The hottest talents become the short board of ener

2022-09-20
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Talent has become a short board for the development of the energy industry

the national talent work conference was held in Beijing a few days ago, and China's first medium and long-term talent plan, the outline of the national medium and long-term talent development plan (year), was issued. The talent problem has been raised to an unprecedented height. As an important pillar related to the national economy and the people's livelihood, the development of the energy industry is also inseparable from the intellectual support of various types of talents. An interview was conducted on the current talent reserve and utilization in the energy field

traditional energy: in addition, the adjustment of industrial structure puts forward new requirements for talents

coal is the most important energy resource in China. It is understood that there are more than 5.7 million employees in the coal industry. This vast industrial army has made great contributions to China's economic development in the past few decades. After decades of talent reserve, a reasonable talent team should be formed, but it is found that the situation is not happy to effectively reduce the scrap rate

in the interview, it is found that coal enterprises are generally faced with the talent crisis of difficult training, less introduction and more loss. Many coal enterprises have many redundant personnel, few professionals and low overall quality. According to insiders, there is a cognitive bias in personal career selection, but it is more caused by the insufficient attention of coal enterprises to talents

in the middle and late 1990s, due to the downturn of the coal market and the poor economic benefits of coal mines, domestic colleges and universities have reduced the enrollment scale of mining majors. In addition, many college students have cooperated with OEMs and their suppliers and processors to develop the most suitable materials for each market. Their ignorance and natural fear of the coal industry have led to the tight supply and demand of talents in the coal industry. According to the relevant person in charge of Shandong Yankuang Group, in recent years, with the continuous adjustment of industrial structure, the group has gradually formed three leading industries: coal, coal chemical industry and coal electricity aluminum. However, there is a shortage of high-level, high skilled, compound and export-oriented talents, which has become a bottleneck restricting enterprises' independent innovation

Daike, the operation manager of chemical talents under Yingcai Union, told China energy news that from the perspective of recruitment demand, there is a lack of talents in coal power and coal chemical industry, especially in coal to olefins, coal to synthetic natural gas and clean coal conversion. The survey found that although the total number of talents in the coal industry has reached a certain scale, with the continuous extension of the industrial chain and technological upgrading, new requirements have been put forward for the type and structure of talents. The shortage of high skilled applied talents and the prominent contradiction of talent structure have become a common phenomenon. Therefore, after the release of the national medium and long term talent development plan outline (year), the medium and long term plan for coal talents has also been put on the agenda. It is reported that the National Energy Administration recently held a symposium on the medium - and long-term planning for energy talent development (coal part) at China University of mining and technology, and began to investigate the relevant situation

compared with the coal industry, China's petrochemical industry, which started in the 1980s, is relatively perfect in terms of technology and talent reserves. For example, the University of petroleum and the University of chemical technology have made remarkable achievements in cultivating professional talents over the years. Especially in recent years, oil prices have reached new highs, and the vigorous development of the industry has directly driven the employment situation of students. Maqingchun, deputy director of the Department of safety engineering at China University of petroleum, said that as of June, the employment rate of students in the Department had reached 100% this year. However, it cannot be ignored that there is still a big gap between the technical ability of oil development talents in China and that in the world. Data shows that in recent years, due to the expansion of the market in the field of energy conservation and environmental protection, offshore oil resources development and international market mergers and acquisitions, petrochemical enterprises have also put forward new requirements for practitioners

new energy: talent supply is in short supply and under great pressure

at present, the development of new energy has become a strategic choice for countries around the world. China's new energy industry has just started, and the number of professionals in various fields is limited. There is a talent hunger in the whole new energy industry

among the current renewable energy technologies, wind power generation is the most mature power generation mode with the most conditions for large-scale development. China's wind power industry has developed rapidly, and has become the second largest wind power country in the world after the United States. However, the speed of talent supply is far from keeping up with the pace of industrial development

as the only university directly under the Ministry of education with the discipline characteristics of electricity, North China electric power university enrolled China's first major in wind and power engineering in 2006 and established China's first renewable energy college in 2007. Dongfupin, vice president of the Renewable Energy Institute, said in an interview with China energy news that the state pays more and more attention to energy issues, and students' enthusiasm for applying for the exam is also very high. For example, several students majoring in wind power are the first volunteers to apply for the examination with a score of more than 0, who are actively engaged in in in-depth cooperation with domestic large automobile and bus manufacturers. This year is the first year for students to graduate, and the employment situation is very good. According to the data, in 2020, the demand for high-end talents with bachelor degree or above in the field of wind energy is expected to reach about 160000, mainly concentrated in several positions: wind turbine R & D professionals, wind turbine manufacturing professionals, senior technical workers, wind farm operation and maintenance personnel, and senior managers

the data of mechanical talents under the talent alliance shows that during the recruitment of wind power industry from January to April 2010, the talent demand of blade enterprises doubled with the momentum of low-carbon economy, and the designers of blade projects were in urgent need. Wind turbine blade is the key core component of wind energy technology progress. Its good design, reliable quality and superior performance are the decisive factors to ensure the normal and stable operation of the unit. Therefore, people with solid professional theoretical knowledge, strong innovation consciousness and various process test personnel who can independently design and complete blades are hard to find talents for enterprises. With the development and expansion of enterprise scale, the demand of wind power enterprises for management and market development talents will continue to rise

the same demand also occurs in the field of solar energy. At present, it is a foregone conclusion that the global solar photovoltaic market will resume growth in 2010, and the rising demand for professionals in the photovoltaic industry will further highlight. Daike, the operation manager of chemical talents, told this newspaper. Previously unpopular positions have become the new favorite of photovoltaic enterprises, such as TCS preparation, synthesis, purification and production technology engineer, reduction process engineer, cold hydrogenation engineer. Experts predict that low-carbon talents in the photovoltaic industry will play a decisive role in the new energy market in the next three to five years

in addition to wind power and solar energy, the survey found that the nuclear power industry is also facing the pressure of talent shortage. There is not only a lack of technical personnel, but also professionals in engineering management, finance, business negotiation and so on. Li Xin, a staff member of nuclear power talents, told China energy news that through the demand analysis of nearly 1000 household units at the station, the demand for engineering construction units is large, and engineering talents, design talents and consulting management talents are the most popular. Generally speaking, the supply of talents in the nuclear power industry cannot meet the demand, because there are too few people with nuclear power experience

the cultivation of energy talents requires joint efforts of many parties

whether it is the adjustment of traditional energy or the rise of new energy industry, it is inseparable from strong talent guarantee. How to make up this short board? In the interview, it was found that although the supply of new energy college students exceeds the demand, there are still a series of problems. Domestic education methods are too closed, and teaching is mainly based on textbooks, which leads to college students' failure to change their roles soon after entering enterprises. I feel confused. Liu Bangxiang, from the Sino German Cooperative China Wind Power Research and training project, described it this way

in the interview, many colleges and universities reported that it was difficult for students to find internship bases. In this regard, enterprises believe that because many students come to enterprises for short-term practice only after graduating from senior year, it is difficult for them to find internship positions suitable for students. As a result, the school could not find internship units and talents. Liu Bangxiang suggested that schools and enterprises should follow the example of Germany and communicate in advance to provide internship opportunities for students as soon as possible

in order to realize the effective connection between enterprises and schools, we need to make efforts in many aspects. For enterprises, in addition to talent introduction, we also need to strengthen the training and promotion of internal personnel, and cultivate talents according to their own needs. Formulate a variety of preferential policies to encourage employees to innovate independently and continue to learn. According to Yankuang Group, the group has carried out extensive cooperation with more than 100 scientific research institutions at home and abroad by jointly undertaking science and technology plan topics, jointly building research institutes, jointly building science and technology companies, and jointly building R & D bases. At the same time, insist on bringing in, going out and inviting in various ways to cultivate and stimulate the growth of the company's employees

in fact, many enterprises realize that the treasure land of energy is worth greater efforts to explore. The Graduate School of the Chinese Academy of Social Sciences opened China's first chief energy Officer Course in April this year. Huang Xiaoyong, Secretary of the Party committee of the Graduate School of the Chinese Academy of Social Sciences and director of the international energy and security research center, said in an interview with this newspaper: energy is very important. It is not only a matter for the government and consumers, but also business opportunities for enterprises. Therefore, enterprises need to take charge of this issue at a higher level, recognize, understand and learn relevant policies, technologies and management models from the perspective of senior managers

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