Talent Management Problem in China

ENGAGING IN ORGANIZATION MAN MODEL TO SOLVE CHINA’S TALENT SHORTAGE
Abstract:
In this paper, China’s current problem with talent management –mainly due to lack of qualified university graduates for multinational companies that engage in offshore service operations, the lack of English skills, poor financing of universities, and quality-lacking curriculums– and the ways that China can tackle with this problem by engaging in talent management operations will be discussed. The solution that the paper embraces is that China should adapt itself to the Organization Man model of 1950s as a talent management strategy since the current situation in China cannot work well with the Talent on Demand approach mainly due to lack of talent despite high number of employees.
The paper will firstly define talent management in general and cover the historical trends in talent management, secondly give overall information about China’s talent problem with the reasons, and lastly mention the possible ways to solve the Chinese talent problem by embracing the Organization Man model of talent management.
The main reference points will be Peter Cappelli’s article named “The Talent Management Problem: Why We Need to Think Differently about Talent Management” and Diana Farrell and Andrew J. Grant’s article of “China’s Looming Talent Shortage.” Additional sources will also be used through the paper. A. TALENT MANAGEMENT AND HISTORICAL TRENDS 1. Defining Talent Management
All companies or organizations require human capital internal to their structures. Human capital has long served as one of the most important internal operation tool for these companies and organizations. Even though the production costs has been decreasing over years due to engagement in high technology production techniques that do not require human power, human factor will still keep its importance in the future due to management’s inescapable need for human capital to operate.
Accordingly, talent

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