破解招人难留人难并存问题

Group 1 - The core viewpoint emphasizes the integration of human resources services with the manufacturing industry to address structural issues in talent recruitment and retention, which is crucial for ensuring industrial chain security and implementing the strategy of "talent as the primary resource" [1] - Over the past five years, China's manufacturing talent cultivation has shown significant results, with over 200 million skilled talents and more than 60 million high-skilled talents, accounting for approximately 30% of skilled talents [1] - The establishment of 1,176 national high-skilled talent training bases and 1,475 skill master studios reflects the ongoing reform in vocational education, with modern apprenticeship systems covering over 1,000 professional points [1] Group 2 - In 2024, the Central Committee and the State Council issued opinions on deepening the reform of the industrial worker team, proposing a lifelong vocational skills training system to cultivate urgently needed talents for high-quality development [2] - Policies focus on aligning talent cultivation with enterprise labor demands, establishing a dynamic directory of urgently needed talents in manufacturing, and providing tax reductions and special subsidies for enterprises participating in training bases [2] - Vocational schools are encouraged to establish mechanisms linking professional settings with industrial upgrades, promoting dual-mentor systems and credit bank systems to ensure course content meets the needs of new business models [2] Group 3 - The push for the professional and digital transformation of human resource services includes the establishment of a national-level human resource scheduling platform for manufacturing, integrating various data sources to understand labor demand trends [3] - Support for the development of specialized recruitment models and AI tools for small and medium-sized enterprises aims to provide flexible employment services [3] - To address talent loss, policies should reform the "new eight-level worker" system, linking skill levels with compensation and benefits, while companies are encouraged to create dual-channel promotion systems for skilled workers [3]