WANG Yingying, LIU Jianhua, GUO Xiaoqian, FU Dingmi, ZHANG Zhihuan, CHEN Shou
Chinese Journal of Power Sources. 2026, 50(8): 1385-1392.
Against the backdrop of accelerating global energy transition and electrification, the new energy battery industry is experiencing rapid growth, with talent demand exhibiting increasingly hierarchical and multidisciplinary characteristics along with industrial evolution. Existing studies mainly focus on macro-level analyses such as employment scale and skills shortages, while systematic discussions on talent structure transformation driven by technological coupling and application expansion within the battery industry remain limited. From a value chain perspective, this study analyzes the evolution and distribution patterns of talent structure in the new energy battery industry, and further examines the extension of talent demand under the context of industrial globalization. The results show that talent demand follows a progressive distribution along the “materials-manufacturing-system” chain, with manufacturing and engineering roles dominating, while system and application-oriented positions are growing rapidly. Meanwhile, competency requirements are shifting from single-discipline expertise toward interdisciplinary integration, and the talent gap is transitioning from quantitative shortage to structural mismatch. With the increasing influence of international regulatory frameworks—such as carbon footprint requirements, supply chain due diligence, and information disclosure—the industry is evolving from a technology-driven paradigm toward a “technology-regulation co-driven” model. This shift further drives demand for composite competencies, particularly in technical trade-related roles, which serve as a critical bridge between international rule participation and enterprise-level compliance implementation, yet remain significantly undersupplied. Building upon these findings, this study systematically examines talent development pathways from the perspective of value chain coordination and competency evolution. The results indicate that discipline-oriented training models are insufficient to meet industrial needs. Instead, a coordinated approach integrating education systems, vocational training, enterprise practice, and institutional support is required to facilitate the transition toward competency-based talent development, thereby establishing a comprehensive talent supply system covering materials, manufacturing, systems, and international applications.
