Summer report on the employment problem of college students today
Summer Report - Today's College Students Employment Issues
Difficulties and causes of employment
Human resources are the first resource. College students are the outstanding and essential part of human resources. They are an important force to promote social development and progress. The grassroots level is the cell in various organizations of society. It is the lowest level and the most connected with the people. The tight and direct layer, the stability and development of the grassroots level affects the stability and development of the entire social organization. University graduates go to the grassroots level to start a business. On the one hand, they can provide strong intellectual support for grassroots construction. On the other hand, they can Realizing the value of life in the process of grassroots people's service, this should be a win-win choice. However, in real life, due to the influence and constraints of the three major factors of concept, system and structural contradiction, the integration between the two There are big obstacles.
One is the point of view. The influence of ideas mainly comes from students, parents, employers and society. As far as graduates are concerned, many people do not proceed from reality, choose the position that can best exert their expertise and achieve the value of their own life, but blindly pursue big cities, large units, and high wages, and believe that the grassroots units are low-paid and cumbersome. Hard work, dealing with micro-specific matters for a long time, participating in the management of giants, less opportunities for decision-making, to the grassroots employment is too big for themselves, subjectively reluctant to work at the grassroots level, even if a few people voluntarily go to the grassroots level of employment, its purpose It is only to solve the temporary difficulties of life, and it is not really thinking that the grassroots have something to do. In the investigation, some college students said to the author: "I didn't want to come back, it was my parents who asked me to come back." "I was forced to come back after many efforts were made outside." These statements reflect the popularity of college students. Mentality. From XX to XX, there were more than 100 undergraduate graduates from Fengqing, but by the end of XX, only 40 people had returned to the county, accounting for about one-third of the total number. Most of them were “peacock southeast”. Fly, and the flowers are gone.
As far as parents are concerned, the expectation of looking for a child in Jackie Chan and looking into a woman in the college entrance examination is often translated into a stable and high-status job when they graduate. Many parents’ understanding of “employment” remains on the plan. In the economic era, "the state is divided, there is a fixed post, there is a stable income, and wages are issued by the financial sector." On the issue of children's employment, the awareness of "waiting, relying on, and demanding" is strong, and they choose their own jobs and take the initiative to accept market selection. The concept is weak. I believe that college graduates do not need to participate in public recruitment, recruitment and talent exchange. They do not need to go to the market to make their own choices. The state will make proper resettlement. Some parents even come to visit many times and ask the government personnel department to give Child assignment work. Some parents are over-loving their children. They feel that the grassroots conditions are difficult and the work is hard. They are afraid that their children will not be able to withstand them. They are unwilling to let their children go to the grassroots for employment. This phenomenon is more common among the only-child families. There are also parents who are vanity and think that their children work in big cities and large units, and they also have light on their faces. When they work at the grassroots level, they feel inferior. Some parents believe that with the deepening of enterprise restructuring and the reform of the personnel system of public institutions, it is necessary to bear certain "risks" in the work of public institutions, especially grassroots institutions, and the benefits are poor in the work of enterprises, and the wage level is low. These concepts have led parents to be psychologically reluctant to let their children go to the grassroots for employment. Objectively, they have created a "weird circle" in which some people have nothing to do and some have no one to do.
As far as employers are concerned, the old concept leads to the backwardness of the employment mechanism. On the one hand, some employers recruit talents, not from the needs of work, but unrealistically put forward high academic qualifications and high requirements. Some of them are equally excellent but the educational level is relatively high. The low-level talents are therefore rejected. The actual situation is that the employed people are not necessarily the most suitable. Those who are eliminated are not necessarily unqualified. On the other hand, in the process of employing people, they can only enter, cannot, and only Can not go up, can not, lack the necessary incentives and lazy incentives for the competition mechanism and the inferior and inferior exchange mechanism, resulting in some people occupy the position for a long time without functioning, and some people have a talent but have no opportunity to display, Especially in some institutions and restructuring enterprises that implement the employment system, the power of management managers has not been effectively supervised and restrained. The phenomenon of accomplices and cronyism has occurred from time to time, which has damped the enthusiasm of cadres and workers, and to a certain extent. This has hindered the employment of outstanding college students in these units and departments.
As far as society is concerned, the shadow of the planned economic system still affects people's way of thinking and living habits. The society has insufficient understanding and attention to this special group of college students. The strategic thinking of "talenting the country" has not been deeply rooted in the hearts of the people. It is a resource, and it is the first resource. The awareness of talent resources through market allocation and optimization has not yet been fully formed. The social public opinion and social environment that actively encourage and support college students to start businesses at the grassroots level are still in their infancy.
The second is the institutional factor. Under the economic system of planning, the state implements a one-stop service of “unification, contract, and management” for college students. Governments at all levels have allocated distribution plans to solve the employment problems of college students. The allocation of human resources relies entirely on simple national directives. This kind of employment system is in line with the level of productivity development at that time and played a positive role in the rational allocation of human resources. With the establishment of the market economic system, the development of productivity requires talent resources to be integrated into marketization as well as other resources. Through the changes in supply and demand, the allocation of talents in various industries and departments will be adjusted to maximize the benefits of human resources. However, compared with the speed of economic system reform, the construction of the talent resource allocation system appears to be lagging and slow. The concentrated performance is: the administrative personnel are close to saturation, and they are basically in a closed state; the institutions have no complete autonomy, and the cause Posting jobs and hiring people due to employment have not been implemented in actual work; the company's efficiency is poor, the development stamina is insufficient, and the talent demand is not prosperous; the graduates and employers who are the main players in the talent market have not yet fully entered the market. The number of talent agencies is small, and the service projects are still at the primary and low level. All of these have created invisible obstacles for college students to go to grassroots employment. Take Fengqing as an example. There are 1,868 graduates of colleges and universities registered in the XX year, but so far there is no real market-oriented talent market. 722 people have been employed, mainly through participation in the public. Recruitment and government-sponsored talent exchanges will achieve employment, and virtually zero employment through the market.
The third is structural contradiction. The structure mentioned here includes academic structure and professional structure. From the perspective of academic structure, under the same conditions, the higher the degree of education, the heavier the weight of success in the fierce job competition. In Fengqing County, there were 16 undergraduate students returning to the county from XX to XX. Through the exchange of talents, all 16 people were recommended for employment, and the employment rate was 100%. In the same period, there were 196 undergraduate students in the county. There are 40 people employed in the channel, and the employment rate is 20%. Professional structural contradictions are closely related to a local economic development level, industrial layout and even a certain period of development. Where the level of economic development is high, the scope of talent demand is wide. On the contrary, the scope of demand is narrow; When a certain industry develops an industry in a certain period, the demand for relevant professional and technical personnel is large. In a certain period of time, the employment rate of graduates with high social demand is high, and vice versa. As far as the current situation is concerned, the lack of grassroots in townships and towns is mainly in the fields of agriculture, science and technology, education, and enterprise management. There are theoretical, technical, and operational talents, and the existing resources of college students still have a large gap. In XX, all the undergraduate students who graduated from Fengqing's English majors were hired to the front line of teaching and successfully employed, while other professional graduates were less interested. In the same year, among the 16 undergraduate students who were recruited through talent exchange, one of them had a major difficulty in the resettlement work because of the professional mismatch. Although they finally achieved employment through recommendation, they did not use it to learn. I can't take my expertise. Such structural contradictions often lead to "learning not to be used, not using what to learn", resulting in the idleness and waste of human resources. Therefore, this is one of the factors that affect college students' employment at the grassroots level.
Difficulties and causes of employment
Human resources are the first resource. College students are the outstanding and essential part of human resources. They are an important force to promote social development and progress. The grassroots level is the cell in various organizations of society. It is the lowest level and the most connected with the people. The tight and direct layer, the stability and development of the grassroots level affects the stability and development of the entire social organization. University graduates go to the grassroots level to start a business. On the one hand, they can provide strong intellectual support for grassroots construction. On the other hand, they can Realizing the value of life in the process of grassroots people's service, this should be a win-win choice. However, in real life, due to the influence and constraints of the three major factors of concept, system and structural contradiction, the integration between the two There are big obstacles.
One is the point of view. The influence of ideas mainly comes from students, parents, employers and society. As far as graduates are concerned, many people do not proceed from reality, choose the position that can best exert their expertise and achieve the value of their own life, but blindly pursue big cities, large units, and high wages, and believe that the grassroots units are low-paid and cumbersome. Hard work, dealing with micro-specific matters for a long time, participating in the management of giants, less opportunities for decision-making, to the grassroots employment is too big for themselves, subjectively reluctant to work at the grassroots level, even if a few people voluntarily go to the grassroots level of employment, its purpose It is only to solve the temporary difficulties of life, and it is not really thinking that the grassroots have something to do. In the investigation, some college students said to the author: "I didn't want to come back, it was my parents who asked me to come back." "I was forced to come back after many efforts were made outside." These statements reflect the popularity of college students. Mentality. From XX to XX, there were more than 100 undergraduate graduates from Fengqing, but by the end of XX, only 40 people had returned to the county, accounting for about one-third of the total number. Most of them were “peacock southeast”. Fly, and the flowers are gone.
As far as parents are concerned, the expectation of looking for a child in Jackie Chan and looking into a woman in the college entrance examination is often translated into a stable and high-status job when they graduate. Many parents’ understanding of “employment” remains on the plan. In the economic era, "the state is divided, there is a fixed post, there is a stable income, and wages are issued by the financial sector." On the issue of children's employment, the awareness of "waiting, relying on, and demanding" is strong, and they choose their own jobs and take the initiative to accept market selection. The concept is weak. I believe that college graduates do not need to participate in public recruitment, recruitment and talent exchange. They do not need to go to the market to make their own choices. The state will make proper resettlement. Some parents even come to visit many times and ask the government personnel department to give Child assignment work. Some parents are over-loving their children. They feel that the grassroots conditions are difficult and the work is hard. They are afraid that their children will not be able to withstand them. They are unwilling to let their children go to the grassroots for employment. This phenomenon is more common among the only-child families. There are also parents who are vanity and think that their children work in big cities and large units, and they also have light on their faces. When they work at the grassroots level, they feel inferior. Some parents believe that with the deepening of enterprise restructuring and the reform of the personnel system of public institutions, it is necessary to bear certain "risks" in the work of public institutions, especially grassroots institutions, and the benefits are poor in the work of enterprises, and the wage level is low. These concepts have led parents to be psychologically reluctant to let their children go to the grassroots for employment. Objectively, they have created a "weird circle" in which some people have nothing to do and some have no one to do.
As far as employers are concerned, the old concept leads to the backwardness of the employment mechanism. On the one hand, some employers recruit talents, not from the needs of work, but unrealistically put forward high academic qualifications and high requirements. Some of them are equally excellent but the educational level is relatively high. The low-level talents are therefore rejected. The actual situation is that the employed people are not necessarily the most suitable. Those who are eliminated are not necessarily unqualified. On the other hand, in the process of employing people, they can only enter, cannot, and only Can not go up, can not, lack the necessary incentives and lazy incentives for the competition mechanism and the inferior and inferior exchange mechanism, resulting in some people occupy the position for a long time without functioning, and some people have a talent but have no opportunity to display, Especially in some institutions and restructuring enterprises that implement the employment system, the power of management managers has not been effectively supervised and restrained. The phenomenon of accomplices and cronyism has occurred from time to time, which has damped the enthusiasm of cadres and workers, and to a certain extent. This has hindered the employment of outstanding college students in these units and departments.
As far as society is concerned, the shadow of the planned economic system still affects people's way of thinking and living habits. The society has insufficient understanding and attention to this special group of college students. The strategic thinking of "talenting the country" has not been deeply rooted in the hearts of the people. It is a resource, and it is the first resource. The awareness of talent resources through market allocation and optimization has not yet been fully formed. The social public opinion and social environment that actively encourage and support college students to start businesses at the grassroots level are still in their infancy.
The second is the institutional factor. Under the economic system of planning, the state implements a one-stop service of “unification, contract, and management” for college students. Governments at all levels have allocated distribution plans to solve the employment problems of college students. The allocation of human resources relies entirely on simple national directives. This kind of employment system is in line with the level of productivity development at that time and played a positive role in the rational allocation of human resources. With the establishment of the market economic system, the development of productivity requires talent resources to be integrated into marketization as well as other resources. Through the changes in supply and demand, the allocation of talents in various industries and departments will be adjusted to maximize the benefits of human resources. However, compared with the speed of economic system reform, the construction of the talent resource allocation system appears to be lagging and slow. The concentrated performance is: the administrative personnel are close to saturation, and they are basically in a closed state; the institutions have no complete autonomy, and the cause Posting jobs and hiring people due to employment have not been implemented in actual work; the company's efficiency is poor, the development stamina is insufficient, and the talent demand is not prosperous; the graduates and employers who are the main players in the talent market have not yet fully entered the market. The number of talent agencies is small, and the service projects are still at the primary and low level. All of these have created invisible obstacles for college students to go to grassroots employment. Take Fengqing as an example. There are 1,868 graduates of colleges and universities registered in the XX year, but so far there is no real market-oriented talent market. 722 people have been employed, mainly through participation in the public. Recruitment and government-sponsored talent exchanges will achieve employment, and virtually zero employment through the market.
The third is structural contradiction. The structure mentioned here includes academic structure and professional structure. From the perspective of academic structure, under the same conditions, the higher the degree of education, the heavier the weight of success in the fierce job competition. In Fengqing County, there were 16 undergraduate students returning to the county from XX to XX. Through the exchange of talents, all 16 people were recommended for employment, and the employment rate was 100%. In the same period, there were 196 undergraduate students in the county. There are 40 people employed in the channel, and the employment rate is 20%. Professional structural contradictions are closely related to a local economic development level, industrial layout and even a certain period of development. Where the level of economic development is high, the scope of talent demand is wide. On the contrary, the scope of demand is narrow; When a certain industry develops an industry in a certain period, the demand for relevant professional and technical personnel is large. In a certain period of time, the employment rate of graduates with high social demand is high, and vice versa. As far as the current situation is concerned, the lack of grassroots in townships and towns is mainly in the fields of agriculture, science and technology, education, and enterprise management. There are theoretical, technical, and operational talents, and the existing resources of college students still have a large gap. In XX, all the undergraduate students who graduated from Fengqing's English majors were hired to the front line of teaching and successfully employed, while other professional graduates were less interested. In the same year, among the 16 undergraduate students who were recruited through talent exchange, one of them had a major difficulty in the resettlement work because of the professional mismatch. Although they finally achieved employment through recommendation, they did not use it to learn. I can't take my expertise. Such structural contradictions often lead to "learning not to be used, not using what to learn", resulting in the idleness and waste of human resources. Therefore, this is one of the factors that affect college students' employment at the grassroots level.
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