Hubei Xinjing New Material Co.,Ltd.
Address: 12th Floor, Block A, Huitong New Changjiang Center, No. 6 Xudong Street, Wuchang District, Wuhan, Hubei, China
Contact 1: Huang Chaoguan
The essence of innovation drive is talent-driven
On May 28th, General Secretary Xi Jinping pointed out in an important speech at the 19th Academician Meeting of the Chinese Academy of Sciences and the 14th Academician Conference of the Chinese Academy of Engineering that it is necessary to firmly establish the strategic position of talents leading development, fully gather talents, and focus on innovation. Development of talent base.
The country has only established itself, the government has ruled it, and the industry has become talented. The essence of innovation-driven is talent-driven, and the most important, most central and fundamental part of technological innovation is the issue of talent. Only with first-class innovative talents can we produce first-class innovation results and have the initiative to innovate. In the process of building a powerful country of science and technology in the world, we need to widen our road to success and expand our talents to the world at any time in history.
In recent years, the entire country has attached great importance to the work of talented people. Various localities have formulated policies and measures to attract and nurture talents, create high places for talents, and open up "through trains" for talents to be recruited, and "grab talents" as a landscape.
However, it goes without saying that the structural contradictions of talented people in many regions are also very prominent: First, the utilization rate of talents in traditional industries has declined, and new types of high-level, high-skilled, and composite talents have become scarce. Second, the distribution of talent is not balanced. From an industrial point of view, the shortage of talents in the agricultural sector has become a constraint factor in the development of the rural economy; industrial talents have been concentrated in several pillar industries, the loss of young and middle-aged technical personnel has been more serious, and senior professional and technical personnel have been lacking in succession; service professionals are mainly concentrated in traditional industries. In the field, there is a shortage of talents in the modern service industry. From the perspective of industry, the proportion of talents in public institutions is high, mainly in education and health systems, and the proportion of talents in other fields is low. From the perspective of geographical distribution, talents are mainly concentrated in large and medium-sized cities. The number of talents in other places is small and is in a state of net outflow.
Behind the structural contradiction of talent is the concept of talent and institutional obstacles. With regard to the selection and use of talents, seniority, total recrimination, artificial restrictions, and policies for the use and attraction of talents are yet to be innovated, and the building of a system of regulations for talent management needs to be strengthened. Talent management has not formed a concerted effort to encourage work and support Gancheng. The environment for doing business and doing a good job has not yet been truly formed.
The narrow coverage of talent market, imperfect functions, low level of socialized services, and non-standardized management, a considerable number of talents and employers are outside the talent market.
In terms of the concept of attracting talents and talents, there are “three mores and three lesss”: there are too many “profit-driven mechanisms”, too few people talk about careers, feelings, and encouragement; there are too many “market economy roles”. Too little ideological and political work is done; there are too many high wages, too much treatment, too little soft environment for talent development, and not pay attention to research and meet the multi-level needs of talents. heart".
In dealing with the relationship between attracting talents and using talents, there are also the phenomenon of “threefold and three light”: re-admitting increments and lightly activating stocks; re-introducing talents from outsiders, lightening existing talents and potential talents; The full use of the existing talents in the region and the department has been jokingly called “recruiting son-in-law, neglecting sons”, “inviting abbots, and absolving the abbots”, and the phenomenon of talents being “under the lights” has caused the loss of talents while introducing talents.
In the selection and use of outstanding young talents, there are "fourfold and four light": heavy oceans and light soil; heavy "sea turtles" and light "bandits"; heavy education, qualifications and seniority, light capabilities; heavy white-collar talent, light blue-collar talent . There are many restrictions on the selection and use of talents, and there is a serious demand for full recrimination. The employment mechanism that faces the community, faces the market, satisfies talents, uses talented people, and is capable of being able to use energy and energy is not yet established.
From the above analysis, we can see that the fundamental issue of the talent problem is the low degree of marketization, the decisive role of the market in the allocation of human resources is not sufficient, the institutional obstacles to the development of human resources have not been eliminated, and the concept of attracting talent and using talent is still relatively low. behind.
Strengthening and improving the work of talented people is the fundamental guarantee for building a strong country in science and technology in the world, and it is also an important task in implementing innovation-driven and talent-building strategies. It is necessary to correctly understand and resolve the current contradictions in human resources, to adjust the structure of talents as the main line, to incorporate talents into the overall layout of scientific and technological innovation and structural adjustment, to firmly establish a scientific concept of talents, and to realize a comprehensive concept, system, and mechanism for talents' work. Innovation.
It is the concept of first resources to firmly establish human resources. Strengthen the talented person's “one-on-one project”, have the heart of love talents, the wisdom of talents, the talents of talents, the talented talents, the talents of talents, the enthusiasm for serving talents, and the formation of respectable talents and talents in the whole society. Bold use of talented people.
Firmly establish a view of talent that everyone can achieve. Expand the scope of talents, talents, and talents so that only talents can act and broaden their talents, break down the constraints of territorial imprisonment and ownership of talents, and pool both general and high-level talents; Cohesion of talents outside the system; not only agglomerate domestic talents, but also gather foreign talents abroad; both pool stock talents and agglomerate incremental talents; condense party and government leadership talents, but also condense corporate management and scientific and technological talents, maximize the various types of Talent has accumulated to the great cause of building a well-to-do society.
Firmly establish a user-oriented concept of use of talent. As a special resource, talent can only be used to create value. To do a good job of talented people, we must adhere to the principle of “use-oriented,” and focus on cultivating, introducing, arranging, inspiring, and safeguarding talents around the core of making good use of our work. Maximizing the role of talent runs through the development of talents and builds a career platform for all kinds of talents, so that all types of talents can use their talents and make the best use of their talents.
Firmly establish a scientific view of talent evaluation. Establish and improve the evaluation system of scientific and technological talents based on innovation ability, quality, and contribution, which reflects the development, diversity, level, and relativity of talents. It is not based on academic qualifications, on-the-job qualifications, non-qualified qualifications, and non-identity. We will implement an evaluation system that is conducive to scientific research and innovation.
It is necessary to create a good environment for innovation, accelerate the formation of a training mechanism that is conducive to the growth of talents, a mechanism that facilitates people’s ability to use their talents, an incentive mechanism that will help them grow and develop their capabilities, and a competition mechanism that will benefit all types of talent.
In the spirit of reform, we will comprehensively promote institutional innovation in the work of talent introduction, training, mobility, and motivation. The implementation of labor, capital, technology, management, and other factors of production to participate in the distribution according to their contribution will truly reflect the value of human capital. Workers, technicians, managers, inventors, etc., have created higher value, and they have to get higher rewards, so that they have full sense of accomplishment and glory. Improve the science and technology reward system so that outstanding scientific and technological innovation personnel receive a reasonable return and release all kinds of innovative talents.
Through reforms, the one-sided approach of changing the number of papers, patents, and funds as talent assessment standards is just like what General Secretary Xi Jinping said: “You must not allow red tape to tie scientists’ hands and feet, and you must not allow endless reports and approvals to put scientists’ The energy was delayed."
Really fostering the fertile ground for the growth of talents and making the roots of talents more developed, creating an innovative situation in which the world's elites gather together to form a state and tens of thousands of races.