CEO SUMMARY

Alex Seah

If you look at the industry developments in the recent years, you will find intelligent and digital technology prevailing in all walks of life. The traditional industry as we know it is no longer the same because enterprises are upgrading their business philosophy and technology. With the government putting more money into new infrastructure, the construction of 5G base stations, UHV transmissions, inter-city high-speed railways and urban railways, new energy charging stations, big data centers, artificial intelligence and the industrial Internet, more jobs and talent demands are bound to be created. According to the ‘2020 New Infrastructure Talent Report’, the demand for core technical personnel in new infrastructure is expected to reach 4.17 million people by the end of this year. Taking the 5G industry as an example, the investment and development of this industry is about to enter a golden period in the next five to ten years. It is estimated that in 2030, this industry will create over 8 million positions directly and 11.5 million positions indirectly. Therefore, we can see that the demand for highly skilled talents may multiply day by day. The ‘pursuit for changes’ and ‘flexibility’ will be the key to competitiveness for future jobs. Talent with innovative thinking, adaptability, and quick learning skills will be very much needed.

纵观近几年的行业发展，从各方面都能感受到智能化、数字化趋势在各个行业的渗透，普遍观念中的“传统行业”不复存在，企业无论是在经营理念或是技术水平方面都在不断的更新迭代。随着政府方面持续加大对新基建的投入，所涉及5G基站建设、特高压、城际高速铁路和城市轨道交通、新能源汽车充电桩、大数据中心、人工智能、工业互联网等领域产生了更多新兴的岗位，催生新的人才需求。根据《2020年新基建产业人才发展报告》，我国新基建核心技术人才缺口预期年底将达417万人。以5G产业举例，在未来的5到10年间， 5G产业投资发展将进入黄金时期，预计到2030年，5G产业可以直接创造超过800万个就业岗位，间接创造约1150万个就业岗位。由此可见，未来对于高端应用型人才的需求将会与日俱增。“求变”“灵活”将是未来岗位竞争力的关键词，具备创新思维、有较强的适应性和快速学习能力的人才将成为核心紧缺人才。

Having gone through the black swan incident of the global epidemic in 2020, enterprises have to bear in mind a sense of crisis and realize that talents are essential for sustainable development. How to keep and train them will be a new challenge for these companies. Under the backdrop of globalization, more domestic private enterprises are trying to go global, and they also improved their company structure and culture so as to attract excellent talents. Compared with mature management methods in multi-national companies (MNC), local private companies give broader space for professionals to develop and realize their own values. As a result, quite a few executives in MNCs choose to turn to private companies for better development. According to the CIER Index Report published by the China Institute for Employment Research in Renmin University of China, MNCs were less popular than before in the job fair. In recent years, the CIER of private companies is higher than that of MNCs. The statistics in the 2Q2020 report suggested that the epidemic has led to a decrease of CIER both in private companies and MNCs. However, the CIER index of private companies was 0.88, still higher than that of MNCs, which was 0.5. (CIER Index is used to demonstrate the employment situation in China, its calculation formula is CIER = the number of employees needed in the market / the number of candidates who applied for jobs)

经历了2020年全球疫情爆发的黑天鹅事件，企业更应具备一定的危机意识，想要有可持续性的发展，人才的储备必不可少，如何能够更好的“留”“育”人才，是企业所面临的一项新挑战。在全球化的经济浪潮下，国内民营企业的国际化案例趋势性增长，民营企业内部不断提升组织能力以吸引更多优质人才。与外商独资企业成熟的管理模式相比，民营企业有更加宽广的发展空间给到职业经理人，是更好的实现自我价值的平台。不少外商独资企业高管权衡之下转而选择加入民营企业继续发展。根据中国人民大学中国就业研究所发布每年发布的《中国就业市场景气指数报告》也显示出了外商独资企业在招聘市场遇冷的境况。近几年，民营企业的CIER指数皆高于外商独资企业的CIER指数。受到疫情影响的2020年第二季度《中国就业市场景气指数报告》中，民营企业与外商独资企业的CIER指数均有下降，但民营企业仍以0.88高于外商独资企业的0.5。（CIER指数是用来反映就业市场景气程度的指标，其计算方法是：CIER指数=市场招聘需求人数/市场求职申请人数。）

Under this circumstance, both private enterprises and MNCs are concerned with attracting and retaining core talents, hence putting more emphasis on employer branding. Judging by the Global Report of Employer Brand Research, companies with excellent brands receive twice the number of resumes than normal companies do while the former ones don’t have to pay extra money for that. Those with a worse reputation may have to pay more than 10% of hiring cost. The effective ways to improve employer branding are to pay attention to the needs of talents in salary, corporate value, promotion mechanism and training opportunities. The stronger the employer brand, the more excellent core employees may be attracted to the company.

在这样的境遇下，如何吸引和保留核心人才成为了不论民企还是外商独资企业最为关心的话题，所以“雇主品牌”作为这个话题的有效工具孕育而生。通过《全球雇主品牌调研报告》可知：“拥有优秀品牌的企业收到的简历数是普通企业的两倍，并且他们不需要花费额外的招聘费用；而声誉不佳的企业要多付出10%的雇佣成本。”真正关注到人才在薪资、企业价值、晋升机制、提供的培训发展机会等方面的需求是提升企业雇主品牌效应的有效方法。强大的雇主品牌效应可以为企业带来更多和更优秀的核心员工。