Investigation report on talent work

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Investigation report on talent work

In order to further promote the project of "grassland talents" and the strategy of "strengthening the flag with talents" and provide decision-making basis and intellectual support for the reform of the talent system and mechanism, the organization department of xxxx Party Committee conducted a special study on improving the talent introduction and evaluation mechanism through field visits, data statistics, discussion and exchange, etc. The relevant information is hereby notified as follows. I. Basic information

Since "xxxx", based on the reality of ethnic frontier pastoral areas, xxxx has fully implemented the strategy of "strengthening the banner with talents" and the project of "grassland talents", and has made active explorations in scientific planning of talent development, revitalizing existing talent resources, improving the level of talent introduction, broadening the channels of talent use and creating a good working environment for talent introduction, and achieved good results. At present, XXXX * * has four types of reserve talents: party and government talents, professional and technical talents, local talents, party and government reserve cadres, supernumerary managers and college graduates. Among them, there are 10 party and government talents with graduate education, accounting for 1%, 60 1 person with university education, accounting for 59%, and 3,465,440 people with college education. There are 2 19 people under the age of 35, accounting for 2 1%, 362 people aged 36-45, accounting for 36%, and 376 people aged 46-55, accounting for 37%. Among the professional and technical personnel, there are 7 people with senior titles, accounting for 0.5%; There are 278 deputy senior titles, accounting for18%; There are 560 intermediate titles, accounting for 37%. During the period of xxxx, through the "soft policy", three high-level talents of civil engineering, clinical medicine and ethnology were introduced successively; We successively selected 1 17 college graduates majoring in agriculture, forestry, water and sanitation education, and reserved 78 1 person, including 538 college graduates with supernumerary talents; 634 local talents were discovered and trained, including 3 14 science and technology demonstration households and 25 other skilled talents.

Second, the main practices

Combined with the reality of xxxx, we will constantly establish and improve the incentive and guarantee mechanism conducive to the introduction and development of talents. We actively take measures of "gathering talents", "attracting talents" and "using talents", giving opportunities to those who want to do it, giving positions to those who are capable and giving positions to those who have done it, and forming a talent team with reasonable knowledge structure, outstanding radiation-driven ability and meeting the needs of regional development.

(1) Focus on creating an atmosphere and gathering talents by optimizing the environment. The first is to strengthen policy guidance. Normative systems such as the Interim Measures for the Management of xxxx supernumerary personnel, the Measures for the Management of xxxx-level Reserve Cadres, and the System of Contact Talents for Division-level Cadres have been promulgated one after another, and the Plan for Strengthening the Banner of Talents in Dongwuzhumuqin Banner (xxxx—2020) has been drafted, which has created preconditions for defining work objectives, quantifying tasks and implementing talent policies. According to the needs of economic and social development, we have successively decided to implement 10 major talent development projects, such as major projects and talent training in key industries, implemented five talent development policies, such as giving priority to talent investment, and established and improved the normalized working mechanisms such as talent discovery and use, talent flow allocation and talent incentive guarantee. The second is to strengthen the atmosphere. Strive to create a strong social atmosphere of "inspiring people with vision and binding people with career", actively encourage all kinds of talents to start businesses based on their posts, attach great importance to the politics of front-line talents such as education, health and medical care, care a little about their lives and take care of their welfare benefits. Give full support to self-employed talents in market access, financial support and project approval and promotion, build a "one-stop" and "one-stop" service platform, simplify procedures, improve service level, and continuously optimize the "soft environment" for economic and social development. The third is to strengthen organizational guarantee. In accordance with the principle that the Party is in charge of talents, the member units of the leading group for talents work are dynamically adjusted and enriched, the work responsibilities of 26 responsible units are clarified, and the comprehensive and coordinated management of talents is strengthened, forming a working mechanism of unified leadership by the flag committee, joint management by the party and government, and extensive participation by the society. Give full play to the leading role of organizational departments in talent work, formulate work points and objectives and tasks year by year to ensure the effective implementation of talent work measures. Establish a system of special research and listening to talent work reports at the joint meeting of the flag party and government, and timely study and solve difficult problems in talent introduction and talent management.

(2) Pay attention to tailoring and introduce talents according to development needs. Based on the implementation of "xxxx" objectives and tasks of our flag, the construction of "44344" industrial structure and the construction of "Five Dongwu", relying on key projects, industrial parks and other carrier platforms, we actively introduced high-level management and technical application talents, effectively strengthening the reserve force of the industrial economic front. With the display of ethnic and regional culture as the carrier, we will vigorously develop the tourism economy and modern service industry and actively introduce service professionals. Focusing on making full use of the "flexible policy", we will introduce medical experts from our League 1 in a timely manner, hire doctoral students from Sun Yat-sen University to do research in our banner as assistant directors of the Agriculture and Animal Husbandry Bureau, and introduce professionals from Xilinhot City as deputy directors of the Housing and Construction Bureau. Combined with grassland ecological construction and protection, we actively connected with experts and professors from universities inside and outside the region, and successfully introduced grassland ecological protection experts from China Academy of Social Sciences to settle in our banner. According to the demand of professional talents, strengthen communication with relevant universities in the autonomous region, and introduce 1 17 graduates from universities specializing in agriculture and animal husbandry, forest water, health and education through talent exchange meetings and on-site job fairs, including 69 undergraduate students in education system, 2 undergraduate students in agriculture and animal husbandry system, 9 undergraduate students in health system and 0 undergraduate students in forest and water system.

(3) Pay attention to overall planning and coordination, and use talents in an eclectic way. Adhere to the selection and employment standards of having both ability and political integrity and putting morality first, give full play to functional advantages, rationally allocate human resources, and promote the implementation of various cadre and talent work systems from three levels. At the level of party and government talents, the trinity model of democratic recommendation and quality test, overall training and classified reserve, discipline style training and practical ability training is adopted, and the reserve cadres at the deputy department level are dynamically adjusted to 6 1 person; Combined with the change of the Party committees at Qi and Sumu levels, 23 deputy-level party and government talents were openly selected by means of "four promotions and certain" and open selection. From the perspective of professional and technical personnel, we will vigorously promote the reform of the employment system in public institutions, pay attention to the allocation of professional and technical personnel at all levels, openly select 12 professionals in 2065, and enrich 438+08 to work in departments with strong professionalism such as education, medical care and finance. At present, the leading bodies at all levels in the whole banner have maintained the goal of at least 1 professional and technical leading cadres. From the perspective of local talents, 23 outstanding members of the Gacha two committees were selected in two batches as assistants to the mayor of Sumu to help promote the work in pastoral areas and broaden the channels for local talents to grow into talents; Take public examinations and actively attract college graduates to start businesses at the grassroots level. In recent years, 12 cadres have been sent to work inside and outside the district, and 123 cadres have been sent to work at the grassroots level. The post exchange of department-level leading cadres who have served in the whole flag for more than 5 years has reached more than 60%. Start the implementation of the "rural local talent training" project, and further increase the skills training of local talents. In xxxx, 1 13, the leaders who became rich and the leaders of animal husbandry cooperatives were systematically trained. Strengthen the exploration and training of local talents, integrate animal husbandry resources, increase the training and publicity of innovative and entrepreneurial local talents, and focus on discovering and training a number of local talents with invention patents, such as Liu.

Third, there are problems.

(A) the talent team structure is not reasonable. At present, there are only 10 cadres in the party and government organs of our banner with graduate degrees, accounting for1%of the cadres in the party and government organs of our banner; There are 7 people with senior titles in institutions, accounting for only 0.5% of the professional and technical personnel in the whole flag; There are many traditional professionals in our banner, but there is a shortage of talents in economic management, mine electromechanical, finance, enterprise management, high-tech and so on, which are urgently needed for economic and social development. Most high-level talents are concentrated in administrative institutions, and there are few talents with bachelor degree or above and senior titles in enterprises.

(2) The brain drain problem is more prominent. Although a series of preferential policies for talent work have been introduced in recent years, due to the regional characteristics, these policies and measures are difficult to enhance the attractiveness of high-level talents, resulting in the loss of some highly educated young talents. According to incomplete statistics, in the past three years, xxxx sent about 350 college students abroad every year, but only about 150 college graduates returned to the flag to register, with an annual outflow rate of over 43%. At the same time, talents with middle and senior titles and bachelor degree or above, professional and technical talents and business backbones in enterprises also flow out through "dominant" ways such as normal transfer, resignation and automatic resignation.

(3) The talent evaluation mechanism needs to be improved. Mainly reflected in the lack of scientific evaluation system and incentive mechanism of professional title policy. The basis of talent identification standards is too macro, and some talent identification standards lack corresponding basis, especially the identification of local talents, national cultural heritage and other skilled craftsmen. The evaluation methods adopted by most government agencies, enterprises and institutions emphasize academic qualifications over ability, and there is a certain phenomenon of seniority. The talent management mechanism of survival of the fittest is not perfect, which leads to the unreasonable and irregular evaluation of professional titles of professional and technical personnel, which leads to nearly 90% middle and senior talents doing the same level of work as junior talents, resulting in idle and waste of talents.

Fourth, policy recommendations.

(a) focus on the needs of economic and social development, forward-looking talent development planning. In accordance with the requirements of "managing talents by the party" and the needs of economic and social development in our banner, we should first make a thorough investigation of the situation of talent resources and predict the demand for talents, formulate and improve the talent planning, clarify the work objectives, and put forward powerful and operable work measures. We should proceed from reality and plan talents to meet the requirements of industrial development, economic and social development and objectives of our banner. We should confiscate our flag's comparative advantage, focus on cultivating applicable talents, strive to improve the talent environment, and actively introduce urgently needed talents and intelligence. Focusing on the key of improving quality and ability, we should strengthen the training and education of party and government cadres, change the educational model, innovate the training methods, and strive to build a team of high-quality leading cadres who can bear heavy burdens, stand the test of storms and understand economic management; Efforts should be made to improve the comprehensive competitiveness of our flag enterprises and accelerate the training of a number of professional and modern outstanding entrepreneurs with innovative spirit and entrepreneurial ability; We should focus on adapting to the needs of promoting a well-off society in an all-round way and coping with fierce talent competition, focus on selecting a group of high-level academic leaders, pay close attention to cultivating a group of urgently needed specialized talents and professionals, and actively select trees to train a group of local talents.

(2) Strengthen the comprehensive strength of county economy and introduce talents and intelligence scientifically. Further improve the scientific and open talent attraction mechanism, actively implement the strategy of "building a highland of talent resources", implement the policy of "flexible flow of talents", and open a "green channel" to attract all kinds of talents to start businesses, attracting a large number of high-level talents with high academic qualifications, high potential and low age. First of all, we should vigorously introduce and absorb talents with bachelor degree or above, as well as talents in urgent need of economic development and in line with the direction of industrial development, especially around the adjustment of industrial structure and the development of high-tech industries, and vigorously introduce innovative talents in the fields of port trade, health, education, agriculture and animal husbandry. Secondly, we should further expand the ways to find and attract talents, especially by comprehensively using market recruitment, university docking, public examinations, directional training, etc., and strive to eliminate blind spots in work, make up for shortcomings in work, and directly attract all kinds of talents to work under our banner. The third is to innovate the ways and means of talent introduction, attract talents and talents through projects, actively attract the results of work outside the flag to our flag, and realize territorial transformation. The fourth is to further strengthen communication and outreach, establish cooperative relations with units outside the flag through various forms, and use advanced regional management experience, capital and technical advantages and social resources to help our flag discover and cultivate talents.

(3) Pay attention to the sustainability of talent introduction and systematically optimize the environment. Establish and improve the talent incentive mechanism and further improve the talent incentive policy. Adhere to the selection system of top-notch professional and technical personnel, and greatly improve the corresponding economic and living benefits; The establishment of talent meritorious reward system, the outstanding contributions of scientific and technological personnel and high-level management personnel to implement heavy awards. Improve the social and political status of professional and technical personnel, attach importance to the education and training of professional and technical personnel, and appropriately increase the proportion of professional and technical personnel in party congresses, NPC deputies and CPPCC members; Adhere to the expert consultation system for major decisions on economic and social development and give full play to the role of expert consultation groups. We will promote the reform of the distribution system of public institutions, formulate preferential policies for the distribution of talent income, implement a flexible subsidy system, improve the standards of talent insurance and medical security, and effectively ensure the continuous improvement of the material living conditions of talents. Establish and improve relevant systems to promote the flow of talents, further eliminate institutional obstacles to the flow of talents, break the restrictions on talent identity and ownership, explore various forms of talent flow, and accelerate the establishment and improvement of endowment insurance, unemployment insurance, work injury insurance and medical insurance. Strengthen the publicity of talent work, effectively protect existing talents, respect the law of talent growth, mobilize all social forces to care for and support talent work, further improve the policy system and legal environment for talent work, and strive to create a good talent work atmosphere that respects labor, knowledge, talent and creation.

Article 2 Investigation Report on Talent Work

According to the requirements of the county talent office, in order to effectively grasp the basic situation of our talent team and the current situation of talent work, identify the problems and crux of our talent work, and put forward countermeasures and suggestions to make the talent work more standardized and scientific, the investigation report is as follows: 1 .* * * * The basic situation of the talent team.

* * * The Bureau has employees 108, including administrative staff 17 and government staff 2; There are 69 people in the business category and 6 people in the industry category; 8 public welfare jobs; There are six temporary workers. * * * Among the on-the-job cadres of the Bureau, from the perspective of educational level, there are 50 people with bachelor degree or above (mostly on-the-job education), accounting for 46.3%; There are 58 people with college education or below, accounting for 53.7%. From the age structure, there are 27 people under 35, accounting for 25%; 38 people aged 35-45, accounting for 35.2%; There are 43 people over 45 years old, accounting for 39.8%. From the level of professional titles, among the 39 people with professional and technical positions, there are 9 people with senior professional titles 1 1, 9 people with intermediate professional titles, 9 people with junior professional titles1,and 9 people without professional titles.

Through the above statistics, we can see that the talent team of our bureau has the following characteristics:

First, the initial academic level is not high. There are 3 graduate students, 47 undergraduates and 50 with bachelor degree or above, accounting for 46.3% of the total number. However, except for the newly recruited personnel in recent years, few of them have full-time college education or above, and most of the cadres have obtained adult education through on-the-job education, with defects in knowledge depth and lack of systematicness. Most people's self-study ability is relatively low, and some cadres have not received higher education after work.

Second, the personnel are aging and the echelon structure is unreasonable. There are 8 1 person over 35 years old, accounting for 75%, which has become the backbone of our county's * * * system, but there are only 27 people under 35 years old, accounting for 25%, and the fresh strength is insufficient.

Third, the title structure is not reasonable enough. From the level of professional titles, there are 39 professional and technical posts, including 20 senior and intermediate titles, and the overall situation is good. And 19 people with junior titles and without titles are mostly newcomers after 35 years old. The professional technical ability and professional title of young newcomers need to be improved.

Second, the problems in talent work

First, the mechanism is not perfect, it is difficult to introduce talents and there are few high-level talents. From the age structure, there are 27 people under 35 in our bureau, accounting for 25%, accounting for a relatively low proportion; From the perspective of academic qualifications, most of the undergraduate and above degrees are obtained on the job, and there are few full-time professionals, especially graduate students and key universities, and there is a lack of high-level young talents. The existing talent employment mechanism lacks the policy inclination for high-level talents, has no stable talent introduction system, and institutions have no standards and precedents for hiring high-level talents with high salaries. The county has not introduced specific and feasible policies and measures to improve the living conditions of outstanding talents. When introducing talents, some talents have concerns about their own lives, such as housing, medical care, schooling for their children, social security and professional titles. Under the same treatment, these scarce talents are more willing to go to places with convenient transportation and better living conditions, which leads to the problem that high-level talents cannot be attracted and imported talents are easy to lose.

Second, the talent evaluation and competitive incentive mechanism are not perfect. Due to the imperfect talent evaluation and competitive incentive mechanism, the salary of most talents is only directly linked to the job level or professional and technical titles, and has nothing to do with how much work or how little work, and has nothing to do with the contribution. People with strong working ability undertake heavy tasks, but when recommending promotion, going out for inspection and training, implementing salary and selecting the best candidates, most of them look at qualifications and professional titles, which leads some talents to cope passively and mix qualifications.

Third, the talent training mechanism is not perfect and the training work is lacking. According to the survey, all * * * cadres can realize the importance of participating in training. However, in the actual training activities, there are some differences between what cadres think and do. On the one hand, the awareness of active learning is not strong, and on the other hand, it is difficult for many people to participate in the training because of the small number of people, heavy workload and few training places. Judging from the training content, all kinds of training mainly focus on simple knowledge imparting and scattered knowledge points, ignoring the cultivation of cadres' post ability and innovation ability, and some training is boring, which can not arouse students' excitement and stimulate their learning enthusiasm. At present, the backbone of training teachers in our bureau are middle-level cadres and business backbones, but because many middle-level cadres and business backbones are busy with affairs all day, few people are willing to study and teach, resulting in fewer training teachers at the county level. The lack of teachers has seriously affected the development of training. Due to these deficiencies in training, it is difficult to form a long-term mechanism for talent training within the system.

Third, thinking about improving the quality of talent work.

First, attach importance to education and improve the quality of the existing talent team. It is necessary to put cadre education and training on the agenda and establish a long-term mechanism for cadre education and training.

(1) tailor the "training menu" according to the needs of cadres. According to different positions, ranks and training needs, the full coverage training mode is established in different categories and levels. Cadres with training needs and work needs can be sent to participate in higher-level training, and they can go to places that are well-done and worth learning to study or inspect. At the same time, do a good job of training feedback after training, organize relevant business departments or staff to discuss training and work practice, so as to apply what they have learned. Reducing the extensive training of the whole system, truly understanding the actual needs of talent team construction, and carrying out more targeted and post-specific cadre training can not only reduce the impact on normal work, but also occupy less rest time of employees.

(2) Encourage cadres to teach themselves. In the learning system of the unit, it is necessary to explicitly encourage cadres to participate in self-study exams, professional title exams, correspondence education, etc. , so as to stimulate the cadres' awareness of self-learning, and change the unit to require me to study by myself;

(3) Establish a sharing and communication mechanism to improve learning enthusiasm. Share and exchange good working methods and innovative working ideas in the system. You can use the form of exchange and sharing meetings to raise your own problems in work and study and share your good methods and feelings in work and study. Through discussion and sharing, we can broaden our thinking and learn from each other's strengths. You can also use platforms such as WeChat group to discuss a certain learning content regularly, exchange good content you want to share in time, and form a good atmosphere of mutual promotion and love of learning.

To improve the training mechanism, we should not only attach importance to training, but also do a good job in training. Through learning and education, we will comprehensively improve the quality of the existing talent team and create greater talent utility under the existing talent resources.

The second is to promote mechanism innovation and attract high-level talents. It is hoped that relevant departments will explore ways to introduce urgently needed and scarce talents and formulate preferential policies for talent introduction, support policies and measures in terms of salary and welfare, professional title evaluation, employment, medical care and social security, and give appropriate preferential policies to attract more talents to settle down and innovate and start businesses.

The third is to improve the talent information database and make good use of all kinds of talents.

(1) Improve the talent information, form a complete talent information system, facilitate the deployment of talents according to needs, arrange the right people to the right positions, give full play to the value of talents, solve the needs of employing people, form a unified, orderly, fully functional, open and flexible talent service system, and provide quality services for talent development.

(2) Knowing people and being good at their duties, according to the diversified characteristics of talents, following the law of talent growth, and breaking the routine in selecting talents. The existing talents at all levels are classified according to their majors and personal specialties, and the graduates who have been admitted and hired are assigned to work according to their majors, effectively solving the problems of what they have learned is useless, what they have used is not specialized, and the majors are not equal, so as to make the best use of their talents.

(3) We should dare to make good use of it, and hope to introduce a more perfect employment policy, break the rules and regulations of employing people, take morality, knowledge, ability and performance as the main criteria, not only academic qualifications, professional titles, qualifications and status, find talents in time, boldly use all kinds of talents, and select and use talents in an eclectic way.

Article 3 Investigation Report on Talent Work

Implementing the strategy of revitalizing the old industrial base in Northeast China can not only promote the adjustment of industrial structure in Northeast China, but also have a great impact on the demand for talents, which will be reflected in three aspects: First, the demand for high-level talents has been greatly improved; Second, it has a great impact on the demand for high-level talents; Third, the overall quality requirements of high-level talents are higher. First, the current situation of talent demand

Although the three northeastern provinces occupy an important position in the overall national economy of China, the development status of the old industrial base in Northeast China is not optimistic. One of the main factors restricting the development of the old industrial base in Northeast China is the lack of a large number of high-quality modern talents. At present, firstly, most of the staff in enterprises have a low education level, and some of them are not engaged in their own majors and lack professional theoretical knowledge. Second, many positions in the old industrial base in Northeast China need highly educated and skilled talents, which can be mainly divided into four types: office secretarial manager, accounting major, foreign language business marketing major, and technical school graduates. Third, the employment of people and college students in the old industrial bases in Northeast China is "cold at both ends". The old industrial base in Northeast China lacks professional and technical personnel, and also has the desire to employ people, but it adopts an exclusive attitude towards newly graduated college students and is unwilling to recruit college graduates. Although college students have difficulties in finding jobs, they are unwilling to work in non-public enterprises, and the two sides have formed an embarrassing situation of watching the fire from the other side of the bank and being cold at both ends.

Second, the problems existing in the construction of high-level talents in the old industrial bases in Northeast China

(A) the construction of new majors lags behind

The demand for required professionals in the old industrial base in Northeast China is highly targeted to a certain extent. However, the education of these talents in schools is not targeted enough, especially some majors that extend from old majors. For these emerging majors, the development speed of higher education curriculum is slow, and the transformation and setting of majors can't keep up with the development pace of the old industrial base in Northeast China.

(B) College students and the northeast old industrial base "two cold" phenomenon

For many college students, the employment in the northeast old industrial base is relatively low, and the conditions are relatively difficult, which is unattractive compared with institutions. As for the old industrial bases in Northeast China, they think that college students can't bear hardships and do whatever they want. In addition, some college students lack work experience and enter the working state slowly.

Third, the idea of optimizing discipline construction.

(1) Optimize and revitalize internal high-level talents.

(1) Adhere to the principles of scientific regulation and overall consideration.

Taking capacity building as the overall core, we should do a good job in the target regulation, overall requirements construction and top-level design of high-level talent team, and form a high-level talent team with excellent quality, sufficient quantity, scientific and reasonable type structure and dynamic development as soon as possible.

(2) Adhere to the principle of advanced planning and dynamic adjustment.

Use scientific indicators to coordinate the age range, quality structure, post, rank, specialty and other specific requirements of all kinds of high-level talents. Based on the principle of advanced planning and dynamic adjustment, the age, education, major and rank structure of high-level talents should be scientifically and reasonably adjusted. Ensure that the overall structure of the high-level talent team is scientific and reasonable, realize the individual quality improvement, overall structure optimization, orderly entry and exit replacement and prominent role of the high-level talent team, and realize the coordination between the overall construction level of the high-level talent team and the city's economic and social development.

(3) Adhere to the principle of rational allocation and revitalizing the stock.

On the basis of increasing the introduction of high-level talents, through the orderly flow, scientific and rational allocation and optimal combination of existing high-level talents, the existing high-level talent team will be revitalized to ensure efficiency, and then the waste and loss of high-level talent resources will be reduced to some extent. At the same time, we should carefully and scientifically handle the relationship between talent introduction and consumption, especially pay attention to giving full play to the creative vitality of existing talents, protecting their enthusiasm for innovation, encouraging their innovative practice, and at the same time pay attention to helping and supporting those local high-level talents who have development potential but have not yet stood out.

(4) Adhere to the principle of building a platform and overall selection.

In order to avoid the phenomenon of one-sided coverage, single standard and no overall selection in the selection process of high-level talents, in the actual selection and recruitment process, it is required to organize lean, expand democracy, unify the selection criteria, make every effort to create a good environment for those who want to do practical things and succeed, and build a stage for these people to display their talents.

(B) cooperation with local colleges and universities, clear professional construction requirements.

In view of the lag in the construction of new majors in the old industrial bases in Northeast China, Northeast China should cooperate closely with local universities to fundamentally solve this problem. The northeast old industrial base should assist local colleges and universities to innovate and develop educational courses, do a good job in setting up new majors and reforming existing majors, and keep up with the development pace of the northeast old industrial base. It is necessary to offer courses based on the cultivation of applied ability. Strengthen the cultivation of talents' ability to creatively complete tasks and engage in practical professional activities in their professional posts, and arrange important contents in the curriculum. According to the demand for high-skilled talents in the transformation of the old industrial base in Northeast China, this paper analyzes the different requirements of high-skilled post groups and general technical post groups. Schools should also clarify the requirements of specialty construction to ensure that the specialty can be at the intersection of social and professional needs and discipline system. On the one hand, it is set up to educate and train talents closely related to society and majors, on the other hand, it is set up to train talents in corresponding disciplines. Therefore, on the basis of discipline construction, local colleges and universities should analyze and build all kinds of majors to educate and train applied talents, aiming at the professional needs closely related to the old industrial base and combining with the actual needs of local development.

1. Insist on serving local economic and social development as the first purpose of talent education and training, and carry out the construction of various professional settings reasonably and scientifically. The local Provincial Department of Education pointed out in "Several Opinions on Further Deepening the Teaching Reform of Higher Education to Provide Talent Services for Accelerating the Process of New Industrialization" that "institutions of higher learning should adjust their specialty setting structure, and according to the requirements of the industrial system framework of the province's economic and social development and accelerating new industrialization, they should closely contact social employers to set up specialties and adjust their professional directions. This requires local provincial and local colleges and universities to take serving the local economy as the main line of work in specialty setting, and actively establish and set up emerging specialties such as network information engineering, electromechanical engineering, software engineering and biotechnology that are urgently needed in local old industrial bases, so as to develop the old industrial bases in this province.

2. The cultivation of talents in colleges and universities, practical teaching is definitely the focus, and the construction of curriculum system should be strengthened. Provide local colleges and universities with the construction of practical teaching bases needed by colleges and universities. The cultivation of applied talents should focus on the direction of local economic development, combine with social reality, and aim at the respective characteristics of the five old industrial bases in the local province, such as petrochemical industry, green food and equipment manufacturing, energy industry and pharmaceutical industry. On the one hand, through the alliance with the old industrial bases in Northeast China, relevant research institutes or research bases are established in colleges and universities, and the old industrial bases in Northeast China jointly provide financial support and the schools provide talent support. * * * To carry out local scientific research for the development of enterprises and society, devote themselves to transforming science and technology into practical productive forces, and strive to provide intellectual, human and high-tech support for the sustainable development of old industrial bases; On the other hand, the northeast old industrial base can sign an agreement with the school to establish a practical teaching base, provide some internship and practical posts for college students, provide solid talent and technical support for enterprise research and development, and make its own contribution to the development of the old industrial base in this province.