In order to thoroughly implement the spirit of the 19th National Congress of the Communist Party of China, fully understand and master the current situation of talent introduction, analyze the existing outstanding problems, and study and put forward ideas and countermeasures for improving and strengthening the work. According to the deployment requirements of the ☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆9 I. Basic information
1. Direct introduction of talents. In the past three years, I have introduced talents directly. From the introduction channels, ☆. From the academic level, ☆. From the professional point of view, ☆.
2. Flexible introduction of talents. In the past three years, I have been ☆ flexible introduction of talents ☆ people. From the way of introduction, ☆. From the perspective of talent types, ☆. From a professional point of view, ☆. From the academic level, ☆. From the professional title, ☆. Second, the main problems
1. The channels for talent introduction are narrow. In recent years, I mainly take open recruitment, campus job fairs, large-scale talent exchange meetings and flexible talent introduction as the channels for talent introduction. The government-led talent introduction is mainly for government agencies and institutions, and the enterprise talent introduction is basically in the state of self-recruitment. The flexible talent introduction lacks standardized institutional mechanisms, and most of them are on-the-job or volunteer at the grassroots level, serving and training talents. Although the "Administrative Measures for the Introduction of High-level Talents (Trial)" has been formulated since last year, the channels for talent introduction have been broadened from the policy level. Throw an olive branch and attract golden phoenix? The role of.
2. The mode of talent introduction is not flexible enough.
First, the recruitment setting is too rigid. In the government-led talent introduction activities, unified recruitment is the main method, and the content and method of recruitment are single, especially the professional setting of recruitment in public institutions is too broad, which leads to a certain gap between the talents recruited and the ideal candidates of employers, the degree of professional matching is not high enough, and the adaptability between people and posts is not strong enough.
Second, the staffing management is not flexible enough. Many units are short of professional talents, and there are also students with matching majors among unemployed college students. However, due to the full establishment, there is no way to introduce talents, resulting in a waste of talent resources and a lag in the work of the units.
thirdly, there is a lack of discretion in determining the salary of imported talents. The salary standards for the introduction of talents are clearly stipulated, especially in government agencies and institutions, and the salary standards are strict. In the process of talent introduction, talents cannot be introduced by raising wages and salaries.
3. The structure of talent introduction is not reasonable enough. The imported talents mainly focus on basic disciplines such as ☆, but lack of solutions to the problem that a specific field is in urgent need of high-level talents. Although there are many professionals in ☆ field and many professionals in ☆ field directly introduced in recent three years, accounting for ☆% and ☆% of the directly imported talents respectively, the urgently needed professionals in ☆ and ☆ fields are still in short supply, and the specialty and level of imported talents need to be optimized and improved.
At the same time, there is a serious shortage of talents with senior titles in my ☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆9
4. The brain drain trend has not been curbed. In the past three years, I have ☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆9734 Most of the brain drain talents are professional and technical personnel, reaching ☆%, accounting for ☆% of the total brain drain, among which ☆ people with sub-high titles or above are mainly ☆ and excellent management talents, especially the loss of experienced experts and professors, which is a great loss to me. At the same time, the vast majority of graduates from national key universities do not want to go back to work. When they graduate, they sign contracts with enterprises and institutions in first-and second-tier cities. Even if they come back, they will wait and see for a period of time to link their personnel relations with talent centers and seek development in other places. Iii. countermeasures and suggestions for the next step
1. broaden the channels for talent introduction.
the first is to implement the project of attracting talents and helping others. Implementing the project of introducing talents and talents is an effective way to solve the shortage of talents, improve the structure of talent team and quickly improve the quality of talent team. Starting with the innovation mechanism, we will constantly improve the talent introduction policy, establish a flexible talent introduction mechanism, improve the management methods for foreign talents, make good use of platforms such as live academician expert workstations and enterprise R&D centers, and introduce talents that are in urgent need by encouraging all kinds of high-level talents to come to my office to engage in part-time jobs, consulting, giving lectures, scientific research and technical cooperation and technical guidance.
the second is to break the barriers of talent introduction and flow. Actively explore the talent exchange mechanism in different industries, open up the green channel for talent introduction, reduce obstacles and constraints such as talent introduction, mobile establishment, identity and ownership, and realize the socialization of talent resources. It is suggested that those with master's degree or above who return to my employment be absorbed into enterprises and institutions by means of assessment and employment.
the third is to start the introduction of high-level talents. As soon as possible, implement the "Administrative Measures for the Introduction of High-level Talents (Trial)", carefully screen a number of positions that are in urgent need of shortage, and start the introduction of high-level talents. In terms of enterprise talent introduction support, we can incorporate the needs of enterprises that are in urgent need of high-level talents into the all-talent introduction plan, give strong support, and explore a way to introduce talents based on their posts and pay according to their abilities.
2. Innovative ways of introducing talents.
First, improve the way of talent recruitment. Make a comprehensive evaluation of the existing unified recruitment of talents. On the basis of widely listening to the opinions of employers, improve the recruitment method of all ☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆☆9734
the second is to improve the mechanism of talent introduction based on performance. In the talent demand survey, most units want to introduce talents with certain work experience and professional title performance, which requires innovative ways of talent introduction, assessment and inspection, and more flexible ways of introducing talents through performance inspection.
the third is to make overall plans to grasp the principle of fairness and equity in talent introduction. While innovating the way of talent introduction, we should pay attention to grasping the boundary between talent introduction and demotion, and strictly design the methods and procedures to prevent injustice in talent introduction.
3. Enhance the pertinence of talent introduction. Judging from the investigation, it is an indisputable fact that the total number of talents is insufficient. We should intensify efforts to expand the talent team and expand the total number of talents according to the needs of the development of various industries. Carry out a dragnet-style talent demand survey, find out the current situation of talent demand, formulate talent introduction plans in time, and promote planned and accurate talent introduction.
by selecting, hiring, introducing, adjusting and flowing, we will focus on introducing professional and technical talents, economic management talents, compound talents who know technology and are good at management, and talents with patents and special skills in key engineering fields such as high-tech industries, benefit agriculture, tourism and planning and urban construction that match our economic and social development, and gradually improve the professional structure, age structure and knowledge structure of the talent team. At the same time, we should also attach importance to the introduction and cultivation of practical talents in various fields, insist on bringing practical talents into the all-in-one talent introduction plan, and adopt the flexible way of introducing high-skilled practical talents to help cultivate more practical talents in short supply.
4. Improve the talent incentive mechanism. Formulate more comprehensive and systematic preferential policies and measures to introduce talents and arouse their enthusiasm, so as to attract people with preferential policies, contribute to employing people with ability, and retain people with feelings and environment. For all kinds of talents, including talents from outside the city and local talents, political treatment and economic treatment should be treated equally, and the political status of talents should be improved.
Excellent talents should be recommended first? Two representatives and one member? , into the target of leading cadres to contact talents, select outstanding talents into leading bodies at all levels, especially the business department suggests to be equipped with professional and technical deputies, and the chief engineer, chief agronomist and chief accountant of key technical departments can also enjoy corresponding rank treatment. Through the establishment of special contribution funds, special government subsidies and scientific and technological progress awards, talents with outstanding contributions will be rewarded, and the sense of honor, acquisition and happiness of all kinds of talents will be enhanced.
We should further improve the living conditions of all kinds of talents, help them solve the difficulties and problems in work, study, life, spouse employment, children's schooling and housing, and ensure their proper working and living conditions. For all kinds of talents, we should also be strict in our work, with clear rewards and punishments. It is suggested to formulate a set of scientific, reasonable and easy-to-operate assessment rules for imported talents, and reward those who have made outstanding contributions to academic research and promote the development of the industry. For those who fail the assessment, we should also put forward corresponding disposal measures to stimulate the entrepreneurial passion and vitality of the imported talents.
5. Strengthen personnel training. It is necessary to formulate a plan for continuing education and training of all-round talents, and all walks of life should also have training plans, which employers should adhere to? Consistent learning and application, teaching on demand? The principle of taking various forms, do a good job in continuing education and training of talents. While doing a good job in local continuing education and training, we should plan to send key talents to institutions of higher learning and research institutes for further study.
cultivate your own leading talents and high-level talents. At the same time, by hiring high-level talents to give lectures, scientific research and technical cooperation, the professional knowledge of our talents has been continuously updated, broadened and improved, and the overall quality of the talent team has been greatly improved. It is necessary to strengthen the political and ideological education of talents, carry out all-round education on outlook on life, world outlook and values, cultivate the spirit of hard work and dedication to science, and encourage them to contribute their wisdom to development.