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Abstract：Talent is most valuable resource in today's society. In a market economy with increasingly competitiveness, human resources has become the main subject of the competition. Only with an effective recruitment, scientific management, stimulated enthusiasm and creativity of employees, a company could protect the sustainable development ofan enterprise and enhance their competitive advantage.key words：talent; HR; strategic
1.The main causes of talent loss in Enterprise
In an increasingly competitive market economy, human resources has become the subject of the competition. How to attract and retain talents and how to discover and utilize their potentials have to be considered as a top priority of today's business leaders. Because human resources management is not in place for some companies, some issues have occurred, such as, insufficient resources, inappropriate organizational structure, under utilized employees, and most of all, the loss of key personnel. As a result, this phenomenon not only seriously hampered the further development and growth of a company, it also greatly impede the enthusiasm and initiatives undertaken by all sorts of talents to work for a company .
In China, for example, one of the fastest growing economies in the world, the shortage of talented employees is predicted to be one of the greatest barriers to current and future growth.
Some businesses have severely restricted the economic development of our country due to their low efficiency and productivity. Improving the economic efficiency of enterprises is an urgent, on-going, and long-term fundamental task which requires policy making, reforms, and technological advancements. However, deepening reforms of enterprises, promoting technological progress, as well as improving organizational management have to rely on people. Only an effective workforce, as an organizational factor, could secure the performance of the above mentioned tasks that have been carried out. To some degree, human resource management determines the economic efficiency of a company.
2.How to souring Talent
Today, one of the greatest challenges facing these organizations is finding talented people who are needed to run their businesses.
The principal question concerns itself with how an organization sources its talent.recruitment should be a define,controlled,rigorous maneuver to bring in the best and most appropriate candidates for the business. Organizations worldwide have come to realize that the knowledge,skills and abilities of their talented employees represent a major source of their competitive advantage.
Career planning for employees is an important measure to motivate talented people to work hard for the development of a company. This requires each company to discuss the most possible career paths based on an employee's nature of work, job characteristics, personalities, professionalism, expertise, and other factors even from the beginning of the recruitment process. That is to say, a company should have every employee to plan for their career, make a connection between their personal goals and the objectives of the business, which will create a sense of belonging for all employees, nurture a human resources reserve, and lay a solid foundation of the backbone of a company's long-term growth.
Meanwhile,Corporate culture is an intangible asset, wealth, and productivity. It is a source of strength for a company's long-term development. A harmonious corporate cultureis bound to play an active and invaluable role in the the sustainable development of a company. When a employee's value ??is consistent with a corporate's culture, he/she will be proud of one's job and become an integral part of the growth of an enterprise.Investment and accountability are at the heart of recruitment.sometimes, just as Oscar Wilde quipped，we seem to know “the price of everything and the value of nothing.”
References
1.Bartlett, C. A., & Ghoshal, S. (1992b). Building competitive advantage through people.MIT Sloan Management Review, 43(2)
2.Barlow, L. (2006). Talent development: The new imperative? Development and Learning in Organizations, 20(3).
3.Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review.
作者简介：丁玮（1987—），女，安徽合肥人，四川外语学院研究生部2010级文艺学专业硕士研究生，研究方向：文艺美学与视觉文化。
1.The main causes of talent loss in Enterprise
In an increasingly competitive market economy, human resources has become the subject of the competition. How to attract and retain talents and how to discover and utilize their potentials have to be considered as a top priority of today's business leaders. Because human resources management is not in place for some companies, some issues have occurred, such as, insufficient resources, inappropriate organizational structure, under utilized employees, and most of all, the loss of key personnel. As a result, this phenomenon not only seriously hampered the further development and growth of a company, it also greatly impede the enthusiasm and initiatives undertaken by all sorts of talents to work for a company .
In China, for example, one of the fastest growing economies in the world, the shortage of talented employees is predicted to be one of the greatest barriers to current and future growth.
Some businesses have severely restricted the economic development of our country due to their low efficiency and productivity. Improving the economic efficiency of enterprises is an urgent, on-going, and long-term fundamental task which requires policy making, reforms, and technological advancements. However, deepening reforms of enterprises, promoting technological progress, as well as improving organizational management have to rely on people. Only an effective workforce, as an organizational factor, could secure the performance of the above mentioned tasks that have been carried out. To some degree, human resource management determines the economic efficiency of a company.
2.How to souring Talent
Today, one of the greatest challenges facing these organizations is finding talented people who are needed to run their businesses.
The principal question concerns itself with how an organization sources its talent.recruitment should be a define,controlled,rigorous maneuver to bring in the best and most appropriate candidates for the business. Organizations worldwide have come to realize that the knowledge,skills and abilities of their talented employees represent a major source of their competitive advantage.
Career planning for employees is an important measure to motivate talented people to work hard for the development of a company. This requires each company to discuss the most possible career paths based on an employee's nature of work, job characteristics, personalities, professionalism, expertise, and other factors even from the beginning of the recruitment process. That is to say, a company should have every employee to plan for their career, make a connection between their personal goals and the objectives of the business, which will create a sense of belonging for all employees, nurture a human resources reserve, and lay a solid foundation of the backbone of a company's long-term growth.
Meanwhile,Corporate culture is an intangible asset, wealth, and productivity. It is a source of strength for a company's long-term development. A harmonious corporate cultureis bound to play an active and invaluable role in the the sustainable development of a company. When a employee's value ??is consistent with a corporate's culture, he/she will be proud of one's job and become an integral part of the growth of an enterprise.Investment and accountability are at the heart of recruitment.sometimes, just as Oscar Wilde quipped，we seem to know “the price of everything and the value of nothing.”
References
1.Bartlett, C. A., & Ghoshal, S. (1992b). Building competitive advantage through people.MIT Sloan Management Review, 43(2)
2.Barlow, L. (2006). Talent development: The new imperative? Development and Learning in Organizations, 20(3).
3.Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review.
作者简介：丁玮（1987—），女，安徽合肥人，四川外语学院研究生部2010级文艺学专业硕士研究生，研究方向：文艺美学与视觉文化。