Maanshan Iron and Steel. Good point~~Ma'anshan's urban environment is much better than Tongling.
I am from Tongling and I am telling the truth.
Nonferrous metals~~~ Undergraduate students who just signed up for the mining industry this year have an annual salary of 50,000, but metallurgical doctoral students don’t know (you can weigh it in your own mind whether it is more or less) ~ Tongling Nonferrous Metals can also be considered a salary in the smelting industry. Even better, the Olympic gold medal was born here. . In comparison, the next two are very promising~~Both are listed companies, both have assets of over 10 billion and employees of over 10,000.
As for Maanshan Iron and Steel, I know it very well, but Tongling Nonferrous Metals attaches great importance to talents
No matter where you are, you have to make your own future. You must not only rely on yourself but also build yourself. Personal connections (I don’t know about other places, at least in Tongling where I live, personal connections are very important, and knowing how to be a good person is a necessary stepping stone to success)
Give you some data: Strategies for talented people of color:
1. Newly recruited full-time undergraduate graduates and postgraduate students from general colleges and universities will implement a multi-channel performance-based salary system. The remuneration during the internship period will be implemented according to the graded salary standards. Bonuses, benefits, etc. are the same as those of current employees, and they will be given a one-time settlement. The fee is 2,000 yuan, and a living allowance of 400 yuan/month is provided for five consecutive years. As an object of enjoying the fourth-class professional and technical talent allowance of the holding company, an enterprise annuity system is established.
2. Implement a high-level professional and technical talent training project, and select and train at four levels: provincial-level and above academic and technical leaders, outstanding technical experts, top-notch talents, and holding company-level academic and technical leaders, and send them to universities. Further studies, on-the-job studies for master's or doctoral studies.
3. Establish a subsidy system for professional and technical talents and technical workers. The subsidy for professional and technical talents is divided into four levels, and the monthly allowances are 2,000 yuan, 1,200 yuan, 800 yuan, and 400 yuan; the technical worker allowance is divided into three levels, and the monthly allowance is 500 yuan, 300 yuan, and 200 yuan.
4. Implement an equity incentive, housing reward or house purchase subsidy system for talents who have contributed. Patents, technology and other elements can participate in income distribution, and certain rewards will be given based on the economic benefits created by the results.
5. Establish a special talent reward fund of 1 million yuan each year to reward all kinds of outstanding talents, and implement heavy rewards for talents with outstanding contributions.
6. Training funds will be withdrawn every year based on a ratio of 0.2 of the unit's total salary, and will be used to cultivate high-tech talents.
7. Agreed salary and annual salary systems can be implemented when introducing talents.