Talent Policy of China Ordnance Industry Group Corporation

China Ordnance Industry Corporation adheres to the concept of "human resources are the first resource" and the talent strategy of "science and technology leading, talents first", establishes the basic position and leading role of talent work in the reform and development of the whole system, and actively provides a broad career platform, development space and generous treatment for all kinds of talents.

People-oriented, vigorously implement the talent priority strategy

China Ordnance Industry Corporation has established the basic position and leading role of talent work in the reform and development of the whole system, vigorously implemented the strategy of "talent first", put talent training and team building ahead of development, and promoted the scientific and technological innovation and strategic implementation of the weapon industry with the accumulation and promotion of talents.

Open channels to realize the harmonious development of people and career.

In order to strengthen the construction of high-level scientific and technological talents, solve the problem of development channels, and guide the backbone scientific and technological talents to adhere to the road of scientific and technological post development, China Ordnance Industry Group Corporation has formed a situation of coordinated development of management, technology and skills, and maximized the effectiveness of talents.

To this end, the group company has established a system of scientific and technological leaders, forming a five-level development channel for scientific and technological talents, namely, "the backbone of scientific and technological personnel of member units-the scientific and technological leaders of member units-the scientific and technological leaders of the group company-the chief expert of China ordnance industry-academicians of the two academies of the State". It is stipulated that the chief expert of China ordnance industry enjoys the full-time treatment of his unit, with a monthly allowance of 7,000 yuan in addition to his normal income, and the head of science and technology of the group company enjoys the deputy treatment of his unit, with a monthly allowance of 5,000 yuan in addition to his normal income, giving him corresponding political status and career platform. High-tech talents such as chief designers of key scientific research projects must be selected from chief experts and scientific and technological leaders. Through the above policies, the development channel of scientific and technological talents will be unblocked, so that scientific and technological talents can grow and develop based on their posts and truly form a new pattern of coordinated development of the three teams.

Give full play to people's talents and actively provide career platforms for all kinds of talents.

Starting from the objective needs of talent growth and development, China Ordnance Industry Corporation actively builds a career platform for all kinds of talents to display their talents around the development goal of building a large company with international competitiveness. On the one hand, seize the opportunity of strengthening national defense modernization, actively implement the development strategy of the group company, and accelerate the construction of a new system of scientific research and development; On the other hand, we will actively promote the commercialization, industrialization and separation and reorganization of high-tech dual-use civilian products. Through the reorganization and integration of relevant high-tech resources, a number of high-tech enterprises with military and civilian integration have been established, and a core business development framework focusing on high-tech military products, high-tech civilian products and strategic resources has been initially established.

Make the best use of everything and establish a market-oriented employment mechanism

China Ordnance Industry Corporation actively innovates a new system-wide "3+X" way of selecting and employing people around job analysis and job description. "3" refers to three different levels of personnel selection methods: junior personnel are all openly recruited for the society, middle-level personnel are combined with open recruitment, and senior personnel are gradually combined with career design and market-oriented allocation, and a vibrant and energetic employment mechanism is gradually established. "X" refers to the "flexible" selection method of "borrowing brains to develop": for the scarce or scarce talents, the "flexible employment" methods such as talent leasing, project cooperation, striving for national introduction, open recruitment for international and domestic markets, and "hunting for employment" by talent agencies are adopted for rational allocation, "not seeking everything, but seeking for use". By comprehensively deepening the reform of the employment system, we will effectively establish an employment mechanism that can enter and exit and can look at performance, and create a good environment conducive to outstanding talents to stand out.

Effectively motivate and establish a dynamic mechanism for talents.

China Ordnance Industry Group Corporation has established and improved a new distribution incentive mechanism with post performance pay as the core, spot distribution and medium-and long-term distribution organically combined, and capital, technology, skills, management and other factors participating in income distribution. The income level of all kinds of personnel is basically in line with the market, and the income and treatment of key and key talents can better reflect their ability, performance and contribution, which has strong market competitiveness. In order to ensure the income of key scientific and technological personnel of key projects, the group company issued the "Measures for Rewarding and Punishing Key Scientific and Technological Personnel of China Ordnance Industry Corporation (Trial)" (No.51), which stipulated that the chief designer's allowance was 8,000 yuan/month, the deputy chief designer's allowance was 6,500 yuan/month, and the sub-system chief designer's allowance was 5,500 yuan. The average income of the scientific research backbone of the group company has certain market competitiveness. The evaluation of professional titles and various honorary titles is inclined to scientific research.