Skilled employees call enterprise

[abstract] in the modern manufacturing industry, high-tech products appear constantly, high technical content of continuous application equipment, a line workers from labor-intensive jobs is to gradually change the knowledge intensive, enterprise production line of a workers' technical capability and comprehensive quality put forward higher request, the traditional knowledge and ability structure has been difficult to meet the requirements of the job. Therefore, whether from the current to deal with the international financial crisis, or the long development of the enterprise, to cultivate employees should be as enterprise a long-term strategic task pay special attention to be solved.

[key words] enterprise labor organization staff

A labor organization, enterprise to change the ways, require employees to knowledge must be skilled change

In the 21 st century, human beings are entering the knowledge economy era, the production and operation of enterprises activities also appear a series of features. The enterprise production a major change in the way, based on the scientific management principle Taylor on the basis of, to increase the material wealth as the final purpose of mass production mode, is being sensitive to lean production and manufacturing, as a representative of the flexible, adaptable, personalized way of flexible production substituted; Compared with the traditional pyramid of industrial organization management mode, lean production under the condition of the enterprise is a kind of flat organization, enterprise of each individual is creative individuals. Therefore, the enterprise requires every employee must be made by the traditional simple operation of the labor-intensive to modern enterprise the required knowledge skills sex change. Because: 1, laborer of machine tool equipment production and operation of the scientific and technological content of the products, in rising, the change of ascension fast in some areas has reached the changing degree, this quality of laborers and put forward higher request, laborer must keep pace with The Times, catch up with the situation, achieved by general labor operation to the operation of the skilled knowledge transformation. 2, the enterprise organization form has had great changes. Due to the establishment of a modern enterprise system, the past extensive simple operation of business organization, have already towards intensive technology-intensive enterprise organization form transition. Enterprise group formed a close cooperative partnership and parallel relation, its organizational structure to belong to the network structure, enterprise not but good economic organization, and is a good learning organization. The learning organization with the construction enterprise and educate the knowledge learning instead of the traditional skilled employees enterprise and staff. 3, modern enterprise system require everyone to become the main body of the independent innovation, everyone needs to possess the pioneering, problem solving, and self innovation skills. And this kind of person, in fact is the knowledge of skilled talents. At present, in order to improve the production efficiency, to speed up the development of enterprise, enterprise of introducing advanced equipments, such as automatic production line, nc machine tools and so on, to make their work nature by physical operation mainly from Labour to knowledge, information processing and to mental labor for the Lord; Work scope and in expanding, and professional business cross between, between the personnel of various cooperation, also need more employees have the various knowledge and skills. Therefore, the enterprise labor organization changes, ask staff must into intellectual skilled change.

Second, skilled workers and to cultivate the correct understanding of the employees

Skills is refers to the use of knowledge and experience to accomplish a activities ability, average performance is the actual operation technology. Is the result of the practical training skills. The enterprise general skilled certain skills personnel collectively referred to as skilled talents, to be technical ability or engaged in relevant technical work of the skilled workers called technical workers, and technical workers as a skilled talents foundation, at the grassroots level in the team very large proportion and skilled talents and technology than workers, apart from being a more abundant production operation experience and accident treatment ability, can the independent solution has the certain difficulty production technology problems, but also to the organization or as a backbone actively carry out technological innovation activities team. Skilled talents is the most valuable human resources enterprise, was one of the core competitiveness of enterprises an important component. In general consciousness, technical workers identity is only the workers, the operation technology content is low, so its pay poorer, also very vulnerable to enterprise reform the impact of the reform. And the knowledge and technical workers is different, for example in the coastal and developed areas, skilled workers and the numerical control mould work is often enterprise showering recruitment, and a lot of enterprise is also hard on hiring, due to the shortage of skilled workers more, so there are skilled staff to the call of the enterprise.

Three, cultivate employees measures

Cultivate employees to combine different team allotted the scientific research and production task and their own characteristics, find the breakthrough point, solve the problems in the work, put an end to formalism, all from the actual conditions. Do long plan, short arrangement, pushed forward, put the focus on promoting the staff's theoretical level, the technical level and the innovation ability.

1, strengthening the study of the theory. The theoretical knowledge learning is the most basic staff skill training is the most important link, only in theory first understand, just have the actual operation skills improve foundation. So, does well the basic theoretical knowledge of study, skilled employees to the improvement of the quality of basic, employees in the actual production theory, to the actual skills, is of great significance to improve.

2, pay attention to the post skills training. Post skills is the ability of practical task employees do, should be based on "what learn what" principle, pointed to provide training. This is a not only need to carefully patience, and must be strict organization system engineering. In order to do the work, the enterprise training department to deal with all the skills training demand survey on sexual position, careful analysis classification, and strive to do skills job employee's operation ability, the technical level and the existing weak link has a clear and thorough understanding of formulates target-oriented enterprise staff system training plan.

3, give full play to the role of technical backbone ChuanBangDai. The team worked for many years old comrades has the rich work experience, should make full use of this mechanism adviser to head person, for the team's new employees matching technology skilled, and quality excellent technical backbone teacher do. Through the one-on-one training, and make them grow up quickly. In order to make new employees to work technology as soon as possible.

4, strengthen internal between employees and the shift of the communication between team learning. The shift each person experiences, skilled level is not the same, the improvement of production skills need to resort to communicate with each other to study. At the same time, the shift and between team, due to be responsible for the content of the work is different, but often and correlate, so in pay special attention to the daily production at the same time, can be in between the shift in genesis build activities. First of all, to grasp the same team interactive study activity and learning through the advanced experience of the same team, invite people sin against another, find the problems, and constantly improve the skill level. Second, also must pay special attention to the different types of the shift to learn from each other activities, through the organization staff to the team's study, understand relevant technical knowledge, grasps the different types of the team needs, motivate people improve solution, ability to deal with problems.

5, and focus on solving technical problems, develop technical innovation ability. Organization of the bottleneck of restricting production employees an analysis and learning through improved, actively looking for methods to solve the problems. The production site and equipment improvement innovation is important for the team, which process and operation process can be improved? Which device can take what method to reform? What method can save material and energy? How you can do it, can improve the efficacy better ensure the production? These should be a team members in the work often each thought. The staff around his post, assignments in the improvement activities.

The sea rich by diving, the days of high niaofei. Along with the enterprise organizations at all levels attach great importance and improve the learning activity thorough development and skilled employees will have mushroomed, emerge in endlessly. Skilled team construction, might be reached a new high, the enterprise to skilled staff's call, and can become a reality.

Salary system and senior skilled worker shortage of shallow theory

Keywords: senior skilled worker shortage; Traditional salary system; Broadband salary

Abstract: in recent years, the prevalence of senior skilled worker shortage is analyzed, from the perspective of salary system explained the problem. Think the existing senior skilled worker shortage is one of the reasons the defects of the salary system. Thus introduced the concept of broadband salary, the salary system can effectively solve the problem of senior skilled worker shortages. Finally the concept of broadband salary details.

1 the existing problems

In recent years. Senior skilled worker shortages are getting more and more serious. According to statistics, at present, China's senior skilled worker accounted for only about 5% of the total number of workers. And the developed countries senior skilled worker 40% proportion far, senior skilled worker of the deficiency of tens of millions of people. An investigation shows that, for a lack of skilled personnel, enterprise products in China in recent years not could achieve 30%, the economic losses caused by nearly 200 billion yuan each year. And, many products our country can't production itself, must ask foreign enterprise production. Concerned expert points out, the workers' unbalanced structure and senior technicians' DuanDang will become restriction enterprise technology innovation and development of the obstacle, which has become China's manufacturing industry faces a growing problem.

2 cause analysis

"Mechanic shortage" why there? For many reasons, the society one-sided of talent, and also have to skill training neglect. I think, all sorts of reason, and our traditional GangWeiZhi salary system has the very big relations. GangWeiZhi salary system emphasizes a hillock a salary, with the post's promotion to improve to encourage employees to pay. And in this system, the ordinary workers are often at the bottom. Thus, the society gradually formed such a concept; Science and technology management personnel is a talent, not a mechanic talent; The contribution of skilled personnel grossly underestimated, the skilled personnel salary and welfare treatment also was significantly lower than the management talents and technology talents. The same graduate from high school, JiJiaoSheng from primary mechanic to senior skilled worker, often need to two hundred and thirty, even for a lifetime. Even ground became senior skilled worker, because its position is still mechanic, salary, welfare, housing, and other aspects of the treatment of the lowest positions as often management personnel. For example, in Harbin, senior skilled worker in ordinary only-yuan monthly salary in state-owned enterprises. Long-term neglect of the workers' vital interests, no doubt, will frustrate many workers improve yourself, learning technology the enthusiasm. This has caused two consequences: one is the students don't want to learn a skill. Read duty school, when technology workers; 2 it is of the existing technical workers or keen on trying to promotion do management personnel, or we grow old by deserting our ideas, taking one day at a time.

Because the traditional salary structure of no fold, this means that no matter how many years employees work, how good performance, such as failed to get level of promotion, wages are unchanging, making the excellent work performance to encourage the staff training, and a management skills by Lawrence Peter in their 1969 book, "the Peter principle," a book, the once send out the warning. In the enterprise and various other organizations exist in a promotion to a staff that he is not competent for the job went up general tendency, namely once employees in low level of position very well, the enterprise will ascend to a higher level of its position up, has been to the staff's ascension to the one he is not competent for the job after up, the enterprise will stop for a staff of the promotion. The results, it is the people down a job grade, he may be a very good employees, but now he had to stay in a what can't qualified, but higher level of job, and in this position had been consume to retire. This situation for employees and enterprise both is certainly does not have the advantage, staff are not competent for the job, can't find jobs, unable to realize their own value, with heavy performance under pressure often perform disorders. Or is depressed, even some people will be promoted and leave because of enterprise. For enterprise that, employees are not properly promotion to a what they can't do the job, on the one hand, make they get a bad new managers, on the other hand, the enterprise also lost a competent in the lower level position of excellent employees, therefore, the enterprise is also inappropriate promotion victim. Unfortunately, however, the traditional salary system of an award outstanding staff promotion philosophy makes this situation in the practical life enjoyment. As previously mentioned, when the mechanic energies into how to ascend to the management, the company that is lost a potential senior skilled worker, also may be a more appropriate management personnel.

Traditional salary structure common problems exist in the following: (1) level. Generally, there are about a dozen or more levels. Frequent salary level is adjusted lead to substantial administrative work, and lead to employees will focus on adjustment and not pay attention to salary level upgrading their skills. (2) a rebound in the small. Adjacent wages, the difference between the point is very small. Their promotion level, obtained by the incentive effect is not big, high level of employee compensation and grassroots employees' pay pull don't open the gap. (3) class of small. Level of salary level refers to each salary range. Each level is only a wage point, position the nuances of the salary level could lead to the change. But wage is rigid, usually raised down easy difficult and hinder, through the implementation of the system. (4) no fold the picture. The traditional salary structure of the salary of adjacent levels not overlap part. (5) and disconnected from the market. A unified state salary structure, enterprise basically do not have independent elasticity. In the absence of elastic and competitive salary framework, the enterprise of industry competition, market conditions, the flow of talent, and other aspects of the change is at a loss what to do. In order to overcome the above disadvantages, and a new salary management mode-broadband salary will come into being.

3 how to use broadband salary solve the problem

The so-called broadband, refers to the level of the corresponding compensation and salary floating range widened. Broadband salary design scheme of outstanding change is to slash the number of jobs level, the original too much salary levels for a small amount of several streamline level, at the same time, but each level of the corresponding salary floating range widening, low-level employees as long as the job, of the corresponding salary will more than even considerably more than the other employees senior, employees no longer need to blindly through the level of vertical rise to pursue compensation levels of ascension. In this case, the staff at ease in the long-term job, even if the position has not seen the ascension, as long as the work hard, compensation may continually get quite satisfied with the rising. As long as in the same salary broadband, even if the post adjusts (whether taking down level at the same level or exchange), as long as the performance not common, there may be more compensation, this kind of salary system to end the business enterprise inside long exist, through the role of the resistance and transposition is obvious. Employees need not too much to consider his position, and the important consideration is in the role, position concept decline.

In such an environment, senior mechanic talent can need not consider promotion, can with its good work performance and get in accord with the high wages, and to correct the social workers for the position of contempt. So there are three benefits: (1) avoid the "Peter highlands" phenomenon of generation, the existing senior mechanic talent can keep for a long time in this post work, play the maximum effect of them out, and then realize the benefit maximization throughout the organization. (2) the existing workers are also willing to serious student post business, make their own skills can be improved. (3) the social value of the mechanic talent training work, more and more people are willing to learn technology, become the technology workers, to ensure the supply of skilled workers.

Four broadband salary design steps

Although the salary is different from the traditional broadband salary features and functions, but it is still a salary structure. Therefore, in the design principle and the steps and general salary structure design and no essential difference. But, as a kind of modern salary model, the design, except for its broadband salary of the traditional salary the general request. And the characteristics of its own and requirements.

The first step, should according to enterprise human resources strategy determine the enterprise's salary strategy and the principle. Enterprise human resources management strategy development is based on enterprise strategic objectives and established, at the same time for enterprise strategic target realization provide strong support, and the compensation strategy and principles and enterprise human resources management target the breakdown of the target, is the enterprise human resources management strategy reflects a quantitative. In the different phases of the life cycle of business enterprise, the enterprise strategy also has difference, so the salary system design, also want to pay attention to enterprise life cycle of the influence of salary strategy.

Secondly, conduct job analysis and position appraisal. The purpose of job analysis is made clear every job responsibilities, post evaluation to evaluate the enterprise internal work and the work of the relative value between, both is to make the enterprise internal work exhausted process, the results for the enterprise's salary internal balance provides the basis for the regulation. In broadband salary design, especially to pay attention to work and work, post and differences between the posts, convergence and item, easy to distinguish differences of the distinction between the posts. Convergence and for different positions of the item between group and classified. At the same time to pay attention to post the value of between two adjacent ladder and value ladder the span of space between, this not only make the enterprise internal set up the continuity level, at the same time for the new post Settings constructs compensation levels.

Then according to the enterprise organization structure characteristic and work analysis and post evaluation result choose suitable for use broadband technology position or level series. This is a careful analysis of the evaluation and selection process, it had decided the broadband salary system in the implementation of the enterprise internal degree and range.

Then, can use broadband technology to establish and perfect the compensation system of the enterprise. The very first step is to confirm the number of broadband, planning out the whole enterprise is divided into many work belt, clear with the boundaries between, do reasonable, no overlap boundary, not fuzzy; Second, in every work the belt, according to different work characteristics and different level the needs of employees work with specific set each salary structure combination; Third, according to internal and external salary survey results to position evaluation to determine each work with "bandwidth", set minimum and maximum salary; Fourth, establish qualifications and the salary evaluation system, at the same time, to all employees open standards, the corresponding with the qualifications of the employee salary review and performance evaluation.

Finally, the control of the scheme is that the pay and adjustment. The enterprise according to the inside and outside of the various conditions change, want to control in time and rationally adjust the compensation scheme, i.e. to salary level and structure adjustment. The characteristics of the broadband salary flexibility to enhance its internal and external changes to the coping, but at the same time the underlying flexible adjustment of great danger, namely once problems eruption brings to the enterprise the fatal blow. This needs in broadband, implementation in the process of implementation of compensation to the attention of the subtle link feedback, collect and reflect from market environment, industry, staff and management of each respect such as information, with effective control and adjust in time of crisis may dissolve.

5 a broadband pay attention shall be paid to the problem

In our country at present is beginning to use some of the enterprise have broadband salary model, but according to the survey. The enterprise in the implementation process of broadband salary also met with a lot of problems. For example, one enterprise in a broadband pay later, the same post salary range particularly big changes, so that, in combination with the performance of the payrolls, employee's salary floating dramatic to employees of the psychological cause great not stability, and the company lack of belonging. At the same time, because the company's performance management to a, employee compensation levels fall and usually think the employees and their performance is not, this will make it to the integrity of the management, equality, reasonable suspicion, doubt and don't have health mood, extremely easy to cause the internal company, exist between, between colleagues tension in the relationship. Of course, the phenomenon is mainly the result of the performance management, but broadband salary amplified the performance of employees is the impact of the results.

And some enterprise in didn't make enough preparation hurried to the broadband salary system, and in fact in the enterprise of many enterprises in salary management, and the whole of the human resource management system foundation is very weak, some enterprise even standard job description of all have no, also have no job evaluation, in this case, a broadband salary to enterprise staff after complain, not only didn't have encourage employees to performance improvement of result, also in turn caused the discontent of the employees to managers, enterprise performance and therefore landslide.

By above these conditions can see, although broadband salary can effective solve such as senior skilled worker shortages existing salary system can not solve problems, but they still have the salary broadband use conditions. Not all enterprise at present suit to use broadband salary. Therefore, in use process, we should notice first broadband compensation and enterprise strategic matching problem. Enterprise salary the choice of system, must be able to effectively incorporated into the whole operation strategy. Salary system and enterprise strategy of matching degree directly affect the enterprise performance. At the same time, we have to recognize new and old system of the replacement of the change is the cost. Broadband salary is the enterprise salary design system of thought a turning, introducing the broadband salary could mean compensation system for enterprise old abandoned. The old system change and transition, will inevitably cause human resources management all aspects of some fluctuations, including employees accept ability, enterprise culture the support degree of enterprises, the human resources management and management personnel of the bearing capacity of the role transformation, etc. On the other hand, the introduction of broadband salary to enterprise human resources management has brought about the influence of the joint and several other, such as recruitment, staff of the expanding the scope of the career planning of the adjustment, the reform of the system of enterprise promotion, and so on.

Shallow discussion of college students' professional planning

Abstract: the career planning is to self ability, interest, professional concept self-perception, is for individuals and the external environment based on the analysis of personal development plan, is to achieve the career development goals and determine a work, education and training action plan, is to realize self value and personal success is important management activities.

Key words: the team spirit; Career goal; career

1 direction is the premise

Career planning must be personal ideal and social reality, the combination is in "the balance of power has been feeling," the situation, to design the reasonable and feasible career development direction. Only by its own factors and social conditions do maximum agree, can in reality the disadvantages, make career planning more practical significance.

In the knowledge of self and the basis of the existing environment should also be considered, the demand of social development. Choice of industry if is saturated, or is about to be knocked out of the society, the future employment opportunities would be very slim, career planning in starting on failed. Because of the social demand, labor market changes of the uncertainty of the development, the social needs and development prospect measure is not the simple things, so the sure goal, should be integrated balance, overall consideration, only made clear the market need, what you want to do, oneself can do and so on these problems, to position your professional direction.

2 interest is the guide

In the choice of career orientation, want to combine their interests. As in the majors with certain choice university the blindness of, so with major interest can not exact, it will need to coordinate the relationship between professional and interest, and actively expand personal knowledge structure, get a professional and interested in combining site. Interest is the initial power, is the best teacher, engaged in a interested in the job can give a person with satisfaction, and career and therefore will become full of humour and wit. In fact in the work does not lack of fun, that is just a lack of fun eyes.

Interest is not always born, interest to study and work in process in training. Raises the interest, thus willing to further study and research of it. To find out their willing to do work, accept targeted training, and work hard to study hard, to develop the content of the interest, is to establish the happiness of learning and work of the premise.

3 knowledge is the foundation

Knowledge is the foundation of successful career planning, but has the knowledge and isn't everything, especially in knowledge rapid development and rapid expansion of today, people can learn and accept only rarely, part of the choice of learning what and how the study are very important.

First, don't Nuo sink to the old knowledge. Important doing industry technology development trend, don't indulge in the existing knowledge, technology. Second, to grasp the direction of their learning. Charging is a good thing, in vocational training course and its career development must be consistent, not only don't deviate from its planning future job prospects, and to a certain extent to accelerate the short term established career goals. Third, we should note, combined with the practice, pay attention to skills practice, and not only is the book knowledge. Fourth, to consciously ascend management ability. Domestic lack is management ability and professional knowledge skills to keep talents. That is able to apply target management technology and master the key skills of personnel, with a management position to a transformation of the advantages, and to the position of management is complete successful transformation of the career transformation of the key.

In combination with their career orientation, based on the existing ability, due to use of school and society plan training institution of rich knowledge, improve ability conditions. Opportunity favors only are ready for it. Personal power has improved, can we gradually achieve the set up your career goals.

4 plan is the guarantee

Clear implementation plan is the guarantee of career planning. Only to established direction constant efforts, and can only be down-to-earth to success.

First to formulate well-defined career development plan, every year, every month this study, what to complete, what to have what results are making detailed planning process. The need to make sure your current knowledge and skills list, looking for professional what was required of the difference between the knowledge, skills, and then to the differences of knowledge and skills training and improve. Implementation of the plan to consider: the more near short-term plans, the more should formulate detailed, long-term plan can be not that specific, but to have a clear goal and direction.

Next to master a work in progress, adhere to the execution. It is a good plan, not to enforce is a waste paper. This need to rely on individual will quality, the stranger is difficult to give too much help. In the implementation process must always check plan execution, at any time according to change adjustment plan, and further refined all stages of the plan. This looks stereotype of behavior, in fact can play a big effect, the early may for forcing yourself step-by-step implementation and very uncomfortable, but through a period of time after that, will gradually adapt to and soon, this is a kind of improve the work and life of the efficiency of the behavior, once formed a habit, but will let people live more comfortable, reduce unnecessary pressure and trouble.

5 ability is the key

Each of the career path planning is inseparable from the individual ability the premise, and the opportunity to have often only specific capacity can be called talents opportunities. People want to in the new economic era has an ideal position, in a brutal social competition, on-the-job field do "east west in bright light", it needs to have strong ability of the individual, or the environment again good, again the strong interest of professional development is useless. Ability is directly influence the activities of the efficiency of the psychological characteristics. Directly affect specific activity and a direct relationship, such as observation, memory, imagination, SiWeiLi etc are often directly affect writing, analysis, complete a task, and so on. And motivation, emotional stability and so on, although also influence the efficiency of the activities, but its effect is indirect.

The specific performance of the following content ability:

(1) the team spirit and cooperation ability. Teamwork is what practitioners must have one of the quality. Pay attention to highlight individual ability, lack of necessary team cooperation ability and target management ability, it is very difficult to complete formidable complex task. More excellent "solo" is also hard to independent operations, let alone to become a good manager and leaders.

(2) the expressive communication ability. Enterprise value employees don't have to be on the technology a demonstrated ability, but must master communication skills, good at listened to customers' opinions and feedback, completes the upload work orders. In the IT industry for, for example, the survey shows that China's IT practitioners about 64.3% of the time in the face of the computer every day more than 8 hour, most like a coding "machine", focus on technology field of work, lack of communication between human beings exchange, when facing obstacles, obsessing over. Two heads are better than one, perhaps in a casual conversation with others in, can pass in and out inspiration sparks, and others on the same issues. Will give you a lot of inspiration.

(3) work initiative and participation. Whether technology or management positions, the domestic staff mostly just do a complete set tasks into work or, very little can active find out the problem. In fact, only have higher vision, and to seek big development. When TangJun or Microsoft a common programmers, from the view point of the development of the company, the owner, to offer developed Chinese Windows, and eventually made him from tens of thousands of engineers who emerged as a department manager.

(4) tenacity and perseverance. Many industry technology update soon, technical work is dull, only to have the quality of talents can in this industry in the development of seeking a better, also is the so-called "ace" and general staff the biggest difference.

(5) honest, abide by professional ethics. Professional ethics is the professional role requires put it, is the professional engaged in human nature and personality in the reflection of beauty in his career.

(6) the ability of learning and summarized. To adapt to the changing knowledge rhythm, will be on the update professional skills, expanding the professional knowledge. Good at learning, for any professional case, is necessary to the power forward. Be good at summing up, also is the ability to learn a reflection.

(7) withstand pressure ability. Social development and change with each passing day, make industry are unusually fierce in competition. This requires employees have the pressure of extraordinary ability, ChongRuBuJing.

Ability not only to individual development provides strong demand. And for the realization of individual development provides may conditions, it is an important basis for career development and the influencing factors, only have a certain amount of quality and ability, practitioners in the industry to ease. People's potential can also into ability, everyone has not discovered potential, in the right environment should properly guide. Potential can into manifestation, in the professional life shows excellent talent.

6 contacts is an opportunity

Dale Carnegie said: "an individual career success only 15% depends on his professional skills, another 85% to rely on interpersonal relationship and life skills." Man is a social animal, man's success comes from his place in the crowd and the society, only in this society and ease, for the success of the business to develop broad heaven and earth. Establish their interpersonal network, and industry experts and authority to make connections, let these people know who can understand you through and you do it. We can't control the perfect coincidence when to appear, the only thing to do was to control their own contacts through, to create more possible.

The market situation and the countermeasure analysis of labor obtain employment

Abstract: since since February 2007 the outbreak of the American financial crisis impact of the global financial system, and gradually spread to the world economic entity levels, and continues today, the spread of international financial crisis to the world economies are brought serious problem of unemployment. Analyzes the impact in the financial crisis in our country under the labor and employment market present situation, and proposed the corresponding countermeasure.

Key words: the financial crisis; Labor; Employment; The present situation; countermeasures

1 under the financial crisis labor employment market situation

A financial crisis, the impact of the global economic development, the high-speed development of the China cannot possess, in some areas, some areas, the influence of the financial crisis showed obvious: many companies began to layoffs, and hiring needs is greatly reduced. And in the near term, issued by the Chinese academy of social sciences in 2009 the Chinese economy "point out: expect 2009 will also have 5.92 million students graduate face looking for work, the problem of university students' employment is very severe. Another 2009 years, according to the international Labour organization (ILO) news releases: if the financial crisis last year this year, it will cause 30 million new to the unemployment line, the global unemployment rate to 6.5% boosted, and in 2008 and 2007, the unemployment rate of 6.0% and 5.7% respectively.

Our country at present the employment pressure mainly come from the two aspects. The first is migrant workers the unemployment problem. Department of agriculture statistics, China has 130 million migrant workers to go out, of which about 15.3%, or 20 million migrant workers by the financial crisis will lose their jobs, or didn't find work and home. The second is the problem of university students' employment. In 2009 there will be 6.1 million students graduate, plus former students not obtain employment number 1.5 million people, the number of college students' employment needs up to 7.6 million people, there will be more college students are facing difficult obtain employment problem. Therefore, the problem of employment is not only the economic problem, but also the social problems, the government must give more attention.

2 countermeasures

2.1 legal measures

(1) to strengthen and improve labor legislation, the legislation to ensure that the workers enjoy the labor and employment rights. "Labor law" and the related administrative regulations, local decrees and administrative rules on though, but still go against the law of realization, it is necessary to formulate the employment promotion law "as soon as possible," labor contract law ", "the employment discrimination act", "the employment security act", "social insurance law" and the labor and employment law, build a comprehensive protect worker labor employment rights legal system. (2) to improve labor supervision system, from law enforcement guarantee the realization of the right to employment in their work. The labor inspection must be given the necessary functions and powers and administrative support, in the system safeguard working on law enforcement smoothly. In labor and employment law, it is necessary to give the labor inspection institutions necessary to strengthen law enforcement powers and authority, from law enforcement guarantee the realization of the right to employment in their work.

2.2 form all-market, improve the employment mechanism

In order to promote labor resources rationally and employment pressure comprehensive ease and system environment provides policy. Mainly in improve the employment environment, built on the basis of employment carrier, establish and perfect the urban and rural unity through labor market, real form "the employing unit, individual competition autonomous employment, the market, the government guide based configuration to promote" the market-oriented employment mechanism. Therefore, to further deepen the household registration, land circulation and distribution of wages, social security and related system reform, in the Labour market allocation of resources to the basic role of into full play. To establish a standardized, professional, modern employment service team, thus forming the function is all ready, flexible, and process standard and efficient operation of the employment service system, and to provide professional introduction of labor supply and demand both sides, employment guidance, information consulting, employment training and provide for the aged, medical treatment, unemployed insurance and so on many kinds of employment promotion of good service.

2.3 optimization investment policy, tax policy and financial policies. Arouse the enthusiasm of independent workers obtain employment, the market mechanism to play increase obtain employment

In the market employment mechanism preliminary form, their employment concept change and preliminary set up independent employment consciousness, flexible obtain employment channels become important in the development tendency, arouse the enthusiasm of the laborer independent employment to promote the employment of the important force, improve market mechanism is the key link of employment. In the current stage, to say that there are part of the laborer and dependence, not enter the market; Part of their workers to enter the market, to adapt to the Labour market is still lack of consciousness and ability, still not fully into the market. Arouse the enthusiasm of the employee independent employment, depend on the implementation of active employment policy, increasing input and the investment market operation, through the support policies to encourage, through the market pressure exercise, through the promotion of obtain employment service, will gradually adapt to cultivate laborer labor market consciousness and ability. Kept training laborer of autonomous employment consciousness, arouse the enthusiasm of the laborer autonomous employment, will develop seek oneself profession, flexible obtain employment broad channels. In order to encourage the laborer autonomous employment, the government should be in the industry and commerce management of the business environment and provide loose the truth to avoid, reduce, and tax preferential policies, and favorable capital investment policy, financing policies. In this respect, the government has a lot of work to do.

2.4 with entrepreneurial drive employment

(1) the 2008 national human resources and social security YuFaMing employment promotion company priests in "2008 China venture observations conference" on revealed, the national human resources and social security is one of 11 departments drafted "about accelerate venture promotes employment if the ten opinion" (ZanDingMing), including business enterprises to enjoy preferential policies of the "pack" and improve. (2) supporting policies to encourage innovation. Has relevant state departments are research push the development of venture investment a series of policies and measures, including further research promote, set up business starting investment guide funds, regulate the operation of the guiding opinions, set up, including venture investment guide to broaden the channels, including standard exit channels, etc. (3) entrepreneurs should make full use of the advantages of the Chinese market. As the U.S. financial institutions tightening lending, asset recovery not free, and the market of the further shrinking, China consumer goods and service of domestic demand to keep growth momentum, together with the local market and the environment of the understanding of unique advantages, the local entrepreneurship and innovation group in a strong position. Because they are based on the mainland, the crisis and even will help them in their home winning advantage in the competition.

2.5 job as quickly as possible to help migrant workers employment

We should from the following four aspects: (1) to try to strengthen the employment service, let the migrant workers have employment connections, the application has information. (2) strengthening skill training, improve the ability of farmer workers' employment, reserves of a technical talents. (3) carries out the burden, supporting policies. (4) ensure that migrant workers' rights.

2.6 pay attention to the development of the use of means of obtain employment

The development of the employment of advantage is that: (1) can reduce the existing enterprise for the unemployed for bearing much task, and make the long-standing overstaffing, low efficiency of the situation get fundamental change; (2) can stimulate laborer individual potential, full realization of men; (3) to drive the social adjustment of industrial structure, make they tend to rationalize, form the placement and economic development promote each other benign circulation pattern, so the resettlement way should be special attention. The development of obtain employment channels are: (1) actively cultivate the new "economic growth"; (2) encouraged some have started the market needs of labor-intensive industries; (3) mining enterprise and industry in the employment of the original potential; (4) increase the ownership structure adjustment of strength, to cultivate a large number of private vocational entrepreneurs class.

2.7 accelerating the urbanization process

Questions about the urbanization, the author thinks that this solution is the ultimate way of rural surplus labor force. Therefore, in order to develop middle-sized and small cities as the main targets, and pay attention to the center of the big cities play radiation and pull function. County no longer set up administrative institutions township, force money and talent to the county and important business more developed town transfer. At present our country towns have organizational system 45000, if 70% of them and then, in the key of construction of the 13000 (mainly for the economic foundation is good township) and in addition to nearly 10000 super village, each town each year to recruit 500 ~ 800 person plan, will create 1000 ~ 18 million jobs. The urbanization is a process of marketization, countries should offer certain supporting financial support.

Shallow discussion of the knowledge-type employees incentive problems

Pick to: the psychological contract to the knowledge staff's incentive has an important influence to the psychological contract theory as the linking spot between psychological contract with the present structure of the research, respectively from the material incentive dimension, the environment support dimension, the development opportunity dimensions to discuss such as knowledge staff incentive problems of insufficient reasons.

Keywords: knowledge staff; Incentives; Psychological contract structure

1 material incentive dimension

Material incentive namely transaction dimension, and material resources and the material conditions closely related, the employees' work and life is the basic guarantee. Its main contents include: competitive salary, benefits, performance wages, good working environment, etc. Overall, the dimension of material incentive features are: define relatively clear-cut, cash is timely, emphasis on current interest swap. We can will this dimension is divided into two and dimensions: one is the basic work environment, and the second is remuneration.

(1) the basic work environment.

Knowledge staff to work environment the demand is higher, including favorable natural environment, personalized place of work and supporting the good communications, office equipment, etc. These hardware facilities is not attract the knowledge staff's key factors, but it can reflect the enterprise to employees care, because in high grade office environment, the staff's working behavior and attitude will be to "high grade" development; Knowledge staff engaged in mental work, this work needs to have a good working environment, more than the rest can be very good relax the brain, ensure the intelligence of the full play. Otherwise, a mess, dark, safe, resource configuration is not fully working environment, only can make a person feel upset, inattention, block staff creativity, and even be complain, discontent to negative emotions, such as.

(2) remuneration.

Knowledge staff have knowledge capital, hope to share with the enterprise knowledge capital should be relative with the material benefit.

Harold? Hole that watts, money tend to have more than the value of its own, sometimes means power, status, and contribution. At a time, money wealth still is our country knowledge staff of the most attention incentive factors, and individual interview many people think of money when does not only the physical level is the demand, but a kind of their own values and social status the important embodiment of, therefore, good salary treatment of knowledge employee incentive to play an important part.

The knowledge staff's work process to be controlled, work hard to measure, but compared to the general staff, more attention with the knowledge and skills of the value and the correlation between the returns, the fair request is higher. The justice theory is the theoretical basis of the psychological contract theory, is mainly embodied in material incentive compensation in the internal fairness. According to the justice theory, and employees will own pay and income with the enterprise of other employees with pay income compared to judge whether it has won his salary fairness. When employees find their income pay and other employees of the enterprise than income pay roughly the same in than, he will get the salary internal justice, the psychological balance comparison; Conversely, produce the unfair feeling, and will take certain steps to correct it. From the psychological contract Angle, compensation is a kind of meet the demand of the knowledge staff internal factors, just, fair compensation to motivate the staff's working enthusiasm, improve the performance of employees. If the enterprises can't find a reasonable compensation evaluation standard, for compensation can't reflect the staff's contribution or employees get not fair pay treatment, can make the employees to think that their own value in the enterprise not realize, pride will be damaged, most will look for another job.

2 environment support dimension

Environment support that relationship dimensions, it is to show the enterprise to provide employees of the good interpersonal environment and humanistic care. The main dimensions by atmosphere of cooperation, trust respect and recognition performance, leadership support, sufficient resources, stable work, target direction of seven project constitutes. Overall, the characteristics of this dimension is: in the content is more dynamic, show more implied and fuzzy characteristics, subjective understanding of the composition more.

Create a pleasant mood steal, relaxed and harmonious interpersonal environment, set up a can enjoy a stage to display talent for enterprise knowledge staff is one of the most important responsibility. Harmonious interpersonal environment including employees of trust between respect, to subordinate the close communication between the company and the employee's care, etc. In practice, the knowledge staff's work often in the form of a work team, this form needs to get a job with the support and colleagues. As specialists in the field, the knowledge staff with pride sex, not advocating any authority, so in the work hard to avoid can appear with his supervisors and colleagues don't agree, even conflict. At this moment, if in the professional group of both support each other, consideration and respect colleague, and can understand, care for and encourage the staff and effective coordinated staff the leaders of the conflict, harmonious interpersonal environment will be maintained and construction, realize the knowledge staff's information exchange, knowledge sharing. Otherwise, if the enterprise did not a relatively harmonious interpersonal environment, the knowledge staff will feel of the enterprise is "edge", low productivity, job satisfaction is not high, even can produce to other interpersonal environment relatively loose in the enterprise to psychological expectations.

3 development opportunities dimension

Development opportunities dimension refers to enterprise to provide career development employees of space, staff give full play to their advantages and potential, from work feel fun, get a sense of achievement and satisfaction. The survey results, this dimension by working challenges, to flourish, independent work, opportunities, care for growth, exchanges, training and fair treatment of 8 a project. Specific for, can be divided into two and dimensions: one is the nature of work, such as the challenging work, independent work, fair treatment of etc, and the second is development space, such as cast to promotion opportunity, training, etc.

(1) the nature of work.

In 1970, the United States had about enterprise employees value work mainly what aspects of the investigation, and the results show that more than 90% of employees to think that "the challenging work and achievement" the first choice. Knowledge staff out of highly confident and self-actualization requirements, keen on challenging work, to conquer difficulties as a self value of way. If the enterprise to give them the necessary pressure, give the challenging work, the staff will feel attention, trying to improve their performance. If, on the other hand, the higher level of need not get meet, the knowledge staff in the work not experience to challenging and accomplishment, will feel useless, fail to get the company's trust and respect, didn't get the chance to grow. So, the knowledge staff is likely to leave the present work, looking for a job that you think to get a sense of achievement of work, and other enterprise to "signing" a new psychological contract.

Most knowledgeable staff engaged in thinking sex work, work situation with uncertainty, the nature of work innovative, asking them to according to the specific circumstances, adjust the working process, the standard, method, process, a self management, self supervision. This strong work autonomy, makes the knowledge staff is not willing to accept the traditional rigid management way, also not the wish is subject to some form of rigid work. But many managers don't recognize the knowledge staff and general staff distinction, take "equally" management way, against the force of personality, work of autonomy, develop strict rules and regulations, to detailed supervision and guidance, and even work, compulsory way, time. The rigid management way the lack of freedom and flexibility, and serious breach the knowledge staff's wishes, make it feel more pressure and job burnout, affected its work initiative.

(2) development space.

Knowledge staff eager to personal growth and development, to in the enterprise have relatively wide development space. Enterprise should guide knowledge staff in its individual development ideal and enterprise development goals coordinated and in personal growth, to promote the enterprise forward, in the enterprise development, promote the individual progress, realize the employees and enterprise's "win-win" should be fully respect knowledge staff growth requirements and strengthening human capital investment, perfect the mechanism of talents training, encourage employees to participate in training, education, and provide our employees with learning opportunity: should fully understand the individual needs and the will of the career development, provide the suitable for career advancement road, employees feel yourself in the enterprise has the good development outlook, voluntary and enterprise form long-term cooperation, and honor the partnership. Otherwise, if an enterprise only to take the enterprise value, ignore the knowledge staff's individual needs, emphasizes to employees use, the lack of knowledge staff training and development, and cannot provide the full cast to the stage, they feel that they are only enterprise of a "senior we", with an individual enterprise development of psychological contract content failed to get cash, there will be the most strong psychological contract against feeling, it would be hard to continue to loyal to the enterprise, also does not want to stay in this enterprise, to choose another for "painted".

Social capital on the college students' employment opportunity to influence

Abstract: in the labor market system has not yet formally established stage, social capital on personal professional obtain has important effect, this kind of influence in the reform of the social transformation period and to further strengthen the trend, how to understand the function of social capital in employment, we go to the students is very important.

Keywords: social capital; Employment opportunities; College students

1 introduction

As the employment situation is more and more serious, education the return of the investment risk increases, the problem of university students' employment and social factors interweave, has evolved into social problems. In recent years, scholars have also analyzes the social capital on the college students' employment effects, but more research is focused on family social economic position measurement. And the author's victor's reference grant network theory, try to analyze social capital on the college students' employment opportunity to influence of trend.

2 the employment situation and network theory way

In the author to survey 100 find work of college students, found the approach of the top three were job fairs, school of employment information and released by parents and relatives friends and social relations in the paper. Through the recruitment of 49% of the sample, through the parents and relatives and other social relation introduction to 13%, is ranked third in the world.

The United States social scientists, mark s. grant's victor think social relationship refers to people, organizations and the question of communication and contact and the actual due to an existing ties. According to the number of interaction frequency, how much power the depth of feeling, intimate degree of the reciprocal exchange and how much will social relations are divided into strong relationships and weak relationship. Strong relationship exists in the interior of the group, used to sustain the group, to organize the internal relations; But weak ties in differences between groups, organization, for different groups and organizations establish ties.

3 weak relationship plays an important role in employment, job fair employment is still the main way

Social modernization is one of the main features of rationalization. The higher the degree of the rational society, also means that fairness, impartiality, the better the weak ties foreign open and liquidity feature allows the weak ties in modern society more applicable, have a better play space. In this issue of "issued by the school employment information", "network", "fair", "media" is to belong to the category of weak ties, up to find work 59% of the respondents, thus it can be seen, as China from traditional society to modern social transformation, weak ties in students' choice process plays a more and more important role.

4 strong relationship in employment while weakening, but still play a bigger role

Although China has completed traditional society to the modern social change, but still maintain a traditional social features. And with Chinese characteristics. The traditional Chinese social relationship is a kind of typical strong relationship. As fei puts forward "pattern of difference sequence" theory describe it, traditional Chinese social relationship is in the blood relationship and geopolitical on the basis of of the formation of a social relationships: it home and family are the center to the gradually goes on, embodies the affinity-disaffinity relationship between the distance, thus forming different social strata and different interpersonal relationship. Every sweet think ' 'pattern of difference "this concept that shows that the characteristics of the interpersonal relationship, the pattern of difference is by a personal contact one made of a network, and that is, Chinese social relationship is based on others center trap small circle circle of relationship. The pattern of difference on the social effects of daily life into the concrete manifestation is what we say normally" relationship ", "human", "back door", "face", etc. Still haven't found a job in the 50 students, asked the reason that haven't found a job, "the lack of social network" up to second. Visible in the subjective concept, strong in employment relationship to play a bigger role.

College students not to society in before, social network is the narrow, are generally confined to the age group and students parents relatives the two most of it, and age group with social relations resource is the same, so parents and relatives, as a representative of the strong relationship in a certain degree students social network is still an important component of the strong relationship is based on trust and obligations established on the basis of, has the high stability and trust. Through the parents and relatives friends and social relations found work is still important way of employment.

5 strong relations in the superior quality to provide work weak relationship

Grant's victor in Massachusetts town of Newton 282 interview technical experts and management personnel, the data from the interview that, those using the interpersonal relationship channel people seem to be able to find more satisfied with the work better. Grant's victor in the experience of data analysis, meanwhile, previous job research review, then puts forward the flow of information theory. "The power of the weak link" hypothesis refers to is: the weak link in individual and those who often can have their own community can't get information bridge between groups set up connection. And the information it is useful to individuals. However, Glenn's victor never that no, compared with strong ties, and the weak link of contact the process will lead to find a better job. Link to the contact strength of social resources the impact may depend on the initial position. Some research has already pointed out that the contact intensity "ceiling effect" on level-the level of higher above or nearby. Strong ties will often be able to lead to success for position. Also, because of the strength of no contact can not provide the motivation of exchange, so the weakest link is obviously also useless.

On the other hand, the strongest connection of limited range resources though contact, but it is useful. They represent a commitment, trust and obligation, it also represents the help of motives. Through these strong ties to find other contact will and efforts, in the system not sure or limited case plays an important role. In the survey samples, through the parents and relatives friends and social relationship this way of finding a job on the job satisfaction was achieved 81%, relative to other weak relationship satisfaction is higher, working unit is the nature of the local party and government organs belong to the state, research institutions, and institutions, and institutions of higher learning, the large state-owned enterprises, large private enterprises accounted for 70%. And through the recruitment of the employment of the work unit properties of the type is only 57%. That is to say, in the degree of comparable, social origin of college students' employment status as low family background of substantial college students. Because strong relationship is based on duty and trust built, so strong relationship between the exchange is long-standing, long-term cooperative makes the ability of the people will try our best to offer the most optimal help, next time they can also get to the biggest help. Therefore, through the strong relationship offers better than in subjective objectively by weak ties for work.

6 conclusion

Of the 2009 years of anhui university graduates investigation that, the social capital on the college students' employment opportunities in the size of the overall amount of influence on and range reduced, but in quality and depth is improved. Social capital is a double-edged sword, in China's specific conditions, should advocate of the social capital of weak ties, avoid the negative effect strong relationship.

The current smes financing problems and countermeasures

The current smes financing is long plagued the bottleneck of the development of small and medium-sized enterprises, one of the appearance of the global financial crisis, the financing of small and medium enterprises to be even worse. This paper analyzed the present financial crisis financing difficult situation of small and medium-sized enterprises, this paper reveals the profound reasons of the problems, and in the light of the cause of the problem put forward the current financing difficulties of small and medium-sized enterprises to overcome the countermeasures to be using for reference.

[key words] financial crisis financing

In the global financial crisis and the recession in the background, the small and medium enterprise financing problems to solve, improve the living environment of small and medium-sized enterprises, and no doubt on stimulating domestic demand, uphold economic social stability vital significance. Small and medium-sized enterprise to cross financial crisis this line, the key is to alleviate or finally solve the financing of small and medium enterprises historic problem, so the need for small and medium-sized enterprise financing problems of specific analysis and the ponder.

1 under the current financial crisis financing difficulty of the status quo

Small and medium-sized enterprises to market perception sensitive, flexible mechanism, in the technical progress and mechanism innovation, create jobs and promote the economic development plays an increasingly prominent role. However, the financing problems have been restricted the development of small and medium-sized enterprises is the main obstacle, in the current financial crisis under serious impact, and small and medium-sized enterprise financing problems become more prominent in the flow of funds into a vicious cycle in. The national development and reform commission analysis report shows, in 2008 the first half of the small and medium-sized enterprises more than 1 m 6.7 collapse and go out of business enterprise is a bank capital dependency higher enterprise, and the second is labor-intensive enterprise. The survival of small and medium-sized enterprises face difficulties in financing is a series of negative factors superimposition effect results. International, the U.S. subprime mortgage crisis, which led to the economic recession external demand shrinking; In China, the tight monetary policy, of the price hike in raw materials, higher labor costs, are compressed the enterprise survival profit space, at this time, Banks tend to support safety marginal higher big enterprise, small and medium-sized enterprise loan be phenomenon is more outstanding.

2 the present financial crisis financing difficulty reasons

Enterprise 2.1 generally start shortage

By the influence of the global financial crisis, the overseas market demand significantly lower, and many export-driven small and medium-sized enterprise performance affected. And those of the corresponding enterprise production and marketing of two popular form bright contrast situation is, enterprise is insufficient start, part of medium to the small enterprises in an almost BanTingChan state. Since the market overall demand falls, trade competition more and more fierce, and part of the enterprise survival in danger. According to industry personnel in expected to export oriented primarily of small and medium-sized enterprises, the current situation capacity is very obvious. The current most foreign trade processing enterprise is large, the effects of the main market, prices, exchange shrinking tax refund loss bigger.

Enterprise 2.2 the profitability of the downturn

Small and medium-sized enterprise squeezed of survival, the yuan appreciation, by constantly raw material prices, rising labor costs of factors such as comprehensive effect, originally the profit space extremely narrow small and medium-sized enterprise future production efficiency is not optimistic. The current steel, copper, aluminum and other raw material prices appear different degrees of fall back, to some of the small and medium-sized enterprises should be good, but in the price of raw materials and disorder also added the concerns of the part of the business owners. As the fall in the price some cable enterprise severely damaged, such as space cable group a month's time for copper material inventory and lead to direct economic loss of 1.8 million yuan. Huaxing chemical in international crude oil prices for 100 dollars/barrel bought a large number of raw material, can ensure the two more months of production, but the present international oil prices continue to fall, will produce huge losses caused by the production of embarrassing position.

2.3 arisen bank is serious

Financial crisis situation, demand falling, cost rise, will also enable economic and financial resources to a monopoly or large enterprise tilt and rationing, through the form of substitution effect, relative cut in small and medium enterprises loanable fund channels. In addition, in the macro economic recession then entered into or crunch stage, along with the small and medium enterprise management risk and the credit risk level of substantially increased, credit rationing phenomenon will tend to be more serious, loanable fund and possible absolute cuts.

3 the current financing difficulties of small and medium-sized enterprise overcome countermeasure thought

3.1 actively implementing the countries to support small and medium enterprise credit policy

Because of the influence of financial crisis facing difficulties for business, but a good credit history, fundamentals and with good competitive market, with order, the small and medium-sized enterprises, continue to give credit support. Adhere to the new deposits mainly used for local issue loans. To speed up the adjustment of small and medium-sized enterprise ", payment management standards, begin from 2009, general enterprise already collected payment for goods settlement of exchange to increase the proportion of single amount smaller exports already collected payment for goods, not included in the settlement of exchange quota management scope; Adjust enterprise deferred payment annual amount scale, for foreign small and medium-sized enterprise trade financing create favorable conditions.

3.2 innovative small and medium-sized enterprise credit management service system

A small and medium enterprise loan special examination, the state-owned commercial Banks, joint stock commercial Banks loan growth of small and medium-sized enterprises, the bank shall be higher than the average loan growth, new small and medium-sized enterprises to realize the add up loans; The city commercial bank to try to realize most new loans throughout the year used to support small and medium enterprise development; Small and medium-sized enterprise loan rural rural credit cooperatives faster growth, shall be higher than in addition to other loan growth outside farmers loans. Actively developing small and medium-sized enterprise equity pledge loan, the promotion of accounts receivable pledge, warehouse receipt pledge, supply chain financing, financing, such as loan bill varieties, the positive development of the trust financing, leasing financing and distinctive financial products. Shorten the cycle of approving loans, and small and medium-sized enterprise approving loans to finish within the time limit as prescribed.

3.3 to encourage small and medium-sized enterprise direct financing

If in accordance with the relevant laws, regulations and policies of the small and medium-sized enterprise quality can get into the capital market, select a batch of growth is good, strong market competitiveness of small and medium-sized enterprises issued debt and companies set as the debt reserve resources, completes promptly preliminary examination and recommend work, make the best of organization reported. So not only to the development of capital market bring fresh blood, more important is the capital market "just, fair, open" principle be reflected. At the same time countries should also be positive for small and medium-sized enterprises in the second-board market listed create conditions for potential of small and medium-sized enterprises to provide direct financing stage.

3.4 efforts to raise the market competitiveness of small and medium-sized enterprises to solve the financing difficulty is the core of the small and medium-sized enterprises improve their own competitiveness. The trend of the development of small and medium-sized enterprises at present is to personalized, customization and high added value change. The ship small good turn around, enterprise in keep original market share at the same time, more than the next step in domestic market, especially the rural market for some of the development of marketable products, is small and medium-sized enterprises in the same period of strategic development guidelines. Enterprise must strengthen the r&d investment, speed up the renewal speed of products, timely eliminated not marketable products, new product development, through the technology investment, have the products the core technology, occupy the market actively, and constantly improve the enterprise market competitiveness.