From the relationship between the enterprise and employees determine the positioning. The relationship of positioning in different enterprises on the division of work, job evaluation, salary allocation are reflected. Japan's enterprise idea is "we are the team," and the idea of corporate America is "hire the best people." When in the recruitment selection, the Japanese enterprise emphasizes the spirit of cooperation, and corporate America emphasize individual ability. This is the day, the United States joint venture to the general manager appointed by the point of view are at opposite poles.
Can locate from the requirement to the behavior of the employees. This situation is the most obvious comparison is "rational management" and "quick action", or "compliance culture" and "personality innovation" the concept of two kinds of difference. In such two different concept of talent, enterprise top management on the talent requirements, selection, appraisal method also exist obvious difference.
        From the attitude toward talent localization, such as haier "not race horses," IBM "internal selection and training". As some enterprise, continuous work for 10 years, without the prior approval of the chairman of the board of directors of the company and the President, shall be classified as temporary layoffs and permanent fire object, in this way, the enterprise culture to stimulate staff's work enthusiasm has played a very big effect.
        Talent concept of fuzzy the greatest harm is caused the company personnel policy continuity. Because there is no clear concept of talent, the company's personnel policy will be for internal or external environment change and change, and the company's employees don't know how I should do is right, the end result is the enterprise employee behavior standard, the diversity and dynamics of too much, lead to enterprise staff is invalid behavior affected human resources into full play.