After the Municipal Party Committee proposed the talent work strategy of "building an industrial talent highland and realizing the basic goal of talent Changchun", the Shuangyang District Party Committee attached great importance to it and included the city's "building a third-level industrial talent highland in Shuangyang Sika Deer" into an important agenda. In order to effectively implement the talent highland construction, grasp the results, and form an effective mechanism and strong synergy for gathering, attracting, utilizing and cultivating talents, promoting the healthy development of Shuangyang sika deer industry, and creating a distinctive sika deer industry Talent team, in early March 2007, the Organization Department of Shuangyang District Committee and the Shuangyang District Animal Husbandry Administration Bureau formed a joint research team. The team was personally led by Yang Shufeng, deputy director of the Organization Department of the District Party Committee, and Niu Guojun, director of the Animal Husbandry Administration Bureau, and went deep into 8 areas in the district. Township streets, 2 important agriculture-related departments and their affiliated institutions, 7 sika deer industry enterprises, and 20 large sika deer breeding households conducted a survey on the current situation of the sika deer industry talent team in the region, conducted a comprehensive analysis of the talent team, and proposed Opinions on the construction of a talent highland for the sika deer industry in Shuangyang, and a research report is formed as follows:
1. Basic status quo of the construction of a talent team for the sika deer industry in Shuangyang
After years of development, the sika deer industry in Shuangyang District has evolved from breeding to , breeding, preliminary processing and fine processing of deer by-products, and in-depth research and development of deer by-products, a complete industrial chain has been formed. In this industrial chain, a large number of talents have been attracted, and talents have played a decisive role in the development of the entire sika deer industry. role. The whole district attaches great importance to the cultivation, attraction, use, management and service of talents in the sika deer industry and has taken some effective measures, especially in the development and introduction of sika deer talents, and has accumulated a lot of successful experience.
1. Create a wide-ranging, multi-level talent team for the Sika Deer industry. As of March 2008, in the field of sika deer breeding, there were 38,000 skilled sika deer breeding workers in the region, 370 large households raising more than 100 deer, and 6 large households raising more than 1,000 deer. There are 80 rural practical technical talents in the region who can use artificial insemination to improve sika deer varieties; there are 430 sika deer disease prevention and control talents in the region. In terms of status, 143 people are employees of state-owned enterprises and institutions, and 143 people are employees of state-owned enterprises and institutions. There are 287 practical skills talents. In terms of professional title structure, there are 19 people with senior professional titles and 75 people with intermediate or lower professional titles. In the field of deer product distribution, there are 750 talents gathered in the district. Among them, there are 150 practical skilled talents engaged in the primary processing of deer products, and 600 certified deer industry agents engaged in the marketing of deer products. In the field of sika deer scientific research, there are approximately 30 experts, doctors, masters and other high-end talents engaged in deer scientific research in the district. In the field of deer by-product development, there are 7 above-scale deer product finishing and deep processing enterprises in the deer industry chain in the region, with a total number of 89 talents. Among them, 29 are engaged in business management and 60 are engaged in product research and development in scientific research positions.
2. Establish a diversified talent development investment mechanism for the government, employers and society. Talent investment is the most profitable investment. In the development and introduction of talents for the sika deer industry, district and township governments, various employers and all sectors of society invest a large amount of human, financial and material resources every year. According to statistics, from 2004 to 2007, the agriculture-related department alone invested 3 million yuan in talent funds, of which nearly 500,000 yuan was used for talent development in the sika deer industry. All enterprises, institutions and individuals in the region spent on the sika deer industry every year. Funds for talent training are more than 200,000 yuan. An investment mechanism for talent development in the sika deer industry has been basically formed throughout the region, with government and employer investment as the main input, and social and individual input as the supplement.
3. A high-level talent introduction model has been formed with school-enterprise cooperation and school-local cooperation as the main forms.
In recent years, with the development and growth of the sika deer industry and the extension of the industrial chain, the demand for high-level talents in the sika deer industry has also been increasing. We have joined forces with universities and scientific research institutes to use their talents and technological advantages to develop industries. The path of combining education, research and research to introduce talents and technologies urgently needed by the sika deer industry has been widely adopted by various employers and has gradually become a model. According to statistics, in 2007 alone, three sika deer industry enterprises in the region cooperated with universities and scientific research institutes, introduced 39 experts and other high-level talents in the sika deer industry, and achieved 6 scientific research results, all of which were applied for national patents.
4. Innovated the talent training carrier focusing on talent projects and talent engineering. From 2005 to 2008, according to the unified deployment of the province and city and the actual situation of Shuangyang District, the One College Student in One Village project, the high-level talent introduction project for key industries such as the pharmaceutical industry, and the talent service modern agriculture development project were implemented in the entire district. The training and introduction projects have implemented talent projects such as the District Revitalization Project with Ten Thousand Talents and the Talent Training Project for Characteristic Industries, which have played a huge role in cultivating and introducing the sika deer industry talents at all levels that our district urgently needs. The District Development Planning and Economic and Trade Bureau has implemented the "Ten Thousand Entrepreneurial Small Bosses Training Project", which has trained 200 sika deer industry development talents every year since 2007.
5. The talent incentive mechanism has been improved with the district as the mainstay and the township, subdistrict and district-level relevant departments as the supplement. In 2003, after the principle of party management of talents was put forward, the Shuangyang District Party Committee and District Government regularly carried out evaluations of deer industry talents such as deer breeding kings, outstanding deer industry economists, deer breeding champions, etc., in response to the development of the sika deer industry, and actively contributed to the national, provincial and provincial governments. The city recommended talents in the deer industry to participate in various competitions, and a total of 82 people won various honorary titles at the district level or above. Eight townships (subdistricts) and district-level agriculture-related departments carry out various local talent selection activities every year, and the proportion of rewards for sika deer industry talents has been expanded year by year.
2. Problems and reasons for the construction of talent teams for the sika deer industry in Shuangyang
It should be said that Shuangyang District has achieved certain results in the construction of talent teams for the sika deer industry, and it has also contributed to the development of the sika deer industry. Development has played a certain positive role, but from a development perspective, especially from the perspective of the adaptability of the talent team to industrial development, there are still some problems, mainly including:
1. Talent team structure In urgent need of optimization. The structure of the talent team is an important indicator to measure the quality of talent team construction. When the structure is optimized, the talent team will be full of vitality and the talents will be full of creativity. Although the total number of talents in the sika deer industry in Shuangyang District is large, due to various reasons such as insufficient talent training and the sluggish development situation of the deer industry, there are many problems in the structure of the talent team. The main manifestations are:
1. It is a low level structure. There is a disproportionate proportion of talents engaged in sika deer breeding and sika deer disease prevention and sika deer breed improvement. At present, only large-scale sika deer breeders with more than 1,000 animals can use advanced technologies such as artificial insemination to improve and strengthen the sika deer breed. The remaining tens of thousands of skilled breeding workers are only engaged in extensive and simple breeding. Among the sika deer disease prevention and control talents, most of them are only able to Cure some simple illnesses.
Second, the industry structure is imbalanced. There are many talents engaged in breeding, but there is a shortage of talents engaged in scientific research on sika deer, research and development of deer by-products and enterprise management, and there is a lack of high-level talents. The imbalance in the structure of the talent industry leads to poor corporate performance. Take Jishuang Luye Group as an example. Due to the influence of the market, the company's performance has declined year after year in recent years. Several of the company's original professional talents with undergraduate degrees have been lost. This has made the company worse and formed a vicious circle. In 2007 The company's losses in 2008 were extremely serious, and it is expected that the company's performance will decline further in 2008.
The third is the aging age structure. In addition to flexibly introduced talents, those with senior professional titles or above were hired back by various enterprises and institutions after retirement. Some are approaching 70 years old, and there is a serious shortage of successor talents.
Fourth, the knowledge structure is single.
The existing sika deer industry talent team is dominated by practical talents in rural areas, and most of them are local experts and field talents. More than 70 talents have not received formal professional training and education, have low theoretical levels, and are difficult to adapt to marketization and knowledge-based development. The economic development of the sika deer industry.
2. Human resources capabilities need to be strengthened urgently. Shuangyang sika deer industry is a major characteristic industry in the province and even the country and enjoys a high reputation. What is extremely incompatible with such a large industry is that there are no professional institutions for sika deer research and development, no special places and professional teachers for training deer industry talents. The existing trainings are all one-on-one. Some large sika deer raising households invite soil experts and Tian Xiucai to explain temporary difficult issues. Some enterprises and institutions temporarily hire non-deer industry experts from universities to give short classes. This makes the training lack of systematicity and theory, making it difficult to standardize. The actual situation of human resource capacity building has formed certain constraints on the upgrading of the sika deer industry.
3. The quality of the talent team needs to be improved urgently. In the field of sika deer breeding, most breeders cannot adapt to the laws of market economy, lack accurate judgment and prediction of market supply and demand, and lack of understanding of the economic situation of the deer industry at home and abroad. They often suffer large losses when the deer industry economy fluctuates. . In the field of circulation of deer and deer by-products, driven by economic interests and insufficient market supervision, some deer industry brokers violate the principles of honest business and engage in commercial fraud, passing off inferior goods as good, inferior goods as superior ones, and passing off genuine goods to inflate deer prices. The price has greatly affected the reputation of Shuangyang Deer Industry. According to the investigation, when the price of deer reached its peak, some unscrupulous traders competed to sell a sika doe that could not give birth to 8,000 yuan a piece, so that some domestic and foreign merchants did not dare to care about Shuangyang sika deer. In the field of deer product research and development, in order to reduce employment costs and worry about the outflow of talents after training, some companies would rather hire external talents with high salaries than spend money to develop local talents or internal talents, leaving the quality of talents always at a low level.
3. Opinions and suggestions on strengthening the construction of the talent team for the sika deer industry in Shuangyang
The construction of the talent team for the sika deer industry in Shuangyang is not only related to the healthy development of the future sika deer industry in Shuangyang District, but also for Shuangyang It is an important part of the district’s implementation of the strategy of “strengthening the district with talents and revitalizing the district with intelligence”. In 2008, Changchun City made building a talent highland for the Shuangyang sika deer industry a strategic priority in the construction of "Talent Changchun". Therefore, it is necessary to take targeted measures based on the problems existing in the construction of the talent team of the sika deer industry and the healthy development of the sika deer industry in the future to do a good job in building the talent team of the sika deer industry.
1. Improve the industrial talent education and training system. Increase investment through multiple channels, continuously strengthen the capacity building of human resources in the sika deer industry and strengthen talent training by improving the industrial talent training system. The first is to innovate the social training method of industrial talents. Strengthen talent training cooperation with universities and scientific research institutes in Changchun, and adopt various methods such as further education, academic education, scientific research cooperation, and continuing education of existing professional talents to cultivate sika deer industry talents for our district; secondly, establish a socialized talent training base, Establish a training base for sika deer industry skilled talents and practical talents in the Donghua Group Vocational Education Park and the No. 7 Adult Vocational Education School, and adopt regular, targeted, order, and entrustment methods to hold different types and characteristics of sika deer industry talent training courses. The industry is in urgent need of talents. The third is to make good use of farmer training sites such as farmer schools, farmer night schools, and animal husbandry communities, and take the form of expert lectures, practical observations, etc. to strengthen talent development and training for the sika deer industry. The fourth is to use subsidies and other forms to encourage enterprises and institutions to develop talents and strengthen the cultivation of local talents.
2. Improve the industrial talent development and evaluation mechanism. On the basis of carrying out good talent education and training, we will carry out good evaluation work on the existing sika deer industry talents in the region and promote the formalization of the sika deer industry talent team in the region.
According to the assessment authority, timely recommend and assess high-level industrial talents to relevant national, provincial and municipal agencies, regularly assess and recruit senior animal husbandry, animal husbandry and other professional and technical talents; conduct practical skill appraisals for practical skills talents, and regularly issue skill certificates; High-level talents introduced by relevant enterprises in the zone through various methods will enjoy the same treatment as high-level talents in the zone, and participate in various national, provincial and municipal talent evaluation and commendation activities; strengthen the management and recognition of certified deer industry brokers work, strengthen management measures, and build a team of honest brokers. Through talent evaluation and effective supervision and management, we will continue to optimize the talent team structure of the sika deer industry and improve the quality of talents.
3. Create an interactive exchange platform for industrial talents. The first is to promote the interaction of talents inside and outside the region through deer industry forums, business lectures, corporate visits, joint research, and convening multi-field and multi-level on-site meetings and experience exchange meetings; using relevant websites (such as those established by Pangu Biology Company) The "China Deer Industry Website") publishes information on talent needs, achievement transformation, scientific and technological frontiers, etc., to guide the flow of outstanding talents to the industry; secondly, use activities such as industrial talent fairs and industrial talent international exchange months organized by provinces and cities to strengthen Exchanges of talents within and outside the region and at home and abroad to enrich talent horizons. The third is to establish an interactive platform for industrial information exchange by holding deer product expos and trade fairs, etc., to strengthen communication with advanced countries and regions, so that sika deer industry talents can grasp market trends in a timely manner and become familiar with the laws of market economy; fourth, through mutual visits and collaboration , exchanges and other channels to learn and draw on advanced management experience and application technology, so that the talents in the sika deer industry can continue to advance to the next level.