Investigation report on the construction of county talent team

Investigation report on the construction of county talent team

I. Basic information

E county is a mountainous agricultural county and the only "two districts" development county in Jincheng. The special regional environment, backward economy and weak development foundation are the realistic national conditions of E County. There are many reasons for E's backwardness. In the past, it was generally believed that the main reason for restricting the development of E company was the lack of funds and resources. Through investigation, the author believes that the most important reason that restricts Hubei's policy is the lack of talents, the lack of talents to lead farmers to get rich, and the lack of "the vanguard with strong dual-belt ability", which directly leads to the lag of economic and social development.

According to the data provided by relevant departments, up to now, there are 844 civil servants in Party and government organs in E County, 3,574 talents in science, technology, education and health, 270 professional and technical teams in key industries (state-owned, light industry and private enterprises) and 268 top-notch local talents.

From the age structure, civil servants aged 35 and below 184, and civil servants aged 35 and above 660; Science, technology, education and health personnel under 35 years old 1.427, and those over 35 years old1.47; In the enterprise team, there are 97 people under 35 years old and over 35 years old 173 people; Among the top local talents, 56 are under 35 years old and 2 12 are over 35 years old.

From the perspective of academic composition, there are 705 civil servants with college education or above, and those with technical secondary school education or below 139; There are 2375 people with college education or above, and those with technical secondary education or below 1 199 people. College degree or above in the enterprise team 102, technical secondary school degree or below 168; There are 27 top-notch local talents with college education or above, and 24 1 person with secondary school education or below.

According to rank, there are 27 civil servants at department level, 52 at department level/kloc-0 and 364 at deputy department level. Science and technology, education, health team 2 senior, deputy senior 127, intermediate 1 162. There are 4 enterprises with senior titles, 37 enterprises with intermediate titles and 124 enterprises with primary titles.

As can be seen from the above data, the number, quality and age structure of talents in E County have changed qualitatively compared with previous years. These changes have benefited from the strengthening of talent work in recent years. The county party committee and the county government have successively issued programmatic documents such as "Specific Implementation Opinions on Implementing the Talent Training Project in E County" and "Several Provisions on Further Strengthening the Work of Revitalizing E Economic Talents". Especially since 2008, the county party committee has made it clear that "talent development" plays an important role in building a harmonious Hubei, integrating theory with practice has accelerated the process of talent construction. According to the requirements of Scientific Outlook on Development, adhere to the people-oriented principle, attach importance to the three links of "training, attracting and using" talents, and organize leading cadres at or above the deputy division level to study in the south; Send a group of outstanding young cadres to Suzhou and other places for exchanges; Government organizations, enterprises and institutions, and social surplus personnel go to party schools, vocational education centers, and labor bureaus to hold various training courses; In order to ensure the rapid flow of talents, more than a dozen private enterprises, such as Mengdian Cement and Xinshahe Coal Industry, have launched the "Talent Through Train" activity. In recent years, the scale of the talent team in this county has been further expanded, the layout has become increasingly reasonable, the talent structure has been continuously improved, the role of talents has been effectively brought into play, and the process of marketization of talent resource allocation and legalization of talent guarantee has been further accelerated.

Second, the existing problems and reasons

1, lack of talent awareness. The social atmosphere in which the whole society respects knowledge and talents from top to bottom has not been fundamentally formed. Some leading cadres have a weak sense of talent, pay attention to immediate interests and ignore long-term interests. Some leading cadres pay too much attention to political achievements and economic indicators, ignore the indicators of talent construction, are unwilling to spend money to train talents, and even suffer from loss. There is a wrong idea that everyone who enters will pay more for talent distribution. News, television and other media have insufficient publicity and guidance.

2. The age structure is too large and the talent team is scarce. Civil servants and scientific and technological teams under the age of 35 account for only a small proportion of the whole team, especially civil servants and teachers. Due to the untimely policy adjustment in recent years, they can't make up the staff in time under the condition of natural attrition, resulting in the situation that civil servants and teachers stay behind. The lack of suitable scientific and technological talents affects the scientific decision-making. For example, the calculation and demonstration of industrial projects, the evaluation and replacement of assets are the basic basis for scientific decision-making, but because there are no experts in this field in the county, we can only go to the city to ask for scheduling; In the adjustment of industrial structure, especially in the eastern mountainous areas, the district development project was vigorously implemented in 20 1 1. However, there are few professionals in edible fungi, but this project has a strong scientific and technological content. It is self-evident that it only needs to organize people to study outside in batches, which wastes funds, but it is still impossible to draw a conclusion on the actual effect. In the Twelfth Five-Year Plan formulated by E County, there are five production adjustment projects to make Jincheng a first-class city. Without first-class technical talents, it is unrealistic to build a first-class industry. For another example, among the existing teachers in E County, 40.37% are over 45 years old. 10 years later, a large number of teachers are facing retirement, but at present, there is no reasonable teacher supplement mechanism in the county, and the consequences will be very serious.

3. The brain drain is serious. According to the preliminary investigation, in recent years, hundreds of system management and professional technicians from industry, agriculture, science and technology, education and health have left the county. The brain drain is mainly manifested in three aspects: First, the employment of college graduates is two-way, and after it is fully promoted to the talent market, there are not many large enterprises and high-tech enterprises and institutions in E County, and there are few employers and available talent jobs, resulting in few college graduates reporting back to the county every year. Even if they come back, they have to "leave their hometown" because they can't be hired in time, which has caused the graduates' disappointment and helplessness in their hometown. According to the survey statistics, the number of people admitted to colleges and universities in E County is about 500 each year, but only about 140 graduates report back to the county, and the annual outflow rate exceeds 75%. Second, after the restructuring of the former state-owned enterprises, most of the engineering and technical personnel of the enterprises have not been properly placed, and they have to go away to make a living. The reform of chemical fertilizer plant is a very typical example. A large number of chemical workers cannot be properly placed in the local area and have to work outside. Third, due to the relatively backward local economic development and low personal income, some talents are attracted by the high salary and generous living conditions in other places, giving up their work units and posts and looking for jobs again in economically developed areas. This brain drain is not uncommon. In addition, the talent policy document issued by the government cannot be well implemented due to the constraints of the economy and management system, which is also an important factor causing the brain drain.

4. The role of existing scientific and technological talents cannot be fully exerted. Scientific and technological talents can't give full play to their role, especially after the reform of the "five agricultural stations" organization. Many experienced scientific and technological talents have been hired, and even if they are hired, they can't give full play to their role because their wages can't be paid normally. While we strongly advocate the introduction of talents, a large number of scientific and technological personnel are idle at home, some are hired by foreign countries with high salaries, and some are forced to change careers, resulting in a serious waste of human resources. In some enterprises, due to outdated equipment, insufficient funds and lack of effective incentive measures, many professional and technical personnel have failed to play their role, their knowledge is outdated and their innovation ability is not strong.

5. The talent mechanism is not alive enough. The power of the personnel distribution system is too centralized, which leads to the poor flow of talents, and the competent department can't input the research report on talent construction in E County in time. It is necessary to find out the existing talent base, classify and group, make plans, take measures such as sending students to school, sending training, centralized training, and promoting posts, and strengthen the training of existing talents.

The article changed the family management mode. It is necessary to gradually improve the training functions of training bases such as vocational education centers and personnel training centers of the People's Social Security Bureau, and do a good job in training all kinds of practical talents for the county. Therefore, it is necessary to further reform the school's school-running policy, teaching methods and means, jointly run schools with colleges and universities, sign contracts with foreign enterprises and institutions in the county, use market economic means to do a good job in teaching, link up the relationship between supply and demand, and cultivate practical and technical talents.

4. Boldly use scientific and technological talents. Encourage scientific and technological talents to contract projects, give full play to the role of scientific and technological talents, and give relevant preferential policies. Policy is an intangible resource, which makes scientific and technological talents really contribute to the process of transformation and leapfrog development. In practice, we should strictly control the project, make it public, and employ people without doubt. It is necessary to make full use of all kinds of talent recruitment opportunities and introduce a number of senior agricultural science and technology talents, senior talents in the education and health system, and high-level talents urgently needed by large enterprises. It is necessary to give full play to the role of the service department of the existing agricultural technology extension center, solve the problem that the reform of "five agricultural stations" in our county is not in place as soon as possible, and let agricultural scientific and technological talents really play their role in rural areas.

5. Accelerate the process of talent marketization. Broaden the service function of the talent market, establish a full-service personnel agency system, increase agency efforts, extensively carry out personnel agency in enterprises and institutions, and give full play to the functional role of the talent market in personnel entrustment, dispatch, personnel planning, consulting services, talent recruitment, talent introduction and so on. , and provide relevant all-round services for enterprises, institutions and individuals. It is necessary to establish a career guidance system, increase the intensity of career introduction, establish a database of classified talents, set up full-time staff, carry out career guidance training, and improve the success rate of career selection. Improve the social benefits of the talent market and provide a platform for the rational flow of talents. At the same time, it can be piloted in the process of talent recruitment, simplifying procedures and implementing "one-stop" office.

6. Improve the living conditions of high-level scientific and technological talents. Give full play to the role of scientific and technological talents in county economic construction, improve their social status and let them work with peace of mind. Preferential policies should be given to living problems such as wages, housing, children's further education and employment.

In addition, we should encourage and attract e-celebrities and people from other places to contribute to their hometown; County finance should increase investment in talent construction funds in our county. Party and government departments at all levels should give full play to the role of talents and improve their ruling ability.

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