Specifically, Huawei enterprises have not fully established the concept that talents are the first resource for enterprise development. In enterprise management, it is often thought that talents need to pay the corresponding talent cost. In the balanced stage of enterprise development or business pause period, it is often considered that talents at this time are a burden, which is caused by the backward concept and mode of Huawei enterprise management.
At the same time, Huawei's backward enterprise management concept model is directly related to the rigid talent management mechanism. The main performance is that Huawei enterprises lack foresight and long-term planning in talent management, and are more casual in talent management and use;
Finally, the departmental functions of Huawei's enterprise management have not been completely changed, and it has very strong administrative characteristics, which makes it difficult to provide guarantee for talent management, leading to problems such as idle talents, difficulty in truly exerting the role of talents, and difficulty in truly exerting the enthusiasm and enthusiasm of employees.