Analysis of the Status Quo of Talent Team Construction and Countermeasures

The analysis of the status quo of the talent team construction and the research team of the city's talent team consists of a comprehensive material group and three research groups, which are divided into three groups: institutions, enterprises, and enterprises to conduct research on questionnaires, seminars, visits, etc. The status quo of construction, existing problems and causes, and the next steps have been thoroughly investigated. Since mid-May, we have held 27 symposiums, visited more than 200 enterprises and institutions, visited more than 50 people, and recovered 455 questionnaires, and mastered more detailed information. It is summarized as follows:
First, the status quo of the talent team.
1. The basic situation of the party and government talent team. By May 2003, there were 1977 party and government cadres in Jiangshan City, including 1,688 people with secondary education or above, accounting for 85.4% of the total, and 1423 people with college education or above, accounting for 72% of the total. There are 1382 cadres at the municipal level, 194 women, 1013 people with college education or above, accounting for 73.3% of the total; 595 cadres of township agencies, including 134 women, 410 people with college education or above, accounting for 68.9% of the total. There are 35 city-level leading cadres in the city, including 6 women; 273 members of the township leadership team, including the average age of party and government members is 37.5 years old, 95% of college and above culture, 43 women; 249 people of municipal government departments and departments Among them, 22 women. 2. The basic situation of professional and technical personnel. There are 7285 people of various types in the city. From the level of education: 1156 people in university, accounting for 15.86%; 2676 people in college, accounting for 36.73%; 2649 people in secondary school, accounting for 36.36%; 804 people in high school and below, accounting for 11.04%. From the level of professional title: 1 senior, only 0.01%; 241 senior, accounting for 3.31%; 2046, intermediate title, 28.09%; 4,716 junior titles, accounting for 64.73%; other 281 without title, 3.86 %. From the age structure: 3,427 people under 35 years old, accounting for 47.04%; 1729 people aged 35 to 45 years old, accounting for 23.74%; 2129 people over 45 years old, accounting for 29.22%. From the professional distribution structure: 4118 people in education, 1440 people in health, 859 people in agriculture and forestry, 221 people in urban construction, 144 people in culture, 140 people in traffic and environmental protection, 116 people in finance and taxation, 112 people in news, 71 people in human resources. The other 64 people.
3. The basic situation of the enterprise talent team. The enterprises that issued more than 500,000 yuan of registered capital in the city all issued questionnaires and recovered more than 400 copies according to time requirements. According to the survey feedback, the total number of talents in the enterprise is 2,809. Among them, according to the academic qualifications: 5 graduates or above; 1685 college graduates, accounting for 60% of the total survey; 735 college graduates, accounting for 26.2%. According to professional and technical duties: 60 senior titles, 817 intermediate titles, and 1492 junior titles. By age: 641 under 30, 648 from 30-35, 765 from 36-40, 402 from 41-45, 207 from 46-50, 98 from 51-55, and from 56-60 People, 10 people over 60 years old. According to the talent professional points: 412 people, 10 building materials, 982 economic management, 243 chemical companies, 224 marketing, 323 accounting, 2 textiles, and 521 others.
Second, the main practices and experience.
All along, the city has vigorously implemented the strategy of revitalizing the city through science and education, adhered to the people-oriented thinking, formulated and implemented a series of preferential policies for the introduction, cultivation and use of talents, which promoted the rapid development of the talent team in our city and initially formed a certain scale and Quality talent team. This team is the implementation of the strategy of “strengthening the city and strengthening the city”, which provides an important guarantee for the rapid development of Jiangshan's economy and society and lays a good foundation for the long-term development in the future. Our main approach is:
1. Conscientiously implement the "four respects" policy. The municipal party committee and the municipal government attach great importance to the work of talents, put the implementation of talent strategy and development of human resources into a prominent position, and issued a series of policy opinions to accelerate the construction of the talent team, truly cherish the love of talents, fully trust the talents and let go of the talents. Provide a stage for all kinds of talents to fully display their talents, and let them participate in major decision-making and key projects. In the Standing Committee of the Municipal Party Committee and the Secretary's Office, he has made special studies on talent work. In this year's report of the Party Congress, it is even more important to put talent work at a new height and emphasize this as an important task. In order to fully reflect the value of talents, we have established a system of participation in major decision-making experts, and employ 20 experts, professional and technical top talents in industry, agriculture, social undertakings, and information industry to participate in the consultation of major economic and social construction decisions. Argument. Under the guidance of the policies and measures of the party committee and the government, the "four respects" atmosphere of the whole society has gradually become stronger.
2. The selection and appointment of party and government cadres continued to increase. The Municipal Party Committee conscientiously implements the "Regulations on the Selection and Appointment of Leading Cadres of the Party and Government", continuously improves the methods of party-administering cadres, does a good job in cultivating, recommending, selecting, appointing, and managing cadres, and promotes the structure of age, gender, and knowledge of leading bodies and leading cadres. Optimization. Party organizations at all levels conscientiously implemented the "Outline", innovated the personnel management of cadres, and accelerated the pace of reform of the cadre personnel system. The first is to use open selection as a breakthrough and introduce a competitive selection mechanism at multiple levels. The municipal party committee twice adopted the "double-push and double-test" approach, and publicly selected 8 deputy bureau-level cadres of government departments and departments and selected 2 key middle school principals. In November 1999, three elective positions and two deputy positions were launched for public selection. In April this year, in the adjustment of the city-level government departments, the municipal party committee boldly explored and innovated, and successfully selected self-recommended public nominations for the vacant 17 official departments and one deputy procuratorate. Social repercussions and actual effects. In the middle-level and above-level cadre management of townships and towns and departments, the mechanism of "middle-level cadres competing for posts and general cadres two-way selection" is generally promoted. Second, the city management cadres are appointed and removed to implement the Standing Committee voting system. The third is to increase supervision over cadres and enhance the responsibility of cadres at all levels. Full implementation of the party and government leading cadres to leave the economic responsibility audit, and all the leading cadres transferred from the post to leave the audit. In the work of cadres, the opinions of the people were widely listened to, and the investigation and application of the opinions of the people were paid attention to, which greatly improved the enthusiasm of the public to supervise the cadres, and initially formed a three-dimensional network of public participation, news public opinion, and joint supervision by specialized agencies within the party.
3. The comprehensive quality of professional and technical personnel is constantly improving. Continuously promote the reform of professional and technical personnel management system, introduce a competitive mechanism, implement dynamic management, and promote development, and comprehensively improve the academic literacy and innovation ability of professional and technical personnel. We have focused on cultivating a group of high-tech professionals in the fields of finance, foreign trade, law, and information, especially in response to the need to join the WTO, and have trained a group of specialized personnel who are well versed in the rules of the World Trade Organization; A team of skilled workers with high technical quality, agricultural industrialization management and agricultural science and technology team; paying attention to training a group of ideological and political factors, high service awareness, good at organizing major scientific research projects, mastering scientific and technological development and the growth of scientific and technological talents Regular technology management experts. In order to give full play to the role of professional and technical personnel, we have established the implementation system of the “310 key projects” of the backbone of science and technology, and arranged for them to participate in and be responsible for the implementation of key projects, and to cultivate and cultivate business capabilities and improve their quality in practice. Take the way of recruiting abroad and introduce some urgently needed professionals. In recent years, the city has organized delegations to Wuhan, Xi'an and other places to recruit urgently needed professional and technical personnel, and introduced nearly 100 people each year.
4. The pace of professionalization of business managers has been accelerating. In order to promote the "strengthening of the city and strengthen the city" strategy, accelerate the economic and social development of Jiangshan as a foothold, and cultivate a group of outstanding entrepreneurs with high standards and professionalism. In the specific work, we should pay attention to the study of the growth rules of entrepreneurs, create environment and conditions conducive to their growth, give priority to the enterprises with development potential, and create more development space for them; pay attention to flexible development of enterprises. The problem is to be responsible for the key backbone enterprises, to be politically concerned, to help at work, to protect their lives, so that they can fully engage in enterprise production and management; to guide and encourage social resources to concentrate on excellent enterprises, to adopt custody, In the form of mergers and acquisitions, the industry will become bigger and stronger. There are 18 original cement enterprises in Jiangshan. Through several years of integration, the main production capacity is concentrated in 4 enterprises, which are managed by 4 outstanding entrepreneurs.
Third, the main problems and reasons for the analysis.
In the past few years, the city's talent team has made great progress, but on the whole, the status quo of the talent team is not compatible with the new situation, new tasks and the requirements of the city's leap-forward development, mainly in the following aspects:
1. The total amount of talent is insufficient. The total number of talents in the city is expected to be only 16.5 million by the end of this year, accounting for only 2.9% of the total population, which is lower than the average level of 5.9% in the province, which is far from meeting the demand for talents in various developments in the city.
2. The structural contradiction of the talent team is outstanding. From the perspective of distribution, the existing talents are mainly concentrated in party and government organs and enterprises and institutions, accounting for nearly 60%, while enterprises generally lack talents. Among the more than 5,000 enterprises surveyed in the city, there are only 2,809 talents, and the average number of companies is less than one. From the perspective of professional structure, there are many traditional professional talents, and professionals related to the knowledge economy are scarce. Such as legal, financial, foreign language, computer, economic and other talents are seriously lacking. From the perspective of age structure, young and middle-aged talents are in short supply, and the aging phenomenon of the talent team is more obvious. From a knowledge level, the proportion of highly educated and high-level talents is small. In this survey, there are only 21 graduate students and 304 with senior titles.
3. The phenomenon of brain drain is more serious. One is a hidden outflow. According to incomplete statistics, in the past three years, the number of university students admitted to colleges and universities in the city is about 1,000 each year, while the graduates of colleges and universities returning to work in Jiangxi have only about 120 graduates, and the annual outflow rate is over 80%. Explicit outflow. Talents with intermediate and senior professional titles, university degree or above, leaders of various disciplines, and business backbones are increasing with the introduction of talents in economically developed regions. They are increasing through normal transfer, resignation, and automatic resignation. Trends, the emergence of one person outflow, to promote the familiarity or the same level of level of personnel outflow "pass, help, bring" phenomenon. According to incomplete statistics, in the past three years, the number of talents lost in the city has reached 224, including 10 senior titles, 73 intermediate titles, and 141 junior titles. Mainly concentrated in four major blocks: 34 education systems, 52 health systems, 42 agricultural and forestry water systems, and 96 industrial systems.
4. The role of talents is not fully utilized. First, the service for talents is not in place, the talents are not paid enough attention, and the potential of talents is insufficient. Second, due to economic constraints, there is less support for the provision of materials for talents, and there is no systematic and effective training for talents. Talents are more focused on self-enclosed learning, knowledge update and continuing education can not keep up, the actual effect is poor, the talent level is slow to improve; the third is "specialist is not specialized", many professional and technical personnel take administrative work, professional technology can not get it The fourth is the lack of a scientific evaluation system for the professional title policy. Most of them adopt the evaluation method, with heavy academic qualifications and light ability. There is a clear phenomenon of seniority. The mechanism for survival of the fittest has not been established, resulting in the evaluation of professional and technical personnel. Nearly 90% Middle and senior talents and junior talents do the same level of work.
5. The overall quality of the corporate executive team is low. Most of the entrepreneurs in our city are non-professional, and have not systematically trained in business administration. The economic, trade, finance, and related legal knowledge are relatively lacking, and it is difficult to cope with the challenges of knowledge economy and economic globalization. There are few people who master modern enterprise management knowledge. Except for some enterprises above the designated size to establish a modern enterprise system, most enterprises are still in the family-based management and personal management mode, which is not commensurate with the requirements of market economy development. The shortcomings of the management system have made it difficult for outstanding management talents outside to enter the enterprise, and it is difficult for enterprises to cultivate talents themselves, resulting in insufficient innovation awareness and ability of enterprises, and lack of long-term plans and enterprise development plans.
There are many reasons for the above problems. There are both objective and subjective reasons. The following are summarized:
First, the level of economic development restricts the construction of the talent team. Our city is an economically underdeveloped region with relatively weak economic foundation, small economic aggregate, and low technological content of enterprises. On the one hand, the ability of society and enterprises to accommodate talents and reserve talents is limited. The role of talents is difficult to be effectively exerted, resulting in the relatives of talents. excess. On the other hand, due to the large gap between the wages and bonuses, welfare benefits, working environment, living conditions, study and development opportunities, and other developed regions such as Hangzhou, Taiwan and Wen, “the water flows to low places and people go high. "Going" has caused the city to face more pressure in the new round of talent competition. At the same time, the city is located in the western part of Zhejiang, the information is relatively closed, the cultural and academic atmosphere is not strong, especially the lack of large libraries, museums, science and technology museums, etc., it is difficult to meet the needs of high-level talents in learning, further education and academic exchanges. Outstanding talents in the field can not keep the embarrassing situation of outstanding talents cultivated in the field.
Second, the policy mechanism is not perfect. In recent years, the city has also issued relevant files on talent development, but it is undeniable that the system is not standardized, and some good systems have not been well implemented. The talent management is long and disordered, and there are many human factors and few regulatory factors. The boundaries of all the talents and departments are not broken, and the channels for free flow of talents are not smooth. The talent incentive mechanism is not sound enough, and the talent evaluation system has not yet been constructed. It has not really formed a market-based mechanism and relies on scientific and rational distribution policies to mobilize the enthusiasm and creativity of talents. It generally adopts a large average and small gap distribution system, and high-level talents. Labor value, contribution, benefit and distribution are disproportionate, and the right to participate in the distribution of knowledge, technology, management and other factors is not well reflected.
Third, the concept of talent is relatively weak. The concept that human resources are the first resource has not been truly accepted by the whole society. Market competition is not a strong sense of talent competition. The talent problem has not yet attracted enough attention from the whole society, and the atmosphere of talent work is not strong. Some units pay attention to talents only to verbally. In terms of the use of talents, they are also relatively random. They fail to provide talents with the jobs and conditions to play their talents, leading to "heroes useless"; some employers are unfair Simple management, interpersonal tension, lack of cohesiveness and combat effectiveness, leading to the rejection and suppression of talents; some units are not concerned enough about talents, and there are more indicators and pressures to help solve practical difficulties. The development economy has not been transferred to rely on scientific and technological progress and the development of human resources. Some enterprises are confined to traditional concepts and only attach importance to the appreciation of tangible assets such as equipment, factories, land, etc., and do not pay attention to the investment of intangible assets such as talent introduction, intellectual development and improvement of quality. They only attach importance to the introduction of projects and funds, neglecting the human resources, The development and introduction of intelligence.
Fourth, the awareness of talent self-improvement is not strong. The influence of the project economy has not yet been eradicated. Talents have high dependence on units and organizations. Self-learning, self-training and self-improvement are not active enough, resulting in unsatisfactory factors and ability to adapt to current economic and social development. .
Fifth, there is a lack of planning for the construction of the talent team. At present, the planning outline for the construction of talent teams in our city has not yet been formulated, and there is a lack of long-term planning and planning for the cultivation, introduction and use of talents, which is co-ordinated, targeted and forward-looking.
Sixth, the atmosphere of respecting talents is not strong. Many people still know about the use and cultivation of talents. The whole society has not yet formed a good atmosphere of respecting labor, respecting talents, respecting knowledge, and respecting creation. The employment mechanism is not alive, the use of merit, performance assessment, etc. Staying in theory and verbal, there are phenomena such as official position and seniority. In addition, the investment in talents is obviously insufficient, the diversified talent investment mechanism has not yet formed, and the talent entrepreneurial environment is still relatively lacking.
Fourth, countermeasures and measures.
Talent work is a big social system project. To do a good job in building a talent team, we must uphold and realize the party's management of talents, further improve the unified leadership of the party committee, organize the department to take the lead in grasping the work pattern of the general and relevant departments, and strive to improve and improve the talent work consultation decision-making mechanism. Coordinate the implementation mechanism and supervision and restraint mechanism, constantly innovate the methods and methods of the party to manage talents, firmly grasp the three links of talent cultivation, attraction and use, and raise the talent work to a new level.
1. Accelerate the development of talent planning. In accordance with the requirements of "party management talents", according to the economic and social development needs of the city, we must first carefully do a good job in the investigation of the talent resources and the demand for talents, formulate and improve talent planning, determine clear work objectives, and put forward Operational work measures. We must proceed from reality and adapt to the city's industrial development requirements, economic and social development conditions and target requirements to plan talents. It is necessary to base on the local, confiscating and exerting the comparative advantages of the city, focusing on cultivating applicable talents, striving to improve the talent environment, and actively introducing urgently needed talents and intelligence. By 2019, the total number of talents in the city will reach 42,000, with an average annual growth rate of 6.5%. The number of middle and senior professional technicians will reach 10,000, and the number of college graduates will reach 70%.
2. Comprehensively strengthen the training of talents. According to the requirements of economic and social development, we must formulate a scientific talent training plan. We must focus on improving the political literacy and scientific decision-making ability of the important thinking of the "Three Represents", harnessing the overall ability, and exploring and innovating capabilities, and building a sorghum that can take on the heavy responsibility, stand the test of the wind and waves, and understand the economic good management. Leading cadres; focusing on improving the competitiveness of enterprises in our city, accelerating the cultivation of a group of outstanding entrepreneurs with professionalism and entrepreneurial ability, and focusing on adapting to the need to comprehensively promote the construction of a well-off society and respond to fierce competition for talents We will focus on cultivating a group of academic leaders with the standards of Zhangzhou, the province and even the whole country, and cultivating and cultivating a group of specialized and professional talents that are urgently needed. It is necessary to strengthen education and training. Actively build a lifelong education system for talents, vigorously develop adult education and community education, promote the socialization of education and training, establish and improve the continuing education system, and promote the overall improvement of the talent team. It is necessary to incorporate the education and training of talents into the unit development plan, establish a paid learning system and a funding guarantee system, and promote the formation of a learning society by establishing a “learning organization” activity as a carrier. It is necessary to strengthen the pertinence of continuing education, implement classified training, and pay attention to actual results. The key to managing talents in the party and government organs is to improve the cultural level and carry out training in modern economic management knowledge. The continuing education of business management talents is mainly to carry out general business management training to familiarize them with the business operation rules under the modern enterprise system as soon as possible. The continuing education of professional and technical personnel focuses on strengthening the updating of knowledge and the improvement of creative ability.
3. Do a good job in talent introduction. We must actively respond to the increasingly fierce competition for talents, constantly improve policies and measures that are conducive to attracting talents, and improve the scientific and open talent attraction mechanism. First of all, according to the requirements of the city to achieve leap-forward development, targeted introduction of talent. Talents who have obtained university degree or above and those who are in urgent need of economic development and meet the development direction of the city should actively introduce and absorb. In particular, focusing on the adjustment of industrial structure and the development of high-tech industries in the city, we will vigorously introduce high-level innovative talents in the fields of electromechanical, chemical, electronic technology, new materials, agricultural high-tech, foreign trade and foreign trade, and give priority to the introduction of a number of proficient WTO rules. Experts in international economics, law and management. Secondly, it is necessary to adopt a variety of forms. Implement the strategy of “building a highland for talent resources”, implement the “flexible mobility” policy for talents, and open a “green channel” to attract all kinds of talents to start a business in Jiangxi, attracting a large number of high-tech talents with high education, high potential and low age. First, recruit talents through the market and directly absorb talents into the talent team of our city. The second is to introduce wisdom through the project. According to the needs of the city's economic and social development, we will list some major scientific research and technological development projects and technical problems of enterprises every year to invite bids and introduce talents and intelligence. Actively attract the results of the city to the city to achieve transformation, introduce talents while introducing scientific and technological achievements, and improve the economic and social benefits of talent introduction. The third is to attract talent through investment. Combine the introduction of foreign capital with the introduction of technology and talents. The fourth is to establish cooperative relations with other units through various forms and use their talents to help us train training talents.
4. Improve the mechanism and maximize the role of talents. In terms of talent use, we must focus on establishing and improving the talent incentive mechanism and giving full play to the maximum effect of talents. First, we must further improve the talent incentive policy. Continue to adhere to the selection of municipal-level professional and technical talents, and greatly improve the corresponding economic and living treatment; plan to establish a city-level meritorious reward system for talents, and implement heavy prizes for outstanding scientific and technical personnel and high-level management personnel; The unit responsible for actively recommending, discovering, and cultivating talents with outstanding achievements, supporting scientific research personnel to make significant contributions, and generating huge economic benefits or social benefits, will be rewarded. Second, we must improve the social and political status of professional and technical personnel. Pay attention to the education and training of professional and technical personnel, actively absorb the advanced elements among them to join the party organization; appropriately increase the proportion of professional and technical personnel in the party congress, NPC deputies and CPPCC members; in the municipal personnel arrangement, Intentional politicians are absorbed into the party and government leading cadres; continue to adhere to the economic and social development major decision-making expert consultation system, and effectively play the role of expert advisory group. Third, we must intensify efforts to promote the reform of the distribution system of public institutions, widen the gap, and promote the monetization of talent value. In terms of income distribution, we will formulate preferential policies for talents, establish and improve mechanisms for the participation of production factors such as technology and management, and implement flexible subsidies and subsidy systems based on actual conditions to improve the insurance and health standards for talents and ensure the talents. The treatment of material life continues to improve. Fourth, we must establish a talent market operation mechanism. Establish a dynamic mechanism that coordinates the adjustment of talent structure and economic restructuring, and adjust the talent structure according to the needs of economic restructuring. Gradually form a talent interest mechanism that is compatible with the market economy, so that it plays a fundamental and key role in guiding the flow of talents and encouraging talents to fully play their roles. Accelerate the improvement of the human resources information network system, realize the network of talent supply and demand information in the city, and make information become the main guiding tool for talent exchange, job search and employment. Establish and improve the personnel dispute arbitration system, properly resolve the disputes over talent mobility, and protect and safeguard the legitimate rights and interests of talents and employers. Do a good job in the construction of talent market places and improve the service function of the talent market. Strengthen the construction of hardware facilities in the city's talent market, and improve the degree of modernization, making it the “leading” and talent exchange center of the city's talent market. Explore ways to establish a professional talent market such as education and health talent market. Improve the network system of talent intermediaries, and gradually build a talent market network with the talent market set up by the personnel departments of all levels of government as the main body, supplemented by other departments and industries and private talent intermediaries, forming a multi-level, multi-functional, and comprehensive society. Talent socialization service system. Strengthen and improve the social service functions of the talent market in terms of talent information, talent exchange, talent training, talent assessment, etc., to meet the needs of talents and employers to the utmost extent. Fifth, we must establish and improve relevant systems to promote the flow of talents. Further eliminate the institutional obstacles to the flow of talents, break the restrictions on talent status and ownership, reform the household registration management system, explore various forms of talent flow, and accelerate the establishment and improvement of pension insurance, unemployment insurance, work injury insurance and medical insurance systems.
5. Actively create an environment conducive to talented people and talented people. First, we must raise awareness and update our concepts. Party committees at all levels, especially leading cadres, should regard economic construction, social development and human resources development as an organic whole. Economic construction and social development must rely on talents as a support. The development of talent teams should promote economic construction and social development. The expansion of the talent team, the improvement of its quality, and the adjustment of its structure and layout must be based on the needs of the city's economic and social development. Second, we must increase the propaganda of talent work. We must mobilize all aspects of society to care about talent work, support talent work, and strive to create a social atmosphere that respects labor, respects knowledge, respects talents, and respects creation. Third, we must effectively protect existing talents. We must truly fulfill the requirements of retaining people in business, retaining people's feelings, and retaining people with appropriate treatment. We warmly support the work of all kinds of talents and sincerely care about their lives. It is necessary to respect the objective laws of talent growth, encourage them to explore and actively innovate, and not only to treat heroes with success or failure, but also to protect their creative enthusiasm; at the same time, they should pay attention to the life of retirees and use their rich practical experience and mastery. The advantages of a long skill, actively create conditions, give full play to the role, and achieve old-fashioned; further improve the policy system and legal environment for talent work, strictly handle affairs according to law, and provide policy and legal guarantees for creating a good talent environment.