The development of Ningbo's human resources service industry has quickly strives to achieve reasonable allocation of human resources

Video production: Wang Haoshi Mao Leijun

The guests took a group photo. Reporter Wang Haoshi Photo

In 2021, Ningbo town added 344,200 new employment, and the urban registration rate was 2.31%.

In terms of human resources and labor security, Ningbo has achieved certain results, but also faces many problems and pressures. What kind of challenges do human resources face in the new situation? How to get out of the road of innovation? On August 19, the 12A theme Financial Salon co -sponsored by the Southeast Finance and Fortune, the Southern Business Association, and the Municipal Academy of Social Sciences invited some relevant persons in charge and relevant experts to conduct in -depth exchanges on these issues.

Ningbo's human resources service industry is developing rapidly

Pan Weiping, vice chairman of the Ningbo Human Resources Service Industry Association, analyzed the three major characteristics of human resources services:

First, protect employment and livelihood. To achieve the accurate employment, decent employment, and high -quality employment of the majority of workers;

The second is that corporate human resources services must make high -quality first -line workers accurately match the needs of enterprise employment and connect with corporate resources and talent resources. Let the workers have room for cultivation and improvement, and protect the development of the real economy;

Third, to introduce a large number of high -level talents, let them keep it and use it well. Human resource service agencies should help relevant government departments do a good job of drainage and solid work to better serve local economic development.

Ningbo's human resources service industry is developing rapidly. As of the end of 2021, there were more than 1,500 related service agencies in the city, with revenue of 127 billion yuan, nearly 40,000 employees, and providing more than 3.21 million employment and liquidity services for 450,000 people.

Among the top 100 people's resource service agencies announced recently, Ningbo companies occupy 56 seats and are leading the province. At present, the city has 9 personal resources industrial parks. Among them, one national level and 3 provincial levels.

The human resources service model of Ningbo's "government guidance+market director" has been widely recognized. Among the pilot cities of the export base of human resources services not long ago, Ningbo is the only pilot city in Zhejiang Province.

Pan Weiping believes that Ningbo's human resources services have many originality and replication.

Talent introduction requires a complete industrial chain

Wu Weiqiang, director of the Institute of Economics of Ningbo Academy of Social Sciences, analyzed that human resources services are highly related to economic development and are also closely related to the development of the industrial chain. In addition, the development and allocation of human resources are inseparable from education, science and technology, and employment.

"In the case of relatively complex and changing economic situation at home and abroad, the development of human resources needs to be more combined with Ningbo's economic characteristics." Wu Weiqiang believes that Ningbo manufacturing is an important part of the economy, high quality talents and front lines Employee demand is large. Therefore, in addition to increasing salaries, Ningbo also creates a good industrial chain ecological environment. With a complete industrial layout, all resources and allocation can be fully flowed and optimized.

Zhu Jingyan, director of personnel of Yunjunxinke, proposed that under the epidemic, the requirements of enterprise employment will be more detailed and the requirements will be higher. Human resources services should strengthen segmentation management and use the full process service system to correspond to new situations. At the same time, strengthen online services and improve service efficiency through intelligent Internet systems.

Xiao Peng, Human Resources Director of Haier, said that at present, various flexible employment forms have increased, and labor dispatch and labor outsourcing are on the rise. Among the new recruitment employees, the proportion of women's employment is increased. However, there are still some difficulties in recruitment of high -quality front -line employees. At the same time, there is no difference between the requirements of the company and the expectations of the new graduate college students. These are practical problems facing human resources in and configuration.

Lin Yan, director of Human Resources of Lege, believes that changes in the environment have allowed companies to start thinking about the reasonable allocation of human resources. However, at present, many manufacturing companies face the problem of insufficient industrial transformation and laborers, and need to digest and absorb through the improvement, transfer and upgrade of the industrial chain. With a complete industrial chain and ecosystem, it can provide more talents with good support and follow -up development.

Efforts to realize the reasonable allocation of human resources

With the development of the epidemic, more workers choose the form of flexible employment, and labor dispatch has also become a way of choosing many companies. Recently, the human resources and social security departments such as Zhejiang, Jiangsu, Anhui, and Shanghai jointly issued the "Guidelines for Labor Dispatching Works for Labor Dispatch in the Yangtze River Delta region". In this regard, Chen Jinlin, a senior partner of Zhejiang and Yiguanda Law Firm, and Deputy Director of the Labor Specialist Committee of the Zhejiang Provincial Law Association, believes that at present, the problem of non -matching of human resources and employment systems in the market needs to solve the talents of talents. Waste and imbalance. This requires the improvement and adjustment of relevant national policies. It also requires enterprises to adjust employment institutions from their own start, and also requires reasonable allocation of professional means of human resources service industry.

"At present, the human resources industry is fiercely competitive, and there is a tendency to curl internal curiosity and homogeneity." Attorney Chen Jinlin believes that the introduction of related policies can better protect the rights and interests of flexible employees and also help the standardization of employers. The establishment of a professional talent platform and database is conducive to the sharing of resources in different industries, and can use big data to analyze human resources trends.

Dong Jianming, the head of Ningbo Bangmang Supply Chain Management Co., Ltd. and a full -time instructor of the collective negotiation of Ningbo Federation of Trade Unions, believes that under the new situation, it is necessary to strengthen online and offline coordination and cooperation, through talent inventory and integration, and for flexible employment such as flexible employment and other new employment. The pattern provides more systematic services.

Song of the Human Resources Department of Ningbo Innovation Research Institute of Beijing University of Aeronautics and Astronautics still said that enterprises should strengthen cooperation with relevant government departments to make human resources allocation more reasonable through project systems and service outsourcing.

Pan Weiping, vice chairman of the Ningbo Human Resources Service Industry Association, suggested that the industry association should formulate corresponding specifications with government departments and support leading enterprises; in the face of the rapid Internet environment, the human resources service industry should actively carry out self -innovation and use new technologies to improve service levels Provide enterprises with more comprehensive services.

Reporter Mao Leijun

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