“Those with virtue and talent will be given special emphasis, those with virtue but without talent will be cultivated and used, those with talent but without virtue will be restricted from employment, and those without virtue and talent will not be employed.” This is the famous view of entrepreneur Mr. Niu Gensheng, and it has been been widely promoted. Mengniu's proud achievements today are inseparable from Mr. Niu Gensheng's personal charm, and the most shining point of his personal charm is his moral character. How to transform this virtue into an important part of the corporate culture of the entire Mengniu enterprise and sustain its development is a huge project. Because the sustainable development of an enterprise does not only rely on the personal charm of Mr. Niu to achieve higher value for the enterprise, one day Mr. Niu will also abdicate. Many people will ask: What kind of talents does the company need? What kind of talents best meet the company's requirements? "Those with virtue and talent will be given special emphasis, those with virtue but without talent will be cultivated and used, those with talent but without virtue will be restricted from employment, and those without virtue and talent will not be employed." In fact, this classic saying of Mr. Niu is quite in line with the general needs of the company and is a good guide for talents. Basic needs framework, but it is not easy to meet such basic requirements. Almost every company puts morality first when recruiting. So what are the standards for morality? What are the basic standards of professional ethics? Every company has different requirements for morality. How to balance morality and talent? What is the intrinsic connection between professional ethics, personal social ethics, and personal beliefs? How to treat virtuous talents? Therefore, many professional examination papers have been extended to test candidates first, trying to quantify virtue as much as possible. In fact, virtue is difficult to quantify. It is quite rare to find such a talent as "having virtue, talent, and putting them to good use". Both Bole and Ma are extremely important. They also need some fate. Bole needs to seize the opportunity and not let it go. Most horses grow rapidly under the guidance of Bole. This is a mutual interactive relationship, which is a perfect state of talent utilization. "Those who are virtuous but not talented should be cultivated and put into use." This group of personnel should occupy a considerable proportion in the company. Being untalented does not mean that they really have no talent at all, but it means that they are not comprehensive enough or professional enough. They may not be able to start a business, but they can be very capable. A good Shouye can do the work of the department she/he manages in a down-to-earth manner, persist in it, and work hard without complaining. In fact, this is the coexistence of talent and virtue. If such talents are given better training, they will be better Their support is the backbone of the company, and they can survive and die with the company. "Talent without virtue will restrict employment." The word "hire" is used here, which means that after trial, the position of this kind of person in the company must be carefully considered. They are a certain type of people that the company needs at a specific period. They may have personal abilities. Stronger side, but in terms of professional ethics, they may betray the company and colleagues because of their own personal interests, deceive superiors and subordinates, form cliques, deliberately delay the output of others, "Those who don't listen to me will perish", etc. , once such people are discovered, their use must be restricted, controlled to a certain proportion, and gradually eliminated. "If you have no talent and no morals, you will definitely not be able to use them." When a company has requirements for talents, it must also consider how to provide supporting talent placement and talent management, which includes materials (salaries, various material benefits, etc.) , professionalism (various trainings, exchanges and learning), future prospects (future prospects of the company, future prospects of the team, personal development space, etc.), spirit (honor and pride). Good talent management will get more virtuous and talented people, while those who are talented but not virtuous will also be suppressed and transformed under the environment and management framework of "those who are close to red are red, and those who are close to ink are black".