At present, many Chinese enterprises are faced with the "three difficulties" of the appointment of senior high-ranking talents and the "four challenges" of the new generation of talent appointments. In order to cope with the digital economy, BCG suggests that Chinese enterprises subvert the existing management framework and set up a highly qualified environment, mechanism and tool system to achieve a win-win situation between talents and organizations, aiming at the internal demands and group characteristics of senior high level talents and new generation talents respectively.
The trend of talent in the digital economy
Under the digital economy, the importance of skills that can not be replaced by technology is becoming more and more important. However, the structural shortage of high-quality talents in the labor market has become the core bottleneck that restricts the development of many Chinese enterprises. Secondly, the digital economy is stimulating the digital transformation of various industry organizations, which has intensified the competition for talents among enterprises, especially the high demand for high order, scarce digital talents and cross-border talents, and the new issues on how to effectively manage them after the enterprises have succeeded in attracting them. Third, in the digital economy, the post-90s and the 95 after the new generation become the main force of the workplace. The distinct personality characteristics, the employment culture and the values of this group also challenge the traditional talent management model of the enterprise.
1. macro level: shortage of high-quality talents in the labour market
From the stock perspective, at present, China's highly skilled personnel account for only 4% of the total labor market, 20% of the general skilled personnel, and the most are unskilled labourers. Especially for digital talents, in the talent market in the fall of 2016, IT management / project coordination, software / Internet development / system integration and hardware development accounted for three of the ten high salary occupations, reflecting the current situation of the shortage of talent.
From an incremental perspective, due to the aging of the population, the overall workforce in China will continue to decline, from 911 million in 2015, 830 million in 2030 to 700 million in 2050. However, in the case of the total decline, the skill and quality level of college graduates who account for half a year of the new labor force are not optimistic. At present, there is still a gap between the higher education system in the future and the practical aspects of the key applied skill training represented by digital skills. This short period of time is expected to continue to maintain the shortage of high-quality talents.
2. middle view: Organization digitalization transformation intensifies talent competition
Digital technology has deeply changed the business logic of many traditional industries and brought about a large number of emerging fields of employment demand (detailed report on employment and talent research under the digital economy (the first part) "), especially the transboundary talents who can use digital technology in the vertical industry and understand the Internet and the mode of operation. It requires both digital thinking and ability, and familiar with the business mode and process of the industry. For example, the digital transformation of banking industry produces a large number of digital content, user experience design, social media management, mobile interface, digital payment of cross-border talent needs. As for the upgrading of smart manufacturing, enterprises need to introduce industrial data scientists as key posts - not only have the ability to program, but also have a deep understanding of the manufacturing processes and the IT systems of the enterprise, and continue to track the industry's latest method of applying industrial data. Driven by digital technology, the integration of online and offline retail channels makes enterprises more attractive to understand retail talents with full channel operation mode.
The chief digital officer is a kind of transboundary talent that the big enterprises are scramble for, which is different from the general technical personnel. This position is very demanding for the talent's compound ability: not only needs the skill of the digital technology, but also needs to know the industry and the enterprise needs, and makes the overall direction of the technical solution; not only needs the technical solution, but also needs the whole direction of the technical solution The leadership of a digital team and a soldier to fight is more needed to stimulate the very strong digital influence within and outside the organization: as the spokesperson for the digital change, the understanding and consensus of the whole staff, especially the important opinion leaders, on the digital business ecology may involve the complex interaction system and culture within the organization. The forbidden area, even the high-ranking leaders, may not easily shake.
At the same time, the field of digital basic services has also become an important source of talent demand. At present, among the ten largest industries in China's job market, Internet / e-commerce, computer software, IT services (system / data / maintenance) have accounted for three of the industries that are strongly related to the digital economy. Software / Internet development / system integration and Internet product / operation management have also become the ten most demanding jobs in the fall of 2016, some of which still come from Internet players, and the other is a powerful drive for the digital transformation of traditional organizations. In the world, the contention for high gold digitization top talent has spread from traditional technology companies to traditional industries, even between enterprises and Universities: 40% of scientists hired from the Carnegie Mellon University Robotics Laboratory in Uber2015; General Electric was set up by GE Digital at the end of 2015, from CISCO, SAP, IBM and so on. The company recruited the most attractive treatment; CNN politics hired the top technical staff of BuzzFeed, a news aggregator website.
3. micro aspect: Digitalization and new employment characteristics of new generation talents
As the main force of employment in the future digital economy, both digital and new generation talents have the characteristics of large liquidity. In the 2016 spring job season, the IT/ communications / electronic / Internet industry white-collar workers and the actual job hopping actions of the post-90s are higher than those of the same type of people -- for digital talents, this can be used.