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1. Talents are the first factor in developing productive forces.

With the surging tide of scientific and technological revolution, talents, as the basic element of economic development, have become the most dynamic "first resource" and the key to determine the outcome. Who has occupied the talent highland, who can occupy the commanding heights of the cause, can be invincible in the competition in the international market, and can be the first on the road of development.

2. Talents are living resources.

Whether it is production or scientific research, each link should focus on "people". Its capital allocation and resource allocation are "driven by people". Other resources will flow wherever talents are, so that the allocation of production factors is always in the best state.

3. The "zero distance" of talent competition.

We should recognize the trend that talent competition in the world has no borders, enhance the urgency of talent demand, and actively respond to and participate in international talent competition.

The reasonable flow of talents has become an important part of human resource management in many enterprises. Practice has proved that the rational flow of talents plays a very important role. Through the flow of talents, the enterprise management can clarify the current situation of human resource allocation through data, better allocate human resources, and maximize the potential advantages of human resources. At the same time, the flow of talents is also the summary and improvement of enterprise human resource management, which is reviewed in development and developed in review, Realize a virtuous circle of enterprise human resource management.

Today, the competition of enterprises is increasingly manifested as the competition of human capital. Training, as an important task of human resource management, is undoubtedly an important means for enterprises to cultivate high-quality employees and improve their core competitiveness. At the same time, strengthening employee training is also one of the effective ways to change the economic situation of enterprises.

The training should be targeted, and different training plans should be formulated for different categories of employees. For operators, the main training content should be to improve the level of operating skills; For professional and technical personnel, the training of new technologies, new knowledge and improvement of innovation ability should be given priority; For managers, the main content should be to change traditional concepts, update knowledge and master relevant management knowledge. We should attach great importance to the training and cultivation of senior skilled personnel, senior technical personnel and senior management personnel. They are the company's greatest wealth, and their quality and level directly affect the company's development. Therefore, we should pay more attention to updating knowledge and changing ideas for these three types of senior talents.

Human resources are the strategic resources of modern enterprises, and motivation is an important part of human resources. It is to use various effective methods to mobilize the enthusiasm and creativity of employees, so that employees can work hard to complete the tasks of the organization and achieve the goals of the organization. To some extent, the use of incentive mechanism is an important factor determining the rise and fall of enterprises.

1. Material incentive is the main mode

As material needs are the first and basic needs of human beings, material incentive is the main mode of incentive. In China, due to the low income of employees, it is a very common incentive mode used within Chinese enterprises. Material incentive is mainly to improve the salary and welfare distribution system so that it has incentive function.

The first is to use the method of expanding the level, which has been reflected in the salary reform of the group company.

The second is to provide remuneration to reasonable suggestions and technological innovators (so that this part of the income accounts for a considerable proportion of employee income).

Third, improve various distribution mechanisms. For different types of personnel, units or departments with different work natures should formulate different salary plans to enable them to play an incentive role. For example, the salary plans of the management and technical personnel of the government departments and grassroots units, the personnel of the supply, sales and other departments, senior and general management and technical personnel, technical workers and ordinary workers, etc. should be different. We can improve the salary distribution plan based on the performance appraisal, so that it can meet the needs of different types of personnel and play the role of salary incentive.

Fourth, the management should grasp the driving force of enterprise innovation, take internationally accepted measures such as technology shares and profit commissions, and achieve a high degree of consistency between personal interests and enterprise interests through a fair distribution system, so that employees can feel that creativity is rewarded. Only when the distribution relationship is straightened out can employees focus on their work, give play to creativity and initiative, and truly realize the common development of individuals and enterprises.

2. Attach importance to non-material incentives

Non material incentives include the promotion of positions, the expansion of rights, and the improvement of status, which make them feel satisfied in spirit. At the same time, they also include training to improve their own quality and viability, such as further study and learning.

Everyone has the pursuit of position, rights, status, etc., which is determined by the social attributes of people. Therefore, when a person's work performance is very good, despite material incentives, there is still such a demand for job promotion, power expansion and status improvement. If this demand cannot be met for a long time, it will definitely seriously dampen his enthusiasm for work. Therefore, we must consider this need of employees and improve their work performance through timely incentives.