Biography: Zeng Xiangquan ---- Professor and Doctoral Tutor of School of Labor and Human Resources, Renmin University of China. At present hold the position of the director of China Institute for Employment Research( CIER), the “Yangtze River Scholars Distinguished Professor” of the Ministry of education; from 2000 to 2014, served as Dean of School of Labor and Human Resources of Renmin University of China; also serve as the vice president of China Human Resources Development Research Association, the vice president of Labor Academy of China, the president of China Labor Science Academy for Teaching and Research, the member of the Executive Committee of International Labour and Employment Relations Association(ILERA), the member of The National 13^th Five Year Plan Experts Committee; on March 28^th of 2003, in the third collective learning of the Political Bureau of China Central Political Bureau of Communist Party, Professor Zeng was invited to make a lecture on “Global Employment Trends and China’s Employment Policies”.

Hello everyone! The annual human resources affairs review is the regular project in the New Year’s Report. Although this topic is very stylized and hard to show my understanding and the view of my deep research on a problem, carding the significant events of the sort happened over the past year, analyzing the background and reasons behind these most important events, especially prospecting and thinking the direction of future development, is still a very meaningful thing to help us better understanding the opportunities and challenges China's labor market operation and human resources management has faced.

Today my topic is "innovation determines the future". Key words in fact is "innovation". Inspired by the "mass entrepreneurship" and "mass innovation", China's human resources has showed that the "four new" in 2015, which includes the new atmosphere of mass entrepreneurship;the new trends of the job market; the new forms of human resources; the new measures for the supply reform. This is my summary and refining of the characteristics of China's human resources market in 2015.

At the same time, I think, China's human resources market will show some new characteristics in five aspects in 2016, or show some new trends. Thirteenth five plan, the five concepts guiding the development; entrepreneurial tide is high, the final effect to the differentiation; eliminate zombie companies, invisible unemployment be brought into the public; talent supply lag, the depth reform of the education start; "The Belt and Road" strategy, boost the speed of talent internationalization.

The New Atmosphere of Mass Entrepreneurship

1. Policies promote the mass entrepreneurship

2. Different groups compete to start a business

3. Maker emerged

The New Trends of The Job Market

1. The demand for emerging services such as Internet and financial recruitment continued to lead

2. The employment situation of small and micro enterprises is relatively good, the employment situation of large and medium-sized enterprises is relatively poor

3. "Platform based employment", "ecological circle employment" have emerged, the freelancers group is expanding

4. New problems and new challenges in the job market

The New Forms of Human Resources

1. The reform of human resources market has promoted

2. Internet technology has spawned a cloud platform for human resources services

3. Organizational change and innovation of human resource management

The New Measures for The Supply Reform

1. Releasing the family planning policy

2. Postponing the retirement

3. Household Registration Reform

4. The reform of education and the promotion of human capital

New outlook for 2016

1. Thirteenth five plan, the five concepts guiding the development

2. The entrepreneurial tide is high, the final effect to the differentiation

3. Eliminating zombie companies, invisible unemployment be brought into the public

4. The talent supply lag, the depth reform of the education start

5. "The Belt and Road" strategy, boost the speed of talent internationalization.

This paper was made by Professor Zeng Xiangquan’s speech in the 10th China Human Resources Management New Year Seminar.