The first is to decompose the functions of the Human Resources and Social Security Bureau into the directly affiliated institutions:
1, Municipal Employment Management Service Center
To implement the national guidelines, policies, laws and regulations for promoting employment; Responsible for collecting and publishing information on occupational supply and demand; Providing employment introduction services for employers' recruiters and workers seeking jobs; To be responsible for the business guidance and management of employment platforms in streets, communities, towns and villages; Guide and coordinate the orderly flow of rural surplus labor force and organize the export of overseas labor services; Carry out microfinance guarantee services and entrepreneurship guidance; Implement national, provincial and municipal preferential policies on employment and reemployment; Responsible for the registration of urban unemployment in the city and the payment of unemployment insurance benefits for unemployed people; Responsible for labor security affairs agency, standardize and guide labor dispatch.
2. Pension Insurance Management Service Center
To implement the principles, policies, laws and regulations of the national endowment insurance; Responsible for the issuance of pensions for enterprise retirees in the city; Examining and issuing funeral pensions for dead retirees and subsidies for survivors' living difficulties; Responsible for the socialized management and service of enterprise retirees; To undertake the work of new rural social endowment insurance; Undertake the basic old-age security for landless farmers.
3, medical work-related injury maternity insurance management service center
To implement the national guidelines, policies, laws and regulations on medical treatment, work injury and maternity insurance; Responsible for the examination and payment of the basic medical insurance for employees and residents in the city and the treatment of work-related injury and maternity insurance for employees; Responsible for the basic medical insurance for employees and residents, industrial injury insurance for employees and maternity insurance for designated units; Responsible for the supervision and inspection of the service behavior of the designated units of basic medical insurance for employees and residents, industrial injury insurance for employees and maternity insurance.
4, the city social insurance fee collection management center
Responsible for the city's social insurance registration; Responsible for the declaration and review of the insured units and individuals; Responsible for expanding social insurance; Responsible for the collection and settlement of social insurance premiums; Responsible for social insurance audit; Responsible for the establishment and management of individual social insurance accounts; Responsible for the registration of basic medical insurance for urban residents.
5. Municipal Labor Security Supervision Detachment
To publicize the laws, regulations and rules of national labor security, and urge the employing units to implement them; To supervise and inspect the employers' compliance with laws, regulations and rules on labor security; Accepting reports and complaints about violations of labor security laws, regulations or rules; Investigate and deal with cases that violate labor security laws, regulations and rules according to law, and impose administrative penalties on illegal acts; Responsible for the guidance and supervision of the district and county labor security supervision.
6. Computer Information Management Center of Municipal Labor and Social Security Bureau
Responsible for the construction, operation management and maintenance of the city's labor and social security information system; Responsible for the issuance and management of social security cards; Responsible for the telephone consultation service of labor security, telephone number 12333.
7, city labor ability appraisal center
Responsible for the city's work-related, illness-related, non-work-related injuries to employees' disability identification.
8, the city occupation skill appraisal guidance center
Responsible for the management of the city's vocational skill appraisal institutions, organize the implementation of various occupations (jobs) vocational skill appraisal work.
9. Municipal Labor Dispute Arbitration Institute
To be responsible for the arbitration of labor dispute cases in the whole city; Guide enterprises and grass-roots units to mediate labor disputes; Participate in handling mass and unexpected incidents caused by labor dispute cases.
10. City Talent Exchange Service Center and its main functions
Responsible for using market mechanism to develop human resources, adjust the surplus and shortage of talents, optimize the talent structure, promote the rational flow of talents, and promote the market-oriented allocation of human resources; Responsible for providing services such as talent recruitment, talent introduction, talent recommendation, graduate employment, personnel agency, talent leasing and dispatching, talent research and training, talent evaluation and talent consultation; Responsible for undertaking the specific work of the municipal enterprise management talent market and the secretariat of the municipal talent research association. City Talent Exchange Service Center consists of four departments: Marketing Department (Graduate Employment Guidance Department, Talent Training School), Personnel Agency Department (Human Resources Office), Comprehensive Department (Secretariat of Talent Research Association) and Finance Department.
1 1. Municipal Personnel Examination Center and its main functions
Responsible for talent evaluation and socialized examination services; Establish and manage the question bank of personnel examination, and be responsible for organizing the proposition of personnel examination; To undertake the examination organization of the city's professional and technical qualification examination, professional qualification examination and the city's professional title (civil servant) foreign language and computer application ability examination (assessment); To undertake the examination organization of the national civil service recruitment examination and the recruitment examination of public institutions in this Municipality; To undertake the specific implementation of the technical level assessment of workers in government agencies and institutions in the city. The personnel examination center has two departments: the examination department and the comprehensive department.
Second, the most important characteristics of talent development in the Mainland:
(1) The talents in the tertiary industry tend to be excessively concentrated.
The outstanding feature of the distribution of talent industry is that the structure of talent industry is in sharp contrast with the distribution of national economy industry. The difference is too big, which means that while the tertiary industry concentrates a large number of talents, the contribution rate of talents to the national economy is obviously lower than that of other industries, which is incompatible with the goal of strengthening the basic position of agriculture and developing a manufacturing power.
(2) Non-public units will be the absolute main force to receive talents.
Great changes have taken place in the ownership structure and employment structure, and the coexistence of various economic components has also fundamentally changed the structure of China's talent team. Its outstanding performance is that the number of employees and the total number of talents in state-owned enterprises have been declining since the late 1990s. With the further development of economic system reform, non-public employers will become the main direction of talent employment in China in the future.
(C) the distribution of professional and technical personnel is very unreasonable
1. The distribution of talents in different ownership units is unreasonable. Professional and technical personnel who account for more than 70% of the total number of professional and technical personnel in China are mainly distributed in state-owned enterprises and institutions.
2. Industry and its layout need to be adjusted. Within the tertiary industry, the proportion of talents in scientific research, social services, financial management, real estate, business restaurant, transportation and other industries is low, which needs to be supplemented and strengthened.
3. The distribution of disciplines or majors is unreasonable. Education, health, economics, accounting and other personnel account for more than 70% of the total number of professional and technical personnel, while engineering and technical personnel only account for 18% of the total. Engaged in research and development (R&; D) Among professionals, there is a shortage of professionals in new materials, new energy, biotechnology, modern medicine and environmental protection.