Romance of the Three Kingdoms and Strategic Management of Talents

Romance of the Three Kingdoms and Strategic Management of Talents

A romance of the Three Kingdoms is also a talent strategy? Is meritorious service the only way? It is Cao Cao's talent strategy, which only complements each other's strengths and does not seek perfection. Therefore, there are thousands of warriors and counselors, and the north is unified. ? If you are thirsty for talent? It is Liu Bei's talent strategy, with emotion and credit, so he spared no effort to help create the inheritance of Shu Han. ? Is the winner Chang? It is Sun Quan's talent strategy. He is a great talent, so he can dominate Jiangdong.

The traditional rigid personnel system will undoubtedly only restrict the development of enterprises and make them drift away from the long-term competitive advantage. To solve this problem, we must implement the talent strategy in depth and combine it with the assessment system. From top to bottom, managers at all levels must shoulder the heavy responsibility of discovering and developing talents, and talent management must have clear indicators and be connected with the incentive system in order to really play its role. In addition, the top management must completely turn the talent strategy into a part of the enterprise.

In the competitive society of enterprise development, everything is the competition of talents. Many enterprises need a process and time to recruit, select, employ and retain people. Some are two-way choices. If you hire me today, I may not choose you. If I apply, you may not choose me. After you hired me, you developed to a certain stage, your personal value could not be reflected, and you were leaving. Labor shortage? This phenomenon leads to a high brain drain rate.

The ongoing talent war will decide the fate of you, me and him! It was the brain drain in Europe that made the United States take the lead in successfully exploding atomic bombs and hydrogen bombs, sending artificial satellites into the sky and realizing astronauts landing on the moon; It is the brain drain from China and India that created Silicon Valley, the world high-tech center of the United States. For a country, talent is more important than oil, financial street and nuclear weapons. Talent is the core competitiveness in the era of knowledge economy, and the talent war will fundamentally determine whether China can achieve great rise and revival in the future.

Why is the infant mortality rate in Sierra Leone as high as 16.6% in 2003, and the average life expectancy is less than 40 years, while there are more Sierra Leonean doctors in Chicago, USA?

Why Americans? Father of the hydrogen bomb? 、? The father of electronic computers? From Europe? Why did Europe send scientists for free to let the United States explode atomic bombs, build missiles, send satellites to the sky and send astronauts to the moon, but still need American protection during the Cold War?

Why did one third of American high-tech enterprises have Indian or China founders in the last decade? Why do nearly 40% of science and engineering doctors in the United States come from foreign countries? Why are 22% of these foreign-born science and engineering doctors from Chinese mainland? Why among emerging countries, China has the highest proportion of doctoral students in science and engineering?

Why did 80% of Tsinghua University's graduates and 76% of Peking University's graduates go to the United States since 1985, and since 2006, they have been ranked among the two universities with the largest doctoral students in the United States? Why do American science magazines call Tsinghua and Peking University? The most fertile doctoral training base in the United States

Why did China send more than 6,543.8+4,000 overseas students, but only more than 300,000 returned to China? Why does China's official Academy of Social Sciences admit that the number of top talents lost in China ranks first in the world?

In a word, the core of competition in today's world is the competition for talents. With the deepening of globalization, international talent competition has increasingly become an important factor in determining the fate of all countries in the world. Over the past 30 years of reform and opening up, China, which is short of high-level talents, has become one of the largest brain drain countries in the world. In the future, with the continuation of the reform and opening up process and the core strategic goal of building an innovative country, a harmonious society and upgrading the economic and industrial structure, China's demand for all kinds of high-level talents will reach an unprecedented urgent stage. Therefore, the introduction of reform-related plans, policies and systems, promoting the return of talents and launching international talent competition will surely become one of the important topics for the future development of the country.

In the past two decades, the rapid economic development and globalization trend of China are obvious to all. Some enterprises in China have seized the opportunity and made rapid progress, while others are sighing and sighing. In our research, we found that a big difference between these successful enterprises and ordinary enterprises lies in the gap of talent management: whoever can effectively attract, motivate, train and retain the key talents needed by the company's development and win the talent war will win today's business war, laying the foundation for tomorrow's development and ensuring the everlasting foundation. This is the same for all enterprises operating in China, whether state-owned, private or multinational.

Now it seems that the shortage of talents has become a problem that most enterprises will face. Large enterprises need groups of high-quality and executive talents, while small enterprises need inexperienced blank paper. Talent evaporates into the air when the enterprise needs it, but employing people to keep people has become the enterprise's? Big problem? The most bitter thing about talent shortage is that the boss's modern business competition is becoming increasingly fierce, and the field of competition has directly entered the field of talent competition. Competition between enterprises and even between countries has become naked? Talent war? . A big war without smoke is brewing, and grabbing talents has become the highest competitive strategy of many enterprises and countries. It can be said that talents come forth in large numbers, and ideas are the most important! Teacher Hu Yifu, a well-known business management expert, believes that there are three tendencies in the values of talents in China society at this stage, whether it is the government or enterprises:

First, talents are used by enterprises.

China has been thinking about this for a long time. Please see what Emperor Gaozu Liu Bang said when summing up his successful experience in employing people. In the process of strategizing, I won the battle thousands of miles away, and I am not as good as my ovary; I am not as good as Xiao He, because I can defend my country, comfort the people, pay soldiers and provide food for needy families. If we unite a million troops, we will win the battle and launch an attack. We are not as good as Han Xin. All three are excellent. I can use it, so take the world! ? The subtext of this sentence is that talents serve me.

Second, talents are people with good mentality and enterprising spirit.

A large number of private enterprises in China view talents in this way. As long as someone works for the enterprise at any cost, it is talent. In fact, this is also a stubborn idea of traditional feudal emperors-global brand network. People should sacrifice themselves at all costs and live for the happiness of others.

Third, everyone is a talent.

They all have unique abilities. They can not only contribute to service organizations, but also earn income for improving their lives. They are free to choose to work for the enterprise, and they have every right to use reasonable income to measure their talents and decide their own destiny.

China enterprises used to have a department called? Personnel department? , now they are generally renamed? Human resources department? Yes But if you change your name, does the meaning change, or are you blindly following the trend? When the personnel department was called before, the position of supervisor was director, but after it was changed to human resources department, the position of supervisor became manager. Is there any change? Yes So-called? Manager? , that is, operation management. The manager of human resources department is a person who wants to run a management company.

So-called? Resources? , refers to things that can be developed, oil fields are resources, natural gas is resources, coal mines are resources, land is resources, and people are resources. Have we taken the initiative to develop as enterprise managers? People? This is the most precious and valuable resource? Have you used various methods to tap the potential and take advantage of it? Do we keep our employees at their best all the time?

In the final analysis, the competition among enterprises is the competition of talents, who are the first resource of enterprises and the most important resource and main driving force for scientific and technological progress and social and economic development. Which enterprise absorbs and gathers outstanding talents, who will have the initiative in competition, and who will be invincible in the fierce scientific and technological and economic competition. Teacher Hu Yifu believes that in order to attract, gather and control a large number of outstanding talents to prosper our enterprise, our managers at all levels should have advanced talent management concepts.

First, we should have the concept of cherishing talents.

Talents are the precious wealth of enterprises, and managers at all levels must cherish talents and never be jealous of them. Even if the manager himself is an extraordinary talent, it is difficult for him to achieve great things without a few talented cadres and a large number of backbones.

Second, we must have the concept of seeking talents and being thirsty.

There is a love for talents and a thirst for talents. From the group point of view, talent is rare. As a talented person, there must be something extraordinary, which is naturally rare. Teacher Hu Yifu said that few talents are submerged in the vast sea of people, which requires managers to work hard to get them.

Third, the cultivation and management of key talents.

Key talents are our core and representative, our soul and backbone. Companies, regardless of size or ownership structure, must have such a group of core employees. Under the condition of market economy, the competition among enterprises will eventually be the competition of key talents. The quantity and quality of core talents determine the company's core competitiveness and survival and development.

Fourth, we should be tolerant of talents.

It's not easy to use talent, but it's even harder to let it go. Talents have both advantages and disadvantages. The more prominent the advantages, the more prominent the disadvantages. It is common for talents to be proud of their talents. Great talents are usually eclectic, while people with different talents even have eccentric temperament, and there are often various contradictions between talents.

Fifth, we must have the virtue of recommending talents.

Managers should have the virtue of recommending talents. A person who is not suitable for the post is an unstable factor, even if he is obedient and does not feel incompetent, but? If something goes wrong, someone will call? . People will consciously or unconsciously compare talents with managers, which will reduce the prestige of managers.

Sixth, establish a talent training mechanism.

To have talents, there must be a mechanism for cultivating talents. Haier, Lenovo, Huawei and Mengniu are all top talent enterprises. Why them? Is it because of their system? Every company has a system. Why are other companies not successful? Is it because of their excellent leadership? A leader has a lot of work to do. How much time can he spend cultivating talents and how many talents can he cultivate? Teacher Hu Yifu said that, in fact, these outstanding leaders have created an excellent enterprise environment and a benign enterprise atmosphere, and cultivated enterprise talents.

Seven, we must have the vision to identify talents.

If managers have no eye, talents will be missed even in front of them. Knowledge depends on essence. Observing words and feelings, especially judging the situation, is the fundamental way to identify the essence of talents. Be good at identifying different types of talents. Everyone has his own strengths, but the size and direction are different.

Eight, we must have the ability to control talents.

If managers are good at controlling talents, leadership effectiveness will get twice the result with half the effort. Hu Yifu, a training lecturer, thinks that a manager's talent is not necessarily superior to others in all aspects, but he must have extraordinary talent in employing people.

Nine, we must have the courage to protect talents.

The spirit of protecting talents belongs to managers? Talent? Is it also the manager's? Cai de? . Managers should not only prevent? Beat to death with a stick Talent, but also to prevent? Murder? Genius. No one is perfect, no matter how talented people are, they will make mistakes. In their work, especially in the process of exploration, they will inevitably make mistakes.

Ten, talent is the wealth of mankind.

Every employee is a fortune. Only when managers first realize that employees are treasures can they treat employees with a developmental perspective. Because in general, people don't develop garbage dumps. How was it developed? People? What about this treasure? Teacher Hu Yifu said that people can be managed by system or suppressed by authority, but every manager should think more about how to turn talents into talents and turn talents into human wealth.

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