Fujian electric power company will be tested next month. Who can tell me all the exam contents? I am electrical engineering and automation!

Fujian Electric Power Co., Ltd. Graduate Recruitment Policy in 2009

June 30, 2008 65438+February 30, 2008 The enlarged meeting of the party group of provincial companies studied the recruitment of graduates in 2009. The meeting decided that the guiding ideology of graduate recruitment in 2009 is to adhere to Scientific Outlook on Development's scientific talent view and further optimize the talent structure in combination with the enterprise's human resources development strategy. Based on the actual demand, unified planning and intensive management, focus on strengthening the production line and the shortage of professionals. Optimize personnel recruitment evaluation procedures and establish a scientific and efficient recruitment system. The meeting stressed that the recruitment of graduates in 2009 should be based on "open competition and merit-based recruitment;" Professional counterparts and enterprise needs; Rational configuration and optimized structure; Enrich the front line, track and adjust; Organize the implementation of the basic principles of total control and fixed posts in place.

In order to let employees fully understand the employment situation and the arrangement of graduate recruitment in 2009, according to the spirit of the enlarged meeting of the party group of the company, it is decided to inform and publicize the graduate recruitment in 2009 within the company system. All units should, in accordance with the relevant requirements of the "Policy Publicity Points", publicize the relevant spirit in place and to people through online office systems, bulletin boards, meetings and other forms. For retirees, retired retirees, business trip (study) personnel and other personnel who may not be able to obtain information through the above channels, all units should organize special forces to inform and ensure that everyone should know. For employees who have passed away, they should inform their close relatives to ensure that they are not left out.

I. Opinions of State Grid Corporation on Strengthening Labor and Employment Management

On June 5438+February 65438+August 2008, State Grid Corporation of China issued the Opinions on Further Strengthening Labor and Employment Management (State Grid Human Resources [2008] 1286), requiring all units to further strengthen the management of labor and employment plans and strictly enforce labor and employment management discipline.

1. All units shall, according to the needs of business development and human resource allocation standards of enterprises, and on the basis of carefully summarizing the implementation of the labor and employment plan of the previous year, reasonably determine the total amount of employment according to the principle of job requirements and professional counterparts, and strictly ensure the quality of personnel entering the company;

2. The newly arranged employment of each unit every year mainly meets the needs of key shortage positions and production front-line positions, controls the employment of general positions, and prohibits unplanned employment;

3. The annual labor and employment plan of each unit shall be submitted to State Grid Corporation for examination and approval before implementation;

4. All units should strictly implement the recruitment plan for college graduates issued by State Grid Corporation.

Second, the demand for graduates and the supply of talents in 2009

In 2009, the company's system entered the situation and remained tense. The main influencing factors are: first, the rapid development of power grid needs to supplement high-quality professional management and technical skills talents; Second, the access space of the company system is still very limited due to the restriction of indicators; Third, the problem of overstaffing and structural shortage of personnel in various units has not been fundamentally improved; Fourth, the personnel problems brought about by the further deepening of the reform of the power system have intensified the pressure of enterprise personnel placement; Fifth, employees' children still have a strong desire for employment within the system; Sixth, the international financial crisis has led to profound changes in the current macroeconomic situation, and many enterprises in society have laid off employees and controlled the number of employees. According to the data released by relevant parties, the number of fresh graduates nationwide in 2009 reached 665,438+10,000, a sharp increase of 565,438+10,000 compared with 5.59 million in 2008. The employment situation of national graduates is grim.

1. According to the requirements of State Grid Corporation of China on strictly controlling personnel growth, on the premise of ensuring enterprise development and safe production, in 2009, the company's system personnel experienced a "negative growth", and the import was strictly closed. The limited access space was mainly used to supplement the production front-line posts and the shortage of professionals.

2. In order to further improve the talent structure and increase the talent equivalent density, the entry threshold for graduates in 2009 has been further raised in combination with the company's "Eleventh Five-Year Plan" human resources objectives and the actual needs of enterprises, with emphasis on recruiting "2 1 1" engineering college graduates with bachelor degree or above.

3. Power grid development needs counterpart talents, especially graduates majoring in electric power. According to the new equipment put into production in 2009, combined with the existing production front-line staffing situation of each unit, the employment rate of electric power specialty in 2009 was above 65%, and the employment rate of compulsory majors such as accounting and civil engineering was no more than 35%.

4. According to the national regulations on the employment of college graduates, the employment of graduates is market-oriented, the national macro-control, and graduates and employers implement two-way choice. Solving the employment problem of employees' children by enterprises has long been inconsistent with the requirements of enterprise development and the concept of employment equity advocated by the state.

Third, the 2009 graduate recruitment policy

In 2009, the recruitment of graduates continued to be centrally managed by provincial companies, and the recruitment of graduates from directly affiliated units, holding units and escrow units were all unified into the management of provincial companies. On the basis of the planned demand reported by each unit, combined with the graduate number plan to be arranged by State Grid Corporation of China, the human resources department of the provincial company will formulate a specific recruitment plan according to the current situation of human resources in the enterprise, and the recruitment plan will be organized and implemented after being approved by the company. According to the assessment results, the Human Resources Department made the employment distribution plan for graduates in 2009, which was implemented after being studied by the Party Committee of the company. The specific policy points are as follows:

1. Professional employment is based on the actual needs of enterprises. According to the demand plan reported by grass-roots units, and after the preliminary balance of provincial companies, the professional catalogue of graduates of provincial companies in 2009 was released. Graduates with the same or similar majors in the employment catalogue meet the registration requirements. Those who are not included in the major to be hired will not be recruited or accepted for registration. See the attached table for the majors to be hired in 2009.

2. The registration conditions have been further improved. ① Directly affiliated units: "2 1 1" engineering colleges under the former Ministry of Electric Power, such as Shanghai University of Electric Power, Northeast Li Dian University, China Three Gorges University and Changsha University of Science and Technology. Considering the actual situation of the secondary power supply bureau in mountainous areas, some graduates majoring in electric power in these two colleges are supplemented; In principle, non-power majors are graduates of "2 1 1" engineering colleges with bachelor degree or above (above this batch). (2) County companies: electric power majors and a small number of higher vocational electric power graduates; In principle, non-power majors are generally undergraduate graduates (more than two batches).

3. The evaluation method and employment order are the same as before. In 2009, there will be no major adjustment in the way of examination and the order of employment, and the allocation of units will still be based on the comprehensive results of postgraduate examination and employment. Among them, graduates with postgraduate education or above are configured according to their personal wishes in the order of high scores to low scores. Graduates with bachelor degree or below are mainly assigned according to the order from high score to low score. Those that exceed the enterprise demand plan shall not be arranged.

4. Improve the procedures for recommending graduates by grass-roots units. For remote mountainous areas, county companies that were difficult to attract graduates in the past, and secondary power supply bureaus in mountainous areas, students who meet the registration requirements can be recommended to provincial companies within the scope of the professional catalogue to be hired by provincial companies in 2009 according to actual needs. In principle, graduates are recommended to major in electric power, accounting and civil engineering, with emphasis on supplementing enterprise production lines and shortage of professionals. Grassroots units recommend graduates to report at different levels and review at different levels. Graduates' materials recommended by the mountain secondary bureau and the mountain county company shall be submitted to the provincial company after being audited by the superior electric power bureau. Graduates who do not meet the recommended conditions are not allowed to sign up for the examination. Those who can work in this unit with peace of mind in the future and meet the employment standards of provincial companies can be given priority under the same conditions. 5. Continue to allow some units to recruit graduates relatively independently. Considering that Power Construction No.1 Company, Power Construction No.2 Company and Fujian Electric Power Vocational and Technical College are professional, some graduates are allowed to be recruited independently within the planned scope, and the results of independent recruitment are approved by provincial companies. Electric power design institute and electric power research institute can recommend graduates to provincial companies, participate in the examination meeting of provincial companies in a unified way, and give priority to employment under the same conditions. For special professional needs such as electric power design institute and electric power research institute, the provincial company will adopt special assessment methods to determine the candidates for employment.

6. Further strengthen pre-job training. For graduates to be hired, further strengthen pre-job training. Training work is organized and implemented at different levels. Provincial companies, units, departments, teams and groups conduct pre-job training at different levels. The content and stage of pre-job training are determined according to different majors, and the time is controlled in three months. After the training, the qualified graduates will be officially issued a graduate distribution plan by the provincial company; Graduates whose appraisal conclusion is unqualified shall be further postponed by their units. According to the second training assessment, the above graduates will be treated in three ways: employment in the original unit, transfer to other units, and retirement.

7. Ensure that graduates are enriched to the front-line positions of production. In strict accordance with the relevant provisions of the Notice on Enriching Newly Recruited Graduates to Work in Production Front-line Posts (No.877 [2006] of Fujian Electric Resources), except for a few management majors, newly recruited graduates from other majors, especially electrical majors, are arranged to work in production front-line posts. When signing a labor contract for the first time, the term of the labor contract is five years. During the five-year period, it is not allowed to adjust to non-production front-line posts, and it is not allowed to ask for job transfer. The post employment contract shall specify that the post to be employed is a first-line post.

Fourth, the timing.

1. Registration time. The provincial company will attend the 2009 Fujian University Graduates' Spring Supply and Demand and Two-way Choice Meeting held by Fujian Provincial Personnel Department and China Strait Talent Market in Fuzhou Jinshan Convention and Exhibition City on June 5438+1October 65438+July 2009. Graduates who meet the registration requirements can register through the above channels. For details, please check the website of the job fair organizer.

2. Registration conditions

In addition to professional and academic requirements, candidates must also meet the following conditions:

① In principle, the applicants are mainly ordinary full-time graduates in 2009 (that is, they hold employment registration cards when they graduate), and the employment of graduates majoring in electricity and other needs in infrastructure units and mountain county companies can be appropriately relaxed to previous graduates (those who are not employed shall be subject to the endorsement of registration cards).

② Excellent academic performance in school and outstanding performance in all aspects.

(3) Be healthy and competent.

3. Examination arrangement

Registration will be closed on June 5438+1October 65438+July 2009, and the list of participants will be confirmed. From February 4th to 8th, the examination meeting was organized in Fujian Electric Power Training Center. At the end of March or early April, the party group of the company studied and determined the employment plan. Go through the signing formalities from late April to June. In July, the Provincial Personnel Department went through the employment approval procedures. Organize training in Si Qian at the end of July.

V. Strengthening leadership and vigorously promoting

1. Unified understanding. All units should, on the basis of studying the documents carefully, unify their understanding with the decision-making spirit of the provincial company and maintain a high degree of consistency with the party group of the provincial company. The main leaders of all units should carefully deploy and arrange, organize capable forces and cooperate with provincial companies to do a good job in recruiting graduates in 2009.

2. Seriously publicize. The human resources departments of all units should do a good job in policy propaganda and interpretation, and take a clear-cut stand on issues with clear policy provisions. Relevant materials submitted by provincial companies and units shall not exceed the prescribed scope, and materials that do not meet the conditions and policies shall be added. If it is not suitable for each unit to answer or be answered by the superior, it is necessary to pay attention to the methods, report to the superior in time, and do a good job of uploading and issuing. Don't make unrealistic promises to employees and their children without asking. Trade unions, political work and news departments of all units should actively cooperate with each other according to the unified deployment of their own units and do a good job in recruiting graduates.