficulty of introducing talents is still different from that in many places in the mainland. On August 9, a symposium on Tibetan talent work was held.

Good news came frequently at the meeting: In addition to increasing talent support from national ministries and commissions, provinces and cities aiding Tibet, they also vigorously advocated changing the concept of talent, loudly proposing the principle of "not seeking everything, but seeking use", and encouraging talents to use a variety of methods. ways to participate in the development of Tibet.

The competition for talents is the sharpest weapon to become a winner in today’s global competition. From international to domestic, from developed areas to underdeveloped areas, there are battlefields competing for talents everywhere. Obviously, in this competition, our district is at a disadvantage. It is located on the Qinghai-Tibet Plateau. It is an alpine area in terms of climate and an underdeveloped area in terms of economy. The treatment of talents is far from the conditions in inland and coastal provinces. These social environment and natural Environmental conditions are very unfavorable for attracting talent. What should we do?

In the past, when the issue of talent was raised, the first thing we thought of was the affiliation of the talent, and we asked for files and connections. In order to attract and retain talents, various localities are also trying to increase the treatment they provide to talents with higher and higher benefits. However, with the development of the times, it is becoming increasingly unrealistic to only retain people based on their treatment, and just to make them “mine”. In the Mainland, it is not uncommon for some places or companies to frequently provide houses, tickets, cars, or apply for household registration to attract talents. However, today, as the gap in economic development is narrowing, these once very tempting measures often encounter some embarrassments and even change. Ineffective times have changed. Not everyone is focused on money. More often, people are pursuing their own values, hobbies, etc. Looking back at Tibet, our economic strength cannot be compared with that of the mainland, and it is even more impossible to attract talents based on treatment alone. Therefore, we must break away from the traditional thinking of bringing in talents, allowing them to "take root and sprout" and achieve "localization" before they can be used by me. The Tibetan Talent Work Symposium is undoubtedly based on this consideration and has opened up a new world for attracting talents across the region.

In this world, we can strongly feel that after talking about talents a thousand times and ten thousand times, in the final analysis, what we need is just the innovative consciousness and innovative ideas of talents. With these, our grand blueprint for developing stability has a solid foundation. Didn’t you see that well-known companies such as Apple and Microsoft thrive on the innovative consciousness and innovative ideas of talents!

In this world, we also strongly realize that the talents in the world are ours resource. It doesn’t matter if he lives in Tokyo or somewhere in Africa! You don’t necessarily have to find ways to “secure” talents within your own family.

The principle of "not asking for everything, but asking for use" requires us to break through various constraints in the flow of talents such as nationality, household registration, region, identity, files, personnel relations, etc., and start from myself and introduce through intelligence , intellectual borrowing, part-time part-time work, talent entrepreneurship, talent dispatch and other means to introduce various creative ideas, ideas, ideas, methods, plans and strategies that our region urgently needs, so as to achieve leapfrog development and long-term stability.

Applaud again for "Don't ask for everything, but ask for use"!