“为自己培养竞争对手”的说法似乎令人费解,不过,记者在采访中了解到,国有企业中的教育培训的确存在这样的问题,许多企业的老总都有这样的体会。的确,自己培养了人才,跳槽后还干着同样的技术,这不是为自己培养竞争对手吗?人才流失是当前令国有企业头疼的事情,而且大有愈演愈烈之势。那么,国有企业为什么留不住人才?记者由采访得知,人才跳槽的原因主要有两个:一是国有企业的待遇偏低,二是缺乏展示才能的平台,也有的是为了摆脱被雇佣环境的限制、想通过自我选择一展才能。那么,国有企业付给人才的待遇为什么不能高一些?能不能创造条件让人才一展才能呢? It seems puzzling to say that “developing competitors for themselves”. However, the reporter learned from interviews that education and training in state-owned enterprises do have such problems. The CEOs of many companies have such experience. It is true that they have cultivated their talents and have done the same technology after they changed jobs. Isn’t this the cultivation of their own competitors? The brain drain is a headache for the state-owned companies, and it has become increasingly fierce. Then, why aren’t state-owned enterprises unable to retain talents? Reporters learned from the interview that there are two main reasons why talents change jobs: one is that the state-owned enterprises are underrepresented, the second is the lack of a platform for display talents, and the other is to get rid of the employment environment. Restrictions, want to choose a talent through self-selection. Then, why can’t the state-owned enterprises pay more for talents? Can we create conditions for them to show their talents?