[ China Agricultural Machinery Industry News ] In recent years, agricultural graduates are afraid of hardship, high risk, low treatment and other ideas, and are reluctant to go to work at the grassroots level. At the same time, many agricultural-related units also refuse to accept the reasons such as insufficient funds and full staff. graduate. These reasons have made the current employment of agricultural graduates difficult.
Talent shortage has become a heart disease in agricultural development
Many agricultural enterprise bosses are basically faced with such practical difficulties, unable to find talents; it is hard to find one and still can't stay. I recently read a document saying that the problem of small and medium-sized enterprises is that they lack talents and financing, and they are placed on agricultural enterprises, especially. As the so-called thousands of troops are easy to get, one will be hard to find, there will be no good talents, the management of enterprises will not go up, the technology will not keep up, the benefits will certainly be affected, and it is the fundamental plan for the development of enterprises. But why are people in agricultural enterprises so hard to find?
First of all, there are fewer agricultural talents.
Affected by traditional ideas, when talking about agriculture, everyone first thought of working in the countryside. Who is willing to go to the countryside because of the huge gap between urban and rural conditions? And those students who are hard to get out of the countryside will not easily give up the opportunity to jump out of the farm gate, and then learn some of the profession back to the countryside.
In addition, many of the traditional agricultural universities do not follow the trend of the market economy. Some have engaged in humanities colleges, and some have even opened business schools, and have transformed into comprehensive universities. Under this circumstance, college students Certainly not much. I understand that the animal husbandry program in agricultural colleges is one of the most sought-after professions. Even the job fairs are not used, and graduates are hired. But even so, it is still difficult to recruit students professionally. You can criticize that ideas are not liberated, social values ​​have problems, but can they be easily changed?
Second, there are fewer farmers who are willing to engage in agriculture.
I studied agriculture. At that time, some people shouted that learning agriculture and forestry was equivalent to investing in wrong tires. The final result after graduation is definitely to change. The main reason is the poor production and living conditions in the agricultural industry. Large-scale aquaculture enterprises must be built in the lonely mountains and mountains away from urban and rural areas and villages. Not only people smoke, but life is very inconvenient. There is no bar in the evening before the city, there will be no bar ktv, there may be no wifi, or even "spring." "There is no home for 24 hours of hot water." The epidemic prevention of large-scale farms is also very strict. It is a girlfriend who will appear in the game. It has to shift jobs in advance. When it comes back, it has to be disinfected and isolated. In this case, how can young people stay? Some bosses have asked me this way. You are doing youth work. What happened to the young people now? A monthly salary of 1,500 recruited typists, came a bunch of graduate students; 3,500 recruitment production managers do not come. I smiled and said that this is precisely the "rational man" choice in economics. Not to mention that agricultural enterprises are generally profitable, and the salary standards they set are not high in themselves, and they are at a disadvantage compared with urban enterprises.
Third, the talent channel is narrow.
Even if you open a high salary and give you a warm feeling, it is difficult to retain talent for a long time. Because the agricultural enterprises are generally small, and generally do not have the modern enterprise system and mechanism, the bosses of enterprises generally lack the modern enterprise management concept. The management methods are traditional and simple. The talents are doing a good job in the agricultural enterprises, or they are still working. They may be in management. It is also difficult to accept the methods and methods, not to mention the impact of real factors such as returning to the city and inconvenience.
Among the agricultural enterprises that I have contacted, many managements of the enterprise are family-owned. It is difficult to integrate opportunities for outsiders, and there is no socialization in property rights, and there is no personalization. It can only be expressed as this is our family, father and son. How the distribution of husbands and wives and brothers is not clear has formed a hidden danger of internal disputes. In these years, the family tide of private enterprises has already staged many fathers and sons to become enemies and couples to turn against each other. As an external hiring staff of a company, it is difficult to have a large space for development. Once there is a dispute within the enterprise, it is more likely that "the city will catch fire and fish." It’s no surprise that you choose to leave.
Fourth, talent supply and enterprise development are difficult to match.
There are two types of talents that agricultural enterprises need, one is tube technology, how to standardize production, how to reduce the risk of disease, how to improve quality, etc., very professional, non-professionals can not serve; one is engaged in business management How to manage employees, how to develop markets, how to run fund projects, and so on.
But unfortunately, these two types of talents are all in the management side of the enterprise. It is difficult to integrate. There must be a generalist who knows both (not necessarily special), and the former classified professionals are hard to find. This generalist is even harder to find. When Liu Chuanzhi selected Chen Shaopeng at the helm of Lenovo Agriculture, he said, "Which person chooses to be a PC to do agriculture? Later, we studied it. Do you say that it is a breeding industry, or is it suitable for agriculture and rice farming experts? It's not suitable, because in addition to planting, there are many areas of transportation, management, and sales. In fact, it is necessary to have a person who really understands the operation of the company to start.†The big group like Lenovo has natural talents and some talents. But what about a typical agribusiness?
Fifth, it is closely related to the boss's employment concept.
I have observed the concept of employing people in agricultural enterprises. There are roughly the following:
One is the kind of cronyism, lest the enterprise's real power fall into the hands of others. Not only does it not have real power, but it is also very tightly targeted, and there are many demands. The talents are uncomfortable, and it is definitely an early job change.
The other two are other types of maps. They hired those leaders or middle-level cadres who have retired. Although they also have management experience, they mainly want to use the connections of people and compete for funds to run projects. As for enterprise management and technology, it is second.
The three are placed in a vase type, the company is not big, the people who are invited are not small, what sea turtles, what high-tech students in business administration, what fund investment bank managers, and the road of agriculture is a hundred thousand miles away, often high and far away, not acclimatized, The white flowers saved money, and even "please come to the women to suffocate", and forced the practical talents that were really used.
The four types are white-shirt styles. The company does not do much, but the style is not small. There is a talent, the surface is respectful, and the real thing is taboo. I am afraid that it seems that I have no ability, just like Wang Lun, the white singer of Liangshan, can not tolerate people. And who is willing to be Lin Chong in this era? It’s still early to leave and vote for another. and many more. Under these people's views, it is difficult to have talents.
In short, talents are always the heart disease of agricultural enterprises, there are problems of big environment, and there are problems of individual enterprises. My suggestion is to start from self-improvement and create the mechanism that talents are willing to come, such as stock incentives, performance awards, warm care, etc. Efforts to weaken the disadvantages of agricultural enterprises in terms of talent competition.
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