“人才匿乏,累死老大!需要引进职业经理人,但职业经理人却又在伤口上撒了一把盐!”江苏琼花集团董事长于在青这几年一直为人才的问题心力交瘁。在江苏,于在青素有“求贤若渴”的美名,每年都要大规模招聘人才,可大多数找来的人才又在长时间得不到信任、找不好角色定位之后离他而去,流失率高达90%左右!原集团总经理顾宏言即是一个例子。1989年,时任河海大学成人教育处处长及校办产业处处长的顾宏言被派到江苏邗江县挂职锻炼。他上 “Talent shortage, tired boss! Need to introduce professional managers, but professional managers sprinkle a salt in the wound! ” Jiangsu Qionghua Group chairman Yu Zaiqing in recent years has been the problem of talent hardworking . In Jiangsu, there is a reputation in the world that there is a “desire for excellence.” Every year, large-scale recruitment of talents is required. However, most of the recruited talents can not gain any trust for a long time and can not find a good character. Away from him, the loss rate as high as 90%! Gu Hongyan, former general manager of the Group is an example. In 1989, Gu Hongyan, then director of the Adult Education Department of Hohai University and director of the Industry Office, was sent to work in Qijiang County, Jiangsu Province. He is on