I. Introduction of Talents The introduction of talents must adhere to the principles of openness, fairness and justice, pay attention to introducing high-level talents from overseas and national key universities, and further optimize the structure of teaching staff. The introduction of talents must conform to the school post setting plan, meet the needs of discipline construction, specialty construction, personnel training and sustainable development, be conducive to the establishment of excellent teaching teams and scientific research teams, and be willing to serve the school for a long time and be healthy.
Second, the goal of talent introduction.
1。 Master's degree under 30 years old (undergraduate course);
2。 Doctors and postdocs under the age of 40;
3。 Under 45 years old, presided over national projects, influential academic leaders, academic leaders under 40 years old, and backbone teachers under 35 years old. The age of imported talents is calculated according to March 20xx 1, and the age of outstanding talents can be appropriately relaxed.
Third, the treatment of talent introduction
1。 The introduction of national or provincial academic and technical leaders and other outstanding talents is negotiable.
2。 Doctoral students (with the following two conditions:
(1) graduated from China Academy of Sciences, China Academy of Social Sciences, the "985" university or the top three universities with excellent overseas doctors;
② The doctor himself is the top two finishers of national scientific research projects;
(3) The doctor of liberal arts published papers 1 articles in the first-class journals of this discipline; Ph.D. in science and engineering published/kloc-0 papers in the first field or 2 papers in the second field of SCI; Or obtain excellent doctoral thesis at or above the provincial level;
It is considered by the school to be an urgent demand for professional talents in the construction of disciplines and specialties in our school. )
(1) Providing scientific research start-up expenses: 50,000 yuan for liberal arts and 654.38+10,000 yuan for science and engineering;
(2) Provide housing subsidies of 6,543,800 yuan+0.5 million yuan, which will be distributed year by year according to the length of service, giving priority to the purchase of on-campus housing;
(3) Spouse work shall be handled in accordance with the relevant policies of Anhui Province, the relevant regulations of the school and the work agreement. Excellent person's treatment is negotiable.
3。 Other doctoral students
(1) Provide research start-up fees: 30,000 for liberal arts and 50,000 for science and engineering;
(2) Provide 654.38+10,000 yuan housing subsidy, which will be paid year by year according to the length of service.
4。 Introducing teachers with doctoral degrees;
(1) Those who have the title of lecturer and have worked for more than one year after being employed shall be employed as an associate professor of the school for three years, and enjoy the associate professor allowance of the school during the employment period;
(2) Those who have the title of associate professor and have worked for more than one year after employment shall be employed as professors of this school for three years, and enjoy the professor allowance of this school during the employment period.
5。 In addition to the above treatment, the introduced academic and technical leaders with doctoral degrees and professorships who are under the age of 45 will be given a subsidy of 40,000 yuan for talent introduction (paid year by year according to the length of service). The introduction of academic leaders or backbone teachers with doctoral degrees and associate professor titles, who are under 40 years of age, in addition to enjoying the above treatment, the college also issues 20xx0 yuan's subsidy for the introduction of talents (issued annually according to the length of service).
6。 For couples who are in short supply of professional doctoral students in our school and need to be introduced urgently, the housing subsidy will be increased by 30% on the basis of one party. The treatment of masters and doctors who urgently need to solve the problem of spouse placement in non-school discipline construction and professional construction is discussed separately.
Fourth, the talent introduction procedure
1. The personnel department draws up the annual recruitment plan according to the needs of discipline, specialty construction and school development, and releases the recruitment information to the society after being approved by the Provincial Department of Education and the Department of Human Resources and Social Security.
2. High-level talents who plan to work in our school should fill in the Application Form for Recruiting (Recording) Personnel in Fuyang Normal University, and provide their resumes, academic qualifications, degrees, professional titles, achievements, awards, physical examination certificates and other original materials (those who return from studying abroad should provide foreign academic certificates issued by the Ministry of Education) and submit them to the personnel department for review.
3. Postgraduate candidates, there should be 3 or more candidates for each entry index before the centralized assessment, and the centralized assessment time is generally arranged before June 30, 20xx.
4. Professors and doctoral candidates can be evaluated in time.
5 by the personnel, educational administration, scientific research, supervision and other functional departments and the main person in charge of the employer, peer experts to conduct a comprehensive evaluation of the proposed introduction of the object, put forward the introduction of opinions.
6. The personnel department will report the inspection results and introduction opinions to the principal's office for deliberation, and then go through the formalities of talent introduction.
In order to further strengthen the construction of the company's talent team, optimize the personnel structure, and conscientiously do a good job in talent introduction in 20xx, according to the Notice of the Human Resources Department of XXX Group Company on the Work Related to Talent Introduction in 20xx, combined with the company's development strategy and business planning in 20xx, the company's talent introduction plan in 20xx is now formulated.
I. Demand Analysis By the end of August of 20xx, the company had 282 employees, including 30 managers, accounting for' 10.63% of the total employees, 72 scientific and technological personnel, accounting for 25.52% of the total employees, and 80 skilled personnel 180, accounting for 63.825% of the total employees. There are 60 employees with bachelor degree or above, accounting for 265,438+0.27% of the total employees, including 3 graduate students; There are 6 technicians with senior technical titles or above, accounting for 2 1.63% of the total number of employees, including 26 technicians and 3 senior technicians.
Judging from the existing personnel structure, there is a big gap between the key positions, leading figures and technical backbones to meet the needs of the company's 20xx business scale and realize the human resources support of the company's development strategy, and the reserve backbone team needs to be strengthened urgently.
Second, the work organization
1. A leading group for talent introduction of the company was established, headed by the secretary of the Party Committee of the company and composed of members of the company team. Its main responsibilities: responsible for the examination and approval of talent introduction plan, the final examination and approval of talent introduction, and the determination of relevant welfare benefits.
2. Establish the company's talent introduction working group: headed by the person in charge of the company's human resources department and composed of the administrative heads of all units. Its main responsibilities are: to propose and review the demand for talents, conduct interviews, tests and interviews for imported talents, and provide relevant materials to the leading group for talent introduction.
Third, the introduction plan
1, according to the company's development strategy and guided by professional needs, expand talent introduction channels and innovate talent introduction methods. In 20xx, we will focus on introducing mature talents and urgently needed professionals, and gradually equip all kinds of professionals who can adapt to the company's development, ensure the quality of imported talents, pay attention to the quality of imported talents and improve the efficiency of imported talents.
2. According to the development needs of the company, 1-2 professional and technical leaders and 6 mature technical talents will be introduced in 20xx (mainly in the fields of hydraulics, molds, mechatronics and special vehicles). ), 4 college graduates (mainly in vehicle engineering, welding and other fields. ) and 65,438+00 mature front-line operation technicians (mainly in professional fields).
3. According to the company's development needs, timely outsource professional design technology, promote the construction of social technology R&D resource utilization platform, make full use of social or Sichuan Aerospace internal R&D resources, and form the company's part-time designer employment and design outsourcing mode, so as to provide guarantee for the rapid upgrade and improvement of the company's R&D response efficiency.
Four. 20xx years ago, in terms of talent introduction channels, we opened up introduction channels and introduced talents in various ways.
First, introduce leading figures and professional technical leaders through headhunting companies;
The second is to release recruitment information through the recruitment network of aviation group, Sichuan talent recruitment network, college and company extranet.
The third is to contact and communicate with local talent centers and organize to participate in local targeted job fairs for large and small talents; The fourth is to participate in the college campus job fair; The fifth is to tap the mature talents of local professional enterprises.
Verb (abbreviation of verb) introduction measures
1. Establish and improve a series of talent introduction measures. For the introduction of talents, different welfare policies and professional and focused career plans should be formulated according to different academic qualifications, qualifications, work experience and work ability.
2. Strengthen corporate culture education, enhance corporate reputation and influence, provide a relaxed and harmonious environment for the introduction of talents, care for talents, and care for talents to solve worries for the introduction of talents.
Brief introduction and evaluation of intransitive verbs
1. The introduced talents, especially the introduced mature talents and college graduates, will be given a probation period of 3-6 months. Those who are not suitable for the post requirements will be dismissed or reflected in the welfare benefits according to relevant laws and regulations.
2. In the introduction of talents, we should vigorously promote communication, help and guidance, so that leading talents and professional leaders can play a good role in imparting skills; Strictly implement the "tutorial system" for mature talents and fresh graduates, change their roles as soon as possible, and be familiar with professional knowledge and business skills.
At present, our company is in the stage of rapid development. In order to establish and improve the company's talent training mechanism, through the formulation of key post successors, various talent selection plans and job rotation plans, the reserve talent team is reasonably excavated, developed and cultivated, and the talent echelon is established to provide talent capital support for the company's sustainable development.
First, the goal is to adhere to the talent training policy of "both professional training and comprehensive training"
Second, the scope of application of outstanding graduates (junior college, undergraduate, graduate)
Third, the main content
Selection of reserve talents
I. Selection of qualifications and abilities:
1, and the basic conditions are analyzed by personal materials.
2. Analyze key qualifications (effective communication with people, ability to analyze and judge problems and determination, planning and organizing ability, adaptability, innovation ability, teamwork ability, working ability under pressure) through structured interviews.
3. Comprehensive quality can be evaluated by some psychological evaluation software (personality characteristics, career orientation, comprehensive ability, psychological test).
4. The property management system can be appropriately adjusted according to the skill standard.
Second, the number of places and procedures for selection Generally speaking, each successor to a key position should select 1-2 candidates. Firstly, the list of candidates for reserve talents is collected-the administrative personnel department organizes a comprehensive evaluation of the submitted list-the administrative personnel department plans the overall training plan for reserve talents-and the implementation of the training plan.
job rotation
Mainly aimed at the personnel with training potential, the purpose is to cultivate compound talents with strong comprehensive ability for the company as reserve cadres of the company.
I. Rotation cycle
In principle, the rotation period of the property department is generally three months, and the administrative post is generally six months. The specific post time is determined by each department according to the actual situation. The premise of rotation is that you must be competent for your current job.
Third, the relationship between rotation and promotion.
All reserve talents must pass two or more positions before they can be promoted to the middle management of the company.
Fourth, approval by rotation.
1, internal rotation of each department: approved by each department-reported to the administrative personnel department for filing;
2. Inter-departmental rotation: each department puts forward a plan-reviewed by the administration and personnel department-approved by the general manager's office.
Verb (abbreviation of verb) management of rotating personnel
1. The staffing of inter-departmental post rotation still belongs to the sending department, and the assessment work during the rotation period is assessed by the new department, but the assessment results must be fed back to the original department as the basis for the annual performance appraisal.
2. After the rotation, the rotation personnel shall immediately submit a written report (summary) to both departments.
Assessment and evaluation of reserve talents
First, the assessment principle: adhere to the principle of seeking truth from facts, being objective and fair, and paying attention to practical results.
Second, the assessment method: refer to the company's employment standards for each position. (Unqualified, Qualified, Excellent)
Evaluation content:
1, self-evaluation
2. Peer review
3, the superior leadership evaluation
4. Selective evaluation
Promotion and elimination
I. Basic principles
1, the principle of paying equal attention to quality and ability
2. The principle of combining step promotion with salary promotion.
3. The principle of ups and downs
Second, the promotion conditions
1. The new employee enters the probation period after induction training.
After examination, he will become a regular employee.
3, can efficiently complete the affairs of the superior department.
4. Strong adaptability and great potential.
Third, elimination
1. During his tenure, he did not complete all the work assigned by his superiors.
2. I changed my job, but I still can't adapt to it.