Enterprises Cherish "Wealth" But Not "Talent".

　　 The Chinese Academy of social sciences has recently released reports that the R & D talent of Chinese enterprises is very poor, with less than 3 employees per 10000 employees. At the same time, the investment in R & D and training of Chinese enterprises is almost stingy, with only a few dozen yuan per capita per year. These two data are much worse than those in developed countries.

Obviously, efforts are being made. Transformation and upgrading Chinese enterprises urgently need the support of talents. However, our current talent training mode is hard to adapt to this situation, and the gap between talent supply and demand has become a more restrictive factor than the production and marketing market. On the one hand, Pan Chenguang, deputy director of the personnel and Education Bureau of the Chinese Academy of Social Sciences, pointed out that, on the one hand, the hierarchical design of education in our country is unreasonable, so that the graduates are out of touch with reality; on the other hand, the high-end talents are concentrated in big cities, mainly in the public service industry, such as scientific research institutes, education and health, lack of practical talents at the enterprises and grass-roots level, and lack of scientific and technological personnel in the economic field, which seriously affects the transformation of economic growth mode and the level of enterprise production technology upgrading.

According to the report, large enterprises have a small number of R & D talents, and small businesses have few R & D talents. Statistics show that the number of research and development personnel per 10000 people in China's enterprises is less than 3, while Japan is 49, the United States is 48, Germany is 35, Canada and the United Kingdom are 25. At the same time, the proportion of professional and technical personnel in China's enterprises is relatively low, accounting for only about 40%. Enterprises in developed countries generally have about 70% talents, and 80% of scientists and engineers engaged in scientific research and development in the United States are in enterprises, while 61% of them are in enterprises in the United Kingdom.

If the education system and the flow of talents can not be changed for a time, can it be hoped that enterprises can "sell their own products"? It is difficult for them. As the Academy of Social Sciences report reveals, many enterprises lack the overall planning and career planning for their existing talents, so that the knowledge renewal of enterprises is slow, and the knowledge structure can not adapt well to the development of enterprises.

The survey of thousands of enterprises by future worries shows that most enterprises are aware of the necessity of R & D, but they spend less than half of what they really spend. Moreover, in terms of investment, the training cost of 41.3%% enterprises for employees is less than 1%% of the total wages of their employees every year; the enterprises of 39.13%% account for 1%%-5%% of their employees' total wages; 15.22%% enterprises account for 5%%-10%%. of their employees' salaries, and the training of many enterprises is in the form of form.

Generally speaking, the most direct reason for the enterprise to cherish the "wealth" is that it is not worth the candle. Because some employees will have job hopping after completing their training and having updated or higher skills, so small businesses with low strength generally seldom invest in staff training. Some enterprises take the sign of continuing service contracts, property mortgage or deposit and family members' guarantee as the third party to the employees who are off the job training. This is another manifestation of this worry and fear.

However, for large enterprises, there are different opinions. Wang Zhaowen, President of Bank of China International Finance Research Institute, pointed out that any investment is accompanied by risks. In fact, good training is a means to retain talents. "Let employees feel that the enterprise is looking forward to their future, and how can he go elsewhere in this enterprise? Experience shows that the mobility of trained personnel is low."

　　 Wang Zhao Wen It is considered that the training of enterprises is not up to date and is related to the level of knowledge. "Big enterprises often feel that there are people in the community, who are not cooks and cooks, and drivers who want drivers. What else do I have to do? What's more, some of the old practices of state-owned enterprises are not in line with the development of modern training. What are we training? What do we expect? Such questions are often unable to answer. How can we expect meaningful training for enterprises and employees? "

In addition, some experts pointed out that the state has not encouraged enough policy. At present, the double deduction system and the tax deduction system, which are commonly used in vocational training investment in mature market economy countries, are not perfect, which greatly affects the enthusiasm of enterprises. Wang Zhaowen also strongly supports the government's introduction of similar support policies. "Enterprise input for vocational training can not only be fully deducted before paying the enterprise income tax, but also be doubled according to a certain proportion, so as to reduce the taxable tax base of enterprises, thereby encouraging enterprises to increase vocational and technical training. For enterprises with outstanding achievements in production and learning cooperation, they can be encouraged and supported appropriately by comparing the preferential tax policies of former school run enterprises.

In fact, when Chinese enterprises are entangled in whether they should give employees a training, the transnational giants are spending large sums of money to run "Enterprise Universities", so as to train talents for the development of enterprises, such as Betel Hirshman, Daimler Chrysler and Lufthansa. SIEMENS, alliance insurance and Deutsche Bank also have their own universities.

These companies believe that corporate universities can draw companies. Training department The successful experience of the past: various courses, seminars and seminars, and frequent requests from outside to invite speakers and teachers to participate in the seminar. In this way, managers can attain the level of MBA through training within the enterprise.

He is a professor at Dresden Technical University. Toepfer once said that lecturer can combine the curriculum closely with the specific situation of the enterprise. The lesson plans used in class are no longer from textbooks, but from managers' desks.

Thomas, who is responsible for training at BT, emphasizes that it is important not only to establish partnerships with a real university, but also to obtain qualification certificates for training courses. Corporate universities also shoulder the role of promoting the spirit and culture of enterprises. In organizations with extremely decentralized organization, managers are spread all over the world, and regular training is also their main contact opportunity. In the training class, people contact each other, express their opinions, and establish friendly relations in bars at night. Because in working hours, people have no time to talk about matters that are not related to business. {page_break}

Fang Hong, a professor at the school of economics and management of Beihang University, said that it is necessary for Chinese enterprises to learn from these successful practices. This kind of enterprise university can not only improve the performance and flexibility of staff education and training, but also develop customer relationship and stabilize customer resources. This targeted training can improve the difficulty of recruiting multinational companies, and also cultivate qualified and practical talents for enterprises, and correct the contradiction between supply and demand of talents in universities.

Although Wang Zhaowen did not agree with the formulation of "enterprise university", he thought he had the suspicion of returning to the "old society". However, he emphasized that enterprises with ability should never be reluctant to invest in staff training. Under the leadership of the Bank of China Financial Research Institute has just hired a famous professor in society as a teacher, is the practice of this concept.