What is talent?

Talents refer to people who have certain professional knowledge or skills, engage in creative work and make contributions to society, and are laborers with high ability and quality in human resources.

Basic explanation

1. [Talent]: Talent refers to people who have certain professional knowledge or skills, engage in creative work and make contributions to society, and are laborers with high ability and quality in human resources. (the Central Committee of the Communist Party of China and the State Council issued the Outline of the National Medium-and Long-term Talent Development Plan (20 10-2020) on June 6, 1965). Specifically, in enterprises, the concept of talent is as follows: it refers to having certain professional knowledge or skills, being able to meet the requirements of post ability, and being able to carry out creative work. The total number of talents in an enterprise includes management talents, management talents, technical talents and skilled talents. Management talents refer to the heads of units and departments of enterprises; Management talents and technical talents are intermediate and above professional and technical qualifications or bachelor degree or above; Skilled talents refer to those who work in production skill posts, have skill levels above advanced technology or have professional and technical qualifications. 2. [Beautiful]: refers to beautiful appearance and considerable talent. 3. Also called "talent"

Basic meaning

meaning

1, human talent. 2. Talented people. 3. People's appearance. 4. refers to a beautiful woman. 5. Contributing people. In ancient times, talented men were called talented women. How to define talents? Traditionally, we call people who are well-read and knowledgeable as talents, but modern competitive society has a new understanding and definition of talents, and whether they have professional quality has become a basic symbol of talents. "Investment is the business of management talents". This sentence shows that the essence of business competition is the competition of talents. Only by retaining and making good use of talents can we win in business competition. In fact, there are no absolute talents in the world, and talents are constantly learning through practice.

Talent statistics caliber

Although there is a new definition of talents, from the current statistical caliber of our country, the so-called talents are still staff with technical secondary school (vocational high school) or above or junior titles.

Talent job hunting

Talent job-seeking channels

It is the most common for ordinary talents to apply for jobs through online recruitment and on-site recruitment. Because it is convenient, the recruitment information is centralized, and it is inconvenient to recruit through the site, take the bus or other factors. There are several job-seeking channels: comprehensive: worry-free future, Zhaopin, ChinaHR.com. Com, local: all major cities, such as Shanghai Talent Network, Beijing Talent Network, Guangdong Specialist Network, Dongying Construction Talent Network, etc. Major: Bearing Talent Network.

Talent standard

1. Good personality. 2. Have professional knowledge in a certain field or certain fields on the basis of extensive knowledge. 3. According to the analysis of EQ sociologists with high efficiency, strong methods, insight, hard work and creative thinking, the first-class occupations in 2 1 century belong to high IQ groups. Therefore, in recent years, domestic enterprises have spared no expense to recruit high-level intellectual talents with an annual salary of 500,000 yuan and 1 10,000 yuan to form enterprise high-intelligence groups. The new professional structure requires higher and higher quality of senior talents. The senior intellectuals in the future are neither pure technical experts nor experts proficient in the art of leadership. They should not only be competent for effective management, but also effectively lead their teams to meet new challenges and work together to achieve the established goals. However, what is the standard of "senior talents"? It can be said that different people have different opinions.

Ability is better than knowledge.

The talents that enterprises need are not candidates, but people who do things. In the face of increasingly fierce market competition, the survival and development of enterprises depend on one end, that is, the ability of talents. In recent years, large enterprises in developed countries have spared no expense to find a senior intellectual with an annual salary of 65,438+10,000 $200,000. They are far-sighted and innovative, and at the same time, they are good at listening to other people's opinions and know how to foster strengths and avoid weaknesses. Their capabilities should be composed of the following parts:-technical and business capabilities. After China's entry into WTO, the society will need more talents in computer development and application, product marketing, pipeline engineering and electronic engineering. People who don't have excellent skills or can only talk on paper will inevitably be eliminated by market competition. -Ability to organize and plan. Nowadays, many organizational abilities that are considered to be possessed by a few leaders will become the focus of employee selection after China's entry into WTO. For example, setting up workflow, formulating marketing policies, uniformly allocating financial and material resources, and coordinating the assignment of tasks all require high-standard organizational planning ability. To give full play to people's initiative, we should not be limited to the traditional mode of step by step. -Persuasion and communication skills. That is, language ability, people who know how to express information and ideas and can listen. Communication between companies requires employees to be able to cope with more and more interpersonal relationships and have higher and higher lobbying ability. At the same time, in a fast-paced work environment, internal communication is more important. Although time is precious, there is no motive force and source for development without communication. -Numbers and computing power. This ability is not necessary for science and engineering. Most talents should have it after China's entry into WTO. The coordination between departments and the smooth connection of company operations are inseparable from numbers and calculations. -Imagination. It is a skill that all white-collar workers need. Full of imagination, it is conducive to collecting and acquiring extensive and massive information and knowledge; Imagination can also broaden the thinking methods and observation horizons. In other words, imagination can promote creativity and innovation ability to a certain extent. -the ability to connect arts and sciences. The integration of arts and sciences requires employees to learn to use their personal talents to improve their work experience, and the integration of various knowledge can improve work efficiency. Combining the accumulated educational experience of liberal arts with the professional skills of science will be the most valuable learning direction for white-collar workers tomorrow.

Achievement transcends potential

Headhunting companies basically don't find jobs for people who can't find jobs, but only find people who don't worry about jobs for enterprises. According to the person in charge of headhunting in South China, generally speaking, the talents they hunt must have at least 5 years of work experience, and some even exceed 10 years, because work experience is the basis for talents to further exert their own value. Job performance is also an important indicator for them to inspect their "prey". Excellent work performance is true and most convincing. Only the outstanding performance in the past can predict the future work potential. For example, if the "prey" is a sales manager working in South China, it is necessary to compare the sales figures of the same department in the year before he took office with the average sales figures in the years after he took office. If the two figures are basically the same, it proves that his ability is average; If there is a substantial increase, it can be said that he is a talented person with strong working ability. For a technician, the standard is to see what certificate he has obtained, the effect of the developed project, the influence and so on. Of course, this cannot be generalized, because there are differences in different industries. For example, market development pays more attention to innovation than years of experience. Bole Management Company recently published a report on the changes of headhunting market in the past five years. According to the report, in the past, headhunters could roughly classify candidates according to local talents, local talents with overseas experience and overseas talents with local experience. Now, the only criteria to distinguish candidates are personal performance and work record. Nearly five years of grass-roots work experience and a deep understanding of the China market are more important than fluent English. In the past, various potentials were the basis for measuring leadership, and the new standards pay more attention to past achievements. Old standard-maintain good relations with enterprises and government departments; Ability to create new opportunities; Understand the joint venture policy; Skills of expanding business. New standard-having a successful record in a specific subject; Able to successfully complete tasks under challenging environment and conditions; Ability to apply professional skills obtained from other mature markets to new fields; Excellent interpersonal management skills; Experience in successfully establishing the best organizational model; We can train and develop new people from the grassroots level.

Annual salary replaces education?

Fortune magazine in the United States commented on Jinling in this way: he is between 25 and 45 years old, well educated, with certain work experience, business planning ability, professional skills and certain social relations resources, and his annual salary is between 6.5438+0.5 million US dollars and 400,000 US dollars. According to the questionnaire survey of 9956 urban high-income families conducted by the Urban Social and Economic Investigation Corps of the National Bureau of Statistics in Beijing, Shanghai, Zhejiang and other 10 provinces and cities, the monthly salary of the "golden collar" high-income class is mostly above 10000 yuan, and they own a house of their own with a market price of about 800,000 yuan, an imported car or at least a domestic car made by Audi and Santana. Diet should not exceed 1/4 of the total household expenditure. Some experts believe that the annual salary of 6,543,800 yuan to 200,000 yuan belongs to intermediate talents, and the income of senior talents is more than 200,000 yuan. There are many highly educated people with high scores and low abilities. Moreover, at present, fake academic qualifications are rampant, and the standard for measuring talents with academic qualifications is the old imperial calendar. If the doctor can't bring economic benefits, then it is hard to say that he is a senior talent; On the other hand, those who can bring huge market benefits are mostly high-quality talents; In addition, a person with academic qualifications and professional titles, even if he is not highly educated and has no professional title, is constantly learning and enriching his knowledge to adapt to society. Such people are obviously middle and senior talents. It is certainly not the most appropriate to use annual salary as the standard of so-called middle and senior talents, but it is also feasible to use annual salary as the standard of human capital in the absence of better standards. "Heroes don't ask the source", not stick to one pattern. Real talents are no longer tied to education, origin (nationality) and work experience. A humble family, a villager, or even a "doorman guarding the city gate" may be a strange man. The aura of high education will gradually fade away, and the real test of talents is the market, not the input-output ratio. Enterprises have the most say in the evaluation of senior talents, because they use the "horse racing" form of market mechanism to select talents in an eclectic way. Because "horse racing" is an open competition, under the unified rules, everyone knows which horse runs fast. There is no need for Bole to "flatter" because "a swift horse is common, and Bole is absent", which can avoid Bole's own bias. It is senior talents who "compete" through the "horse racing" mechanism, and enterprises will naturally give high annual salary, so it is not unreasonable to use annual salary to measure whether they are senior talents.

The view of big talents challenges the view of small talents.

What kind of talents are talents? Do you mean people with high professional titles and high academic qualifications? The concept of "great talents" is gradually being established in Shanghai. According to the statistics of Shanghai Personnel Bureau, more than 1 100 domestic talents have obtained Shanghai residence permits since the city closed the Blue Seal account and introduced the residence permit system two months ago, and 20% of them have no bachelor's degree or above. Among these holders with bachelor degree or below, there are artists with high school education, actors with technical secondary school education, and many skilled workers and managers. After completing the special questionnaire survey and reaching the "passing line", they obtained Shanghai residence permits with a term of one year, three years and five years respectively. This special questionnaire is called "evaluation scoring system". In the past, "bachelor degree or above, intermediate title or above", which frequently appeared in the Regulations on Talent Introduction, was replaced by 14 in this system. Although the "evaluation scoring system" considers the applicant's professional title and education, it highlights his comprehensive ability and professional level, and can score professional training certificates that have obtained professional qualifications, invention patents and recognition; The evaluation and recommendation of special talents by industry associations are also included in the score. At the same time, the Shanghai Personnel Bureau is working with relevant departments to formulate scoring standards for various special skills such as traditional crafts, arts and crafts, culture and sports. It should be said that it is a reasonable and easy-to-operate method to judge whether a talent is qualified by professional title and education. After all, professional titles and academic qualifications are a kind of qualification recognized by the state, which provides the academic level and professional level of "talents" at a glance, but we must also see that this standard cannot be absolute. First of all, as far as the current situation is concerned, the evaluation and identification of professional titles and academic qualifications are often mixed with some complicated factors, which cannot represent a person's full and true level. Secondly, talents are targeted, that is, they are only useful in a certain field, an industry or even a unit or an enterprise. In this context, it is too broad to draw a clear line between professional titles and academic qualifications, which may make it difficult for talents to choose a good tree to live in, and it is difficult for employers to only use talents; In another sense, this kind of drawing line is too narrow, which makes people who have no professional titles and academic qualifications go home empty-handed. With martial arts, employers are left to look at the ocean and sigh. This can be said to be a double waste of resources. Finally, there is a tendency to simplify the identification of talents in some places. This simplification means that only professional titles and academic qualifications that can only reflect people's local abilities are divided; Second, it means that the identification of talents is thick rather than thin; Third, it means that it is led by the personnel department, not the actual need. This tendency is equivalent to a spoonful of talents. For employers, it may cause the embarrassment that although talents are attracted, they have no appetite. Therefore, the concept of "great talents" being established in Shanghai has realistic pertinence. It not only relaxes the orientation of talents from the direction, but also improves the process of talent identification from the technology. This change is fairer to talents, which will undoubtedly meet the actual needs of employers and the needs of social development in many aspects and levels, thus making China's talent market more active and injecting more fresh power into China's market economy construction. The concept of senior talents in the new century is no longer based on those academic qualifications and professional titles that you once owned and enjoyed for life, but more realistic: some people are talents today, but not necessarily tomorrow; Not a talent, but b talent.