Talent Management for Enterprises in Guangdong–Hong Kong–Macao Greater Bay Area: Analysis of Current Situation and Suggestions for Countermeasures

In response to the above findings, this study concludes that enterprises should strengthen the construction of talent echelon and cultivate talents adapted to the development of the enterprise through the combination of industry-university-research and emphasizing the development of innovation ability. Secondly, enterprises need to build a scientific talent evaluation system, oriented by ability and performance, and utilize talent evaluation techniques to ensure the fairness and accuracy of evaluation. In addition, enterprises should design career development channels to provide employees with opportunities for growth and promotion, as well as improve the working environment and provide competitive compensation and benefits to attract and retain talents. In terms of talent planning, enterprises should adopt a long-term perspective and develop talent planning that meets more than three years of business operation services to cope with the uncertainty of the future market. Finally, enterprises should strengthen communication with employees, establish a transparent feedback mechanism, and enhance employee job satisfaction and loyalty by empowering employees and high-level consensus. These countermeasures help enterprises build an effective talent management system and enhance competitiveness.