论文部分内容阅读
江泽民同志曾强调指出:“做好加入世贸组织的各项应对工作,人才是关键。”入世后随着市场竞争格局的变化,跨国企业更多更快地涌入中国抢占商机,其第一招就是找人才、挖人才、抢人才。如果说过去的人才竞争还属于“远距离接触”的话,如今已是直逼前沿,变为“零距离竞争”。在人才争夺战中我国企业明显处于被动境地。据一项对北京市150户大中型企业的调查显示,国有企业自1982年以来引进的大学以上员工流失率达64％,大多数流向在华的跨国公司和外资企业。内地企业高级人才有的流失殆尽,企业的技术“空心化”问题十分严峻。这些事实说明,入世带来的一个严峻的挑战是人才拼抢的挑战,目前面临的最大威胁是人才流失的威胁。我们国有企业必须从稳定人才队伍的目的着眼,建立现代人才管理机制,切实加大拴心留人的力度。
Comrade Jiang Zemin has emphatically pointed out: “Talents are the key to doing a good job in WTO entry.” With the changes in the market competition after China's accession to the WTO, multinational corporations are pouring more and more into China more quickly and seizing business opportunities. The first one Is looking for talent, dig talent, grab talent. If the talent competition in the past is still “long-range contact,” it is now almost imminent and has become “zero-distance competition.” In the battle for talent in China's enterprises obviously in a passive position. According to a survey of 150 large and medium-sized enterprises in Beijing, state-owned enterprises have introduced 64% above-the-college staff turnover since 1982, most of them migrating to multinationals and foreign-funded enterprises in China. Some high-level professionals in the Mainland have run out of businesses. The problem of “hollowing out” of enterprises is very serious. These facts show that one of the serious challenges posed by joining the WTO is the challenge of talent scrapping. The greatest threat now is the threat of brain drain. Our state-owned enterprises must focus on the purpose of stabilizing the workforce, establish a modern talent management mechanism, and earnestly increase the efforts to keep the heart and keep people.