Talent introduction plan

Talent Introduction Plan 1 Renhe Hospital affiliated to Three Gorges University is a hospital directly under the Three Gorges University, a national third-class first-class general hospital, a hospital directly under the Hubei Provincial Health and Wellness Committee, a baby-friendly hospital, and Yichang Red Cross Hospital. Due to the development needs, we are now recruiting for the society, and warmly welcome professionals to register enthusiastically.

First, the basic conditions for talent recruitment

Love the motherland, support the leadership of the Communist Party of China (CPC), be healthy and have a decent style.

1. PhD student

Age is 45 years old and below (born on or after June 1 977 65438+1October1day, the age can be appropriately relaxed).

2. Graduate students

Age is 35 years old and below (born on or after June 1 987 65438+1October1day, the age can be appropriately relaxed).

3. Undergraduate graduates

Fresh graduates: aged 26 or below (199611born on or after October 65438).

Previous work experience:

(1) Nursing staff, aged 26 years and under (199611born on or after 65438 October).

(2) Personnel in other posts: 35 years old and under (born on or after June 1987 65438+ 10/day, especially those who are in urgent need of major, and their age can be appropriately relaxed).

Second, the doctor introduction plan

1. Registration method: online registration method.

(1) Applicants download the registration form (see attachment) and fill in their personal information.

(2) Please scan the code to fill in and submit the roster of applicants online.

(3) Send your resume, registration form, academic certificate, academic degree certificate, doctor qualification certificate, training certificate and online verification report of your school status to xxx@xxx.com by e-mail, with the format of "20xx application+job name+name+academic background".

2. Resume delivery address is :xxx@xx.com.

Contact person: Contact information:

3. Registration time: from now until February 3, 20xx1.

4. The specific recruitment announcement, assessment time and other related matters will be announced on the notice bulletin board of the website of Renhe Hospital affiliated to Three Gorges University, so please pay attention to the candidates.

The shortage of talent reserve in talent introduction plan 2 will slow down the development of enterprises and may be dragged down by their own rapid growth. Strategic talent reserve is a strategic human resource planning based on the strategic development plan of enterprises, that is, through planned external talent recruitment and internal talent training, the quantity, structure and quality of talents can meet the needs of organizational expansion.

Two ways of strategic talent reserve

There are two ways to reserve strategic talents: one is external recruitment; Second, the internal culture.

External recruitment and internal training have their own advantages and disadvantages in talent reserve. Most of the talents recruited from outside are senior managers and professional and technical personnel. Enterprises hope to directly obtain high-skilled and experienced senior talents through recruitment, but when the skills and performance of such people do not match, brain drain will occur. Internal training is mostly aimed at new employees and those who are expected to be promoted internally, helping employees plan their careers and improve their professional ability. These employees have high loyalty to the enterprise and are not easy to lose.

Three main points of external recruitment

Three points should be paid attention to when recruiting talents from outside: grasping the exact recruitment opportunity, clarifying the recruitment demand and choosing the appropriate recruitment channels.

Grasp the accurate recruitment opportunity

There are many recruitment opportunities for enterprises. As the first step of strategic talent reserve, we must grasp the exact timing of recruitment. Generally speaking, according to the life cycle of enterprise development, the following four stages are most suitable for employee recruitment:

In the initial stage, when the enterprise is just established, it is necessary to establish a relatively perfect organizational framework. At this stage, all functions and management positions related to enterprise development should be recruited. However, because the enterprise has just started, the establishment should not be too large, so we should pay attention to the recruitment scale.

At this stage of growth, enterprises are in a state of rapid development, increasing market share and expanding business scope. Therefore, we should increase manpower according to the needs of enterprise business development.

In the mature period, there is generally no large-scale change in the personnel of the enterprise. So the recruitment at this stage should be aimed at some vacant positions.

During the economic recession, enterprises face many problems, among which adjusting and eliminating unqualified employees is something that a mature enterprise must experience. At this stage, in order to achieve sustained and stable development, enterprises should appropriately recruit talented people to replace the eliminated employees.

Clear recruitment needs

The recruitment needs of enterprises are restricted by many aspects, such as the degree of matching between people and posts, the supply of external markets, and the distribution of internal channels.

Clear enterprise recruitment needs must understand:

Is it true?/You don't say. Are there any vacancies? Is it in line with the strategic development plan of the enterprise?

Do managers know the abilities of existing employees? Did they give full play to their role?

Has the manager tried any other methods? (such as work redistribution, secondment, outsourcing, etc.). )

Choose the right recruitment channel

Before choosing recruitment channels, we need to analyze various recruitment needs and channels.

First of all, understand the number of people that enterprises need to recruit, the distribution in quantity, structure and quality, and the proportion of people who need to have work experience.

Secondly, it is clear what kind of knowledgeable, capable and experienced talents enterprises need. Is it the best or the most suitable? )

Thirdly, consider whether to hire full-time employees, whether to outsource or dispatch.

Finally, it analyzes the channels that enterprises can recruit and their respective recruitment processes.

Combined with the recruitment needs of enterprises, through the analysis of various recruitment channels, advantages and disadvantages, applicable positions, find out the most suitable channel for strategic talent reserve.

Two cores of internal cultivation

Constructing "Post Competency Model"

Generally speaking, all the work of an enterprise comes from three aspects: first, enterprise strategy; Second, the phased special work of enterprises in different development cycles; Third, collaborative work within the enterprise. The resources of any enterprise are limited, and the enterprise should put the limited resources into realizing its strategic goals. The post is the smallest unit in the organizational system, and all activities of the enterprise are completed by the post. Enterprise strategy needs core competence, core competence needs core human capital, core human capital needs core skills, and core skills need enterprises to establish a hierarchical and classified human resource management system. Therefore, whether an enterprise can achieve the best matching of post-ability-person is related to whether the strategic goal of the enterprise can be successfully realized. From this point of view, building a "post competency model" based on strategic orientation is one of the most important means to cultivate internal talents.

Talent Introduction Plan 3 In order to improve the quality of employees and managers, improve the management level of the company and ensure the sustainable development of the company, the following 20xx Talent Education and Training Plan of Dazhou Water Supply and Drainage Corporation is specially formulated:

I. Purpose of training

With promoting five styles of work and enhancing five abilities as the core, we will build a modern education and training system in line with the company's actual situation, improve the incentive and restraint mechanism in line with the law of talent growth, form a new pattern of multi-level, classified, multi-channel and large-scale talent training, and cultivate a compound talent team with good political quality, professional quality, good unity and cooperation, good style and image, strong innovative spirit and ability to cope with complex situations. By the end of 20xx, through training, we will strive to achieve more than 20% of employees with bachelor degree or above, more than 70% of business operators, more than 40% of managers, more than 20% of technicians and more than 95% of employee training.

Second, the training object

The company has registered employees and newly recruited employees.

Third, the training content

Company profile, development history, strategic objectives, company culture, technological process, detailed rules for implementation of objective assessment, and safety operation procedures.

Fourth, the training form

(1) Implement "1 122" training of outstanding talents. Through introduction and dispatch, the company has trained and selected 1 excellent management talents, 1 excellent management talents, 2 excellent technical talents and 2 excellent skilled talents.

(2) Cultivate innovative talents. In important fields such as laboratory testing, monitoring, operation, installation, charging technology and operation control of mechanical and electrical equipment, we will focus on cultivating 1-2 reserve talents and 3-5 outstanding innovative talents to build an innovative and sophisticated scientific and technological talent team.

(3) Cultivate talents in short supply. Actively introduce and cultivate senior professionals such as 1 welding, laboratory testing, water quality monitoring, construction site management and financial auditing every year to meet the needs of the company's business development.

(4) Implement talent development training. According to the requirements of water supply and drainage construction, comprehensively strengthen talent development and training to improve enterprise cohesion. During the year, a total of 65,438+00 people received training in management, water quality testing, production operation, maintenance, water meter installation and pipe network maintenance.

(5) Training of learning team building. Taking "love activity" and "peace project" as carriers, actively cultivate water lotus culture and build a learning team; Strengthen the construction of grass-roots teams and groups, vigorously promote on-the-job learning and on-site training, and conduct rotation training for all team leaders in the company system.

Verb (abbreviation for verb) training time

(1) The training time for existing employees on the job is not less than 5 working days per quarter;

(2) The initial training for newly recruited employees shall not be less than three days.

Talent introduction plan 4 In order to further improve the scientific and technological quality of farmers in our village, promote farmers' income and wealth and economic and social development, according to the spirit of the instructions of the relevant documents at higher levels, through the implementation of the rural practical talents project, we will vigorously cultivate rural practical talents, continuously develop and expand the rural practical talents team, and comprehensively improve the overall quality of the rural practical talents team. Combined with the current situation of rural practical talent resources in our village, our village has formulated this plan as follows:

First, strengthen the leadership over the management of practical talents.

In order to further strengthen the management of practical talents, provide new rural practical talents for the construction of new socialist countryside, promote the progress of practical talents management in our village, and establish a healthy and orderly environment for the development of practical talents in rural areas, our village has established a leading group for practical talents in # village, which is responsible for organizing and leading the management and training of practical talents in our village.

Two, strengthen the construction of rural practical talents training base.

By integrating the resources of the existing practical talents training base in the village and relying on the county and town agricultural technology extension centers, we will further strengthen and expand the construction of the practical talents training base in the village, form a base construction network where every production team has a training base and can train, continuously expand the training coverage and increase the number of trainers.

Third, strengthen the cultivation of practical talents in rural areas.

Strengthen the research on the training direction of rural practical talents, focus on the adjustment of agricultural industrial structure and the development of advantageous industries, select farmers' practical technologies such as pear cultivation management, firewood laying hen breeding and Chinese herbal medicine planting, and establish a rural practical talents training system with industry as the focus, professional cooperatives and associations as the link and training and education as the means. According to the needs of farmers, we should provide targeted training, and provide the people with practical science and technology with development potential and farmers' greatest concern in a planned and step-by-step manner.

Talent introduction plan 5 I. Training objectives

Promote creative ideas, popularize scientific knowledge, and stimulate students' interest in scientific research and inquiry. Introduce scientific and technological talents, improve scientific literacy through training, enhance scientific research innovation ability, and establish a coordinated scientific research team.

Second, the source of talents.

Meng Xiancheng is a college student. Welcome all students.

Third, the preparatory work

1. Collect student information, including grades and majors, and make a statistical chart to see the proportion of each major in the total number of students.

2. Collect teachers' information from different departments according to different research fields.

3. Consult and cooperate with the science and technology department internally, communicate and cooperate with other centers of Mengyuan and the science and technology department of the school alliance externally, and establish contact with relevant student associations.

Fourth, talent introduction.

Strengthen publicity, let more students know about scientific and technological innovation, stimulate scientific research enthusiasm, and actively participate in project research. The publicity method is as follows:

1. Use X-net of China Normal University and Dream Circle, Renren. com. Com, post bar, QQ group and other media promote scientific and technological innovation, release competition information such as summer cup and challenge cup, and expand information dissemination as much as possible.

2. Contact the counselors of all departments, and publicize the importance of scientific research and innovation to the students of all departments through the counselors to stimulate their interest.

3. Make promotional videos and posters, and publicize them in teaching buildings, canteens, dormitory buildings and other occasions.

Verb (abbreviation of verb) registration and selection

1. Take the paper application form and put it downstairs on the 20th. The copy is valid.

2. Support individual or team registration.

3. Choose the students to register, each student should submit a material, which should include his own views on scientific research, his own research direction of interest, and briefly discuss his own research content and value.

4. According to the materials submitted by the registered students, select scientific and technological talents and determine the list.

Sixth, talent management.

The management of talents should be divided into two parts: daily management and competitive management.

Daily management:

1. Help to form a team and find a tutor according to the students' research direction and other factors.

2. Record all students' personal information and make sure to keep in touch.

Competition management:

1. explain the competition process before the competition, and remind the players of the time node in time during the process.

2. Set up one-on-one science and technology commissioners to take charge of the teams, track the progress of the competition and help solve the difficulties.

VII. Personnel training

1. Provide research resources, such as helping to borrow laboratories and providing relevant books and materials.

2. Invite teams with scientific and technological achievements to hold experience sharing meetings.

3. Invite teachers to give research lectures and guide students.

4. Hold regular meetings, exchange problems between teams, * * * enjoy experience and * * * make progress.

5. Organize to participate in the Summer Cup and other competitions, and make progress in the competition.

6. Inexperienced students can learn from their seniors first and improve gradually.

7. Infiltrate the idea of complementary arts and sciences and integrate their respective advantages.

Eight, matters needing attention

1. Strengthen internal training of departments and improve the quality of officers.

2. Coordinate scientific and technological innovation with other departments and get support from other departments.