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Statistics show that in the summer of 2013, there will be 6.99 million college graduates out of the university, which is 190,000 more than last year, a record high. Most of the 2013 graduates were born in 1990. They are considered to be the first batch of 90 independent, rebellious, individualized, self-confident, and fragile people. They will face “the most severe employment season in historyâ€.
In stark contrast to this grim employment situation is the lack of talent in the laser cutting machine industry. As a technology-intensive industry, the talents of the Chinese laser cutting machine industry, especially the metal laser cutting machine industry, seem to have always suffered from "anemia." With solid theoretical knowledge, rich practical experience, broad knowledge, and passion for the laser cutting machine industry, it is suitable for those who are responsible for the company's technical or laser cutting machine products. There are many factors that cause such a situation in the laser cutting machine industry's talent market is not clear, such as the massive loss of technical talents and the rejection and resistance of the new graduates to the traditional industries in the course of job selection.
In addition, it is not difficult to find that the faster the market develops, the more the bottleneck of talent shortage becomes more prominent. There is a shortage of laser cutting machine R&D personnel and operators, and the existing universities and colleges lack corresponding counterparts, or there are corresponding specialties, but there is no high-end laser cutting machine for specialized practical teaching, so it is difficult to train students after graduation. The ability to operate directly. This issue is gradually affecting and plaguing the future development of the laser cutting machine industry in China.
From this we can see that in order to ease the "anemia" of the laser cutting machine talent market, we must first change the training methods, strengthen the in-depth cooperation between enterprises and universities, and take the market as the guide to cultivate the talents needed by enterprises and make skilled personnel. Learn to use it. At the same time, improve the assessment and incentive mechanism for high-skilled talents to provide talents with skills and creativity. In addition, it is necessary to expand the scope of cultivation of skilled personnel, establish a policy and institutional environment that promotes the emergence of skilled personnel, and gradually form a training mechanism and incentive mechanism with rapid development and high pay. Some experts said that when recruiting companies should accept some of the outstanding students, the application of internal corporate system training to shape the company's need for complete talent. This way, on the one hand, it makes up for the scarcity of corporate talent, and on the other hand it also contributes to alleviating the huge social pressure for employment and assumes corporate social responsibility!
Editing: kunshanwl
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