Research on the training mechanism of high-skilled talents
Abstract
In todays world, knowledge economy is in the ascendant, human capital is playing more and more important role in the process of promoting economic development, and the cultivation of high-skilled talents has become the focus of attention in the world. As a developing country known for its large manufacturing capacity, China has realized the transformation from 'manufacturing power' to 'manufacturing power' and 'made in China' to 'made in China intelligently' during the key period of promoting the optimization and upgrading of its economic structure, put forward higher requirement to high-skilled talent. However, the cultivation of highly skilled personnel can not be accomplished overnight, nor can it be accomplished unilaterally. At this stage, the training of skilled personnel in our country is not systematic, not large-scale, relatively decentralized. How to mobilize the enthusiasm of all parties involved, coordinate the interests of all parties, and build a practical and feasible socialized training of high-skilled personnel, mechanism system is the focus of this paper. Under the guidance of Marxism–Leninisms theory of combining re education through labor, theory of transaction costs, theory of stakeholders and theory of human resources and capital, on the basis of literature review, field research and interviews, in-depth analysis of Germany, Australia, the United States and other countries of high-skilled personnel training model, and in accordance with historical logic, the ancient Chinese high-skilled personnel training conducted a systematic study and analysis, on this basis, based on the analysis of the current situation and existing problems of the cultivation of high-skilled talents in China, the general law of the cultivation of high-skilled talents in the market economy and the system of the cultivation mechanism are obtained. This research holds that the cultivation of high-skilled talents in the market economy should insist on the combination of work and study, emphasizing the diversification of participants and the coordination of interests, efforts to form a market-oriented, government-led, enterprises as the main, vocational schools based on the participation of the main cooperation between the organic training system. For Large Enterprises with conditions, it is possible to develop enterprises (industries) to run schools; for General Small and medium enterprises, it is possible to explore, develop joint-stock schools under industry associations or to run schools in cooperation with vocational schools. No matter what kind of training method, it can not be separated from the construction of management mechanism, guarantee mechanism, incentive mechanism, evaluation mechanism and benefit mechanism. In view of this, in the end of this paper, the interests of the various stakeholders involved in the process of training high-tech and talented personnel, and the definition of their rights and responsibilities are analyzed by means of investigation, interviews, and data access, in order to make the future training of high-skilled personnel more effective.
1.Introduction
In todays world, the focus of international competition is the competition of economy and science and technology, and talent is the key factor of international competitiveness. High-skilled talents as the backbone of economic development, its training and development of the law of exploration, also become the focus of domestic and foreign scholars. The existing literature for the existence of a single research perspective. The research contents are one-sided and the research methods are out of date. Through field investigation and interviews, the author understands the attitude and interest demands of each training subject towards high-skilled talents, this paper further analyses and discusses this problem from the aspects of policy and benefit mechanism, and tries to develop a system of socialization and systematization mechanism for training high-skilled talents. In addition, on this issue from history. The analysis of policy and main body benefit can also clarify and grasp the development law of higher vocational education. The government provides effective and well-targeted advice on personnel training.
7.Analysis of government participation and responsibility
Under the condition of Socialist market economy, the government, as a public administration department, is the promoter and coordinator of the cultivation of high-skilled talents, and its strategic planning for the cultivation of talents and the formulation of relevant policies and measures reflect its attitude toward people, generally speaking, the government mainly guides the operation and implementation of the training mechanism of high-skilled talents from the aspects of policy and financial expenditure.
7.1Government policy
The cultivation of high-skilled talents emphasizes the combination of work and study. With the advancement of Chinas economic development stage, the demand for talents, especially high-skilled talents, is increasing day by day, various policies have been put forward to promote the combination of work and study and to cultivate practical talents. In the course of this study, through the collation and analysis of the relevant policies, we find that: in the time density of the policy, almost every year, there will be a report on promoting education reform, school-enterprise cooperation, and the policies and plans for the training of skilled personnel, and to make detailed arrangements for them, so as to improve the operability and operability of the policies, which to a certain extent shows that the party and the state are based on the matter in the reform and practice of education and personnel training, on the basis of summing up experience, we will constantly improve and supplement the corresponding policie
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A competence-time-quality scheduling model of multi-skilled staff for IT project portfolio
A B S T R A C T
Technical professionals are a key factor for IT product development. In an IT company, it is common for an employee to hold multiple skills. Multi-skilled staff increases the difficulty of project portfolio scheduling and staff assignment. This paper helps Ramp;D managers cope with the problem by proposing a multi-objective opti-mization model of project portfolio scheduling and multi-skilled staff assignment. The model considers three objectives with strong practicality, i.e., staff skill enhancement, development cycle time, and product quality, and incorporates skill cultivation through a learning curve. We then propose an improved multi-objective Pareto ant colony optimization algorithm combining genetic operators to find an approximate Pareto solution set. Personalized decision rules with strong practicability are also discussed for selecting an appropriate solution. A case study in a leading electrical device company in China demonstrates the utility of the proposed model and algorithm.
1. Introduction
IT is a high-tech industry. IT product development is essential for many IT companies, including software companies, hardware compa-nies, network companies, and electronic commerce companies. With the fast development of science and technology, the structures and functions of IT products are becoming more and more complex. To develop a new IT product successfully, it is often needed to group the intricate activities into multiple projects for more convenient and ef-fective management. The multiple projects for a unified goal form a project portfolio.
An IT product development project portfolio refers to a set of pro-jects that need to be managed collectively to achieve a new IT product. It often includes both software projects and hardware projects. Each project consists of several tasks, which require particular skills to complete. The relationships among the projects and the relationships among the tasks and skills in each project incur more constraints and heuristic rules, making the project portfolio scheduling problem more complex than the general resource constrained project scheduling problem (RCPSP).
To develop a product in an IT company, the technical staff is a key resource. However, experienced technical employees are often scarce resources for IT companies. Machines, equipment, and tools can now bepurchased by anyone with appropriate resources and all of them are readily available. The factor that differentiates companies is the know-how of a companyrsquo;s employees, which also forms the companyrsquo;s main asset. Only with the knowledge and intelligence of its employees, a company is able to effectively manage its own resources, take actions to improve its performance, and innovate (Małachowski amp; Korytkowski, 2016). Due to difficulties in recruiting talents, cultivating the technical staff in-house is an important strategy used by IT companies (Gutjahr, Katzensteiner, Reiter, Stummer, amp; Denk, 2010). For many IT compa-nies, a common in-house talent cultivation method is to train employees with lower skill levels in actual development projects, thereby har-vesting the learning effect. Therefore, talent cultivation is often a main objective considered by Ramp;D managers in project scheduling. However, the use of employees with lower skill levels may lead to longer devel-opment cycle and poorer product quality. For instance, for a software development project, a more skilled developer usually spends less time on the development activities, and achieves higher development quality with less code and fewer bugs. As the development cycle time and product quality are important requirements from the market and cus-tomers, they should also be considered in the scheduling problem. The intrinsic multi-objective optimization nature increases the difficulty of IT project portfolio scheduling for the Ramp;D manager.
Furthermore, the existence of multi-skilled staff increases thedifficulty of IT project portfolio scheduling as well. There are two reasons, among others, for the widespread multi-skilled staff in IT companies. First, the learning abilities of IT professionals are increas-ingly boosted with the development of communication technologies and diverse learning media. Second, a person with more than one skill is more likely to receive the favor of a company in the process of re-cruiting, especially in the IT industry. For instance, if a software de-veloper masters more than one programming languages, e.g., C, C , C#, VB, and Java, it may increase the chance for her to get a software engineer position. If she also has some other hardware skills or parti-cular industry skills, she may get further advantages in the recruitment of certain kinds of companies. While the existence of multi-skilled staff increases the flexibility of personnel arrangement and can help an IT company reduce development costs and ease staff turnover crisis, it also expands the search space of the IT project portfolio scheduling problem, making it more difficult for the Ramp;D manager to make scheduling de-cisions.
Our literature review did not reveal any prior research that has studied a scheduling problem regarding an IT product development project portfolio consisting of multiple projects, involving multi-skilled staff, and considering the three highly practical objectives of talent cultivation, development cycle time, and product quality. In this paper, we bridge this gap by proposing a multi-objective project portfolio scheduling and multi-skilled staff assignment model for IT product development considering talent cultivation. The model incorporates skill cultivation in the scheduling process by using a learning curve to describe the process wherein an employeersquo;s skill level increases with the engaged development time. As the mo
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