Summary of the annual work of the Ministry of Human Resources in 2019

The 200x year is the “innovation year” of Chinalco and the year of the large-scale leap-forward development of Henan Branch. According to the arrangement and requirements of the superior company, the new leadership team of the ** mine has concentrated on the broad-based and trial-time development of the working ideas of “seeking truth and progress, pioneering and innovating, and realizing the sustainable and stable development of the mine”. Under the guidance of this line of thinking, all departments of the whole mine have made concerted efforts, and the amount of ore purchase and ore supply has reached new highs, and has achieved unprecedented results in the history of mine construction. Under the leadership of the mining party committee and the correct leadership, the Human Resources Department closely focuses on the production, quality, cost indicators and the sustainable development of mines, strengthens the management and allocation of human resources in our mines, and conscientiously develops human resources and employees. The training work, performance appraisal work and distribution mechanism have also reached a new level. The mine's human resources management level has been further improved, providing a solid talent and system guarantee for our mine to successfully complete the production and operation tasks for 200x. Looking back at 200x, the Human Resources Department has done the following work:
First, continue to train and appraise employees' vocational skills.
According to the deployment of vocational skills appraisal by the two-level company, combined with the technical status of our mine staff and the requirements for the sustainable development of the XX mine, our mine has increased the intensity of vocational skills appraisal in 200x, broadening the scope and types of appraisal, and Encourage employees to voluntarily participate in special training and technical assessment, to achieve a multi-certification, this year a total of 220 employees of 24 types of work to participate in skills training and identification.
Due to the heavy production tasks of our mine this year, in order not to affect the normal production of all units, the human resources department carefully organizes the power, makes full use of the training on Sundays and evenings and shifts, and insists on improving the work ability of employees as the core and the training. The practicality and effectiveness are put in the first place. At the same time, the skills appraisal training is combined with the post training, and various forms of training work are carried out to make the employees have strong adaptability, creativity and innovation. After two months of training, 220 employees of 24 types of work qualifications passed the theoretical and practical assessment of Luoyang City Vocational Skills Appraisal Center, and all obtained the corresponding professional qualification certificates issued by the national labor department. The mines are closely organized, meticulously trained, and the excellent mines that focus on effectiveness have been affirmed and praised by the Luoyang City Vocational Skills Appraisal Center. The leaders of the human resources management departments of the two-level companies have also given high marks.
Second, in line with the “three system reforms” of Henan Branch, the post investigation and job description of 155 posts in the whole mine were completed. It lasted for three months. Since its listing abroad, Chinalco Co., Ltd. has been guided by the spirit of “strive for excellence, innovation and innovation”, and has been determined to reform and strengthen management and achieved good results. In order to establish a human resource management system that adapts to international competition, establish the crisis awareness, anxiety awareness, reform consciousness and innovation consciousness of the employees, strengthen the core competitiveness of the company, reform the existing personnel management system and operation mechanism, and build a new type of modern enterprise. The human resource management system required for development is imminent and urgent. Based on the above situation, the company started from the strategic height of sustainable development, according to the "Guidelines of China Aluminum Corporation on the construction of human resources management system" and the requirements of the 200x "Innovation Year", issued the "China Aluminum Corporation" employees The implementation of the reform of the allocation and compensation distribution system and the establishment of a sound human resources management system will further improve the company's human resources management system.
According to the deployment of the two-tier company, the Human Resources Department has used broadcasting, convening special conferences, and issued the “Guiding Opinions on the Construction of Human Resource Management System of Chinalco” and “China Aluminum Industry Co., Ltd.” since March. Staffing and salary allocation system reform, establishment of a sound human resources management system, implementation methods, etc., do a good job in the ideological work of employees, and publicize the purpose and significance of the "three system reforms" and job analysis to the employees, and gain the understanding and trust of employees. And cooperation. At the same time, two highly-educated and well-managed employees were selected to participate in job analysis training at Henan Company. After the training, according to the company's time and program requirements, the Human Resources Department set up a small mine survey and analysis leadership, held several special meetings, and formulated various measures and measures to ensure the smooth development of this work. At the same time, more than 20 team members were divided into four roads, and went deep into the three major workshops and departments to seriously carry out post investigation and analysis. Through on-site interviews with interviews and questionnaires of employees and section leaders, combined with data analysis, on-site observation, Key events, work diaries, group discussions and other methods, extensive and in-depth collection of various materials and information for each job, and after extensive discussions, initially formed a survey of the various positions of the × × mine. On this basis, the team members overcome the difficulties of time constraints, heavy tasks and incomprehension, work overtime, multi-party comments and extensive discussions, and several drafts, which lasted more than two months, eventually formed the management of ×× mines. Posts, professional and technical positions, production and operation positions, a total of 155 positions of the job description, successfully completed the tasks assigned by the superior company, and received the praise of the Henan branch and the mining company leaders, of which many good jobs of mine in this work The ideas and methods have also been borrowed and promoted by the brothers and superior companies, which has won a good reputation for our mine.
Three censuses were conducted on the comprehensive quality of the personnel in each mine.
According to the company's human resources development strategy plan, the purpose of building a new human resource management system is to maximize the incentive and development of employee potential, promote the comprehensive transformation of traditional personnel management to modern human resource management, and give full play to the modern enterprise human resource management. The need to select, educate, use, and stay with the four core functions. The primary task of realizing the function of “selecting, nurturing, using, and staying” of modern human resource management is to have a clear understanding of the current human resources status of the enterprise. Therefore, it is necessary to analyze the comprehensive factors of the existing employees in each mine. Compared with job investigation and analysis, job analysis is on the job rather than on the person; the employee's comprehensive census is for people and not for the post, the purpose is to comprehensively improve the staff of all positions in mine, including job operation ability and technical learning ability. , management ability, etc. have a true understanding, to prepare for the future "selection, education, use, stay". In order to ensure the accuracy of the staff's comprehensive ability census work, the Ministry of Human Resources designed and printed 1,600 “Comprehensive Employee Information Survey Forms”, and the questionnaire content was divided into 7 items, from the employees themselves in this unit. The technical level of the work, the other types of work and technology, the ability to manage, the ability to get along with others, the ability to express words, the ability to write in writing, and the ability to improve in technology learning cover every aspect of the work of each employee. Each survey is divided into three levels: high, medium and low. The program of this survey is 1. First, the employee personally fills out the questionnaire and conducts self-scoring. 2. The staff of each unit will score the actual capacity of the employees according to their actual ability. 3. The leaders of each unit will score the employees according to their actual ability. 4. Finally, the human resources department will summarize the final comprehensive capability information base of the employees in each position of the XX mine. The formation of the comprehensive capacity information database of employees provides guarantee for the selection, use, education and retention of the future human resources allocation of our mine.

Four to the two workshops of mining and machine repair, to explore the practicality and effectiveness of employee training.
The focus of XX Human Resources staff training is around ×&ti

Mes; the theme of sustainable mining. The purpose is to improve the technical level and professional ethics of employees, to stimulate the creativity of the employees, and to form a core competitiveness of the mine team and establish a promising learning organization, thus ensuring the XX mine in the fierce market competition. Always in an invincible position. In the specific operation process, the practicality and effectiveness of the training are highlighted, and the weak links exposed by the units in the production process are targeted for training. In response to the strategic shift from the self-production to the joint operation and acquisition, the new requirements for quality inspection work, in September, the Human Resources Department held the Ministry of Production Safety and Quality Management. In the Tiemen, Rencun, Lushan, Fuyang, Shijing, and Xiwo mining stations, including the Ministry of Resources Development, 48 quality inspection workers participated in the quality inspection training class. In order to ensure the effectiveness of the training, the previous theory was not corrected. Re-effective, the training content is out of the actual production situation. Under the support and coordination of the human resources department of the mining company, the human resources department specially invited the mining company to engage in mining and ore inspection work. Zhou and Chen Hongwei, two experts, served as the training. teacher. In the course of the training, the two teachers went into the simple, theoretical and practical, and the practical teaching style infects every student, which draws the distance from the students, and is well praised by the students. Good dedication and hard work. After the training, the majority of the students also put forward ideas and suggestions for improving the efficiency of quality inspection work for the status quo of the XX mineral inspection work. Some of the suggestions have good practical value and have attracted the attention of the Ministry of Mines.
While doing a good job in training, the Human Resources Department often goes deep into the first-line workshops such as mining, machine repair, and outbound transportation, and workshop leaders and employees to explore new ways of practicality and effectiveness of employee training in the current situation. Through communication and exchanges with grassroots units, the Human Resources Department has changed the shortcomings of heavy training and heavy emphasis on the theory. It is replaced by targeted job training and practical training in practical teaching. In addition, through the communication and communication of front-line employees, in order to understand the actual effect of the training in a timely manner, the Human Resources Department has designed the “Employee Training Effect Feedback Form”. In the future, each training course will be held from the Human Resources Department . One month after the training is over. The “Employee Training Effect Feedback Form” will be issued to the trained units and employees. The leaders and employees of the trained units will fill in the opinions according to the training results, so that the human resources department can know the real effect of the training in time, and Adjust the methods and methods of adjusting training.
Fifth, the implementation of the grading and training technology backbone project, selected 27 comrades to participate in the evaluation of technicians, the enthusiasm of employees to learn significantly increased.
Due to historical reasons, there were only 5 workers technicians in the mine before 200x, only 1% of the total number of employees in the mine. The only types of work covered were electricians, fitters, and auto repairs. The average age of technicians is 47 years old. The proportion of mine technicians is much lower than the company average, and the average age is also high. In the year of 200x, according to the spirit of the company's technicians' evaluation and engagement, combined with the actual situation of the mine away from the company, the human resources department communicated with the company. The human resources department of the company agreed to the unique work of the mine non-ferrous industry to participate in the evaluation of the technicians organized by the company. The types of work participated in the review of technicians organized by the labor department of Luoyang City. The Human Resources Department actively implements the grading training technical backbone plan of “primary workers, intermediate workers, senior workers, technicians, and senior technicians”. After recommendation by various workshops and departments, it is recommended that 27 people have outstanding work ability in various positions in the XX mine. Skilled and excellent employees participate in the technician review. Through the development of this work, employees will be encouraged to study technology and further stimulate their enthusiasm for learning new technologies, new technologies, new equipment and new knowledge. The good fashion of learning and progressing in the whole mine has become a common practice.
The business management of the six interior departments has been well received by the superiors.
In the year of 200x, the human resources department continued to do a good job in human resource allocation and labor statistics. The business management of the department's interior department has been well received and praised by the superior management department.
1 With the increase of production and management tasks of mines this year, the purchase volume and supply of mines have reached new highs, and the development of resources has been further strengthened. The Ministry of Human Resources has adjusted the composition of each unit in time according to the needs of the production and operation of the Ministry of Mines. The staff of the Department of Production Safety, Quality Management Department, and Resource Development Department will be enrolled in the first line of production, quality management, and resource development through the selection of some high-quality employees with strong work responsibilities. It laid a solid foundation for our mine to successfully complete the annual mining mission and resource development work.
2 Standardized management, improve the standardization of basic materials and iso9000 quality system identification and hse health and safety environment identification, and do a good job of standardization. In the multiple review and inspection of the superior company, due to the management specifications and materials of the human resources department , the answer was complete and many times the praise of the superior company.
3 Complete the temporary tasks assigned by the superior company on time, and receive the praise of the company leaders for the timely and accurate data reporting.

The 200x year is the “innovation year” of Chinalco and the year of the large-scale leap-forward development of Henan Branch. According to the arrangement and requirements of the superior company, the new leadership team of the ** mine has concentrated on the broad-based and trial-time development of the working ideas of “seeking truth and progress, pioneering and innovating, and realizing the sustainable and stable development of the mine”. Under the guidance of this line of thinking, all departments of the whole mine have made concerted efforts, and the amount of ore purchase and ore supply has reached new highs, and has achieved unprecedented results in the history of mine construction. Under the leadership of the mining party committee and the correct leadership, the Human Resources Department closely focuses on the production, quality, cost indicators and the sustainable development of mines, strengthens the management and allocation of human resources in our mines, and conscientiously develops human resources and employees. The training work, performance appraisal work and distribution mechanism have also reached a new level. The mine's human resources management level has been further improved, providing a solid talent and system guarantee for our mine to successfully complete the production and operation tasks for 200x. Looking back at 200x, the Human Resources Department has done the following work:
First, continue to train and appraise employees' vocational skills.
According to the deployment of vocational skills appraisal by the two-level company, combined with the technical status of our mine staff and the requirements for the sustainable development of the XX mine, our mine has increased the intensity of vocational skills appraisal in 200x, broadening the scope and types of appraisal, and Encourage employees to voluntarily participate in special training and technical assessment, to achieve a multi-certification, this year a total of 220 employees of 24 types of work to participate in skills training and identification.
Due to the heavy production tasks of our mine this year, in order not to affect the normal production of all units, the human resources department carefully organizes the power, makes full use of the training on Sundays and evenings and shifts, and insists on improving the work ability of employees as the core and the training. The practicality and effectiveness are put in the first place. At the same time, the skills appraisal training is combined with the post training, and various forms of training work are carried out to make the employees have strong adaptability, creativity and innovation. After two months of training, 220 employees of 24 types of work qualifications passed the theoretical and practical assessment of Luoyang City Vocational Skills Appraisal Center, and all obtained the corresponding professional qualification certificates issued by the national labor department. The mines are closely organized, meticulously trained, and the excellent mines that focus on effectiveness have been affirmed and praised by the Luoyang City Vocational Skills Appraisal Center. The leaders of the human resources management departments of the two-level companies have also given high marks.
Second, in line with the “three system reforms” of Henan Branch, the post investigation and job description of 155 posts in the whole mine were completed. It lasted for three months. China Aluminum Corporation Limited

Since its listing abroad, the company has been guided by the spirit of “work hard to make progress and innovation and strive for strength”, and has been determined to reform and strengthen management and achieved good results. In order to establish a human resource management system that adapts to international competition, establish the crisis awareness, anxiety awareness, reform consciousness and innovation consciousness of the employees, strengthen the core competitiveness of the company, reform the existing personnel management system and operation mechanism, and build a new type of modern enterprise. The human resource management system required for development is imminent and urgent. Based on the above situation, the company started from the strategic height of sustainable development, according to the "Guidelines of China Aluminum Corporation on the construction of human resources management system" and the requirements of the 200x "Innovation Year", issued the "China Aluminum Corporation" employees The implementation of the reform of the allocation and compensation distribution system and the establishment of a sound human resources management system will further improve the company's human resources management system.
According to the deployment of the two-tier company, the Human Resources Department has used broadcasting, convening special conferences, and issued the “Guiding Opinions on the Construction of Human Resource Management System of Chinalco” and “China Aluminum Industry Co., Ltd.” since March. Staffing and salary allocation system reform, establishment of a sound human resources management system, implementation methods, etc., do a good job in the ideological work of employees, and publicize the purpose and significance of the "three system reforms" and job analysis to the employees, and gain the understanding and trust of employees. And cooperation. At the same time, two highly-educated and well-managed employees were selected to participate in job analysis training at Henan Company. After the training, according to the company's time and program requirements, the Human Resources Department set up a small mine survey and analysis leadership, held several special meetings, and formulated various measures and measures to ensure the smooth development of this work. At the same time, more than 20 team members were divided into four roads, and went deep into the three major workshops and departments to seriously carry out post investigation and analysis. Through on-site interviews with interviews and questionnaires of employees and section leaders, combined with data analysis, on-site observation, Key events, work diaries, group discussions and other methods, extensive and in-depth collection of various materials and information for each job, and after extensive discussions, initially formed a survey of the various positions of the × × mine. On this basis, the team members overcome the difficulties of time constraints, heavy tasks and incomprehension, work overtime, multi-party comments and extensive discussions, and several drafts, which lasted more than two months, eventually formed the management of ×× mines. Posts, professional and technical positions, production and operation positions, a total of 155 positions of the job description, successfully completed the tasks assigned by the superior company, and received the praise of the Henan branch and the mining company leaders, of which many good jobs of mine in this work The ideas and methods have also been borrowed and promoted by the brothers and superior companies, which has won a good reputation for our mine.
Three censuses were conducted on the comprehensive quality of the personnel in each mine.
According to the company's human resources development strategy plan, the purpose of building a new human resource management system is to maximize the incentive and development of employee potential, promote the comprehensive transformation of traditional personnel management to modern human resource management, and give full play to the modern enterprise human resource management. The need to select, educate, use, and stay with the four core functions. The primary task of realizing the function of “selecting, nurturing, using, and staying” of modern human resource management is to have a clear understanding of the current human resources status of the enterprise. Therefore, it is necessary to analyze the comprehensive factors of the existing employees in each mine. Compared with job investigation and analysis, job analysis is on the job rather than on the person; the employee's comprehensive census is for people and not for the post, the purpose is to comprehensively improve the staff of all positions in mine, including job operation ability and technical learning ability. , management ability, etc. have a true understanding, to prepare for the future "selection, education, use, stay". In order to ensure the accuracy of the staff's comprehensive ability census work, the Ministry of Human Resources designed and printed 1,600 “Comprehensive Employee Information Survey Forms”, and the questionnaire content was divided into 7 items, from the employees themselves in this unit. The technical level of the work, the other types of work and technology, the ability to manage, the ability to get along with others, the ability to express words, the ability to write in writing, and the ability to improve in technology learning cover every aspect of the work of each employee. Each survey is divided into three levels: high, medium and low. The program of this survey is 1. First, the employee personally fills out the questionnaire and conducts self-scoring. 2. The staff of each unit will score the actual capacity of the employees according to their actual ability. 3. The leaders of each unit will score the employees according to their actual ability. 4. Finally, the human resources department will summarize the final comprehensive capability information base of the employees in each position of the XX mine. The formation of the comprehensive capacity information database of employees provides guarantee for the selection, use, education and retention of the future human resources allocation of our mine.
Four to the two workshops of mining and machine repair, to explore the practicality and effectiveness of employee training.
The focus of XX Human Resources staff training is on the theme of sustainable development of XX Mine. The purpose is to improve the technical level and professional ethics of employees, to stimulate the creativity of the employees, and to form a core competitiveness of the mine team and establish a promising learning organization, thus ensuring the XX mine in the fierce market competition. Always in an invincible position. In the specific operation process, the practicality and effectiveness of the training are highlighted, and the weak links exposed by the units in the production process are targeted for training. In response to the strategic shift from the self-production to the joint operation and acquisition, the new requirements for quality inspection work, in September, the Human Resources Department held the Ministry of Production Safety and Quality Management. In the Tiemen, Rencun, Lushan, Fuyang, Shijing, and Xiwo mining stations, including the Ministry of Resources Development, 48 quality inspection workers participated in the quality inspection training class. In order to ensure the effectiveness of the training, the previous theory was not corrected. Re-effective, the training content is out of the actual production situation. Under the support and coordination of the human resources department of the mining company, the human resources department specially invited the mining company to engage in mining and ore inspection work. Zhou and Chen Hongwei, two experts, served as the training. teacher. In the course of the training, the two teachers went into the simple, theoretical and practical, and the practical teaching style infects every student, which draws the distance from the students, and is well praised by the students. Good dedication and hard work. After the training, the majority of the students also put forward ideas and suggestions for improving the efficiency of quality inspection work for the status quo of the XX mineral inspection work. Some of the suggestions have good practical value and have attracted the attention of the Ministry of Mines.
While doing a good job in training, the Human Resources Department often goes deep into the first-line workshops such as mining, machine repair, and outbound transportation, and workshop leaders and employees to explore new ways of practicality and effectiveness of employee training in the current situation. Through communication and exchanges with grassroots units, the Human Resources Department has changed the shortcomings of heavy training and heavy emphasis on the theory. It is replaced by targeted job training and practical training in practical teaching. In addition, through the communication and communication of front-line employees, in order to understand the actual effect of the training in a timely manner, the Human Resources Department has designed the “Employee Training Effect Feedback Form”. In the future, each training course will be held from the Human Resources Department . One month after the training is over. The “Employee Training Effect Feedback Form” will be issued to the trained units and employees. The leaders and employees of the trained units will fill in the opinions according to the training results, so that the human resources department can know the true effect of the training in time.

Therefore, the method and method of adjusting the training are adjusted.
Fifth, the implementation of the grading and training technology backbone project, selected 27 comrades to participate in the evaluation of technicians, the enthusiasm of employees to learn significantly increased.
Due to historical reasons, there were only 5 workers technicians in the mine before 200x, only 1% of the total number of employees in the mine. The only types of work covered were electricians, fitters, and auto repairs. The average age of technicians is 47 years old. The proportion of mine technicians is much lower than the company average, and the average age is also high. In the year of 200x, according to the spirit of the company's technicians' evaluation and engagement, combined with the actual situation of the mine away from the company, the human resources department communicated with the company. The human resources department of the company agreed to the unique work of the mine non-ferrous industry to participate in the evaluation of the technicians organized by the company. The types of work participated in the review of technicians organized by the labor department of Luoyang City. The Human Resources Department actively implements the grading training technical backbone plan of “primary workers, intermediate workers, senior workers, technicians, and senior technicians”. After recommendation by various workshops and departments, it is recommended that 27 people have outstanding work ability in various positions in the XX mine. Skilled and excellent employees participate in the technician review. Through the development of this work, employees will be encouraged to study technology and further stimulate their enthusiasm for learning new technologies, new technologies, new equipment and new knowledge. The good fashion of learning and progressing in the whole mine has become a common practice.
The business management of the six interior departments has been well received by the superiors.
In the year of 200x, the human resources department continued to do a good job in human resource allocation and labor statistics. The business management of the department's interior department has been well received and praised by the superior management department.
1 With the increase of production and management tasks of mines this year, the purchase volume and supply of mines have reached new highs, and the development of resources has been further strengthened. The Ministry of Human Resources has adjusted the composition of each unit in time according to the needs of the production and operation of the Ministry of Mines. The staff of the Department of Production Safety, Quality Management Department, and Resource Development Department will be enrolled in the first line of production, quality management, and resource development through the selection of some high-quality employees with strong work responsibilities. It laid a solid foundation for our mine to successfully complete the annual mining mission and resource development work.
2 Standardized management, improve the standardization of basic materials and iso9000 quality system identification and hse health and safety environment identification, and do a good job of standardization. In the multiple review and inspection of the superior company, due to the management specifications and materials of the human resources department , the answer was complete and many times the praise of the superior company.
3 Complete the temporary tasks assigned by the superior company on time, and receive the praise of the company leaders for the timely and accurate data reporting.
Seven continue to do a good job in performance management assessment work and bonus distribution work.
The performance management of 200x years has increased the hooking index for each department, and linked the mine supply task and the ore supply grade to each unit. In addition, the assessment was strengthened in the assessment, and the functional department added 200x to the temporary tasks of each grassroots unit. The annual score of 2 points increased to 5-10 points; from January to October, each unit saved a total of surplus yuan and raised the surplus yuan, greatly mobilizing the enthusiasm of each unit to reduce production costs and raising the awareness of cost management of employees. It laid a solid foundation for the mine to complete the cost management indicators for the first half of the year. In order to make the bonus truly a lever to motivate employees to work, the Human Resources Department has formulated a new bonus distribution plan for 200x according to the spirit of the Mines Office. The feature of the 200x bonus distribution plan is based on the principle of bonus distribution last year, and further tilts the production line. According to the nature of each unit's work, it will increase the rewards for “emergency, difficult, dangerous, heavy” positions and further increase the bonus. The assigned grades reflect the principle of distribution according to work.
1. Determine the bonus distribution ratio of each position according to the nature of the work.
2. Determine the proportion of bonus distribution of each unit according to the workload.
3. Special awards. For some teams that are responsible for “urgent, difficult, dangerous, and heavy” work, the Human Resources Department will report to the functional departments according to the situation and directly reward them to the team after approval.
Eight inadequacies: labor discipline inspection is relaxed, all units are late, leave early, go to work, do private work, off-the-job, sleep signs have signs of rising.
Nine work arrangements for next year.
In the 200x year, the Human Resources Department will continue to focus on the annual production and operation objectives of the mining company and the XX mine under the correct leadership of the mine leadership, the mining department and the human resources department of the company, and conscientiously improve the allocation of human resources to match the company's staff allocation and compensation system. Reform and establish a sound human resources management system. Next year, we will do the following work:
In 1 200x, the Ministry of Human Resources will implement the planning work method in the Ministry of Mines. The staff of each department in the department will work out the task of this month and the completion time of each task before the 3rd of each month, and attach the main task and completion time list of this department to the person in charge of each unit at the end of each month. The Ministry of Resources will conduct an assessment of each unit, implement the implementation of the project work law and the implementation effect, and incorporate the implementation of this work in each unit into the performance appraisal of each unit and the assessment of ministerial level cadres, management and professional and technical personnel.
2 Cooperate with the company's “three-system reform” to complete the temporary tasks assigned by the superior company on time.
3 Explore and reform the employee training system and build a lifelong education system for employees. Establish a systematic and perfect staff training system, introduce new concepts and new mechanisms, form an incentive mechanism combining enterprise on-demand training and employee self-learning, training and assessment, use and treatment; for business management, engineering technology, production The different characteristics of the operators and the needs of the posts, and the establishment of a hierarchical training system for employees.
4 Improve the post performance appraisal system and implement post dynamic management. In the year of 200x, the Human Resources Department will focus on exploring and perfecting various supporting rules and regulations, refining job evaluation, standardizing rewards and punishments, and combining the implementation of the competitive employment system to establish a set of departmental and perfect performance evaluation system for employees, and strengthen Conduct on-the-job assessment of employees. The results of job performance appraisal should be used as an important basis for the implementation of open competition and final elimination; for those who are incompetent or unable to compete for posts, they should be on-the-job training, transfer placement or termination of employment. Gradually establish and improve the employment mechanism that can be able to go up and down, be able to enter and exit, encourage innovation, and encourage entrepreneurship, break the lifelong system of work, and establish a performance appraisal mechanism with different characteristics from the actual and needs of different types and levels of talents. Effectively solve the problem of waste and idleness of the talents of "people can't do things, things can't be used, and they can't use them", and keep the vitality and vitality of the workforce.