Summary of the implementation of the staff recruitment system

Under the correct guidance and strong support of the Municipal Bureau and the relevant departments at the higher levels, our unit started the reform of the employment system for public institutions in March XX. The reform work has always adhered to Deng Xiaoping Theory and the important thinking of the "Three Represents" as the guide, and based on the important decision of the Party Central Committee on deepening the reform of the cadre and personnel system, establishing a post management system with the employment system as the core, and establishing an ability to enter and exit, A new mechanism for employees who can be employed by the upper and lower levels, and a variety of independent and flexible distribution and incentive mechanisms that match the employment system. Adhere to the principle of the party's management of leading cadres and the party's management of talents; adhere to the principle of meritocracy and ethics; adhere to the principles of openness, equality, competition, and merit; adhere to the principles of respecting labor, respecting knowledge, respecting talents, and respecting creation; The principle of combining distribution and production factors by contribution and participation. In order to implement the archives spirit of the personnel system reform of the municipal government, actively and steadily promote the reform of the personnel system of public institutions, and successfully complete the task of reforming the personnel system of public institutions, and in accordance with the actual situation of the unit, I have formulated the "** city** The Implementation Plan for the Reform of the Personnel System of Institutions shall be reported to the competent department for approval and sent to the Municipal Personnel Bureau for examination and approval, as a guiding file for the employment system of the personnel of the institution. All unit cadres and employees unified their thoughts, united and united, and basically achieved the expected goals of reform. The following is a summary of the employment system of our unit in the public institutions:

1. Establish employment agencies and strengthen the employment of work leaders

In order to effectively and effectively promote the reform of the personnel system of our units and institutions, overcome various contradictions and difficulties that have emerged in the reform, and realize the reform with leadership, organization, and planning, and smoothly implement the reform of the personnel system of the institutions The work leading group consists of the head of the unit, the team leader, the head of the stock office, the subordinate management office, and the power station director as the members of the leading group. The leading group has an office as the daily office of the employment system, responsible for the implementation of the employment of the unit. Implementation of the system.

Second, in accordance with the spirit of the relevant archives, combined with the actual, the implementation of the employment system

The employment system will be fully implemented, and the employment system will be fully established and implemented in public institutions, and the employment system will be regarded as a basic employment system for public institutions. Through the implementation of the employment system, the employer's openness, fairness, and fairness will be promoted, and the employer of the unit will be promoted to ensure the independent selection of employees and the legitimate rights and interests of the units and employees. The public institutions and staff members shall be signed by the municipal government personnel department on the basis of equality, voluntariness and consensus, in accordance with the "Guangzhou Municipal Implementation Office of the General Office of the State Council, Forwarding Personnel Department on the Implementation of the Employment System Trial Measures" and the relevant file regulations of the Municipality. Uniformly printed employment contract, determine the personnel relationship between the unit and the individual, clarify the responsibilities, rights and interests of the unit and the employed personnel, and gradually realize the contractualization and standardization of the internal management of the institution. The realization of personnel management in public institutions has changed from identity management to post management, from simple administrative management to legal management, from administrative dependency to equal personnel, and from state employment to unit employment, breaking the long-term formation of institutions can not enter Out, the position can not go down, the treatment can rise and fall, the employment mechanism.

Third, the main content and implementation steps

1. Formulate an implementation plan

The personnel employment system is the core work of the personnel system reform. It involves a wide range of policies and is highly policy-oriented. It is related to the vital interests of cadres and employees, and the development and stability of the overall situation. Therefore, on the basis of mobilizing learning and propaganda, the unit has formulated an implementation plan for the pilot employment system, which was submitted to the Office for review in November XX and submitted to the Municipal Personnel Bureau for approval.

2. The principle of setting up the post

In accordance with the principles of scientific rationality and lean performance, in accordance with the idea of ​​setting up posts and competing for posts, breaking the lifelong system of cadre status, establishing a post management mechanism for open recruitment, signing employment contracts, regular assessment and dismissal and resignation, and introducing competition Incentive mechanism and gradually establish a new type of employment management system.

3, fixed staff

On the basis of carrying out post classification research and preliminary grasp of the existing work resources, combined with the current work needs and the future development, the company will set up a post on demand and set up posts on the job. The specific posts are set according to the principles of scientific rationality and streamlined efficiency. They are divided into management personnel positions, professional and technical personnel positions, power plant operation duty positions and work and operation personnel positions.

4. Signing a contract

After the personnel employed in each position are competitively determined, they will sign a three-year contract with the unit. The employer of this unit and the cadres and workers sign an employment contract. According to the version compiled by the Personnel Bureau, the contract's rights, responsibilities and obligations shall reflect the characteristics of the post, including job responsibilities, tasks, objectives, hiring period, wages and benefits during the hiring period, and liability for breach of contract.

At present, our unit has successfully completed the work of the reform of the employment system for public institutions. Through propaganda and launching, strengthening leadership, formulating plans, and setting up posts in science, the enthusiasm of the cadres and workers of the unit will be further strengthened. However, the task of reform is very arduous. The post-employment management needs to further improve the supporting measures and continuously push the reforms deeper into the unit. More vitality.

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