Summary of talent introduction work

Summary of Talent Introduction Work

The unforgettable work life has come to an end. Looking back on the work during this period, while achieving results, we also found the shortcomings and problems in the work. , let’s write a work summary for this year’s work. Does anyone know the format of a work summary? The following is a summary template of talent introduction work that I compiled for everyone for your reference. I hope it can help friends in need.

Summary of Talent Introduction Work 1

1. Basic Situation of Talent Team Construction

1. Overall Situation of Talent Team Construction

20xx is a year in which our company's talent team has achieved great results. The company's leadership team attaches great importance to the introduction, maintenance and training of talents. The company's leadership's attention and the in-depth development of comprehensive talent work have also brought huge benefits to our company. . We vigorously introduce xx high-tech personnel to enrich the company's technical strength; recruit xx new university graduates within the company to inject fresh blood into the company; adopt cooperative methods to hire xx experts to provide technical guidance and provide technical services to the company, etc. , actively promote the long-term development of the enterprise in management, product quality, and sales, and invisibly create economic value for the enterprise.

2. Analysis of the talent team structure

The company’s managers all have a college degree or above. They are not only in a leadership position in management, but also in a “leadership” position in terms of academic qualifications. The company's one general manager and four deputy general managers all have bachelor's degrees and basically hold professional and technical titles. Two of them are external management talents.

The company’s technical personnel are basically imported talents, who are all professional and technical talents trained in vocational and technical colleges. They have many years of experience and basically have professional and technical titles. For example, the technical team of xxxx is basically all wood processing or mechanical majors, and xx of them are engineers. The mid-level and other managers of xxx company all have a college degree or above. They are all key members who have been working in their own jobs for many years, and some of them have technical titles. In this regard, the company's finance department is the most outstanding. xx financial personnel have accountant qualification certificates and xx have assistant accountant certificates. They have all been engaged in financial work for more than ten years and are rich in experience.

In short, the company has strict academic qualification restrictions for both managers and auxiliary personnel, especially senior managers and technical personnel. The company attaches great importance to the construction of a talent team.

2. The main work carried out and the results achieved

Whether the company is local or out of town (technical personnel are mainly out of town), it has held many job fairs or posted recruitment information to recruit. Professional talents to meet the development needs of enterprises. The recruited senior management talents, such as xxxx, the deputy general manager in charge of production and the director of the production plant, have made great contributions to the company's standardized management and production and operation activities. The company has continued to get on the right track in management, and the economic benefits of the company have increased significantly. The recruited professional and technical personnel, especially the technical team, have provided great help in the company's production technology and solved a large number of technical problems for the company, which has improved the company's products both in terms of output and quality.

We also use flexible and cooperative methods to introduce talents to solve corporate technical problems. Some technical problems do not require tracking and processing, or the cost of hiring talents specifically in this area is too high, which is too wasteful for the enterprise. Then the above methods need to be used to maximize the use of talents while using reasonable expenses. For example, our company has established an entrusted service relationship with the Inspection and Testing Center of the xxxx Bureau of Quality and Technical Supervision. The experts and technicians of the center provide us with necessary product quality technical services, which provides a guarantee for the quality of our company's products. Improvement provides a reliable guarantee.

And actively fulfill the talent introduction benefits, make great efforts to commend and motivate talents, and provide talents with a good working environment as much as possible. Introducing talents is not the ultimate goal, retaining talents is the way for enterprises to seek long-term development. Through the implementation of the above measures, the company has made great efforts to retain talents. Only when the talents are satisfied can they do their best for the company, so they strive to promote the development of the company and make profits for the company.

With the rapid development of economy and society, talents also need "rapid development", which requires a media to promote the development of talents. The most effective and direct way is to participate in training. The company carries out various training activities to improve the technical level and ability of talents, which in turn serves the company and promotes the "rapid development" of the enterprise. The company pays attention to talent training. It not only conducts various forms of training courses within the company, such as safety production training, fire drill training, production skills training, new employee factory training and other training courses, basically every xxxx employee has received Through the training courses organized by the company itself, the employees' professional skills and safety production quality have been greatly improved. We also actively strive for external training opportunities for company employees, such as safety training, special equipment qualification certificate training, boiler certificate training, accounting continuing education training, quality inspector training and other training courses. By participating in the training, employees can obtain qualification certificates. Give employees technical recognition.

3. Outstanding problems at work

Due to the geographical location and salary benefits, it is difficult to introduce senior professional and technical talents, especially expert talents. This invisibly hinders the long-term development of the enterprise.

4. Basic ideas and preliminary plans for next year’s work

Based on the actual work of our company, the basic ideas for talent work next year are: taking Deng Xiaoping Theory and the important thought of "Three Represents" as the basis Guide and conscientiously implement the arrangements and deployments of the district's personnel work conference, adhere to the scientific outlook on development, adhere to the implementation of the strategy of strengthening the enterprise through talents, further strengthen the construction of the talent team, further deepen the reform of the personnel system of enterprise units, further improve the talent service system, and continuously realize the realization of our company Human resources and talent work are developing well and rapidly.

Preliminary plan: Continue to further promote the development of talent work in a better direction, constantly summarize and solve new situations and new problems that arise in talent work, conduct in-depth research, and strive for practical results; strengthen supervision and improve work efficiency; Pay attention to publicity and strive to create an environment conducive to the growth of talents; strengthen the education, management and supervision of personnel cadres, and make full preparations for the establishment of a sound and correct talent guidance mechanism for the enterprise. Summary of Talent Introduction Work 2

In 20xx, our city’s talent work conscientiously implemented the spirit of superiors, thoroughly implemented the Scientific Outlook on Development, coordinated planning, strengthened guidance, and increased the introduction, revitalization, training and use of talents. Strengthen efforts to develop human resources, improve the capabilities and quality of all types of talents, comprehensively promote talents at all levels to serve economic construction, strive to create a "flexible" flow system for talent and intelligence, realize the optimal allocation of human resources, and build a large-scale, rationally structured, and The high-quality talent team provides strong intellectual support and talent guarantee for the city's economic and social development and the construction of a new socialist countryside.

(1) Strengthen leadership and effectively implement the overall planning and macro guidance of talent work

1. Grasp organizational leadership and provide organizational guarantee for the implementation of the strategy of strengthening the city through talents. Increase coordination efforts and give full play to the leading role of the municipal party committee’s organizational department. In accordance with the Party's requirements for managing talents and managing macroeconomics, policies, coordination, and services, we should give full play to the Party's ideological and political advantages, organizational advantages, and close contact with the masses, constantly improve policies, innovate mechanisms, improve methods, integrate resources, and truly It is necessary to take the lead instead of working alone, and to grasp the overall situation without taking over everything. We should actively mobilize the subjective initiative of each unit and department and effectively improve the level of the Municipal Party Committee Organization Department's leadership in the overall work. Strengthen contact with departments related to talent work and various types of talents. Comprehensively unblock the talent work network, strive to form a good situation of resource sharing and joint management, and provide organizational guarantee for the county's talent work. Formulated and issued the "Key Points of Talent Work in XX City in 20xx", decomposed the talent work tasks in 20xx, clarified the main tasks, and laid the foundation for the implementation of various tasks in talent work.

2. Pay close attention to the implementation of policies and create a good atmosphere for building a harmonious talent environment. Conscientiously implement the party's talent work policy. Establish the guiding ideology of "human resources are the first resource", fully implement the policy of "respecting labor, respecting knowledge, respecting talents, and respecting creation", and actively create "create opportunities so that people who want to do things have opportunities; build platforms to allow those who can Those who do things have a platform; improve their status and let those who do things have status." A good environment.

Earnestly implement the major central, provincial and municipal policies on talent work and the spirit of the conference, and implement the relevant planning requirements of the central, provincial and municipal committees into specific work. Strengthen the construction of talent work infrastructure. Improve the information files of party and government talents and some professional and technical talents. Increase investment in talent work. Actively seek funding of 600,000 yuan from the financial department, and explore the establishment of a special fund for talent work, which can be used for high-level talent training, introduction of urgently needed talents, training of rural practical talents, rescue of high-level talents in difficult enterprises, and rewards for talents with outstanding contributions, etc. , established and improved a reward mechanism to encourage enterprise talents to innovate and start businesses, implemented heavy rewards for talents with outstanding contributions, and promoted the competitive development of all types of talents. We have intensified the promotion of talent work, regularly compiled talent work briefings, held talent work symposiums, and entrepreneur forums. We have opened a "Voice of Talent" column on xx TV station and an "Entrepreneurship Model" column on xxx, establishing He Mi. , Hu Wenhua and 20 other industry pioneers. Actively guide the whole society to care and support talent work, and create a good social atmosphere for talent development, innovation and entrepreneurship.

3. The improvement of the grasping mechanism ensures the coordinated development of talent work. In accordance with the new requirements for talent work under the new situation and in light of reality, we will continue to improve various systems for talent work to provide institutional guarantees for the construction of a talent team. First, continue to improve the joint meeting system. Regularly communicate information and work status with member units, coordinate and implement relevant work determined by the talent work leading group, research and analyze and solve key and difficult problems in the work, summarize experience, and advance work. The second is to improve the talent work reporting system. It is stipulated that all units must promptly report their talent work status to the Municipal Party Committee Organization Department as required and build a relevant talent information database. Important meetings, important activities and important matters related to talent work shall be reported to the Municipal Party Committee Talent Work Leading Group. The third is to improve the talent liaison system. Each unit has clearly defined specialized functional departments and talent work liaisons, and ensures that there are dedicated personnel responsible for the talent work of the department and system according to the unit division of labor and department responsibilities.

(2) Highlight the key points and effectively strengthen the training, introduction, use and incentives of talents.

1. Deeply promote the “three major talent projects” focusing on high-level talents.

First, implement a high-level talent training project. Through theoretical training, practical training and other methods, we will effectively build the team of party and government talents, professional and technical talents, and enterprise management talents. Over the past year, the city has trained more than xxx party and government talents. Among them, x sessions of training courses for city-wide leading cadres were held in 20xx, with more than xx people, xx training sessions with superiors were completed, and xx people were trained; more than xx professional and technical talents were trained, and more than xx business management talents were trained. A training class for returning entrepreneurs was held at the Municipal Party School, with more than xx people participating in the training. Implement the "three batches" training mechanism and select xx cadres to take temporary posts in higher-level departments, petition departments, and community organizations to strengthen training.

The second is to implement the project to introduce high-level talents and urgently needed talents. In accordance with the idea of ??"not asking for everything, but asking for use", we will gradually establish and improve mechanisms to lay a solid foundation for attracting and supplementing high-level talents and urgently needed talents. Actively build and improve the enterprise talent market service network system. Relying on the existing talent market resources of the Municipal Personnel Bureau, we will run the talent market for enterprise managers with a high starting point, high standards, and high levels, re-establish and improve various types of talents and corporate talent demand files, and enrich and improve the talent market information network. Actively provide various market services such as talent consultation, employment navigation, and information exchange to the society. Carry out "project talent introduction" and "project talent gathering" activities to introduce and train more than xx high-level talents of various types through investment promotion and project promotion.

The third is the cutting-edge talent incentive project. In the early years of the city's third-level cadre meeting, four academic leaders in xx City were notified and commended, and the annual meeting of the xx City Entrepreneurs Association was held to reward outstanding entrepreneurs. The municipal government also issued the "Opinions on the Implementation of Special Allowances for Industrial Enterprise Operators" and implemented special allowances for xx entrepreneurial talents whose annual actual tax payment exceeds xx million. At the end of the year, selection activities were carried out across the city, and xx leading enterprise talents, xx outstanding party and government talents, xx enterprise innovative technical talents, xx publicity and education professionals, and xx rural practical talents were selected. By exploring the talent mechanism, managing special funds, building public opinion and making full use of policy incentives, all types of talents can fully display their ambitions, demonstrate their talents, and devote themselves to innovation and entrepreneurship.

2. Strengthen the development of “three types of talents” with a focus on highly skilled talents.

First, the construction of a team of practical talents in rural areas. Continue to carry out the "One College Student in One Village Plan", strengthen publicity, broadcast the enrollment announcement on xx TV station, hold a meeting to specifically arrange the work, and go to each town to supervise the implementation. Each town also sent reports to each village group Distributed leaflets. The "xx City "One Village One College Student Plan" Teaching and Management Measures" was promulgated. xx Radio and Television University recruited 89 "one village one college student" people throughout the year, and they are in agriculture, animal husbandry, aquatic products, economics and management and other agriculture-related departments. Summary of Talent Introduction Work 3

In recent years, the Coalfield Geology Bureau of the Autonomous Region has adhered to the development strategy of "strengthening the bureau with talents and revitalizing the bureau with science and technology", firmly established the concept that talents are the first resource, and conscientiously implemented the national and autonomous region policies The high-level talent introduction policy attaches great importance to the introduction, training, and recruitment of talents, and has achieved remarkable results in the introduction of academicians, well-known domestic experts, and the recruitment of professional and technical personnel. The overall talent team has developed rapidly, the high-level talent team has continued to grow, and leading talents have gradually grown, which has played a vital role in the development of various overall undertakings and laid a good foundation for promoting the sustained and rapid development of Ningxia's geological exploration economy. Some specific practices and gains in talent introduction of the Coalfield Geology Bureau of the Autonomous Region are summarized as follows:

1. Based on the current situation of the geological exploration industry in our region, attaching great importance to talent work. With the deepening of the development of the western region, Ningxia’s economic and social development Entering into a stage of rapid development by leaps and bounds.

Especially since the "Eleventh Five-Year Plan", Ningxia has established an energy pattern with coal development, power production and new energy development competing for development in accordance with the development idea of ??transforming resource advantages into economic advantages. The energy industry has It has become one of the pillar industries of Ningxia's economic development. Over the years, the Coalfield Geology Bureau of the Autonomous Region has undertaken dozens of national-level and autonomous region-level coal exploration projects, and has submitted 38.1 billion tons of proven coal resources. During the "Twelfth Five-Year Plan" period, it will also increase its efforts to "find blind spots" We will work hard to discover 5 billion tons of coal resources and make new contributions to Ningxia’s leap-forward development. With the continuous deepening of geological exploration work, the number of public welfare, fund, and market projects is increasing day by day. Coupled with the continuous application of new theories, new means, and new methods in geological exploration, the lack of talents has become the biggest bottleneck restricting the development of the geological exploration industry. . Attaching great importance to talent work and actively introducing high-level talents must be the long-term central task of the development strategy of the Coalfield Geology Bureau of the Autonomous Region.

2. Establish a talent work leading group.

To create a good environment for the introduction of high-level talents and in line with the development needs of geological exploration work, the Coalfield Geology Bureau of the Autonomous Region has specially established a talent work leading group. The group leader is personally served by the director, and the members are composed of the party committee secretary in charge of talent work, It is composed of deputy directors, heads of human resources departments, etc. The leadership group coordinates and solves major problems in talent introduction and training, formulates talent work development plans, formulates incentive policies and methods for talent introduction, employment, salary, and assessment, and actively creates a good working and living environment for talents to introduce high-level talents. Talents lay a solid foundation.

3. Actively apply for and establish the Autonomous Region Coalfield Geology Academician Workstation

In July 20xx, the Autonomous Region Coalfield Geology Bureau flexibly introduced academician Liu Guangding of the Chinese Academy of Sciences and China University of Mining and Technology in the name of the autonomous region government. (Beijing) Professor Wu Qiang and Professor Zhang Xinmin, chief expert of the Xi'an Branch of the Chinese Academy of Coal Research, applied to establish the autonomous region coalfield geology academician workstation. This initiative has played a huge role in promoting the coalfield geological exploration work in the region, further improving the theoretical research level of coalfield geological exploration, broadening the field of geological services, overcoming geological technical problems, ensuring safe production of coal mines and improving the guarantee of coal resources in the region. Ability plays an important role. On July 14, 20xx, the Coalfield Geology Bureau of the Autonomous Region invited Professor Wu Qiang of China University of Mining and Technology, a specially appointed expert from the "Autonomous Region Coalfield Geology Academician Workstation", to hold a "Seminar on New Methods for Coal Mine Roof Water Damage Prevention and Control" at the Yuehai Hotel in Yinchuan, with people from all over the region. The mine managers and chief engineers of 31 coal mines conducted "questions and pulses" on the global problem of preventing and controlling coal mine roof water damage. At the seminar, Professor Wu Qiang elaborated on his scientific research results "Three Pictures-Double Prediction" method. Through the efforts of the Coalfield Geology Bureau of the Autonomous Region, this method has been widely used in the entire region, effectively solving the global problem of roof water damage prevention and control in coal mines in Ningdong Energy and Chemical Base, and playing an important role in promoting the development and utilization of national-level coal bases. important role.

With the construction of the national-level Ningdong Energy Base, major coal mines have very urgent needs for production safety, water disaster control, and coalbed methane development and utilization. Relying on the scientific research strength of the Academician Workstation, the Coalfield Geology Bureau of the Autonomous Region established the Mine Geological Hazard Management Research Institute, which specializes in mine water disaster management and coalbed methane development and utilization in the region. It transforms the research results of the Academician Workstation into services for social and economic development, and has achieved achieved remarkable results.

4. Vigorously carry out recruitment of professional and technical personnel.

Continuously growing the geological prospecting talent team. Since 20xx, the Coalfield Geology Bureau of the Autonomous Region has attached great importance to the recruitment of young talents. Through the “Ningxia Fair” of the autonomous region, open recruitment by public institutions, campus recruitment and online recruitment activities, a total of 185 professional and technical personnel with university degree or above were recruited, including 3 people with master's degree or above, which effectively alleviated the shortage of professional and technical personnel.

5. Strengthen talent training.

Selection and appointment of technical leaders The Coalfield Geology Bureau of the Autonomous Region attaches great importance to the cultivation of internal talents and continuously strengthens the continuing education of professional and technical personnel. More than 1 million yuan of education and training funds are allocated every year to carry out various personnel training and education activities, encourage current employees to participate in engineering master's degree and MBA degree education based on job requirements, and accelerate the cultivation of high-level talents with master's and doctoral degrees in geological exploration in Ningxia. For obtaining diplomas All the tuition fees will be reimbursed for the students. In recent years, our bureau has established a good "industry-university-research" cooperative relationship with China University of Mining and Technology (Beijing) and Xi'an University of Science and Technology, and invited well-known professors to Ningbo to carry out research and training activities such as advanced seminars, special reports, and project review meetings, which has improved the The research level in the field of geological exploration has cultivated a large number of young professional and technical personnel. In 20xx, the Coalfield Geology Bureau of the Autonomous Region selected and hired 4 professional and technical leaders based on the development needs of geological exploration technology in our region. They strengthened technical research on coalfield geology, hydraulic environmental geology, geological drilling and other aspects, and played an active role in building a talent team. role. Summary of Talent Introduction Work 4

Henan Fengtai Ecological Agriculture Development Co., Ltd. is located in Chengnan Industrial Zone, Sui County, with a registered capital of 30 million yuan, an area of ??95 acres, total assets of 220 million yuan, and 496 existing employees. people, including 126 college graduates and 57 professional and technical personnel. The company has one 160,000 tons/year corn deep processing production line, four automated liquor filling production lines, with an annual output of 50,000 tons of high-quality alcohol, 46,000 tons of DDGS high-protein feed, 30,000 tons of liquid carbon dioxide, and ten series of high, medium and low-end "Sui Liquor" More than forty varieties. The company is the only alcohol production enterprise in Henan Province with five-tower differential pressure distillation equipment. The company has strong technical strength and stable product quality, and is deeply trusted and welcomed by customers. The products are shipped and sold to Jiangsu, Shandong, Anhui, Hubei and many well-known liquor production and chemical companies in the province. In 2010, the company's sales revenue was 309.23 million yuan, profit was 11 million yuan, and treasury tax was 10.7 million yuan, making a certain contribution to the development of Suixian county economy. This year, the company has continuously strengthened management, expanded external markets, gradually improved internal management, more standardized work processes, greatly improved employee quality, further strengthened corporate strength, achieved better economic and social benefits, and won provincial and provincial awards. Multiple honors from city and county governments. In March 2008, it was awarded the title of Advanced Unit of Shangqiu City's Leading Agricultural Products Processing Enterprise. In October 2008, it was awarded the title of Shangqiu City's Advanced Unit of Quality Management. In March 2010, it was awarded the title of Henan Province's Advanced Unit of Energy Saving and Emission Reduction. In March 2010, it was awarded the title of Shangqiu City's Advanced Unit of Safety Production. Title: Won the May 1st Labor Certificate of Henan Province in April 2010; Won the title of High-Growth Private Enterprise of Henan Province in May 2009; Won the title of Provincial Key Leading Enterprise in Agricultural Industrialization in July 2010; Won the title of Key Poverty Alleviation Enterprise of Henan Province in August 2010 The company's rapid development is mainly due to the efforts and dedication of all employees. Over the past few years, the company has adhered to the people-oriented corporate culture concept and actively created a harmonious, open, equal and tolerant internal environment, providing employees with a good platform to showcase their talents. Gradually build a team of professional and technical personnel with high-level management and technical personnel as the core and a technical personnel team with high-skilled personnel as the backbone. The professional quality and technical level of employees have been continuously improved. It has played an active role in the company's production and operation management. Our company's specific practices include:

1. Implement a performance appraisal and salary system.

In accordance with the evaluation system such as comprehensive evaluation and personal ability evaluation, the company adopts personal self-evaluation, employee mutual evaluation, department evaluation, and quantitative work performance evaluation to evaluate employees, so that technical and business backbones can pass With your own efforts, you will get the opportunity to be promoted and promoted. Through "hard work", you will gain "more gains".

2. Introduce talents through multiple channels.

The company attaches great importance to talent introduction, and has successively issued rules and systems such as the "Implementation Measures for Talent Introduction" and the "Measures for the Company's Academic Subsidy Disbursement". The company has actively participated in more than 20 provincial and municipal talent recruitment fairs and introduced more than 50 outstanding talents from various places. Hi-tech has hired a number of technical and business talents to hold key positions in the company. At the same time, the company fully realizes the win-win significance of the complementary advantages of school-enterprise cooperation, and has established cooperative relationships with Henan Agricultural University and Zhengzhou Animal Husbandry Engineering College. The company provides a platform to provide talent needs to the school, and the school uses the company as a training base. , providing enterprises with suitable talents.

3. Cultivate talents in all aspects.

The company conducts various technical business and job knowledge training for employees in a planned manner every year. After the training, examinations and "technical competitions" are held, and the examination results are used as the basis for employment and rewards and punishments. For employees with outstanding training results and Personnel with rich practical experience will be given priority to enter key positions and given certain rewards. At the same time, the company insists on a training method that combines going out and inviting in, and has hired many management consulting experts to teach in the factory. At the same time, it has selected more than 100 management, technical and business personnel to go to advanced enterprises in the same industry or various training centers. Study further. 4. Expand the space for growth of highly skilled talents. The company does not stick to the identity boundaries of cadres and workers and selects talents in an eclectic way. Skilled talents who are skilled in technical operations, have rich experience, and have outstanding performance in the annual performance appraisal results will be selected to important technical operation positions and technical management positions, and given more work responsibilities, so that they can enjoy a higher status and have the ability to Some are even promoted to leadership positions. In the future work, our company will further increase the introduction and training of production workers, managers, and professional and technical personnel, stabilize the workforce, promote the improvement of the overall quality of all employees, and provide necessary talent support for the company's sustainable development. and talent pool. ;