英國留學生dissertation管理學范文：人才在企業(yè)發(fā)展中的重要性Talent development strategy in the position and role

First, you must understand the new historical starting point of human resources is the "first resource "
一，需要認識到在新的歷史發(fā)展長河之中，人才是第一生產(chǎn)力，也是最為重要的。

First, the economic transformation is essentially human transformation. Currently, the British way of economic development there is a " six off" : Excess - serious excess capacity ; too low - industry concentration is too low ; too high - too high external dependence ; too weak - too weak capacity of independent innovation ; too heavy - development costs , costs too heavy ; too big - the income gap is too large. And all this to change , there must be a strong talent development strategy , especially leaders and government officials have the transformation , there must be able to lead the scientific development of talent and creative talents , making China from "manufacturing " to " create big country "from the" Great country " into" big country ownership . "
第一，經(jīng)濟轉型本質(zhì)上是人材轉型?，F(xiàn)時，我國經(jīng)濟進展形式存在著“六個過”：過剩——產(chǎn)能嚴重過剩；過低——行業(yè)集中度過低；過高——對外依存度過高；過弱——自主創(chuàng)新有經(jīng)驗過弱；過重——進展的成本、代價過重；過大——收益差距過大。

Second , the knowledge economy is real talent economy. Competition in the era of knowledge economy , knowledge is that people actually possess, store of knowledge for knowledge production and consumption of knowledge , the ability of the distribution of knowledge between competition. Rely on people to knowledge creation, accumulation , transmission, transformation, therefore , in the final analysis , human resources are the primary resources. In a certain sense it can be said , no not today Zhang Ruimin , Haier ; without Ren , not today , Huawei ; without Li Shufu , Geely would be no today .
第二，知識經(jīng)濟本質(zhì)是人材經(jīng)濟。知識經(jīng)濟時期的競爭，其實是許多人對知識的霸占、對知識的貯存、對知識的出產(chǎn)、對知識的消費、對知識的分配的有經(jīng)驗之間的競爭。知識要靠人去發(fā)明、積累、廣泛散布、轉化，因為這個，歸根結底，人才資源是重要資源分配。

Third, innovation strategy is essentially talent strategy . To power, must be strong economy ; stronger economy requires strong science and technology ; stronger science and technology must be strong talent ; stronger talent, education must be strong . Who has first-class talent , who has first-class innovative, it will have the core competitiveness. Qian returned to fight in 1950 , the then U.S. Navy Minister Kimble said: " Qian wherever, are worth five divisions ...... " the " father of China's space " for the British missile and space industry development established a distinguished feats. The biggest regret leaving QianLao that the British education system existing hard cultivating innovative talents .

Fourth, global competition is essentially a competition for talent . Talent is the core competitiveness of the core productivity, world power, world power and both are big talent , Talent . China has 1.3 billion people , is a veritable " populous country ," but not the "brain power ." The United States , although only 300 million people, but the world of natural sciences , 40% of Nobel Prize winners from the United States , more than 70 % of the Nobel laureate employed by the United States , 62% of the world 's top scientists working in the United States , the United States is the largest global competition for talent , " importer " , all the world's immigrants with higher education , 50% went to the United States , 1/4 of the students is to go to the United States for further study. The United States is the world's first talent big country, so in order to become the world's first scientific and technological power , only the " three ": that is computer chips , movies , KFC McDonald's potato chips, earned us a lot of money. China 's economic development is very fast , but our core competence is not primarily caused by high-tech industry personnel innovation and the knowledge economy , but cheap labor and land , is a low-end manufacturing, this situation with our leaders , policy-makers have not really establish the human resources are the " first resource " strategic thinking is closely related .

Second, the implementation of talent development strategy must be as modern leaders of the " first responsibility"
First, the principle of which is determined by the Party Supervision . Cadres , Party Management , a management system with Chinese characteristics and talents principles . Power and responsibility is on the other, there is the power of the employer , of course, the responsibility of the employer . British talent has always been the work of party committees and government departments co-management is that the government behavior, organizational behavior, organizational department, personnel department is an important management department personnel have the responsibility to do the work .

The second , which is led by the modern functions of the decision. Selection and employment are the basic functions of leadership . Can scientific and rational development of talent, with good talent , leadership is a measure of the level of scale . Regardless of party and government organs , or the business community , education and other organizational units , the best leaders , the leadership of the wisest , the most intelligent leadership , the most successful leaders , and both are good at identification, identified only with talent , management only the leadership , but also the most courageous act employer responsibility leadership.

Third, it is to change the status of mission personnel worrying determined . China is a populous country is not the talent big country, there is a " five noes" : is not strong - "Talent is the first resource " concept is not strong enough , " see things but not people ," the very existence of the tendency , especially enterprises lack of initiative development of talent, training power ; not high - the overall quality is not high , but the lack of high-level talents , creative talent ; does excellent - talent structure is not optimal , irrational , talent concentrated in education, health, research institutions , the lack of grass-roots and front-line personnel ; little - talent development system and mechanism innovation is not, the environment is not excellent, could not come, stay, with the bad ; not strong - talent did not fully translate into economic and social the development of a strong talent for economic and social contribution rate is not high. In addressing these issues , is undoubtedly the duty of leaders at all levels .
Third, we must put the implementation of good talent strategy as a modern leader of the " first capabilities"

We now put great emphasis on leadership capacity-building , but first and foremost , there should be the ability to develop and implement talent strategies. At present, the most urgent need to enhance the capacity can be summarized as " twelve thousand three hundred forty-five " :

First, grasp the law, that grasp talent development , selection, appointment and growth inherent laws . According to the laws , but also according to the law with talent. Respect talent and respect for the law is the same. Despite the growth of talent to be affected by many factors , there are many personalization and uncertain factors, but on the whole, there is a pattern . As young leaders , business people, top-notch innovative personnel and other personnel , has its internal rules . In addition , personnel structure , the flow of talent , team building are also there is a pattern . Such as top-notch creative talents , they need most is innovation environment , the most important incentive is the companion , peer competition between the fair and the most important is the atmosphere relaxed academic atmosphere. The middle-aged leading cadres , they are characterized by age of light , high academic qualifications , knowledge and new ideas live , best hope is that their superiors trust, they can decentralization, rest assured , let go. However, due to political experience , practical experience, grassroots workout short board , their ability to deal with complex things seem insufficient , and thus , in particular, need decentralized or temper line positions .

Second, adhere to the " two good" , which upholds the good talent , use of personnel . Treat , refers to the leaders will be honest talent , tolerance , inclusiveness talent. Use , is to be good with good talent , so Yang length, to avoid its short. Same technological talents , ChenJingRun described master of science , but not necessarily have the ability to research organizations ; while Tsien , Sanqiang , Deng Jiaxian , they are both scientists , but also a technology leader who , with research and strategic planning capabilities and superb research and organizational skills, is research team leader ; while Huawei CEO Ren , Geely chairman Li Shufu , it is a complex, innovative entrepreneurs.

Third, adhere to the " three liberation ", that is emancipating the mind , the liberation of talent , the liberation of productive forces . These three are intrinsically linked . Must emancipate your minds , breaking the "only on the employer , the employer relations , qualifications employment" , which is the break only on, cronyism , the only qualifications way of thinking, to break the demand perfection , so that the three " width" : In a relaxed environment , generous -minded and tolerant state to treat people. Our minds in order to liberate talent ; only liberate talent to liberate the productive forces .

Fourth, insist on creating a " four environment ", that is the growth of talent , talent play a role in creating the social environment , institutional environment , policy environment, living environment. Only water fish . In a certain sense, the environment talent . We often say that to be the cause of keeping sentiments , pay and conditions , including pay and conditions with rigid constraints . Investment is not enough , treatment is not excellent, we tend to lose in the system, the lack of policy attractiveness .

Fifth, adhere to achieve " five more ." Namely, " Human resources are the primary resources " concept more firmly ; personnel total increase more rapidly ; leading , top talent selection and introduction of more increased ; personnel restructuring more optimized , all kinds of talent, talent at all levels , all the talent of all ages Yes, including the students start the training ; talent mechanism should be more flexible, open talent have enlightened vision, not to do everything , but to use , have flexible employment mechanism, the sharing of resources .