In his speech at the 2016 production mobilization conference, the chairman said: "Our photosynthesis will adjust and improve the industry and product structure based on market demand, and unswervingly follow the development path of modern agriculture supported by science and technology. The east wind of the 'Thirteenth Five-Year Plan', and strive to realize the 'Thirteenth Five-Year Plan' of our photosynthesis." The construction of three centers and one base is the best opportunity to promote the company to a higher goal at this stage. Our vision is to build an international The first-class photosynthetic aquatic product R&D center. Then we need some talents from all directions with beautiful dreams and profound knowledge to gather here. At this moment, the construction of talent echelon plays a huge supporting role in our photosynthetic development.

What is the talent echelon? , as the name implies, talents are in place like a ladder. To be precise, when the current talents are playing a role, take precautions to cultivate the successors of this batch of talents, that is, make a good talent reserve. When these talents change, they can be timely. Supplement and replacement, and the successors of this batch of successors are also undergoing training or training, thus forming talents of different levels. The purpose is to ensure that there are successors who can take office quickly when talents flow and avoid the company's talent gap.

1. Analysis of the current situation of the company's talent echelon construction

(1) Analysis of the current situation of personnel:

There are 294 employees, including 1 doctor, 4 graduate students, 49 undergraduates, 40 junior college students, and 27 technical secondary school students.

Key position personnel statistics table

The composition and classification of the company's personnel structure: production line, technology research and development, marketing system, service management.

1. The proportion of middle and senior management students in the company accounts for 96.2%, and 82.4% of them have worked for more than 10 years, and most of them graduated from the major and grew up in the company step by step. They are integrated into the corporate culture and loyal to the company and work. The degree is relatively high, basically belonging to the camp, the main country.

2. 73.5% of directors and field supervisors have worked for more than 5 years. Most managers at this level are promoted by old employees and are loyal.

3. 100% of the technicians have worked for less than 5 years, and most of them have come to work in the company in the past two or three years, especially the R&D center. After the introduction of this group of college students, various cultural and sports activities have been carried out, and there are no more R&D projects. There is a shortage of staff.

(2) Analysis of existing problems

1. Constraints of team structure:

Among the 294 employees, there are 174 production personnel (including 74 in Clam Post), 51 in marketing system, 34 in service management (base accounting), and 35 in R&D team.

Analysis: The ratio of R&D personnel is only 11.9%, which is relatively low. Moreover, the R&D technicians are all around 25 years old, their experience and skills in all aspects are not too mature, and the relative stability is not too high. The proportion of college students in the production line is 18.4%, which is relatively low.The lack of innovation is reflected in the upgrading of the system.

2. Analysis of high employee turnover rate

At the time, there were only a few college students majoring in aquatic products, but now the company has attracted more than 100 talents from major universities across the country to gather here to take root and start businesses. Many people From an ignorant teenager at the time, he grew into the company's executives, middle-level managers and professional and technical backbones. However, in this process of transformation and growth, spring and autumn have come, come and go, and college students who have left the company for various reasons. There are also as many as 100 people, especially the students in the production line. Many people choose to give up or leave because they can’t see hope or can’t wait for the day they want to come. Looking back on the past few years Staff turnover is as follows:

Employee turnover statistics

2012 was the first year when the company began to expand its operations and prepare to go public. Due to the insufficient talent pool in the early stage, with the rapid expansion and expansion of operating projects and businesses, there were many shortages of personnel, so they kept recruiting, interviewing, and entering jobs. Due to various reasons such as training, integration of corporate culture, and non-contact at work, the turnover rate of employees is relatively large, and at the same time, the high turnover rate of personnel also brings waste to the company in talent training. Beginning in 2014, with the steady development of the company's operations, the planning and adjustment of main projects, the company has strengthened its emphasis on talent management, and the management ability of each person in charge has improved, and the turnover rate of employees has also decreased. From 2015 to 2016, the stability of employees has been greatly strengthened, especially in terms of recruitment, abandoning the phenomenon of rapid recruitment due to large personnel gaps in the past, but can choose to introduce some excellent talents suitable for the company's development, and the company recruits people. , Employing and retaining people began to enter a virtuous circle of development.

According to our research, the main reasons for employee turnover are as follows:

1. When I was in school, I had a dream. When I came to the company, I saw that the reality was far from the dream, and I had no confidence.

2. The working conditions are too hard and the environment is difficult to adapt to.

3. There is a difference between the salary and the expected value.

4. After working for a period of time, the development space that I want has not been achieved, and I feel that the prospects are not optimistic.

In fact, most people have good visions for their future, and hope to make achievements, develop and improve in their work and life. Most employees want to be promoted in a position, which will give them more compensation and, of course, greater responsibility, which also brings them a greater sense of self-fulfillment and satisfaction. However, there are only a handful of positions promoted by the company every year, and everyone cannot be promoted, so hiring and retaining people will be a bottleneck.

2. Some thoughts on the construction of photosynthetic talent echelon

1. The construction of talent echelon must adapt to the development needs of the company

For many years, Guanghe has been engaged in our aquaculture industry with the mission of "producing ecological quality products and benefiting thousands of households". In 2016, the chairman proposed the "13th Five-Year Plan", and the construction of the new three centers and one base also In full swing, after completion, we will build an international-level photosynthetic aquatic product research and development center. The company receives interns from various colleges and universities every year, ranging from hundreds to dozens. It also introduces many outstanding talents in this way. Most of our key talents are introduced in this way. , plays a vital role in the development of our company and the mainstay. At present, the company has one doctor and two graduate students in the front line of scientific research and production. For the grand blueprint after the completion of the new R&D center, the strength of high-level scientific and technological personnel is still far from enough.

1) Improve the innovation ability of scientific researchers

With the construction of the new R&D center, our scientific and technological research and development capabilities need to be improved. We need to improve the research and development capabilities and technical level of existing scientific researchers through various trainings. We also need to introduce a group of professional skills with outstanding professional skills and high level of knowledge. Doctoral students and postgraduates who can bear hardships and stand hard work and can play a role can complete all key research projects through the improvement of high-level research and development capabilities.

2) Consolidation of the enthusiasm of the production staff

The company's biggest supporting industries in the past few years are the crab seedling industry and the clams and shellfish breeding industry. We must mobilize the enthusiasm of the production personnel and explore other seedling breeding projects on the basis of mature projects. For the employees who have been stationed in the production base in the outer domain for many years, we need to pay more attention and support to them to solve their worries.

3) Strengthen the service awareness of service personnel.

Service managers should strengthen their awareness of service, effectively combine management and service, smooth their thinking, and raise their work to a higher level.

2. Suggestions for consolidating, stabilizing and consolidating the team

1) Development is the last word. Without the development of the enterprise, employees will have no hope and no more opportunities. It is recommended that the leaders of the enterprise should not forget their original aspirations, take the growth of photosynthesis as their responsibility, and devote themselves to the top-level design of photosynthesis development, so as to help employees. Bring hope.

2) Go to the capable, and let the equal. If the enterprise develops, can everyone realize their own career plan? When promotion is not possible, various job rotations can be carried out: such as AB post, job rotation mechanism, accepting new work tasks and corresponding training, etc. Through scientific assessment methods, we can quantify the responsibilities of each position, so that employees can find their own sense of achievement, and enable capable employees to be quickly promoted to suitable positions.

3) Strengthen training and learning. Carry out various skills training, responsibility training, and various management training according to the needs of employees, so that everyone can grow up quickly. It is necessary to build a learning team, let employees clarify the purpose of training, and change to learn for me. Only a team that loves learning can be called a motivated team. Through learning, everyone can give full play to their potential. Suggestions for the development of photosynthesis.

4) Construction of corporate culture. Gathering the strength of the team through various cultural and sports activities is not limited to the large activities held regularly by the whole company. Small activities in each department are the best way to mobilize everyone's enthusiasm and increase cohesion. It is flexible and diverse, and various activities according to local conditions should be frequent. period.

5) The treatment attracts and retains people. To attract and retain people with various favorable treatment such as salary, performance, benefits and bonuses, you can also try long-term incentive methods such as equity incentives and equity dividends, so that each employee becomes the master of the company.

6) Various forms of attracting talents to join the photosynthesis business. By walking into the school, inviting students to come to the company for internships, visits, research and other activities, to find capable, energetic and ambitious young students, and to provide innovative and entrepreneurial projects, venture capital and other methods to encourage college students to participate in photosynthetic project innovation and entrepreneurship , so that they can be injected with photosynthetic genes at the beginning of their growth, which can quickly cultivate and introduce a group of talents.

The company's 13th Five-Year Plan has been clarified, and we need to move forward steadily according to the plan. Guanghe already has a large number of excellent employees. In the future, we will introduce a group of aspiring young people to dedicate their youth and talents. We must give everyone some The new hope and expectation will make our team more solid and make the pace of progress more stable. Let us all join hands to create a beautiful blueprint for Photosynthesis.