Research On Management Mechanism Of ZG Company To Introduce Overseas High-level Talents

In July2009, The central organization department and Ministry of Science and Technology called a conference about the introduction of the overseas high-level talent person relying on national science and technology projects, and made the thousands of plans, this plans design to abstract about1000overseas talents to china in coming5-10years, who are designed to enter the technological system, financial department, pioneer park, large state-owned enterprises. Guangzhou proposed hundreds of talents plan of Leader in the innovation and entrepreneurial in medium and long-term talent development program(2010-2020):which plan to introduce approximately300innovation and entrepreneurship leading talents to Guangzhou primarily from overseas and assist them in5-10years. State-owned enterprises in Guangzhou have made lots of exploration in reform of the cadre and personnel system, and have greater progress. However, the weak of procedure in inducting talents is the most important reason of scarcity of talents in enterprises of Guangzhou. In a long time, the single approach of recommendation, such as internal selection and directional assignment, can’t supply suitable talent to state-owned enterprises, especially in regard to overseas talents, the state-owned enterprises have many problems in recommendation approach, introduction pattern, shortage of high-level talents, lack of scientific assessment, problematic communication concept and hardship of retaining qualified personnel due to lack of incentive mechanism. Therefore, it is urgent for state-owned enterprises of Guangzhou to design management mechanism of introducing overseas high-level talents. This dissertation select ZG company as an example, which is a state-owned enterprise, the research analysis the current state of introducing overseas talents in ZG company, identifying its problems, analyze reasons, and design the introducing overseas talents management mechanism of ZG company in order to solving the above problems, which hope to assist the company to enhance the competitive advantage of human resource, and arouse other state-owned enterprises’pondering.This dissertation consists of five chapters. The first chapter is the introduction and preface, which expound the background, implication, frame, method and technical route. The second chapter is the summary, which introduce the related theories, containing human capital theory. The theory of recruitment and allocation of human resource, contemporary headhunting theory and Top management team (TMT) theory and so on. The third chapter depicts the circumstance of ZG company. The forth chapter will describe the current state of introducing overseas talents in ZG company, and analyze the existing problems. The fifth chapter will design the management mechanism of introducing overseas high-level talents in ZG company, specially the chapter will design the policy mechanism, executive mechanism, supervision mechanism, assessment mechanism and incentive mechanism, on the base of the actual circumstance and existing problems, in order to formulate a systematic management mechanism.