Wastage of manpower shortage and wastage

talent shortage and human waste

Abstract: With the development of China's socialist market economy, China's
comprehensive national strength has greatly increased the overall people's living
standards greatly improved. But at the same time, economic life has some problems
can not be ignored, such as in recent years frequently appeared in major media in
China, "the shortage of senior technicians," "top talent is obviously inadequate" and
"brain waste" and other reports, these problems appear to each other contradiction, but
it should cause us great concern. This phenomenon is analyzed, and combined with
our practical measures put forward feasible measures. 
Keywords: Advanced skills shortage; top talent is obviously inadequate; wastage;
countermeasures 

1 talent shortage 

1.1 or a personnel shortage in some of the examples of the phenomenon 

1.1.1 shortage of senior technicians 
According to statistics, a total of 140 million of China's urban workers, of which only
half of the skilled workers. Technical workers, the proportion of primary workers up
to 60%, 35% intermediate work, but only one of the senior workers 5%. The opposite
is true in developed countries, the proportion of skilled workers, senior technicians
more than 35% work more than 50% intermediate, junior technician only 15%. This
contrast can not but arouse our attention. 
1.1.2 building an innovative country, top talent is obviously inadequate 
after the reform and opening, China's rapid increase in the number of scientific and
technical personnel and personnel structure was further optimized. But China's
scientific and technical personnel strength is still a big gap with developed countries.
This gap is reflected in three aspects: First, the relative amount of talent still
significantly low compared with developed countries. Second, the scale of the
development of scientific and technological back-up personnel fast, but the structure
of education and training quality to be further optimized and enhanced. Third, the lack
of a group of world-class science and technology top talent, world-class science and
master of science and technology leaders. China is still a lack of world-class
scientists, such as the international authority of the Chinese scientists in Science
Award has been no breakthrough zero. 
1.2 reasons for the shortage of talent 
1.2.1 reasons for the shortage of senior technicians 
on the one hand the lack of skilled workers, especially high-skilled workers, on the
other hand is the large number of enterprise surplus lose their jobs. Among many
people because they do not have the technical capacity of the new, adapted to the
economic structure and industrial structure adjustment and laid off. Only by
strengthening the technical talent in order to fundamentally solve the structural
imbalance in the labor market. Many companies would rather spend 10,000 yuan or
even tens of million paid to hire technical experts, do not want to spend several
hundred dollars to train a technician. Enterprises underestimate the technical training
of workers, but also led to an important reason for the shortage of skilled workers. In
addition, some enterprises are not willing to back the skills to improve the quality of
staff, quit after just afraid of training leave. 
high-level skilled workers, especially skilled workers, temporary shortage Why?
Now the social status and the treatment of workers, simply can not with government
officials and managers than. Similarly, graduate from school, technical school
students from junior technician to senior technician, usually require two to three
decades, or even an entire lifetime. Even ground into a high-level technicians, your
wages, benefits, housing and other aspects of treatment are often not as good as the
lowest management positions. 
in some places, senior technicians in state-owned enterprises in the normal monthly
wage is only 45 100 yuan. If the private companies, you can earn more than 1000
yuan. Long-term neglect of the vital interests of skilled workers, many workers
undoubtedly hurt the self-improvement, learning technology initiative. They are
transferred to private companies or trying to change jobs in other professions. 
1.2.2 Lack of top talent 
First, our education system for reasons. For a long time, China's education is
examination-oriented education, whether primary, secondary, or university, students
have become "test machine." Second, our scientific and technological human
resources in the development of national strategies and policies, some lack. The
current global competition for talent, especially high-level talent in an increasingly
competitive, both developed and newly industrialized countries, are trying to develop
national strategies for science and technology human resources, through legal,
scientific and technological policy and economic levers and other means to stabilize
its talent and to attract and the use of foreign science and technology human
resources. United States, Britain, Germany, Japan, Canada and South Korea and other
countries, use of immigration policies and regulations of foreign technology in the
fight for human resources "is not used to all but the" side have done their best. Third,
technological innovation institutional reasons. Many scientists in China the most
distressing thing - than to have limited time and energy on running the project,
evaluation, inspection and so on. The more excellent talents in this area spend more
time and effort. Fourth, technological innovation and cultural aspects. Transition,
social change, and caused the impetuous emotions yearn to achieve results, leading to
quick success, do not follow the laws of scientific research and education itself. 
1.3 shortages consequences 
1.3.1 the consequences of the shortage of senior technicians 
survey of 100 enterprises revealed that a considerable proportion of high-tech
workers can not grasp or carry out technological transformation, lead to a significant
proportion of business is difficult to successfully carry out technological
transformation. According to reports, the current scientific and technological
achievements in China is around 15% conversion rate of technological progress
contribution to economic growth rate of only 29%, far lower than developed
countries, 60% to 80% level. Workers of the low level of technology, will also affect
the technological transformation and the application of scientific and technological
achievements. 
low quality of workers in technology has to some extent affected the competitiveness
of enterprises. A survey, because of lack of skilled personnel issues, business products
in China in recent years, only 70% pass rate, resulting in economic losses each year
nearly 200 billion yuan. In recent years, major incidents in the enterprise, more than
half because of strong employee job awareness, job skills, low result. 
lot of businesses the choice of human resources to pursue high education, in
particular the national employment situation is grim, the influx of a large number of
educated people in Shenzhen, the enterprise provides a greater choice employer,
resulting in a more serious with high academic qualifications blindly and human
waste. Survey found that more than 6,000 home business, master degree or higher, as
much more than 3600 staff, many graduate students only in sales, production,
logistics jobs, resulting in wastage. 
1.3.2 the consequences of the lack of top talent 
top talent aggravated by the lack of science and technology between China and
developed countries in the gaps, affecting the process of building an innovative
country is not conducive to improving China's overall national strength , to a certain
extent, hamper China's economic growth mode from extensive to intensive.
Meanwhile, the lack of high-tech talent, slow rise of China in scientific research,
scientific and technological achievements into relatively small, low-tech enterprise
products, so that the international competitiveness of our products low. 

2 wastage 

2.1 wastage of some of the phenomena or instances 

First of all, talent high consumption trend is obvious. Relatively developed economy
in many cities, the employer of the personnel for a general improvement. Clerical,
sales and other positions to be at the undergraduate or above, computer, law, business
administration and other popular professional starting point for the master. 
second, serious internal friction, excluding competition. This acted in a number of
party and government organs are quite distinct. "A cup of tea a cigarette, mixed with
half a newspaper," is still a true portrayal of some civil servants, there lived a few
cadres "at work holding a cup of tea after work drinking, drinks, fishing out a number
of oil-water" days. 
third of a waste of talent is also quite common idle. "Report" mentioned in the
relevant section, and some units of the interests of leading small groups, or even with
personal preferences decide the fate of talent promotion. Simply do not have access to
this unit or have no immediate, while other units are needed talent stuck tightly;
prominent business professionals, angular preconceived ideas about people too clear,
even if the jobs do not need too elevated, resulting in personnel idle of waste. 
2.2 wastage because 
First of all, higher education, and employment gradually towards the civilian
population of competitive pressure increasing, in part caused by devaluation of
qualifications. Unrealistically high educated employees of an enterprise can not apply
their knowledge, the highly educated with their role in the enterprise do not match.
This phenomenon relates to many factors, such as personnel education model and
demand of the market, the employer of talent, development stage and other domestic
enterprises. 
Second, the talent high consumption of the situation, of course, and the current labor
market structure is irrational, blind students are competitive factors, but the blame is
that employers get the diploma that window-dressing, deliberately raising employing
the threshold of the talent market are also very problematic. 
final, backward management is a high degree movement fatal weakness. 
2.3 wastage harm 
is the phenomenon abound in life, leading to inefficient use of our talents. According
to theories of human resources to play the maximum of its own ... This article from
[worry document] www.5udoc.com collection and sorting, to thank the original
author. 90% of body capacity, the other 10% is in the process of management and
development of the necessary loss. In China, the overall capacity of human resources
to play a level of only 61.9%, this ratio even lower in the western region. 
talent wasted in reality has caused considerable damage. Wastage of the most
common forms - high education campaign to stimulate a dramatic expansion of higher
education, the impact of vocational education, and to accelerate the outflow of talent.

3 Strategies 

3.1 human resources to establish the concept of resources is the first 

talent is the source of the driving force of economic growth, but also the host to
sustain economic development. Comprehensive national strength in today's world
competition is essentially a competition for talent. Competition in the final analysis,
science and technology competition for talent. Accelerate the development of
education and science and technology, has grown talent, is to increase our
technological strength and the key to national competitiveness. Who can train, attract,
unite, with good talent, especially talent, whoever caught in the fierce international
competition, strategic initiatives, the first resources to achieve development goals.
Therefore, we must insist on human resources is the primary resource of strategic
thinking, to step up to build a strong talent. 
3.2 to speed up the implementation of personnel training project 
human resource capacity building to strengthen and accelerate this strategy, we must
firmly establish the concept of priority in personnel training, personnel training
vigorously implement the project as soon as possible a category complete echelon
reasonable quality, old and new interface, fully meet the ambitious economic and
social development needs of personnel for economic and social development with a
strong pool of talent. First, further strengthen the party and government personnel
training; second, to further strengthen the operation and personnel training; Third, to
further strengthen the professional and technical personnel training; Fourth, to
strengthen rural utility of highly skilled and qualified personnel. 
3.3 to create a conducive environment for talented people 
first, perfect training system. Accelerate the establishment of network, open,
autonomous life-long education system, integrate the various education and training
resources, the formation of wide coverage, multi-level education and training
network. In addition, we must pay attention to open-culture. Second, and improve
personnel structure and mechanism of work. To build vibrant and dynamic
professionals working system and mechanism, development of human resources to
follow the law, and resolutely get rid of outdated, bound to play a role in the growth
of talent and ideas, practices and systems, and promote personnel working system and
mechanism of evolution. Third, create a talent, expertise and resources in the social
atmosphere. To take effective measures to give full play to human resources
development in the economic and social development in basic and strategic role;
firmly establish the concept of talent that everyone can adhere to the principle of
ability and political integrity, the character, knowledge, ability and performance as a
measure of talent The main criteria; firmly establish the concept of people-oriented, to
promote the healthy development of human resources and talents into full play the
role on the first place to create a talent to pursue their careers to encourage and
support careers, to help industry professionals Ganhao Shi social environment. Foster
awareness of innovation in society, strongly advocated creativity, pioneers, the spirit
to take risks. 

Reference 
[1]  Xiao-Ping Yang. Higher Education [M]. Chongqing: Chongqing Publishing
House, 2006, (7). 
[2 ]  von Victoria. Higher Psychology [M]. Chongqing: Chongqing Publishing
House, 2006, (7). 
[3]  Chenen Lun, Yang Ting. higher education policy and regulations [M].
Chongqing: Chongqing Press, 2006, (7). 
[4]  Peng Jianfeng, Zhu Xingdong. On the "brain power" to promote the scientific
connotation of the system [J]. Chinese talent, 2004, (1). % D % A [5]  Hu
Xianzhi. implementation of this strategy, a comprehensive strengthening the work of
[J]. Administration of China, 2004, (2).
. .. this article from [worry document] www.5udoc. com collection and collation,
thank the original author. / Center>