Wu delivers a presentation on talent issues. [Photo provided to gofujian.com]

A business English reading class at Sanming University's School of Overseas Education (School of Foreign Languages) was transformed into a lively talent management forum on April 22, thanks to a unique "classmate" – Wu Chengcheng, former director of the Sanming Municipal Human Resources and Social Security Bureau, who has a distinguished career behind him.

Wu stepped forward to deliver a guest presentation after attending the course for months as a quiet, note-taking freshman. Two years after retiring, he has been sitting among first-year Business English majors, humbly insisting that he is "just another classmate".

As one of Sanming University's specialisation-innovation integration courses, business English reading is designed to move beyond rote language learning. It aims to enhance students' reading comprehension, practical application skills, and innovative thinking. While the textbook Business English: A Reading Course 2 (Shanghai Foreign Language Education Press) provides the theoretical backbone, the presentation brought its Unit 4 theme "Human Resources" to life.

Building on the pre-reading questions, Wu delivered his entire presentation in fluent English, beginning with a crucial distinction between talent in the broad and narrow senses. He argued that top headhunting companies function not merely as "talent hunters" but as "strategic partners for both enterprises and talents".

The core of his address tackled a perennial challenge for future business owners: how to stop brain drain. Drawing on his extensive experience in public sector human resources management, he outlined seven concrete retention strategies to combat brain drain, each illustrated with typical local cases from Sanming.

First, he emphasized competitive remuneration packages that extend beyond base salaries to include performance bonuses and long-term incentives. Next, he highlighted emotional engagement, stressing that companies must foster a sense of belonging and respect for employees. Besides, he discussed career development pathways, arguing that clear promotion ladders and skill-training opportunities are essential for retaining ambitious young talent. Additionally, he pointed to the work environment – not only physical conditions but also psychological safety and teamwork dynamics. And he examined corporate culture, noting that a shared mission and ethical values often bind employees more effectively than contracts. Then, he introduced performance systems that are transparent, fair, and regularly reviewed, ensuring employees feel recognized. Finally, he touched on regional support, explaining how municipal policies – such as housing subsidies and the "Qilin Mountain Elite Card" – can complement a company's internal retention efforts, creating an ecosystem that attracts talent to stay.

Wu delivers the presentation to first-year Business English majors at the School of Overseas Education (School of Foreign Languages), Sanming University. [Photo provided to gofujian.com]

Wu concluded his presentation not with data, but with two powerful quotes. The first was Thomas Edison's famous saying, "Genius is one percent inspiration and 99 percent perspiration," reminding students that cultivating talent requires relentless effort and perseverance.

The second was an epitaph from an anonymous tombstone in Westminster Abbey. It tells the story of a man who dreamed of changing the world, then his country, then his family, only to realize on his deathbed that if he had changed himself first, he might have changed them all.

"Changing yourself first is an innovation," he said slowly, and his words resonated deeply with the students.

For first-year business majors, innovation is often mistaken for a product launch or a startup plan, but this presentation helped recalibrate that view. As a human resources professional, Wu  encouraged students to break free from traditional thinking, moving from memorization to a multi-perspective analysis of complex talent issues.

"This is a vivid example of specialisation-innovation integration," noted the course instructor, "It shows students that innovation begins with self-awareness and the courage to see familiar problems in new ways."

The lecture effectively broke down the barrier between textbook learning and real-world practice. It not only strengthened students' English reading skills but also cultivated the innovative thinking essential to regional development.

By engaging a seasoned professional as both learner and lecturer, Sanming University has demonstrated a replicable model: when professional experts step into the classroom not as distant lecturers but as dedicated classmates, they transform education and help cultivate the innovative talent that local economies urgently need.

Chang Ming and Mohammad Saiyedul Islam are teachers and researchers in the School of Overseas Education (School of Foreign Languages) at Sanming University, Fujian Province, China.