Interview with Wu Wenzheng, vice president of human resources in Cisco University: the prospects and challenges of flexible employment


Economic Observation Network reporter Tian Jin

In the context of flexible employment becoming hot words, the market prospects and personal social security problems of flexible employment business are still waiting for the market to answer.

During the ultra -A conference organized by the Beijing Sino -foreign Enterprise Human Resources Association on March 26, the Economic Observation Network interviewed Wu Wenzheng, vice president of Human Resources of Cis University of China in flexible employment and employment market. Wu Wenzheng said that on the other side of the huge market demand, flexible employment still faces problems such as policy specifications and reimbursement of medical insurance inter -provincial payment reimbursement.

In terms of changes in the employment structure of fresh graduates, Wu Wenzheng believes that the current employment army is polarized. On the one hand, the outstanding graduates of the popular majors of 985 and 211 schools are competed by various companies. Every year in the offer supply, there will be very crazy breaks in the market to disrupt the rules in the market; on the other hand, more than 9 million Among graduates, more people may face some employment problems. If flexible employment can be advanced, graduates can also have more choices.

As a 37 -year -old network solution supplier, Cisco ranks 15th in the Fortune Global Brand Value of Forbes 2020. Cisco entered the Chinese market in 1994. In terms of revenue, the total revenue of Japan, Greater China and Asia Pacific accounts for more than 10%of Siyo’s global revenue.

Economic Observation Network: How do you think of the opportunities and challenges of flexible employment?

Wu Wenyi: From the perspective of demand, there is a need for flexible employment from enterprises to talents. On the one hand, the business and organizations of the enterprise require elasticity; from the perspective of employees, everyone now has diversified life demands, and some talents are unwilling to tie themselves to an organization or unique job. Family, you can engage in several jobs at the same time, such as “slash youth”.

But the development of flexible employment still faces many obstacles.

It is not difficult to do the information of corporate needs and talents. For example, there are already services such as Zhu in China in China. However, the labor law has more room for further strengthening the policy specifications of the current flexible work method. Our company discussed a round of more flexible employment methods to employees last year, or whether certain special talents of the company’s new recruitment can adopt a flexible employment method, but this is facing a big problem in China -to define the employees in the employee is being in China What is the nature of the company’s employment, what are the obligations of the company, and so on.

At present, social security is paid by enterprises, but flexible work lacks corresponding social security. Especially if a person works for a few jobs, which company can be counted as his subject to benefit employees? We must be willing to give them social security, but if employees have worked injuries from Company A to Company B, how can this be defined?


At the same time, with the promotion of flexible employment, the region of talent employment also needs to be more flexible. Employees’ services may span Beijing, Shanghai, Hangzhou and other places. Wait.

Therefore, even with huge market demand, national laws and regulations need to be further enhanced in the policy specifications of flexible employment and the specific implementation of related institutions, and enterprises need to play a role in promoting market norms.

Economic Observation Network: Looking forward to 2021, the number of college graduates will reach a new high. How do you view the outlook for the employment market in 2021?

Wu Wenyi: From the perspective of quantity, graduates have exceeded 9 million from more than 6 million in 2000. However, the current employment army is polarized. On the one hand, the outstanding graduates of the popular majors of 985 and 211 schools are competed by various companies. Every year in the offer supply, there will be crazy break -in to disrupt the rules in the market. Corresponding professional talents, such as artificial intelligence, big data, audio and video professional and technical fields. Of course, this is also a reflection of talent scarcity. On the other hand, among more than 9 million graduates, the competition may be tens of thousands of people, and the rest may face some employment problems.

I personally think that if flexible employment can be advanced, graduates can also have more choices. At the same time, students’ ideas need to be opened, and they can encourage them to do some independent entrepreneurship, such as micro -shops and micro -business.

I think companies should also have a difference and bear the corresponding social responsibility. Now we can clearly see that the education of the school and the needs of the enterprise are disconnected. At this time, it depends on whether the company is a capturer or a trainer for talents. The two need a balance. If the enterprise blindly earns fast money and is just a talent for talents, then there is no way to solve the problem of professional training in fresh graduates.

For example, in addition to the fresh graduates of our company’s recruitment, the company also invests in the Cisco Network Technology College with some colleges and universities in China each year to cultivate teachers and students with practical network technology. So far, we have trained more than 800,000 students to transport enterprises in various industries to work. We will not put these courses in top colleges, but some colleges and even technical secondary schools. I hope that most of the more than 9 million graduates will benefit, not a few elites.

Economic Observation Network: Under the influence of the epidemic, what changes have taken place in the employment market that companies perceive?

Wu Wenzheng: We recruit basically in the IT and the Internet industry. We did a market research last year. The data showed that although it was affected by the epidemic, whether it was a well -known cloud -based foreign -based enterprise in the Chinese market or domestic Internet companies, the number of people organized all of them was growing.

From the perspective of business development, we feel that market opportunities are coming, because they are either our partners or our customers.

Another interesting phenomenon is that the current of people between traditional industries and IT and the Internet industry has begun to increase, which may have only been transferred in an internal company in the Internet.

Economic Observation Network: What do you think of the digital strategic transformation of human resources?

Wu Wenzheng: The digital transformation of human resources needs to combine the overall digital transformation strategy of the enterprise. It is a waste of resources that say or follow the trend. For enterprises, it is necessary to clarify what the digital stage and digital purpose of itself is. Judging from the schemes and support provided by our company and partners recently, some companies have to improve the efficiency of remote communication and collaboration after experiencing the epidemic. Digital transformation requires top -level design and execution. Whether it is a gradual improvement or the transformation of the company’s search for a second -growth curve, the digitalization of human resources is one of the links, and change management must be a very important success element in this process.