Talent work research report

In order to further promote the "grasslands of excellence" project and "talent strong flag" strategy, for the reform of the talent system mechanism to provide a basis for decision-making and intellectual support. Decision-making basis and intellectual support, xxxx Party Committee Organization Department through field visits, data statistics, talks and exchanges, etc., on the sound introduction of talent and evaluation mechanism to carry out special research, is now the relevant situation is reported as follows.

First, the basic situation

"xxxx" since, xxxx based on the actual ethnic border pastoral area, the full implementation of "talent strong flag" strategy and "grassland talents" project. "Project, in the scientific planning of talent development, revitalization of existing talent resources, enhance the level of borrowing wisdom and attraction, broaden the talent with talent channels and other aspects of active exploration and achieve good results, creating a good environment for the introduction of talent work atmosphere. At present, xxxx*** there are party and government personnel, professional and technical personnel, local talents and party and government reserve cadres, supernumerary management personnel, college graduates six service volunteers and other reserves of talent in four categories, of which: party and government personnel with postgraduate qualifications of 10 people, accounting for 1%, 601 people with a university degree, accounting for 59%, university college degree of 341 people, accounting for 33%; 35 years of age or less, 219 people, accounting for 21%, 36-45 years old 362 people The number of people aged 36-45 is 362, accounting for 36%, and the number of people aged 46-55 is 376, accounting for 37%. Professional and technical personnel with a senior title of 7 people, accounting for 0.5%; 278 deputy senior title, accounting for 18%; intermediate title of 560 people, accounting for 37%. xxxx during the period, through the "soft policy", has introduced the construction of industrial and civil engineering, clinical medicine, ethnology, high-level talent 3 people; successive recruitment of agriculture and animal husbandry, forestry and water supply, health, Education and other professional college graduates 117 people, reserves of various types of talent 781 people, including: from college and university graduates in the recruitment of supernumerary reserves 538 people; found and cultivated local talents 634 people, including: 314 scientific and technological demonstrators, other types of skilled personnel 125.

Second, the main practice

Combined with the actual xxxx, and continue to establish and improve the introduction of talent and the development of incentives and protection mechanisms, want to give the opportunity to the officer, the officer to the post, to do something to the status, to take positive initiatives "gathering talent", "attracting talent", "use", "talent", "the", "the".

(a) focus on creating an atmosphere, through the optimization of the environment to gather talent. First, strengthen the policy guidance. One after another introduced "xxxx supernumerary personnel management interim measures", "xxxx section-level reserve cadres management approach", "Division-level cadres to contact the talent system" and other normative systems, drafted and completed the "Dongwuzhumuqin Banner Talent Strong Banner Planning (xxxx-2020)", for the purpose of clarifying the work objectives, quantitative decomposition of the task, the implementation of the talent policy to create the prerequisite conditions The plan has been developed in accordance with the needs of economic and social development. According to the needs of economic and social development, has identified and implemented major projects and key industries such as talent training 10 major talent development key projects, the implementation of talent investment priority to ensure that five talent development policies, the establishment and improvement of the talent to find the use of talent, talent mobility configuration and talent incentives to protect the normalization of the work mechanism. Second, strengthen the atmosphere. Efforts to create a "vision to inspire people, with the cause of tethering people" a strong social atmosphere, and actively encourage all types of talent based on the position of officers and entrepreneurs, education, health, medical and other front-line talent in the political high regard, care for some of the life, welfare benefits to take care of a little. The independent entrepreneurial talent, market access, financial support and project approval and promotion of support, the establishment of "one-stop", "one-stop" service platform, simplify the procedures, enhance the level of service, and constantly optimize economic and social development! "Soft environment". Third, strengthen organizational security. In accordance with the principle of party-managed talent, dynamic adjustment and enrichment of talent work leading group member units, clear 26 responsible units work duties, strengthen the integrated coordination and management of talent, the formation of a unified leadership of the CPC Committee, the party and government **** tube, the community to participate in a wide range of work mechanisms. Give full play to the organization department in the talent work of the leading role, year by year to develop the main points of the work and objectives and tasks to ensure the effective implementation of talent work measures. The establishment of the flag party and government joint meeting to study and listen to the talent work report system, timely study and solve the introduction of talent and talent management difficulties.

(2) focus on tailoring, based on the development needs of the introduction of talent. Based on my flag "xxxx" target task implementation, "44344" industrial pattern to build and "five Dongwu" construction of the actual, relying on key projects, industrial parks and other carriers of the platform The company actively introduces high-level management and technical application talents, and effectively strengthens the reserve force of the industrial economy. To show the national and regional characteristics of culture as a carrier, vigorously develop the tourism economy and modern service industry, and actively introduce specialized talents in the service industry. Around the full use of "flexible policy", the timely introduction of the League of medical specialists 1 doctor, hired Sun Yat-sen University in my flag to do research on the subject of doctoral students as assistant director of the Bureau of Agriculture and Animal Husbandry, the introduction of engineering and civil engineering professionals from Xilinhot City, as the deputy director of the Bureau of Housing and Urban Renewal. Combined with the grassland ecological construction and protection, take the initiative to dock with experts and professors from colleges and universities inside and outside the region, and successfully introduced experts from the Chinese Academy of Social Sciences in grassland ecological protection into our flag. According to the needs of professionals, strengthen communication with the autonomous region of the relevant universities, through the talent exchange, on-site job fairs and other forms, has introduced agriculture and animal husbandry, forestry and water, health, education and other professional college graduates 117 people, of which 69 undergraduates in the education system, agriculture and animal husbandry system undergraduate 21 people, the health system undergraduate 9 people, forestry and water system undergraduate 13 people, 5 people in other departments undergraduate, and to further promote the The optimization and improvement of the framework structure of the talent team.

(C) pay attention to the overall coordination, the use of talent in an eclectic manner. Adhere to the moral and talent, moral first selection criteria, give full play to the functional advantages, rational allocation of talent resources, from three levels to promote the implementation of the cadres and talents work system. In the party and government talent level, take democratic recommendation and quality test, integrated training and classification of reserves, discipline style development and practical ability training "three combined" mode, dynamic adjustment of the deputy section level reserve cadres 61; combined with the flag, sumu township level party committee session, take "four push a decision "and open selection, public selection of 23 deputy section-level party and government personnel. From the level of professional and technical talents, vigorously promote the reform of the employment system of institutions, focusing on professional and technical talents at all levels of the team, in 2018, the public selection of 12 professional talents to fill the work of education, health care, finance and other specialized departments, and at present, the whole flag at all levels of the leadership team maintains the goal of at least one professional and technical section-level leading cadres. From the level of local talents, in two batches of public examination and recruitment of outstanding gacha two committee team members 23, as assistant to the mayor of the town of Sumu, to assist in promoting the work of the pastoral area, to broaden the growth of gacha local talents talent channels; take the public examination and recruitment, and actively absorb college graduates to the grass-roots level of entrepreneurship. Taking on the hanging down, job exchanges and other ways to enhance the quality and ability of various types of talent, in recent years has selected and sent 12 cadres to the region and outside the job training, 123 cadres sent to the grass-roots level exercise, the whole flag has served more than 5 years of leading cadres at the section level job exchanges surface reached more than 60%. Launch the implementation of "pastoral local talents training" project, further increase the local talents skills training. xxxx year to 113 rich leader, pastoral cooperatives leaders for systematic training. Increase local talent discovery and training efforts, integration of pastoral resources, increase innovation and entrepreneurship category of local talent training and publicity work, focusing on the discovery and cultivation of a number of inventions and patents such as Liu Guoqiang local talent.

Third, there are problems

(a) the talent team structure is not reasonable. At present, my flag party and government organs with postgraduate qualifications cadres only 10 people, accounting for 1% of the flag party and government organs cadres; institutions with a senior title of 7 people, accounting for only 0.5% of the flag's professional and technical personnel; my flag more traditional professionals, and economic and social development of the urgent need for economic management, mining electromechanical, financial, business management and high-tech talent shortages, most of the high-level talent Concentrated in the administrative institutions, enterprises in the undergraduate degree or higher personnel and senior titles with less talent.

(b) The problem of brain drain is more prominent. Despite the introduction of a series of preferential policies for talent work in recent years, but because of the geographical characteristics of these policies and measures is difficult to enhance the attractiveness of high-level talent, resulting in the loss of some highly specialized talents, highly educated young talent. According to incomplete statistics, in the past three years, xxxx annual external delivery of college students for about 350 people, and back to the flag for the record registration of college graduates only about 150 people, the annual exodus rate of more than 43%. At the same time, with senior titles, undergraduate education, professional and technical personnel and business backbone of the talent, but also through the normal transfer, resignation, automatic departure and other "obvious" way out.

(C) talent evaluation mechanism to be sound. Mainly reflected in the title policy lack of scientific evaluation system and incentive mechanism. Talent identification standards based on too macro, some talent identification standards lack of corresponding basis, especially for local talents, national cultural heritage and other aspects of the skilled craftsmen and women without a unified identification standards. Most of the institutions and enterprises and public institutions adopt the assessment method, emphasizing academic qualifications, light ability, there is a certain phenomenon of seniority. Talent management mechanism is not sufficiently sound and perfect, resulting in professional and technical personnel title assessment work is not reasonable and standardized, resulting in nearly 90% of senior and middle-level talent and junior talent to do the same level of work, resulting in talent idleness and waste of talent.

Fourth, the policy recommendations

(a) focus on economic and social development needs, forward-looking talent development planning. In accordance with the "party-managed talent" requirements, according to the needs of economic and social development of our flag, first of all, we must seriously do a good job of mapping the status of human resources and talent demand forecasting, development and improvement of talent planning, clear objectives, put forward a strong, actionable work measures. To start from the actual situation, adapt to the requirements of industrial development of our flag, economic and social development and target requirements to plan the talent. To give full play to the comparative advantages of our flag, to cultivate applicable talents, and strive to improve the talent environment, and actively introduce the much-needed talents and intelligence. To focus on the quality and ability to enhance the key, effectively strengthen the training and education of cadres in the party and government organs, change the mode of education, innovative training methods, and strive to build a can take on heavy responsibilities, withstand the test of the wind and waves, understanding of the economy and good management of high-quality leadership cadres; to improve the comprehensive competitiveness of enterprises in the flag to accelerate the cultivation of a number of innovative and entrepreneurial spirit and ability to create a number of professional, modernization and excellent Entrepreneurs; to focus on adapting to the needs of comprehensively promoting the construction of well-off and responding to the fierce competition for talent, focusing on the selection of a number of high-level academic leaders, and urgently cultivate and create a number of much-needed specialists and professionals, and actively selecting and cultivating a number of local talents.

(2) focus on enhancing the comprehensive strength of the county economy, the scientific introduction of talents and intelligence. Further improve the scientific and open talent attraction mechanism, the active implementation of the "building talent resources highland" strategy, the implementation of talent "flexible mobility" policy, to open the attraction of various types of talent entrepreneurship "green channel "To attract a large number of high-level talents with high education, high potential and low age. First of all, we should vigorously introduce and absorb talents with undergraduate education or above, as well as talents in urgent need of economic development and in line with the direction of industrial development, especially around the industrial restructuring and development of high-tech industries, and vigorously introduce the shortage of innovative talents in the fields of port trade, health, education, agriculture and animal husbandry, etc. Secondly, we should further expand the scope of discovering and attracting talents, as well as the "flexible mobility" policy. Secondly, to further expand the ways of discovering talents and attracting talents, especially to comprehensively utilize the market recruitment, university docking, public examination, orientation training and other ways, and strive to eliminate the blind spot, make up for the work of the short board, all kinds of talents will be directly absorbed into the work of our flag. Thirdly, we should innovate the way and method of talent introduction work, attract talents and wisdom through projects, and actively attract the results of work outside the flag to realize local transformation in our flag. Fourth, to further strengthen communication and outreach, through a variety of forms and establish collaborative relationships with units outside the flag, the use of advanced regional management experience, financial and technical advantages and social resources to help our flag to find and cultivate talent.

(C) focusing on the sustainability of the introduction of talent, systematically do a good job of environmental optimization. Establish and improve the talent incentive mechanism, and further improve the talent reward policy. Adhere to the selection of professional and technical talent system, significantly improve the corresponding economic life treatment; the establishment of talent merit reward system, outstanding contributions to the implementation of scientific and technological personnel and high-level management personnel rewards. Improve the socio-political status of professional and technical talents, pay attention to the education and training of professional and technical talents, and appropriately increase the proportion of professional and technical talents in the Party Congress, the National People's Congress and the Chinese People's Political Consultative Conference; adhere to the system of consulting with experts on major decision-making for economic and social development, and effectively bring into full play the role of the Expert Consultation Group. Promote the reform of the distribution system in public institutions, formulate preferential policies to tilt the distribution of income in favor of talents, implement a flexible system of allowances and subsidies, and raise the standards of insurance and health care for talents, so as to effectively ensure that the material and living treatment of talents is constantly improved. Establishing and perfecting systems to promote the mobility of talents, further eliminating institutional barriers to the mobility of talents, breaking down restrictions on the status and ownership of talents, exploring various forms of mobility of talents, and speeding up the establishment and improvement of systems for pension insurance, unemployment insurance, work-related injury insurance and medical insurance. Increase the publicity of talent work, the effective protection of existing talent, respect for the law of growth of talent, mobilize all aspects of society to care about talent work, support for talent work, and further improve the policy system of talent work and the legal environment, and strive to create respect for labor, respect for knowledge, respect for talent, respect for the creation of a good atmosphere for the work of talent.

Part II Talent Work Research Report

In accordance with the requirements of the county talent office, in order to effectively grasp the basic situation of my talent team and the current situation of talent work, to identify the problems and knots in my talent work, and put forward countermeasures and recommendations for a more standardized, more scientific talent work, the research is reported as follows:

First, ** the talent work, the talent work, the talent work, the talent work, the talent work, the talent work and the talent work. As follows:

First, **** the basic situation of the talent team of the Bureau

**** Bureau of the existing staff **** 108 people, of which 17 people in the administrative program, the organ of the work of 2 people; 69 people in the career program, the work of 6 people; public service positions 8 people; temporary workers 6 people. *** Bureau organs in the cadres team, from the cultural level, bachelor's degree and above (mostly on-the-job education) 50 people, accounting for 46.3%; college and below 58 people, accounting for 53.7%. In terms of age structure, there are 27 people under the age of 35, accounting for 25%; 38 people between the ages of 35 and 45, accounting for 35.2%; and 43 people over the age of 45, accounting for 39.8%. From the level of title, career professional and technical post of 39 people, senior title 11 people, intermediate title 9 people, junior title 10 people, no title 9 people.

Through the above statistics, it can be seen that the Bureau's talent team is characterized by the following aspects:

First, the initial academic level is not high. 3 graduate students, 47 undergraduates, bachelor's degree or above **** 50 people, accounting for 46.3% of the total number of people. However, in addition to the new hires in recent years, graduated from full-time colleges and universities college and above are not many, most cadres are through on-the-job education to obtain an adult degree, the depth of knowledge mastered deficiencies in the systematic nature of knowledge deficiencies. Most of the personnel's self-study ability is relatively low, some cadres even work after they have not received a higher degree of advanced study.

Secondly, personnel aging, echelon structure is unreasonable. 81 people over the age of 35 accounted for 75% of the county **** system of the backbone of the force, but only 27 people under the age of 35 accounted for 25% of the personnel, the fresh strength of the supplement is insufficient.

Third, the title structure is not reasonable enough. From the title level situation, professional and technical post 39 people, senior and middle-level title 20 people, the situation is generally good. However, most of the 19 people with junior titles and no titles are new recruits after the age of 35. Young newcomers to the professional and technical capabilities and titles need to be improved.

Second, the problems in the work of talent

First, the mechanism is not sound enough, it is difficult to introduce talent, high-level talent. From the age structure, the Bureau of 27 people under the age of 35, accounting for 25%, accounting for a relatively low; from the cultural level, bachelor's degree and above, mostly obtained on-the-job, full-time professionals less, especially graduate students and key university professionals, high-level young talent is lacking. Existing talent employment mechanism for high-level talent lack of policy favoritism, there is no stable system for the introduction of talent, institutions do not have a high salary to hire high-level talent standards or precedents. The county has not introduced specific and feasible policies and measures to improve the life treatment of talents with outstanding contributions, in the introduction of talents, some talents have life concerns such as housing, medical care, children's schooling, social security, titles, etc., in the same treatment, these shortage of talents are more willing to go to the place with convenient transportation and better living conditions, which leads to the emergence of high-level talents can not be attracted as well as the introduction of the easy loss of talent! The problem.

Secondly, the talent evaluation and competition incentive mechanism is not sound. Due to the talent evaluation and competition incentive mechanism is not sound, the vast majority of talent wages and salaries are only directly linked to the job level or professional and technical titles, and do more and do less have no relationship with the size of the contribution does not have a relationship with the work of the personnel with strong work ability to undertake heavy workloads, and in the recommendation of the promotion of the use of the field training, the implementation of the remuneration package, the evaluation of excellence in most of the seniority, look at the title, resulting in a part of the talent passive coping, mixed seniority, and the ability to work in the field. The first part of the talent negative coping, mixed seniority.

Third, the talent training mechanism is not sound, the training work is lacking. From the survey, all **** cadres are aware of the importance of participating in learning and training, but in the actual training activities, cadres think and do have a certain discrepancy, partly because of the active learning is not strong, and partly because of the small number of personnel, heavy workload and training quota, resulting in a lot of personnel can not participate in training, it is difficult to do full training. From the investigation of the training content, the various training is mostly based on pure knowledge transfer and fragmented knowledge, ignoring the cadres of the post ability, innovation ability training, part of the training is boring, can not mobilize the excitement of the trainees, can not stimulate the enthusiasm for learning. At present, the middle-level cadres and business backbone is the backbone of my training teachers, but due to many middle-level cadres and business backbone busy with business all day long, study teaching, willing to study the teaching of the people are not many, resulting in the county level **** training teachers less. The lack of teachers has seriously affected the training work. As a result of these deficiencies in training work leads to a lack of strength in training talents, it is difficult to form a long-term mechanism for talent development in the system.

Third, on the enhancement of the quality of talent work thinking

First, pay attention to education and training, improve the quality of the existing talent team. To put cadre education and training on the agenda of the work of the ****, the establishment of **** cadre education and training work of the long-term mechanism.

(1) According to the **** cadres of their own needs, customized "training menu". According to different positions, grades, training needs, categorization, level by level to establish full coverage of the training model. Can have training needs and work and the need for cadres sent to participate in the higher level of training, to do a good job worthy of learning from the field or study tours. At the same time to do a good job of training after the training feedback, can be organized in the relevant business sections or staff with training and work to discuss the actual work, and effectively achieve the "learning to use". Reduce the system-wide training, practical understanding of the actual needs of the talent team building, more targeted, sub-post cadres training, which can reduce the impact on the normal work, but also less time to take up staff rest.

(2) Encourage cadres to self-study, in the unit's learning system to clearly encourage cadres to participate in self-study exams, title exams, correspondence education, etc., to motivate cadres to self-study consciousness, change the unit I want to learn for me to learn;

(3) the establishment of the mechanism of sharing and exchange to improve the learning enthusiasm. The system of good working methods, innovative work ideas, etc. to share exchanges. Can be used in the form of exchange and sharing sessions, put forward their work, learning problems encountered, share good methods, work and learning epiphanies, etc., through the discussion, sharing, broadening ideas, complementary to the long and short. You can also use platforms such as microblogging groups, regular discussions on a learning content, timely exchange of good content that you want to share, the formation of a good atmosphere of mutual drive, love of learning.

Multiple initiatives in parallel to improve the training mechanism, not only to emphasize the training work, but also to do a good job. Through learning and education, comprehensively improve the quality of the existing talent team, under the existing talent resources to create greater talent utility.

Secondly, to promote the mechanism of innovation, to attract high-level talent. I hope that the relevant departments to explore the study, start to develop the introduction of urgently needed and scarce talent and the introduction of talent preferential policies, supporting the introduction of talent wages, fringe benefits, title evaluation, health care and social security and other aspects of the policy approach, in the policy appropriate to give preferential treatment, to attract more talent to settle down, innovation and entrepreneurship.

Third, improve the talent information base, integrated use of various types of talent.

(1) Improve the talent information, the shape of a complete talent information system, to facilitate the deployment of talent according to the needs of the right person to the right position, the degree of play the value of talent, to solve the unit of employment needs, the formation of a unified and orderly, functionally sound, open and flexible talent public **** service system, to provide quality services for the development of talent.

(2) to know people well, according to the characteristics of the diversity of talent, follow the laws of talent growth, break the routine selection of talent. Existing talents at all levels and types of specialties, personal strengths and other categorization, on the admission, employment of fresh graduates, former graduates, according to the professional allocation of jobs, and effectively solve the problem of learning is not the use of non-specialized, professional mismatch to make the best use of talent, talent is used to the fullest extent.

(3) to dare to use good use, hope to introduce a more sound and perfect employment policy, breaking the use of talent, the use of character, knowledge, ability and performance as the main criterion, not only academic, not only title, not only seniority, not only status, timely discovery of talent, bold use of all kinds of talent, not only the selection of talent, good use of talent.

Part III Talent Work Research Report

The implementation of the strategy of revitalization of the old industrial bases in the northeast, not only to promote the adjustment of the industrial structure of the northeast, but also the demand for talent to produce a significant impact, such an impact will be reflected from three aspects: First, the number of high-level talent needs a great deal of improvement; Second, the demand for high-level talent, the number of people who have to work in the field. Second, the demand for high-level talent has a great impact on the knot; Third, the overall quality of high-level talent requirements are higher.

First, the current demand for talent status quo

Although the three northeastern provinces in China's national economy as a whole occupies a relatively important position, but the development of the old industrial base in the northeast of the current situation is not optimistic. One of the main factors restricting the development of the old industrial base in the northeast is the lack of a large number of high-quality modernized personnel. At present, first, most of the staff in the enterprise has a low level of education, and some of them are not engaged in their own specialty, lack of professional theoretical knowledge. Second, the old industrial base in northeast China for many positions need highly educated and skilled personnel, can be divided into four types, office secretarial management, accounting and finance majors, will be a foreign language business marketing professionals, technical school graduates. Third, the old industrial base in northeast China and the choice of college students "two cool" situation. Northeast old industrial base lack of professional and technical personnel, but also have the desire to employ fresh graduates of college students to take the attitude of exclusion, unwilling to recruit college graduates. College students, although difficult to find employment, but also unwilling to go to the non-public enterprises to work, the two sides formed a cross-shore look at each other, "both ends of the cool," the embarrassing situation.

Second, the old industrial base in the Northeast high-level talent team construction problems

(a) the construction of new professional lag

The old industrial base in the Northeast of the professional talent needs, to a certain extent, there is a great deal of targeted. And the education of these talents in the school is not targeted enough, especially some of the old professional extension from the professional. For these new professions, college education curriculum development speed is slow, for the professional aspects of the transformation and settings are not quite keep pace with the development of the old industrial base in northeast China.

(2) College students and the old industrial base of the Northeast "two cool" phenomenon

For many college students, employment in the old industrial base of the Northeast, the treatment is relatively low, the conditions are also more difficult, and the institutions compared to the lack of attraction. The old industrial base for the northeast, they think that the ability of college students to endure hardship is not enough, to do things as they wish, plus some students lack of work experience, into the work of the state of the slower.

Third, optimize the idea of discipline construction

(a) optimization, revitalization of internal high-level talent

(1) adhere to the principle of scientific control and overall planning

the construction of capacity as the overall core, the control of high-level talent team goals and overall requirements of the construction and top-level design, the fastest possible to form and form a team of excellent quality and sufficient number and variety of talents.

(2) Adhere to the principle of forward planning and dynamic adjustment

Scientific indicators to coordinate the specific requirements of various types of high-level talents, such as age range, quality structure, and requirements for positions, grades and specialties. With the principle of forward planning and dynamic adjustment, the age, qualification, professional and rank structure of high-level talent team is scientifically rationalized. Ensure that the high-level talent team has a scientific and reasonable overall structure, to achieve the high-level talent team individual quality, the overall structure optimization, in and out of the turnover in an orderly manner, the role played by the prominent and obvious, to achieve the overall level of construction of high-level talent team and the city's economic and social development needs to be coordinated with each other.

(3) adhere to the principle of rational allocation and revitalization of stock

To continuously increase the introduction of high-level talent on the basis of the orderly flow, through the scientific and rational allocation of scientific and rational, optimal combination of existing high-level talent, revitalization of existing high-level talent, to ensure that the benefits of the realization of the degree of reduction of high-level human resources to the extent of waste and loss. At the same time, we should be careful and scientific and reasonable to deal with the relationship between the recruitment of talent and the use of talent, especially focusing on giving play to the creative vitality of the existing talent, to protect their enthusiasm for innovation, and encourage their innovation and practice, and at the same time, pay attention to those who have the potential for development, but not yet stood out in the current local high-level talent to help and support.

(4) adhere to the principle of building a platform and integrated selection

In order to avoid the selection of high-level talent in the process of selection will appear to cover the whole, a single standard and can not be integrated selection of these phenomena, so in the actual selection of talent and the recruitment process requires that the organization of the Office of the Organization of the Organization of the ability to oh to expand the democratic, unified selection criteria, in the context of the premise of the comprehensive consideration, and do our best to those who want to do real work, can do real work, can do real work, can do real work. The first step is to create the conditions and environment for those who want to do real work, who can do real work and who can do real work, to create the conditions and environment for those who can achieve their own and social causes, and to build a stage for these people to show their talents.

(ii) cooperation with local universities, clear requirements for professional construction

In response to the old industrial base of the Northeast lagging behind in the construction of new professions, the Northeast to cooperate closely with local universities to fundamentally solve this problem. Northeast old industrial base to assist local colleges and universities section of the education curriculum innovation, research, and development, do a good job of its new professional settings and existing professional transformation, closely follow the pace of development of the old industrial base in the northeast. It is important to set up the curriculum based on the cultivation of application ability. Strengthening the training of talents' ability to accomplish tasks creatively and engage in practical vocational activities in their occupations is an important part of the curriculum. According to the transformation of the old industrial base in Northeast China's demand for high-tech talents, analyze the different requirements between the high-tech job groups and general technical job groups, the school should also make clear the requirements of the professional construction, to ensure that the profession can be at the crossroads of the needs of the social profession and the system of disciplines, on the one hand, it is set up for the training of education and the social profession closely related to the talents, on the other hand, it is set up for the training of the corresponding disciplines to undertake talents. On the one hand, it is set up to educate and train talents who are closely related to social occupations, and on the other hand, it is set up to train talents of corresponding disciplines. Therefore, local colleges and universities should analyze and build various majors based on the construction of disciplines, aiming at the vocational needs closely related to the old industrial bases, combining with the actual needs of local development, education and training of application-oriented talents.

1. Adhere to the local economic and social development services as the first purpose of education and training of talents, reasonable and scientific construction of various professional settings, the local provincial Department of Education in the "on further deepening the reform of higher education teaching and learning, to accelerate the process of new industrialization to provide human services for a number of opinions," pointed out that "colleges and universities to adjust the structure of the professional settings, must be based on the province's economic and social development and the development of the province's economic and social development. Must be based on the province's economic and social development and accelerate the new industrialization of the industrial system structure of the various types of professionals requirements, close and social employers to contact, targeted to set up professional and adjust the direction of the profession", which requires the local province of the local colleges and universities, in the setting up of professional work to serve the local economy as the work of the main line of work, and actively founded, The opening of the local provincial old industrial base in urgent need of network information engineering and electronic mechanical engineering, software engineering and biotechnology and other emerging specialties for the development of the province's old industrial base, education and training of all kinds of high-level professional and technical personnel needed.

2. Cultivation of talents in colleges and universities, practical teaching is definitely a key point to strengthen the construction of the curriculum system. For the local colleges and universities to provide colleges and universities need the construction of practical teaching base. The training of applied talents should focus on the direction of local economic development, combined with social reality, for the local province of the petrochemical industry, green food and equipment manufacturing, as well as the energy industry and the pharmaceutical industry, these old industrial five bases of their respective characteristics, on the one hand, through the joint and northeastern old industrial base, the establishment of relevant research institutes or research bases within the university, the northeastern old industrial bases jointly to provide financial support, the school is to provide Talent support, for the development of enterprises and social *** with the same science and research, committed to science and technology into actual productivity, efforts for the sustainable development of the old industrial base to provide intelligence and manpower and high-tech multi-party support; on the other hand, the northeastern old industrial bases can be signed with the school agreement, the establishment of practical teaching bases, for the students of the university to provide a number of internships and practical labor On the other hand, the old industrial base in the northeast can sign an agreement with the school to establish a practical teaching base, providing some internships and practical labor positions for students in colleges and universities to provide solid support for the research and development of enterprises to provide talents and technology, **** with the development of the old industrial base in the province to cultivate applied technical personnel to make their own contribution.