Whether we can have a large number of outstanding talents has become the key to the sustained and stable development of China's capital market. Although China's capital market has developed rapidly in recent years, the talent team in the securities and futures industry is also growing, but there is still a clear gap between its talent situation and the development goal of the capital market. The ready-made goods in the recommended reading cycle are slowly declining. The rubber market is still in the process of bottoming out. 20 12 nonferrous metals were eclipsed, sugar prices fell below 6500, or steel prices started to move 20 12, or low demand dragged down the weak situation of PVC, and confidence recovered slightly. Methanol will enter a consolidation period. Interviews will be held with leading figures of 20 1 1 series futures product innovation to plan the talent team in the securities and futures industry. Talents who design securities and futures need high comprehensive quality, besides professional knowledge in securities and futures, they also need certain analytical judgment and interpersonal communication skills. Therefore, the planning and design of the talent team in the securities and futures industry should not only examine the candidates' academic qualifications and professional skills, but also their logical thinking, analytical ability and ability to get along with and communicate with others. In personnel training, we should not only further strengthen the training of professional knowledge, but also strengthen the training of professional knowledge application ability, and combine theory with practice to make them have a more accurate judgment and a deeper understanding of the capital market and industry background. In addition, it is necessary to strengthen the training of employees' psychological quality and interpersonal skills. Selection and Training of Talents in Securities and Futures Industry Compared with other industries, the securities and futures industry requires higher professional knowledge and learning ability, so it is necessary to select a group of highly educated talents with higher knowledge literacy from colleges and universities. The reason why academic qualifications are very important for talent selection is because the talent team in the securities and futures industry needs high comprehensive quality and integrity awareness. In addition, the securities and futures industry market is changing rapidly, and new knowledge and new situations appear at any time. The talent team should have strong adaptability and learning ability. Therefore, although other people who may be recruited from the society can get started quickly and bring short-term benefits, it is difficult to guarantee the quality and integrity of these people, and it is easy to make unrealistic promises or suggestions to investors, and it is also easy to have illegal operations in the service process. The selection of talents in the securities and futures industry must not be eager for quick success and instant benefit, but should try to select a group of talents with excellent comprehensive quality, and then carry out professional training to make them grow into the backbone of the securities and futures team. Regarding the training of talents in the securities and futures industry, we should pay attention to the following issues: First, we must never relax the strengthening and training of talents' professional knowledge. As we all know, there is a certain deviation between study and actual business in domestic universities. How to combine theory with practice, strengthen the knowledge application ability of talent team, and transform knowledge into productive forces is a crucial issue. In addition, the securities and futures industry requires very high breadth, depth and accuracy of professional knowledge, so the continuous intensive training of professional knowledge is very important for the cultivation of talent team. Second, we must constantly strengthen the awareness of integrity and discipline of the talent team. The securities and futures industry is a special industry, and with all kinds of temptations in the capital market, it is difficult to ensure that people in the securities and futures industry can stick to the moral bottom line and not touch the high-voltage line of law. In this case, we should not only strengthen the ideological education of honesty and law-abiding consciousness for the talent team, but also formulate effective behavior norms within the system to restrain the words and deeds of the talent team from a small point. For those who violate the integrity and rules, we must increase the punishment, take this as a warning, and let the talent team subconsciously form respect for integrity and law. Third, we should cultivate and study the talent team in interpersonal communication. The talent team in the securities and futures industry generally faces and deals with investors. Therefore, the interpersonal communication ability of the talent team has become very important. By providing excellent courses and a smooth platform, the talent team can learn the basic skills, speech skills and emergency measures in interpersonal communication, arrange outward bound training in their spare time, and improve the cohesion and cooperation ability of the talent team. Fourth, provide psychological counseling to the talent team and offer psychological courses. The talent team in the securities and futures industry first faces investors. In addition to dealing with a lot of complicated information, we should also try our best to meet the demands of investors. Increasing pressure can easily damage the physical and mental health of the talent team. In order to promote the healthy development of the talent team in the securities and futures industry, psychological counseling and psychological courses must be offered. On the one hand, it can relieve and release the stressed people psychologically, on the other hand, it can also let employees know more about psychological knowledge, learn to adjust and relax themselves, and face the work with a better attitude. In the management and use of talents, institutions in the securities and futures industry often set up a number of different departments, each of which performs its own duties to maintain the effective operation of the unit, so the demand for talents in each department is also different. In the management and use of talents, we should pay attention to the following issues: First, pay attention to the distribution of different positions according to the personality characteristics of employees. For example, try to choose cautious and conservative employees in the background, try to choose some employees with cheerful personality and strong interpersonal communication skills in the field, and the employees in the front desk and consulting department should be patient and gentle. The second is to strengthen the training of employees' professional knowledge and comprehensive quality in all aspects and shorten the rotation period. The talent team in the securities and futures industry needs high comprehensive quality. Mastering only one professional knowledge and taking charge of one post is not conducive to employees' career planning and long-term development. Therefore, we should offer more special lectures, professional knowledge learning and professional skills training courses in peacetime, so that every employee can understand the job responsibilities and professional knowledge and skills of others in the unit, shorten the rotation period as much as possible, and let every employee grow into an independent and comprehensive talent. Third, in terms of the career development of talents, administrative promotion and performance return are treated differently. In short, employees who can achieve rich performance are not necessarily qualified leaders, while employees with average performance may have higher management ability. Therefore, administrative promotion and performance should be separated, material rewards should be used in performance, and administrative promotion should pay attention to the management, organization and leadership ability of employees. Of course, the premise of this is to have standardized competition rules and comprehensive quality evaluation methods, and the process should be open and transparent, in line with the principle of "three publics". The fourth is to improve the wages and benefits of employees after retirement, encourage some employees to retire early, and give young people a broader development space. Judging from the current situation of the talent team in the securities and futures industry, some employees can't keep up with the changing process of policies and knowledge, and they don't have the corresponding learning and adaptability. In this regard, we should give employees a more relaxed and superior retirement environment, encourage these people to give up their positions to young people with more potential, and improve the operational efficiency of the organization and the work efficiency of the unit. The environment of the talent team in the securities and futures industry needs to grasp the following problems: first, to create a hardware environment, to equip employees with complete hardware facilities, to fully meet the work needs, and to provide employees with convenient working conditions as much as possible; The second is the creation of software environment, including the construction of corporate culture, the ability of staff team and the creation of fair competition environment. In particular, we should pay attention to the creation of software environment, not only to maintain fair competition order and promote the continuous progress and development of talent team, but also to strengthen the cultivation of team ability and improve the collective cohesion and cooperation ability of employees. In addition, it is necessary to strengthen the sense of responsibility and belonging of employees. Other suggestions are: first, build three teams, that is, build a team of senior management talents with professional knowledge, political quality, ideals and beliefs, pioneering and innovative management, professional knowledge and practical experience; Build a team of high-quality middle management talents who are familiar with the services of modern securities and futures industry, have good professional ethics, actively explore and strive for progress; Build a team of professional and technical talents who master advanced professional knowledge and skills in the securities and futures industry, love the securities and futures industry, study hard, be good at innovation and be in line with international standards. The second is to build three highlands, which refers to the international highland of talents in the international securities and futures industry with internationalized talent structure, talent quality and talent activities; The securities and futures industry is a highland for talent education, with top teachers, training senior talents and exporting talent resources; Advanced service means, complete service functions and flexible service mechanism are the highland of talents in the securities and futures industry. The third is to promote three reforms, namely, to promote the reform of the employment system with the goal of "horse racing" competition and selection mechanism; Promote the reform of distribution system with the goal of intellectual capitalization salary incentive mechanism; Promoting the reform of assessment system with scientific performance evaluation mechanism as the goal. 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