Don't let the talent bottleneck restrict the devel

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Don't let the talent bottleneck restrict the development of smart cars

recently, the national development and Reform Commission released the smart car innovation and development strategy (Exposure Draft), which proposed to "take building a smart car power as the main goal, create a new path for smart car innovation and development, cultivate new industrial formats, build new competitive advantages, occupy the strategic commanding heights, and take the lead in building a smart car power." Talent is the foundation of industrial development. For enterprises competing for the smart car project, it is more necessary to speed up the training of relevant talents

current situation of talents in China's intelligent United Automobile

with the development of communication and Internet technology, the intelligent and United Automobile has become a development trend, and a new round of competition is unfolding in the world. As an important part of the world automobile industry, China's automobile industry is naturally not willing to fall behind. Made in China 2025 clearly states that the development of smart cars is a national development strategy

under the guidance of national development strategy and the strong demand of industry development, what will happen to the talent training and development trend of smart alliance in the new era? Intelligent United Automobile talents refer to all kinds of talents engaged in key technologies of vehicles/facilities (including environmental perception, intelligent decision-making, control execution), key technologies of information interaction (special communication and network technology, big data, platform, information security), basic support technologies (high-precision map and high-precision positioning, standards and regulations, test and evaluation). Through the investigation of 91 enterprises (including 29 traditional auto enterprises, 21 auto parts enterprises, 21 Internet/communication/high-precision map enterprises, and 20 new energy and emerging auto enterprises), it may be possible to find out the layout and trend of enterprises in intelligent talents

first look at the total number of talents. According to incomplete statistics, the total number of smart car talents in the whole industry is expected to be less than 20000. Among the 91 enterprises that participated in the survey, as of june2017, the total number of smart car talents was about 12000, and the average number of smart car R & D engineers in each enterprise was about 100. Among them, new energy and emerging auto enterprises, it and communication enterprises have relatively concentrated smart car talents; There are more than 2000 smart car talents in 14 traditional vehicle enterprises; The intelligent joint talents of high-precision map and positioning enterprises and auto parts enterprises are scattered, and the number of people in each individual enterprise is relatively small

look at the distribution of talent positions. The survey results show that among the smart alliance talents that have been recruited by various enterprises, smart driving technology R & D engineers and ADAS System R & D engineers account for the highest proportion, both around 20%; The second is the system safety engineer, accounting for 15%; Talents in electronics and appliances and big data analysis accounted for 12% and 10% respectively. In addition, the personnel engaged in standards, regulations, testing and evaluation also account for a certain proportion in the talent planning and allocation scheme

from the perspective of talents' ability and quality of intelligent United Automobile, it can be summarized as expect model. Specifically, they should have the following qualities: spirit of change (reform), communication skills (exchange), professional knowledge (specialty), project management (PM), educational background (Education), cross bor (each experimental machine has a team to serve der thinking), and tolerance

from the current situation of the enterprise, in terms of intelligence, which can effectively solve the problem of energy alliance talents, the talent gap in the three functional departments of product R & D, test and data analysis is relatively large, as high as 23%, 17% and 12% respectively. In addition, in addition to manufacturing, quality management and project management, talents in information and communication technology and network technology are also in short supply

in terms of the jobs in short supply, the gap of intelligent driving technology R & D engineers is the largest, reaching 25%. The gap between overseas high-end innovative leading talents and senior management personnel is 16% and 15% respectively. These two types of talents are in short supply in the fields of traditional fuel vehicles, new energy vehicles and smart cars. In addition, the gaps of ADAS System R & D Engineer, system safety engineer and big data analysis engineer are 20%, 13% and 1 respectively. When P increases to 4kn, write down the F value of 1%

this reflects from another aspect that the supply of high-end talents in the domestic automotive industry is seriously insufficient. Nowadays, many enterprises have gone abroad to directly recruit high-end talents urgently needed by the industry in overseas markets such as Germany and the United States

there is a serious gap in the talents of smart cars

at present, compared with the actual demand, there is a serious gap in the talents of smart cars in China, which is mainly reflected in three aspects

firstly, the total number of talents is insufficient, and the gap of R & D personnel is large. As of june2017, among the surveyed enterprises, more than 90% of the R & D talents of smart car enterprises accounted for less than 5% of the total R & D personnel. Among them, there are less than 100 relevant talents in the field of automotive information security. It can be said that the current number of talents is far from meeting the needs of the rapid development of the industry

secondly, the talent transmission at the supply side of colleges and universities can not keep up with the development of industries. Since the release of the energy saving and new energy vehicle technology roadmap, the state has frequently issued various policies, and the whole industry is developing rapidly. However, talent training is cyclical. What is needed in the field of intelligent United Automobile is high-level compound talents of "automobile + it + communication". The requirements for posts are higher, more comprehensive and more in-depth. At present, the talents cultivated in Colleges and universities are far from meeting the needs of industrial development

the third is that the post demand standard is not clear and unified. Smart cars are emerging industries all over the world, and all countries are exploring talent training and development models. As far as R & D engineers are concerned, for different posts, the job requirements and standards of various enterprises are not unified, and they are still in the exploration process of "crossing the river by feeling the stones"

solve the talent bottleneck in a multi pronged way

in view of the current situation of insufficient total talents in the whole industry, the author believes that enterprises can try to actively explore from three channels in the short term

first, internal selection and job transfer. For enterprises that have the conditions, based on the overall strategic plan of the enterprise, it can be considered to select from within the enterprise the technical engineers who are young, have a solid foundation, have strong learning ability and high comprehensive quality and who should first take the resource-saving development path to enrich the team of intelligent driving technology R & D engineers. Through internal and external special training, learning the famous automatic driving MOOC (MOOC) and on-the-job project practice in the industry, we can independently cultivate a group of talents required by the enterprise

second, targeted training of school enterprise cooperation. According to their own human resource allocation plans, enterprises can select specific universities with disciplinary advantages to jointly cultivate talents in automotive intelligence, networking and other aspects. By setting up enterprise scholarships or "elite classes", enterprises can professionally cultivate special talents who are interested in in in-depth research on automotive artificial intelligence and other technologies, so as to provide stable talent channels for enterprises, We will further build an innovation and entrepreneurship system that connects the whole process of talent training and platform construction

third, introduce overseas talents step by step. Enterprises can make full use of China's policy of attracting overseas talents to actively introduce required talents in specific overseas markets, such as the United States, Germany, Japan and other countries. Different enterprises can explore the management mechanism and salary system from the introduction of overseas Chinese to foreign employees step by step in combination with their own actual situation, timely implement international talent recruitment, and solve the problem of talent reserve and training in some scarce areas as soon as possible

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