Interpretation of the analysis of the development of talents in the security industry

The importance of talent for an industry is self-evident. With the development of social security and the continuous advancement of security technology, the demand for security and technical personnel in society is increasing. Looking at the status quo of talents in the security industry, look at the future development of the security industry.

I. Status Quo of the Industry and Development Prospects The current development of China's security has basically taken shape and is quite large. The sudden emergence of smart buildings and intelligent community construction, the construction of safe cities and safe China, and the emergence of high-tech electronic products and the emergence of all-digital network products have greatly promoted the vigorous development of the security products market. It is an indisputable fact that China’s security development has become the world’s largest security market. With the development of the national economy and the acceleration of economic globalization, the security industry in China will continue to maintain rapid development. The security industry in China is also gradually becoming a new growth point for the national economy and a rising sunrise industry.

(I) Analysis of the status quo of the security industry 1. There are many enterprises and the scale is small. At present, there are 6,000 security product manufacturing enterprises in China, accounting for 26% of the total number of security companies in the country. Although the number of security manufacturing enterprises is large, the scale of the enterprises is small. According to statistics, enterprises with an annual output value of over 200 million yuan (non-professional security companies only accounted for security output value) accounted for about 0.6%; 30 million or less accounted for 81.8%, of which 5 million or less accounted for 18%. It can be seen that at present, China's security products manufacturing enterprises are still mainly SMEs. According to relevant statistics, in 2009, the average production value of China's security products manufacturing enterprises was 28.3 million yuan, and the scale of the enterprises was still small.

2. Inadequate research investment and weak self-innovation ability In general, China's security product manufacturing is mainly based on imitation and tracking, and the value-added rate and profit rate are very low. Due to the low barriers to entry in the security industry, most of the manufacturing technology is formed through the introduction, digestion, absorption, and independent innovation, but it basically remains in the imitation and low-level innovation stage. Security manufacturing companies have a low level of scientific research and lack of independent innovation capabilities, especially lack of investment in high-tech and key technologies with large investment and long-term cycles. Many key products and technologies of high-end products still rely on imports. At the same time, the intellectual property rights of innovative products are not effectively protected, and the phenomenon of counterfeit goods driving away a lot of genuine products has further frustrated the enthusiasm of corporate innovation. These have led to weak manufacturing technology development and innovation capabilities, and product updates have not kept pace with domestic and international markets. need.

3. Regional Unbalanced Development Due to factors such as economic fundamentals, the development level of the security manufacturing industry in various regions is extremely uneven. In terms of overall scale, the coastal areas are clearly ahead of the mainland and other regions. At present, a three-tiered structure has been formed, namely the Pearl River Delta region, the Yangtze River Delta region and the Bohai Rim region.

In the Pearl River Delta region, which is based on the Shenzhen Special Economic Zone, there are nearly 4,000 security product manufacturing companies. It can produce almost all high-, medium-, and low-end security products. Many of the world’s leading security companies are OEM-branded in Shenzhen, and 50% of the country’s security products are in Shenzhen. And surrounding companies manufacturing. It is worth mentioning that the security manufacturing industry in the Yangtze River Delta has made rapid progress since 2000, with Hangzhou Hikvision Digital Technology Co., Ltd., Zhejiang Dahua Technology Co., Ltd., Zhejiang Dali Technology Co., Ltd., and Changzhou. The rise of ethnic security manufacturing companies represented by Mingjing Electronics Co., Ltd., and foreign-invested companies and Taiwanese electronics manufacturing companies located in the surrounding areas of Suzhou greatly enhanced the manufacturing capabilities of security products in the Yangtze River Delta.

With the gradual development of the national economy, since the middle and late 1990s, the development of the security manufacturing industry in the Bohai Rim has accelerated. Tianjin Yaan Technology Electronics Co., Ltd., Tianjin Tiandi Weiye Digital Technology Co., Ltd., and Beijing Blue Star Software Technology Development Co., Ltd. Companies such as the company's security products manufacturing industry reputation has become a backbone of China's security manufacturing industry.

4. The quality of employees is not high Although China's security industry has developed for 30 years, industry is known to society as a matter of recent years and has not formed a good industrial foundation. Over the years, the scale of security industry has not been large, and its influence on society has not been fully reflected. This has caused a lack of comparative talents in the industry. No matter whether it is managers, technicians, or even industrial workers, the overall quality needs to be improved. At present, the industrial level of the industrial workers at the frontline of production is generally low, and the skills are lacking. Many people basically have not received any formal vocational skills training, the skilled workers are too small, and the technical workers are not stable. Every year around the Spring Festival there are Large fluctuations have brought great influence on the normal business activities of the company.

(II) Development of the security industry Environment and economic environment: The external economic environment of China's security industry presents a good trend both in macro and micro terms. According to statistics, the central government's budget for public safety in 2011 will reach 624 billion yuan, and a certain percentage of it will be used to purchase security products and implement security projects. In March 2011, Chongqing announced that it will invest 17 billion yuan in huge funds for security prevention and control and build China's largest security system. In contrast, in 2010, the construction of urban security in China, taking Kunming as an example, invested heavily to achieve the goal of installing 200,000 surveillance cameras. The economic environment of the security industry is closely related to the security situation of a society and the degree of economic and social development. Therefore, it is not difficult for us to see that the external economic environment of the security industry will maintain a stable and good trend for a relatively long period of time.

Policy environment: The rapid development of the security industry in recent years cannot be separated from the solid support of the national policy. "Stable" and "development" are the two major themes of China's economic and social development. The Party Central Committee and the State Council have paid great attention to the public security of our country. In all the working conferences of the Party and the State Council, they have made safety precautions as a work of social security. The most important thing. In 2009, with the continuous deepening of national comprehensive maintenance work and the new situation and new situation faced by the government, the Ministry of Public Security required comprehensively strengthening the “six-screen network” construction including the street prevention and control network, and actively building a combination of points and lines. , prevention and control of physical and chemical defense technology, combination of prevention and control, and prevention and control network of social security combined with online and offline efforts to achieve full-scale, all-weather, seamless, and three-dimensional coverage of dynamic society, highlighting the technical protection in safety Important role. Another aspect of national policy support for security is reflected in industrial policy. The state has introduced a series of industrial support policies for high-tech and software companies such as tax reductions and export product tax rebates, which provide superior conditions for the further development of the security industry.

Social environment: During the transition period, China is in a period of rapid economic and social development. However, the social instability that comes with it cannot be ignored. In order to maintain steady and rapid economic development in our country and provide a stable and orderly environment for economic and social development, urban security has increasingly attracted people's attention. The implementation of the “emergency system”, “safe society” and “safe city” promoted by the government has expanded to second and third-tier cities, and the implementation of security and supporting projects for large-scale events such as the National Games, World Expo and Asian Games has also effectively promoted public security. And all parties in the community are facing a warming demand for security products. With the continuous development of China's economic construction, security products will be widely used in intelligent buildings, large public places, factories and enterprises, shopping malls, new communities and other fields. As more and more security demand points are added, the demand for security products continues to increase. In this environment, people's home security awareness has gradually gained popularity. Security systems for private homes will also become more and more important, home security will be comprehensive and in-depth popular to millions of households.

(III) Market environment of the security industry 1. Development status: At present, China's security market presents a three-pronged pattern in geographical distribution: First, the ring-and-water ring based mainly in Beijing and Tianjin, and secondly, East China, including Shanghai and Zhejiang. Circle, the third is based on Shenzhen, the Pearl River Delta-based South China circle. In the market situation, China's security industry has maintained a good momentum of growth. Since entering the period of opportunity in 2005, the average annual growth rate has remained at around 20%. The 2010 total output value is about 240 billion yuan, of which, the security equipment is 110.5 billion yuan ( Accounting for 44.2%), security projects totaled 115.5 billion (50.8%), and security services maintained 16 billion (5%). Among the total output value of 240 billion yuan, compared with 2009, the growth rate of security service maintenance is the largest, reaching 43%, and the growth rate of security equipment is 20%. Due to the large number of simple security systems that meet the respective needs through DIY settings (such as in Internet cafes , Small supermarkets, convenience stores, rental houses, most of the dining and entertainment establishments are basically simple monitoring systems installed), security engineering growth rate is only 14%.

With the development of security technology more and more mature, more and more abundant products, more and more advanced functions, the application of security products is more and more extensive; emerging application industry continues to increase, market demand continues to expand, the company's overall strength continues to increase and The capital demand brought about by the intensified market competition has promoted the current security companies to enter the stage of capitalization and competition.

2. Development prospects: Under the huge market demand, the entire security industry in China will be expanded. In the next few years, China's security industry has a broad market prospect and a huge potential for development. The innovative application of many new technologies such as computer technology, communication technology, and internet of things technology will promote the innovative development of the security industry. The data for the “12th Five-Year Plan” issued by the security industry at the stage predicts that the average annual growth rate will reach around 20%, the total output value in 2015 will reach 500 billion yuan, the added value will reach 260 billion yuan, and the annual export delivery value will reach 60 billion yuan. Above RMB, the proportion of security operations and its extension service industry will reach more than 20%.

Second, the status of talent flow (A) security personnel status quo:

With the increasing demand for security and technical personnel in the society, some colleges and universities have successively established security or related majors. For example, the Shenzhen Vocational and Technical College has successively established the “Intelligent Engineering Technology Specialty” and “Professional of Traffic Safety and Intelligent Control”; Security Vocational technical training in the industry will also be gradually taken seriously, I believe that the overall quality of the security industry personnel will be greatly improved in order to meet the needs of the security industry in the new century. In terms of talents, Shenzhen enterprises are also in the top spot. At present, there are approximately 330,000 employees in the security industry, including more than 50,000 technical talents, and a large industrial workforce.

In the past, security was a new and uninterested industry. It has never received the attention of the society and there is no professional talent team and talent training institution. In recent years, with the development of the "Strengthened Police" and "Safe City" development, security has become a hot industry and security talents have become popular talents.

1. Corporate management personnel account for 10%

The security industry is a young industry, and many corporate executives are very young. However, after more than two decades of development, some corporate executives are no longer young. According to surveys, currently at the helm of mainstream enterprises in the security industry are mainly 38-45 years old, they will soon enter the middle age of thinking or concept, and the young “capital” is declining year by year. If we cannot advance with the times and learn new knowledge so that we can keep up with the pace of the times, the concept can easily lag behind and it is eliminated by the times.

2. Technology R&D personnel account for 15%

The industry often hears such a sentence: The technical threshold of the security industry is not high, there is no technical content. In fact, this is only relative to people in the industry. From the point of view of people outside the industry, security is a high-tech industry. Every time you see the public facing the bizarre surveillance equipment, you are stunned. You will know how mysterious and magical the security industry is in their eyes! It is in the eyes of professionals that security is also a high-tech industry. Security is a comprehensive high-tech industry integrating photoelectric, audio and video transmission, and communication technologies.

However, because security is a new category of technology, although it has certain relevance to or is an extension of technologies such as optoelectronics, audio and video transmission, networking, and communications, it is not exactly equivalent to these technologies. Since security is not an independent technology category, plus it is not a mainstream technology, it has never received the attention of the society in the past. Colleges and universities or scientific research institutions do not have specialized security technology or research institutions. Therefore, there are many R&D personnel in the security industry. The transition from electronics or telecommunications industries is a “half-way moniker”, so the real high-level R&D talents are scarce, and there are many R&D talents for “half-bottle water”. Therefore, the overall level of security R&D teams needs to be improved.

One of the biggest hidden troubles in the security industry is that there is a shortage of R&D personnel, which has become a “sweet potato” that companies dig and dig. For R&D-based companies or production-oriented companies, R&D staff should have the highest wages in the company. This is reasonable because their work is very important to the development of the company. However, in some enterprises, the pay and return of R&D personnel are always “upside down”, which inadvertently dampens the enthusiasm of R&D personnel. We often hear this saying: The technical threshold of the security industry is not high, and any technology research and development personnel can jump out of their own company. Actually, this is not simply the case. Many companies in the security industry do always have technical backgrounds. However, a large proportion of those who “jump out” to start their own companies are actually “forced to be in charge” by former clubs. Before "jumping out", the fact that one's own contribution to the company is not directly proportional to the return is often the main and most common cause of "jumping." However, after “opening up” to open up its own company, especially after gaining a firm foothold, because of self-awareness of technology, some of the CEOs of technological origin have instead paid less attention to technical talents. It’s just that some CEOs who don’t understand technology know that they don’t understand it. Technical talents also pay more attention to some of them.

In short, technical talents do not receive due attention in some enterprises, and the reason is caused by the company's bosses' concerns and business philosophy.

3. Planning and Marketing Talent 35%

Relatively speaking, the security industry is a very small industry. The total output value of the entire industry does not add up to the output value of a household appliance giant Haier. Since the industry is too small to be truly attractive for senior planning and marketing talents, the security industry can truly be called the “planning and marketing talent” with few masterminds and sales elites.

Due to the particularity of the security industry, marketers are required not only to have basic marketing knowledge, but also to have to understand certain technologies. Otherwise, it is impossible to carry out even the most basic things of introducing products to customers, let alone promoting products.

According to the survey, the qualifications and cultural levels of the marketing staff of many companies in the security industry are not very high, and it is rare to learn the marketing professional “Coban”, because of the requirements of the mature industry (or “big industry”) for marketing talent recruitment. Relatively high, the general requirements must be graduated from marketing, so many people can only "blend into the security industry."

Actually, it is not related to the marketing professional “Coban”. The key is that many companies do not pay attention to the marketing training of the marketing staff. As a result, some marketers do not even have to go through the professional marketing knowledge training. Corporate CEOs measure marketers' standards too short-term and actually able to sell orders quickly, and more orders are good salespeople. Therefore, it is totally reluctant to invest in the training of marketers. Many sales personnel entered the security company to do business, but just because they couldn't find a more suitable job, they clung to the idea of ​​riding a horse and looking for a horse to engage in security sales.

Due to the lack of long-term and overall planning for the cultivation and management of the marketing staff, the short-term effect is the result. The result is: the security industry sales staff are digging and digging, and they are not excellent. Take a look at why many companies’ sales personnel place corporate interests on large-scale speculations of private companies or even speculation on the company’s name in the name of a company. The business elites who have circulated from time to time have opened the company and pulled away the company’s important customers. Security industry The overall level of sales talent can be seen.

Compared with the situation of marketing talents, the planning talents are also not optimistic. Looking at the advertising planning of security companies for many years and the admixture of mass media advertising, the mediocrity of the entire industry planning level is clear at a glance. Security industry planning is not high, one of the main reasons is that many corporate executives do not pay attention to the planning work, and even think that the design of the planning department or planning staff is to "support idlers," that is, the establishment is also more furnishings, planning department has no real power, and even In the end, an ad design draft will be determined by the CEOs personally. The planners are at a loss, and they are difficult to use. At the same time, some companies still have "pseudo-plotting" personnel. These "pseudo-plotting" plans and even publish advertisements without company contact numbers or wrong contact telephone numbers. Their only "ability" is to make the company's advertising costs more effective. Beautiful, more bizarre "floating."

4. 40% of industrial workers

The development of any industry is inseparable from senior management talents and ordinary production workers on the production line, especially skilled workers, because he or she is an important part of the industrial army and is also an industry. cornerstone.

However, when we set our sights on ordinary workers in the production lines of security companies, we find that the status quo of the mechanics in the security industry is not optimistic.

Many production workers in the production line of the security industry come from electronics factories and rural villages in the interior. With the continuous development of the industry, the production scale of the company is also expanding and the production line is increasing. Many companies recruit a certain number of new workers each year, but these people Most of them are fellows introduced by fellow villagers and others, and some are workers who have had some simple operation experience such as assembly of electronic products and spot welding from electronics factories in other industries. Strictly speaking, they are novices.

These novices basically do not have any formal vocational skills training after entering the factory. Even if they do, they are the traditional mode of “masters with apprentices”. After a short period of “passing, helping, and taking”, they directly perform posts. The quality awareness of these workers is not high, coupled with the backwardness of the company's technical equipment, which results in the uneven quality of some companies' products.

Many corporate executives do not pay attention to the skills training of workers, but are keen to allow workers to work overtime in order to pursue the short-term benefits of maximizing the benefits of minimizing costs.

The low labor cost has always been an advantage in China's security manufacturing industry. However, one fact that cannot be overlooked is that security industry workers have a low level of general culture and lack of skills. As a result, the number of skilled workers is small, and some companies even appear to have a shortage of skilled workers. Moreover, technical workers are also unstable, and there will be large fluctuations before and after the Spring Festival every year. This will cause the company to become an "iron-plated soldier in the camps." Many companies are also forced to work hard to recruit technicians for the sake of sales.

The skilled workers in the security industry and the skill level of workers must constantly improve, otherwise it is difficult to adapt to the ever-changing requirements of security and technological progress.

In order to understand the lack of talent in the security industry, security industry personnel flow. To this end, we selected 194 security companies and conducted investigations. The specific results are as follows:

1. The lack of talents in the security industry 2. Mobility of personnel in the security industry (II) Existing personnel in the security industry The security industry in China is dominated by private companies. The number of private enterprises occupies a large proportion, and recently, many security companies have A number of positions in the company were surveyed, and the numbers indicated that most of the respondents stated that they had “appropriate considerations” for the current survey on the mobility intentions of the existing staff, and a small number of people said that they would actively look for opportunities. Few people have no idea about the intention of "job-hopping."

Mentality analysis:

The talents who left the service companies are not considered. The companies they employ are all well-known companies in the region or in the country. They have strong strength and good prospects for development. Moreover, they are appreciated and reused by leaders, and their salary and space are good. And the environment has a very high degree of satisfaction.

Talents actively seeking for new opportunities can basically be divided into several categories. First, talented people are faced with bottlenecks in their career development. At the same time, salary income is significantly lower than that of other companies in the same industry; There are major business or management problems in the company, and the people are guilty and unable to carry out their work smoothly. Third, talents do not have the ability to recognize the companies they serve, and they do not have a better work enthusiasm and passion. Based on the above points, finding new development space is a better choice.

There are suitable talents that can be considered, and they are basically satisfied with the current status. However, there are still many personal requirements that have not been met. They will combine the scale of the company, professional atmosphere, sustainable development capacity, work place, income level and other factors. The opportunity to make a comprehensive judgment.

State-owned enterprises in the security industry pay high attention to employees' salaries, such as employee salaries, benefits, and holidays. In the work environment, state-owned enterprises are generally very comfortable and stable, and there is no private enterprise in competitiveness. So dramatic. Therefore, this has caused differences in the attitude of new employees in state-owned and private enterprises. For the employees of private enterprises, the emergence of new opportunities represents an alternative. It can be seen that the flow of talents in private companies is significantly higher than that of state-owned enterprises. In the security industry, employees of private companies occupy the main body.

(B) analysis of the flow of talent 1. The system is not understood enough for the industry We know that a human resources practitioner does not generally care about the industry background knowledge and industry conditions, they are often influenced by the media and misled, the media say what talent is not Looking for it, he believes.

I believe this is also good for their own careers. For example, the boss asks why when we spend so much money and time and haven't recruited suitable talents, they will naturally and eloquently say something on the media. All said, this year's talent in the security industry is really hard to find, and talent competition is fierce.

2. Inadequate sensitivity to changes in the pattern of talent flow and changes in the structure of talents. With the adjustment of China's industrial layout and the acceleration of economic development in the Mainland and the high cost of living in central cities, one-way flow of talents (small and medium-sized cities in rural areas ) has been broken.

The horizontal flow and reverse flow of talents are in progress, and the circulation channels are also complex and diversified, which leads to an increase in the flow of talents. It is not necessarily as sensitive as human resources practitioners. The other is the continuous adjustment and optimization of the talent structure. With the continuous improvement of the government’s social employment training system and remarkable achievements, the situation of some unreasonable talent quality structures in the past has been improved. Many human resources practitioners are often concerned about human resources management microcosmic The improvement of professional quality, the overall response to the macro environment is always slow beat 3, the recruitment channels to be improved need to be improved For simplicity, many human resources recruitment managers choose to recruit service providers only to see the so-called popularity, in fact, only the surface of the visibility It is not a requirement to ensure recruitment effectiveness. Mr. Chen, a senior recruiting consultant of the Security Talent Network, suggested that when choosing a recruitment service, he or she should consult a colleague under the same company because “who knows whom to use” has only tried it and used good results to pass word of mouth. It’s really good. . The well-known comprehensive recruitment service providers, their sales staff regardless of the industry, regardless of what area of ​​the customer must be responsible for a person's energy is limited, after all, can not be familiar with the status of talent in so many industries, we security talent The team of the network is responsible for the talent recruitment service in the security industry. The scale of the security industry in the country is also more than 5,000, and more than 400,000 employees are employed. According to Mr. Chen, Senior Recruitment Consultant of Security and Talent Network, we have a total of 13 recruitment consultants for the Security Network. Each recruitment consultant researches about 500 companies and provides professional recruitment services on average. Understanding of this narrow industry should be compared. Deep and systematic, we can provide relatively objective recruitment services. At present, companies that use our Security Careers Network can basically recruit suitable talents within the prescribed time, especially some professional and technical personnel who are relatively unpopular in the security industry.

4, subdivision, personalized service will make the security industry, there is no difficult to recruit talent "of the industry specializing in surgery," a person's energy is really very limited, before leaving home, senior security adviser, said Mr. Chen, security network. We uphold the professionalism of Yingcai.com.cn. Our team will continue to plunge into the talents mobility service in the security industry, and wholeheartedly serve more than 5,000 enterprises in the security industry and more than 500,000 security professionals in the security industry. Really, as always, to do: the recruitment of personnel in the security industry continues to be the first choice, and talents in the security industry continue to be the first choice!

IV. Analysis of Talent Flow Trends Today, when society has entered the era of knowledge economy, human capital mainly exists in people’s minds in an intangible knowledge form, and the increased input in human resources development also translates into knowledge or ability in the minds of adults. With the trend of further intensification of the flow of talent, the risks of the loss of capital and wealth of the parties concerned have also increased significantly.

V. Talent flow influence The demand for talents in the security industry has been increasing over the years. This is mainly due to the vigorous development of the security industry in China. The flow of talents brought about by development is mainly reflected in the excavation and cultivation of high-end talents. The impact of departing personnel is twofold. As the security industry belongs to the high-tech industry, the requirements for talents are urgent, and in terms of personnel training for security management,

On the one hand, regular assessments must be conducted on the existing talents of the company, and training plans for potential talents must be done. In addition to the need to understand security related technical knowledge, but also need to grasp the relevant management and legal knowledge, which is also the purpose of the newly established security department, in addition to the training of security engineering and technical personnel, but also to train security law, management personnel .

On the other hand, it is necessary to clearly define the responsibilities of the work position and standardize the work flow so as to ensure that someone who leaves the workforce understands and minimizes the impact of leaving the workforce.

Suggestions for Enterprises to Deal with the Flow of Talents Companies need to do a good job of stabilizing human resources in human resource management and development in light of the subjective and objective causes of talent flow. The specific policies are as follows:

1, carefully scrutinize the appointment of job description may continue for a long time. When selecting a new supervisor, the leader who is responsible for this task first needs a lot of time to study what the core tasks of this position are, and then decide what quality of talent is suitable for the job. One often-occurring misunderstanding is that the higher the standard, the better, and even the ordinary workers in the production department have used the undergraduate graduates. As a result, they have lost a lot of things. The second is the overkill, which not only increases the operating costs of the company, but also Depression of talents and enthusiasm. In fact, for most companies, the most needed is junior talent, rather than a large number of leaders.

2. Correctly treating talent leaders The core question to be considered when selecting talents is not “What can this person do? What can't be done?” Instead, it should be “What is the strength of this person? Are these strengths suitable for the job?” Excellent leaders The starting point is not to look for candidates' shortcomings. Because we can't base our performance on the shortcomings of this person, we can only build on the strengths of the candidates. Moreover, the evaluation of the shortcomings is highly subjective.

3. Training and Responsibility Stress can cultivate most of the required talents Many business owners believe that outstanding talents can only be hired by outsiders, thus ignoring the internal training of the company. This not only undermines employees' self-esteem and enthusiasm, but also they are idle. The talents within the company increase the operating costs of the company and cause great waste.

4, "Taking Efforts" and "Designing for People"

Most people do not understand why people do things, but this is the most likely situation for large and medium-sized companies with complicated personnel relationships. It is difficult to solve the problem of “because people are planning things” because any change in the position of a company will result in a series of chain reactions. We can't put everyone in the company in a position to put someone in a position. As a result of people's design, it is bound to cause everyone to be "persons are not suitable for the job".