____Capability: better than "knowledge"
____Companies require talents not to take the test, but to do the talent. In the face of increasingly fierce market competition, the survival and development of enterprises is tied to one end, that is, the ability of the talent. In recent years, large enterprises in developed countries do not hesitate to pay 100,000, 200,000 U.S. dollars a year to find a senior intellectual talent. They have a vision and new ideas, but also good at listening to others, know how to build on their strengths and avoid weaknesses, their ability should be composed of the following parts:_
____ - technical and business skills. After the accession to the WTO, the society will need more talents in computer development and application, product marketing, pipeline engineering, electronic engineering and so on. There is no hard technical talent or only paper people will inevitably be eliminated by the market competition. _
____ - organizational and planning skills. Many of the organizational skills that are now considered to be the preserve of a few leaders will become a priority in selecting staff after WTO accession. For example, setting up work processes, formulating marketing policies, unifying the allocation of financial and material resources, and coordinating the distribution of tasks all require a high standard of organizational planning skills. Human initiative should be fully utilized and not limited to the traditional mode of step-by-step. _
____ - Persuasion and communication skills. That is, language skills, people who know how to express information and ideas and are able to listen to them. Inter-company interactions require staff to be able to cope with an increasing number of interpersonal relationships and to have an increasingly high level of lobbying skills. At the same time, in an otherwise fast-paced work environment, internal communication is even more important, and despite the fact that time is of the essence, without communication there is a lack of motivation and a lack of a source of development. _
____ - Numerical and numerical skills. This ability is not only necessary for science and technology, the majority of talents should have after the entry of the world, the department and the cooperation between the departments and the smooth operation of the company's articulation can not be separated from the figures and calculations. _
____ - the ability to imagine. It is a skill that all white-collar workers need. Being imaginative is conducive to collecting and acquiring a wide range and a large amount of information and knowledge; imagination can also open up ways of thinking and horizons of observation, in other words, imagination can drive creativity and innovation to a certain extent. _
____ - the ability of arts and sciences. The integration of arts and sciences requires staff to learn how to utilize their individual talents to improve their work experience, and the integration of various kinds of knowledge can improve their work efficiency. The combination of educational experience accumulated in the arts and professional skills in the sciences will be the most informative learning direction for tomorrow's white-collar workers.
____ achievement: beyond the "potential"
____ headhunters basically do not find jobs for people who can not find a job, but only for the enterprise to hunt for people who do not worry about work. According to the person in charge of the South headhunters, generally they hunt for talent to have at least 5 years of work experience, and some even more than 10 years, because the work experience is the talent to further play their own value of the foundation. Work performance is also an important indicator of their examination of "prey". Excellent work performance is real and the most persuasive, there are excellent performance in the past to explain the potential for future work. For example, if the "prey" is working in southern China, a sales manager, we must use the sales figures in the same department a year before he took office, and he took office after a few years of sales results of the average number to compare. If the two figures are basically flat, it proves that his ability to general; if there is a substantial increase, it can be shown that he is a very strong ability to work talent. For technical staff, the standard is to see what certificates he got, how much benefit and impact of the projects he developed and so on. Of course, this can not be generalized, because there are differences between different industries, for example, to do market development is more focused on innovation rather than long years of experience. _
____ Bó Lè Management has newly published a report on how the executive search market has changed in the last five years. In the past, the report says, headhunters could roughly categorize candidates by local talent, local talent with overseas experience and overseas talent with local experience, but today the only criteria for differentiation is their personal performance and work record, with nearly five years of grassroots experience and a deep understanding of the Chinese market becoming more important than fluent English. Whereas potential was once a measure of leadership ability, the new criteria emphasize past accomplishments.
____ old criteria -- good relationships with business and government departments; ability to create new opportunities; knowledge of joint venture policies; and business development skills.
____New Criteria - Track record of success in specific disciplines; ability to perform successfully in extremely challenging environments and conditions; ability to apply expertise gained from other, more mature markets to new areas; excellent people management skills; experience of successfully building best-in-class organizational models; ability to train and develop new people from the ground up. and develop new people.
____ annual salary: instead of "education"?
____American Fortune Magazine evaluates gold-collar workers as follows: they are between 25 and 45 years old, well-educated, with a certain amount of work experience, business planning ability, professional skills and certain social resources, and earn an annual salary of between $150,000 and $400,000 per year. According to the questionnaire survey of 9,956 urban high-income families conducted by the Urban Social and Economic Survey Team of the National Bureau of Statistics in Beijing, Shanghai, Zhejiang and other 10 provinces and cities, most of the "gold-collar" high-income class earn more than 10,000 yuan per month, have a set of their own housing, with a market price of about 800,000 yuan, and have an imported car or at least an Audi or a Senta. At least one Audi, Santana and other grades of domestic cars; diet does not exceed 1/4 of the total household expenditure.
____ some experts believe that the annual salary of 100,000 yuan to 200,000 yuan belongs to the intermediate level of talent, and the senior talents of the annual salary of 200,000 yuan or more. There are many highly educated people with high scores and low abilities. Moreover, fake degrees are now widespread, and the use of academic qualifications to measure talents is old-fashioned. If a doctor cannot bring about economic benefits, it is difficult to say that he is a senior talent; on the contrary, most of those who can bring about great market benefits are high-caliber talents; in addition, a person with academic qualifications and titles, even if he is not a highly educated person and does not have any titles, but he is constantly learning and enriching his knowledge to adapt to the society, and such a person is obviously an intermediate or senior talent. Using annual salary as a criterion for the so-called middle and senior talents is certainly not the most appropriate, but on the premise of not being able to come up with a better criterion, annual salary as a measure of human capital is also feasible.
____"Heroes don't ask where they come from," and people are used without any limitations. Real talent is no longer tied to death by education, origin (nationality), and work experience. Cold family white house, the village man, and even "guard the gate of the gate boy" may be extraordinary people. The aura of high education will gradually be diluted, the real test of talent is the market, is the input-output ratio. Enterprises have the most say in the judgment of senior talent, because it is the market mechanism of the "horse race" form of selection of talent in an unconventional manner. Because the "horse race" is open competition, under the unified rules, which horse runs fast, we can see at a glance. Do not need Bole to "horse", because "a thousand mile horse often, and Bole not often", and can avoid Bole's own bias. Through the "horse racing" mechanism "race" is a senior talent, the enterprise will naturally give a high annual salary, and therefore the annual salary to measure whether the senior talent is not unreasonable.
____ "big talent" view: challenge "small talent concept"
____ what kind of people are talents? Is it specifically those who have high titles and high education? A "big talent" concept is being gradually established in Shanghai - according to the Shanghai Municipal Personnel Bureau, since the city stopped the blue-print household registration, the introduction of the residence permit system for two months, more than 1,100 domestic talent to obtain the Shanghai residence permit, of which 20% of the recipients Twenty percent of these recipients do not have a bachelor's degree or higher. Among the recipients with less than a bachelor's degree, there are artisans with a high school education, actors with a junior college education, and even skilled workers and managers. After completing a special questionnaire and meeting the "passing line," they were issued Shanghai residence permits with a one-year, three-year and five-year validity period, respectively.
____The special questionnaire is called "Evaluation Scoring System". In the past in the introduction of talent regulations frequently appeared in the "undergraduate degree or above, intermediate title or above", in the system was replaced by 14 elements. Although the "evaluation scoring system" takes into account the applicant's title and academic qualifications, but more prominent in its comprehensive ability and professional level, to obtain professional qualifications, patents for inventions and obtain certificates of recognized professional training can be scored; industry associations on the evaluation and recommendation of special talents are also included in the scoring. At the same time, the Shanghai Municipal Personnel Bureau is working with the relevant departments for traditional crafts, arts and crafts, culture and sports and other specialized skills to develop separate scoring standards.
____ should be said that the title and academic qualifications as a standard to determine whether the talent, is reasonable, easy to operate a way. After all, the title and education is a nationally recognized qualification, which provides a clear picture of the education and professional level of the "talent".
____But we should also see that this standard cannot be absolutized. First of all, in the current situation, the evaluation and recognition of titles and qualifications, often mixed with some complex factors, does not represent a person's full and true level. Secondly, talents are targeted, that is, they are only useful in a certain field, a certain industry or even a certain organization or enterprise in which they are engaged. In this context, the title and academic qualifications to draw the line is too broad, may make it difficult to choose the talent and good wood, and employers are difficult to only talent is used; and this line from another sense is too narrow, it makes no title and academic qualifications of the talents of empty arms, so that employers, despite the waiting list can only look at the talent sigh. This can be said to be a double waste of resources. Finally, in the identification of talents, some places there is a general tendency of simplification. This simplification refers to the title and academic qualifications that can only reflect the partial ability of the content of the demarcation, the second refers to the identification of talent is a thick line rather than a thin line, the third refers to the personnel department as the leading rather than to the actual needs of the leading. This tendency is tantamount to a spoonful of talent, the employer, it is possible to cause the attraction of the talent, but not to the stomach of the embarrassment.
____ Therefore, Shanghai is establishing this "big talent" view, there is a practical relevance. It is not only from the direction of relaxing the positioning of the talent, but also from the technical improvement of the talent identification process. This change is more fair to the talent, and will undoubtedly be more in line with the actual needs of employers, more adapted to the development of society on the multi-faceted, multi-level demand for talent, so that China's talent market is more active, and the construction of China's market economy to inject more fresh power.
____ the new century, the concept of senior talent, no longer those who "once have, enjoy lifelong" academic qualifications, titles as the main standard of measurement, but more locally adapted to the situation, and seek truth from facts: there are people today is a talent, tomorrow may not be a talent; in A is not a talent in B may be a talent.