Make good use of professional title evaluation "command sticks" to stimulate the vitality of private enterprises for talent

Zhuzhou Daily All Media Reporter/He Chunlin Correspondent/Ling Yingliang Chen Gang

"10 private economy", "double innovation 8", "30 talents" ... In recent years, in order to cultivate more market entities, strengthen the private economy, and ensure the supply and improvement of private enterprises, Zhuzhou introduced a package policy to promote professional technology of private enterprises. Talent title review is one of them. On July 7, the Municipal People's Social Affairs Bureau issued the "Several Measures on Further Doing a Better Title of Private Enterprises" (hereinafter referred to as the "Measures"), which will better play the role of the "command stick" of professional title evaluation and stimulate and release private enterprise majors. Technical talent innovation and creativity.

In recent years, what are the results of our civic corporate title and what are the problems, and how will it further release the vitality of the talent of private enterprises?

Depend

Enterprise autonomous judging activation of talent motivation

According to the spirit of the national and provincial people's and social departments, supporting scientific research institutes, high -tech enterprises and other enterprises and institutions to carry out talent cultivation, the city leads some of the professional title review authority, selects enterprises to conduct independent evaluation pilots in the middle and junior titles, and promote the innovation and development of enterprises. As early as 2018, the city began to piloted the work of self -judging titles. Among them, Liancheng Group, Zhitan Company, and Qianjin Group tasted the sweetness.

Liu Wuyang participated in the autonomous review of Qianjin Group last year and received a title of intermediate pharmaceutical engineer. Liu Wuyang said that compared with the previously submitted information and waiting for the administrative department to review it, this time he also prepared PPT. Through the on stage, answering, defense, and on -site Q & A, he showed his professional technical level in all aspects. Through this independent review, she was recognized by more people in the company.

Li Youyu of Liancheng Group is the fourth academic leader in our city. After 30 years of refining, he has become a senior engineer, obtained 35 authorized patents, 4 invention patents, and set 3 standards for the railway industry. In recent years, he has cultivated dozens of professional and technical talents for the company, and many of them have become the backbone of the company.

"To the autonomy of the judge title to the enterprise, it can stimulate and release the motivation and vitality of the innovation and creation of enterprises, helping the enterprise to cultivate talents as needed." Li Youyu introduced that the company has a total of 286 people who declare the middle and primary titles, 257 people 257 people Get the corresponding job title.

According to the relevant person in charge of the above -mentioned enterprises, the company has carried out the self -assessment of professional titles every year, greatly stimulating the vitality of talents, and broadening the channels and space of corporate talents. At the same time, they have formed a jurisdiction of professional titles review experts with high level (inclusive) titles, rich experience and resumes to help enterprises to broaden their growth channels.

▲ The site of the dental company's independent review title. Photo confession of the company interviewed

"Enterprise independent reviews, the quality is not vague at all." Jiang Hailu, Minister of Human Resources of Zhitan Company, said that 148 people have participated in the independent review and 136 people have received corresponding jobs. The independent review of the enterprise has become a shiny business card. The company has set up a complete set of continuing education and training courses. It has formed a review expert library with chief engineers and chief technical consultants to ensure the quality of talent output for self -evaluation. In actual operation, the company's talent training level is closely linked to professional titles. Talents can obtain dual recognition of the state and enterprises from it, enrich the development channel of enterprise talents, improve the influence of the enterprise, and the employee officers are more energetic.

▲ After years of self -assessment titles, the plant tooth company has formed a set of talent training system. The picture shows the company's employees in training. Photo confession of the company interviewed

Find a problem

Why is private enterprise enthusiastic about titles?

According to the survey, lack of talents have become a major weakness that restricts the development of private enterprises. However, a strange phenomenon is that compared with universities, scientific research institutes and state -owned enterprises, the professional titles of professional and technical personnel in private enterprises have long been in the embarrassing situation of "enterprises do not care and employees do not catch a cold".

What are the reasons?

The information is asymmetric and unscrupulous. Many private enterprise employees do not know that there is a job title at all. In the interview, whether it is employees or bosses, it is generally unfamiliar with the titles. When you learn that beauty and hairdressers, noodles, etc. can also evaluate senior technicians, many people are very surprised.

For enterprises, many private enterprises emphasize the pursuit of economic benefits and often do not pay attention to the professional title review of professional and technical personnel. It is even believed that increasing employee training is equivalent to increasing costs.

For employees, the title of the job is to increase income and promotion, but in fact it seems that it seems that there is a little relationship with the presence. Because the professional titles of professional and technical personnel of state -owned units are closely linked to their posts, employment, position promotion, wages and welfare, and most private enterprises do not have a similar system, employees naturally do not care, and have no motivation to prepare information to participate in the title title.

In addition, the professional and technical personnel teams of private enterprises are unstable, frequent flow, and work units are out of touch with archives management. It may be one of the bottlenecks that restrict the declaration of professional titles of private enterprises.

New approach

There is a title if you have actual results

The reporter noticed that the "Measures" required to actively organize private enterprises to carry out professional title review work, guide private enterprises to formulate incentive and guarantee measures including compensation, training, and promotion of job promotion, and form a good environment that is conducive to the growth of private enterprises from the system.

According to the person in charge of the professional and technical personnel management section of the Municipal Human Resources and Social Affairs Bureau, the Human Resources and Social Affairs Bureau of the counties and cities will take the initiative to set up professional titles declaration service points in the densely technical and technical talents, innovation and entrepreneurial incubation bases, high -tech development zones, and science and technology parks. Open the service hotline and actively carry out services such as policy promotion and application for acceptance. At the same time, the advantages of wide coverage of the Federation of Industry and Commerce and Industry Associations and close contact with private enterprises are used to explore the application titles of professional and technical talents to recommend private enterprises through social organizations such as the Federation of Industry and Commerce and Industry Associations. The "Measures" shows that the evaluation of professional and technical talents of private enterprises, more adherence to ability performance orientation, focusing on assessing the situation of completing their professional and technical tasks, solving professional and technical problems, and transforming scientific and technological achievements into social and economic benefits. Technology innovation and promotion and application, standard specifications, decision -making consulting, and public services can all be used as performance results.

The "measures" clearly abandon the papers "one -size -fits -all" approach. During the evaluation process, the invention patents, project reports, engineering plans, design documents, soft subject research reports, feasibility research reports, planning and design plans, process process development standards such as project reports, engineering plans, design documents, design documents, design documents, soft subject research reports, feasibility research reports, feasibility research reports, feasibility research reports, feasibility research reports, feasibility research reports, planning and design schemes, and process process development standards. Requirements for alternative thesis. Any series of (professional) professional title review shall not publicize the promotion of professional and technical talents in private enterprises to promote the promotion of professional and technical talents in private enterprises.

At the same time, professional and technical personnel of private enterprises did not participate in the junior title review in a timely manner, but their achievements and contributions were great, and they performed well. Based on their professional and technical working hours, they were based on the requirements of the corresponding series (professional) promotion. The assessment recommendation can compare the normal application period of similar professional and technical personnel exceeding 2 or 4 years, and directly declare the participation (reference) intermediate and deputy senior titles.

The "Measures" also requires the new path of the professional title of skill talents. Highly skilled talents engaged in technical and skills work in the production field, with senior technicians (first -level), technicians (levels), senior industrial professional qualifications, or vocational skills levels, which meet the conditions of corresponding job title review. Correspondingly applying for high, middle and junior titles. The technical college intermediate engineering classes, senior workers, and preparatory technicians (technicians) classes have graduated, and are appraised by the corresponding series (professional) titles according to technical secondary school, college, and undergraduate degree declaration. Obtaining the gold medal, silver medal, or the "China Skills Award" for the World Skills Competition, or the "China Skills Award", you can determine the corresponding professional titles of the corresponding professional. Outstanding high -skilled personnel who have won the bronze medal or winning prize of the World Skills Contest, or the "National Technical Experts" and above, can determine the corresponding professional intermediate titles.

Source: Zhuzhou Daily

Review: Luo Xiaoling

Edit: Chen Chen

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