Investigation report on talent introduction

Investigation report on talent introduction

In order to thoroughly implement the spirit of the 19th National Congress of the Communist Party of China, fully understand and master the current situation of talent introduction, analyze the existing outstanding problems, and study and put forward ideas and countermeasures for improving and strengthening the work. According to the deployment requirements of ☆ ☆ ☆ ☆ ☆ ☆ ☆.

I. Basic information 1. Directly introduce talents. In the past three years, I have directly introduced talents. From the introduction channel, ☆. From the academic level, ☆. From a professional point of view, ☆.

2. Flexible introduction of talents. In the past three years, I have been ☆ introducing talents flexibly ☆. Judging from the way of introduction, ☆. Judging from the types of talents, ☆. From a professional point of view, ☆. From the academic level, ☆. From the professional title, ☆.

Second, the main problem 1. The channels for talent introduction are narrow. In recent years, I mainly take open recruitment, campus job fair, large-scale talent exchange meeting and flexible talent introduction as the channels for talent introduction. Government-led talent introduction is mainly for government agencies and institutions, while enterprise talent introduction is basically in the state of self-recruitment. The introduction of flexible talents lacks a standardized system and mechanism, and most of them are on-the-job or volunteer at the grassroots level to serve and train talents. Although the "Administrative Measures for the Introduction of High-level Talents (Trial)" was formulated last year, it has broadened the channels for the introduction of talents from the policy level. Throw an olive branch and attract golden phoenix? The role of.

2. The way of talent introduction is not flexible enough.

First, the recruitment setting is too rigid. In the government-led talent introduction activities, unified recruitment is the main method, and the recruitment content and methods are single, especially the professional setting of public institutions is too broad, which leads to a certain gap between the recruited talents and the ideal candidates of employers, the degree of professional matching is not high enough, and the adaptability of people and posts is not strong enough.

Second, the establishment management is not flexible enough. Many units lack professional talents, and there are also students with professional matching among unemployed college students. However, due to the full establishment, there is no way to introduce talents, resulting in a waste of human resources and a lag in the work of the unit.

Third, there is a lack of discretion in determining the salary of imported talents. There are clear regulations on the salary standard of imported talents, especially in government agencies and institutions, and the salary standard is strict. In the process of talent introduction, we can't introduce talents by raising wages.

3. The talent introduction structure is not reasonable enough. The talents introduced are mainly concentrated in basic disciplines, such as ☆, but there is no solution to the problem that a specific field is in urgent need of high-level talents. Although there are many professionals in the field of ☆, there are many professionals in the field of ☆, which are directly introduced in the past three years, accounting for ☆% and ☆% of the directly introduced talents respectively. However, the urgently needed professionals in the fields of ☆ and ☆, the specialty and level of imported talents need to be optimized and improved.

At the same time, there is a serious shortage of talents with senior titles in China.

The trend of brain drain has not been curbed. In the past three years, I have noticed that most graduates from national key universities don't want to go back to work. When I graduated, I signed contracts with enterprises and institutions in first-and second-tier cities. Even when they come back, they will wait and see for a period of time, attach personnel relations to talent centers, and seek development in other places.

Iii. Suggestions for the next step 1. Broaden the channels for talent introduction.

The first is to implement the project of introducing wisdom and borrowing power. Implementing the project of introducing talents is an effective way to solve the shortage of talents, improve the structure of talent team and quickly improve the quality of talent team. Starting with the innovation mechanism, we will constantly improve the talent introduction policy, establish a flexible talent introduction mechanism, improve the management methods of foreign talents, make good use of platforms such as live broadcast academician expert workstations and enterprise R&D centers, and introduce urgently needed talents by encouraging all kinds of high-level talents to come to our office for part-time, consulting, giving lectures, scientific research and technical cooperation and technical guidance.

The second is to break the barriers of talent introduction and flow. Actively explore the exchange mechanism of talents in different industries, open up a green channel for talent introduction, reduce obstacles and constraints such as talent introduction, mobile establishment, identity and ownership, and realize the socialization of talent resources. It is suggested that those who have a master's degree or above and return to China for employment will be absorbed into enterprises and institutions by means of examination and employment.

The third is to start the introduction of high-level talents. As soon as possible to implement the "management measures for the introduction of high-level talents (Trial)", carefully screen a number of urgently needed jobs, and start the introduction of high-level talents. In the aspect of enterprise talent introduction support, we can incorporate the enterprise demand that urgently needs high-level talents into the talent introduction plan for all employees, give strong support, and explore a road of talent introduction based on posts and capabilities.

2. Innovative ways to introduce talents.

The first is to improve the way of talent recruitment. Comprehensive evaluation of the existing unified recruitment talents. On the basis of widely listening to the opinions of employers, improve the recruitment method of all employees.

The second is to improve the mechanism of attracting talents by performance. In the talent demand survey, most units want to introduce talents with certain work experience and professional title performance, which requires innovative ways of talent introduction, assessment and inspection, and more flexible ways of introducing talents through performance inspection.

The third is to grasp the principle of justice and fairness in talent introduction as a whole. While innovating the way of talent introduction, we should pay attention to the boundary between talent introduction and demotion, and strictly design methods and procedures to prevent injustice in talent introduction.

3. Enhance the pertinence of talent introduction. From the survey, it is an indisputable fact that the total number of talents is insufficient. According to the needs of the development of various industries, we should strengthen the construction of talent team and expand the total number of talents. Carry out a network-based talent demand survey, find out the current situation of talent demand, formulate a talent introduction plan in time, and promote planned and accurate talent introduction.

Through recruitment, employment, introduction, adjustment, mobility and other means, we will focus on introducing professional and technical talents, economic management talents, compound talents who understand technology and are good at management, talents with patents and special skills in key engineering fields such as high-tech industries, benefiting farmers, tourism and planning, urban construction, etc., and gradually improve the professional structure, age structure and knowledge structure of the talent team. At the same time, we should also attach importance to the introduction and cultivation of practical talents in various fields, insist on bringing practical talents into the all-round talent introduction plan, and adopt a flexible way to introduce high-skilled practical talents to help cultivate more practical talents in short supply.

4. Improve the talent incentive mechanism. Formulate more comprehensive and systematic preferential policies and measures to introduce talents and mobilize their enthusiasm, so as to attract people with preferential policies, contribute people with abilities, and retain people with feelings and environment. All kinds of talents, including talents from outside the city and local talents, should be treated equally in political and economic treatment, and the political status of talents should be improved.

Excellent talents are recommended first? Two representatives and one member? , into the goal of leading cadres to contact talents, select outstanding talents to enter the leading bodies at all levels, especially the business department suggests to be equipped with professional and technical deputies, and the chief engineer, chief agronomist and chief accountant of key technical departments can also enjoy the corresponding rank treatment. Through the establishment of special contribution funds, special government subsidies and scientific and technological progress awards, talents with outstanding contributions will be rewarded to enhance the sense of honor, acquisition and happiness of all kinds of talents.

It is necessary to further improve the living conditions of all kinds of talents and help them solve difficulties and problems in work, study, life, spouse employment, children's schooling, housing and so on. And ensure their proper working and living conditions. For all kinds of talents, we should also be strict with ourselves, with clear rewards and punishments. It is suggested that a set of scientific, reasonable and easy-to-operate assessment rules should be formulated to reward those who have made outstanding contributions to academic research and promoted the development of the industry. For those who fail to pass the examination, we should also put forward corresponding disposal measures to stimulate the entrepreneurial passion and vitality of imported talents.

5. Strengthen personnel training. To make a continuing education plan and cultivate all-round talents, all walks of life should also have training plans. What should employers adhere to? Consistent learning and application, teaching on demand? Principles, take various forms, do a good job in continuing education and personnel training. While doing a good job in local continuing education and training, we will send key talents to institutions of higher learning and research institutes for further study in a planned way.

Cultivate their own leading talents and high-level talents. At the same time, by employing high-level talents to give lectures, scientific research and technical cooperation, the professional knowledge of talents in our college has been continuously updated, broadened and improved, and the overall quality of the talent team has been greatly improved. It is necessary to strengthen the political and ideological education of talents, carry out all-round education on outlook on life, world outlook and values, cultivate the spirit of hard work and dedication to science, and encourage them to contribute wisdom to development.