At present, the structural imbalance between supply and demand of talents in China is mainly manifested as follows: on the one hand, low-end talents are "overcapacity" and there is a problem of talent homogenization. Moreover, in the process of de-capacity and disposal of "zombie enterprises" in the future, more and more talents will be diverted; On the other hand, the supply of skilled talents, high-level innovative scientific and technological talents and middle and senior professionals is insufficient, and "poaching" is prevalent. Especially in the field of high-tech industries, the problem of insufficient talents and inapplicability is prominent.
To solve the contradiction between talent supply and demand and promote the strategic adjustment of talent structure, we need to focus on "three articles":
1, educational articles
For a long time, our education has lacked individuality. Whether it is primary school, junior high school, senior high school education, higher education or vocational education, we often adopt a model and a set of evaluation standards. In recent years, the emphasis on quality education is intended to change the dilemma of "one thousand people have one side" under exam-oriented education, but the result is not ideal, and the problem that the supply of innovative talents and applied talents can not keep up with the demand has not been fundamentally solved. At present, China's economy is in a critical period of climbing over hurdles and tackling difficulties. We need a large number of skilled, applied and compound talents to occupy a place in the innovation of high-tech manufacturing industry. According to statistics, at the end of 20 14, the total number of skilled talents in China was1570,000, of which 41370,000 were high-skilled talents, accounting for only 26.35%. Compared with the strategic goal of "Made in China 2025", the education and training ability of skilled talents in China is far from meeting the needs of development. During the "Thirteenth Five-Year Plan" period, an important task is to speed up the cultivation of high-skilled applied talents to serve production and management and consolidate the supply of talents made in China by consolidating and improving the development level of secondary vocational education, expanding the development of higher vocational education, implementing lifelong vocational skills training, upgrading the vocational skills of migrant workers and promoting the modern apprenticeship system.
2. Articles on talent management reform
To solve the problems of "insufficient use", "inapplicable" and "useless use" reflected by the mismatch between supply and demand of talents, besides doing a good job in education, it is also inseparable from institutional mechanism reform and policy innovation in the field of talents. At present, the government has "overstepped its authority" to varying degrees in terms of talent training and development, evaluation and incentive, and mobile allocation, which greatly reduces the effective supply of talent elements. In optimizing the environmental mechanism of talent supply side, we should emphasize efficient institutional supply and open market space, break the institutional constraints of talent flow, talent evaluation and talent incentive and reduce the transaction cost of the system according to the reform idea of "government guidance, enterprise subject and market allocation". In the reform of system and mechanism, we should pay more attention to the main role of employers and industry organizations and realize the unity of means and purposes. In policy formulation, we should pay more attention to the role of market mechanism, promote policy innovation in finance, science and technology, finance and other fields, explore the market-oriented transformation from talent fund to talent fund, and support and guide more talents to participate in innovation and entrepreneurship.
3. Articles on human resources service industry
The core of the structural reform of talent supply side is to reduce the institutional transaction cost and let the market play a greater role in the allocation of talent resources. This puts forward a broader demand and higher requirements for market-oriented human resources services. Although China's human resources service industry has made great progress from scratch, from small to large, from simple to diversified, compared with the situation and requirements of promoting talent supply-side reform, the problems of low specialization, insufficient product innovation, weak industrial chain extension and poor service effect are still very prominent, which seriously limits its ability to serve economic and social development. Focusing on building a human resources service industry that is compatible with economic and social development, efforts should be made in industrial chain extension and product innovation. On the one hand, in the traditional formats such as training, recruitment, talent evaluation, vocational guidance, personnel agency, labor dispatch and senior talent search, we should adapt to the changes in population structure, employment concept and career expectation, encourage and accelerate technological improvement and product innovation, and better serve the growth of talent team, the promotion of talent value and the matching of talent supply and demand; On the other hand, it is to broaden the industrial chain of human resources services and absorb other productive service industries with human resources services as the core. At present, with more and more talents engaged in innovation and entrepreneurship, the connotation and extension of human resources services are also expanding. From the cultivation, development, evaluation and discovery of talents, to the selection, appointment and mobile allocation of talents, and then to the service guarantee of talents, human resources services not only cover the whole career of talents, but also have the trend of extending to life and other fields. In the foreseeable future, the human resources service industry will increasingly develop in coordination with science and technology, finance and life services, and form a cross-border comprehensive service system through the combination of various service products to meet the needs of talents at all levels of value.