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Members weigh talents crisis
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Song Yingwen
WU HONGJING, one of the first overseas students to settle down in Shenzhen, is now director of the Hongdy Industrial Co Ltd. As a local CPPCC committee member, his concern is more about the problems facing people in the same boat as him: overseas students with their own business in Shenzhen.
"You can't imagine how long the process of getting a business licence in Shenzhen takes: months are normal, sometimes over half a year," Hong said. The problem, he pointed out, is not difficult to solve, as government departments promised that they would try to offer special services for overseas students.
More serious, according to Hong, is that a lot of overseas talents have left Shenzhen for other big cities like Shanghai and Beijing. How can we urge the talents to stay after successfully luring them to the city? This is the issue that has persistently been asked by the members.
He Anlan, a member, pointed out that Shenzhen has few advantages in convincing talents to stay. First there are far fewer prestigious institutes and scientific research organs in Shenzhen that can offer the talents enough technical support for scientific research than Shanghai and Beijing. When young scientists in Shenzhen have to turn to Beijing and Shanghai for technical solutions, why would they choose Shenzhen to begin their career? Besides, little institutes and research organs mean fewer chances for training and promotion.
Secondly there is a serious waste of talents in some local companies. Educational background is overemphasized in these companies, but they cannot offer enough posts for these gifted young people of strong education backgrounds. The lack of an effective system to manage talents in the city makes the problem worse.
The members suggested several solutions. For starters, they say the government should create an active academic research base to cultivate scientific researchers and should also set up a talent management system. By giving evaluation to the employees of these talented persons once a year, the government can co-ordinate between the employees and employers to avoid waste of human resources. Investment in on-the-job training ensures more room for further development and is also strongly recommended.
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