Core Viewpoint - The recent controversy surrounding the "4+4" medical education program at Peking Union Medical College has sparked widespread public discussion regarding its admission standards and the quality of training provided to students [1][2][3] Group 1: Admission Standards and Process - The "4+4" program aims to cultivate innovative medical talents with multidisciplinary backgrounds, breaking away from traditional biology-based medical education [2] - The first cohort of 16 students included graduates from prestigious institutions such as Peking University and Tsinghua University, with diverse academic backgrounds [2] - Concerns have been raised about the clarity and rigor of the admission standards, particularly regarding the qualifications of students like Dong, who graduated from Barnard College [2][3] Group 2: Quality of Training and Clinical Competence - There is a public trust crisis regarding the quality of training and clinical abilities of graduates from the "4+4" program, with comparisons made to international standards such as those of Johns Hopkins University [3] - The lack of transparency in assessment criteria and absence of third-party oversight have led to skepticism about the program's ability to produce competent medical professionals [3] - The phenomenon of employers favoring younger graduates over those with more extensive clinical experience raises concerns about the potential for misdiagnosis and inadequate patient care in the future [3]

在入口处广纳人才，关键是要在后续培养过程中把好关，严格考核并分流不合格学生。北京协和医学院 医学"4+4"项目在招生考试上，设置初审和复试两个阶段。初审为考生申请和资料审核阶段。复试首先 利用专门的题库组织考试，再组织多站迷你面试和专家面试。在医学基础教育阶段结束时，设置类似美 国执业医师资格考试一阶段考试（Step1）的临床准入资格考试。通过临床准入资格考试，进入临床医 学教育阶段学习。在见习阶段结束时，学生参加国家临床医学专业水平测试。通过测试后，进入实习阶 段学习。在临床医学实习结束时，学生参加毕业考试，包括理论考试和客观结构化（OSCE）综合临床 能力测试。 但是，此次"4+4"项目面临的问题，意味着其还存在有待完善之处。比如，"4+4"项目仍需进一步强化学 生毕业进入医疗机构后的技能监测和培训。更重要的是，在严格公平公正考核的同时，更应该加 强"4+4"项目招生、培养、毕业环节的透明度。 21世纪经济报道记者王峰 近日，北京中日友好医院胸外科医生肖某被妻子实名举报婚内出轨多人事件 中，当事人之一董某莹曾就读的北京协和医学院医学"4+4"培养项目（以下简称"4+4"项目）引发争议。 通过"4+4"项目 ...

近年来，国内部分高校开始实施"4+4"医学生培养模式，即学生先完成4年非医学专业本科，再接受4年医学教育，最终通过规培再成为执业医生。 可根据我国传统的医学生培养模式，基本都需要攻读临床五年制（本科）、临床"5+3"一体化（本硕连读）或者临床八年制（本博连读），方有资格参加 执业医师考试，并最终站上手术台。 近期，中日友好医院肖飞医生的绯闻事件在网络上掀起轩然大波。 这本是一起婚内出轨的私人道德事件，却因涉事的董小姐的"4+4"医学博士背景被推上舆论的风口浪尖。 这位哥伦比亚大学经济学本科生，通过协和医学院"4+4"临床医学试点班，仅用四年便成为了医生博士，当上了临床医生。 这不禁令人担忧，这种"4+4"培养模式出来的医生，你敢找他（她）看病么？ 什么是"4+4"医学培养模式？ "4+4"模式最初于2002年出现在上海交通大学医学院，虽然期间曾将招生范围拓展至文科生，但主要招生对象仍以理工科背景学生为主。 时至今日，实施该模式的院校包括上海交通大学医学院、北京协和医学院、浙江大学"巴德年班"等。 | 课程 | 学分要求 | 备注 | | --- | --- | --- | | 英语 | | 涌过CET英语6级 ...

作 者丨韩利明 编 辑丨 季媛媛 图 源丨图虫 连日来，中日友好医院肖飞因一封举报信被卷入"婚外情及医德失范"的舆论漩涡，事件热度 持续攀升，引发社会各界对医疗行业伦理与规范的深刻讨论。事件背后的中日友好医院和北 京协和医学院也陆续进入公众的讨论范围。 回溯时间线，4月2 5日晚间，网上流传一封举报信，指控肖飞在婚姻存续期间出轨多人，且意 欲生下非婚子。同时，信中还显示， 在2 0 2 4年7月的一台手术中，肖飞作为手术医师，其出 轨对象、规培住院医师董某莹也参与其中，并在手术过程中与另一护士产生冲突。肖飞对该 护士大吼大叫，并丢下已经麻醉的病人，和董某莹一起离开手术室，长达4 0分钟后才返回手 术室完成手术。 以下文章来源于21新健康 ，作者韩利明 21新健康 . 21世纪传媒 · 公众号矩阵成员。 4月2 7日，中日友好医院发布《情况通报》称， "收到实名举报材料，反映胸外科副主任医师 肖某违反生活纪律和医德医风问题。经核查，举报材料反映的肖某个人问题基本属实。我院 根据相关规定，对肖某予以开除党籍处分，并解除聘用关系。" 不过，肖飞在接受媒体采访时直言，自己私生活有亏，"但公事上非要说我影响医疗安全，我 ...

Core Viewpoint - Talent is increasingly recognized as a strategic asset in the financial industry's transformation, with Guofu Futures emphasizing a people-centric approach to talent development as a core driver of company growth [1] Group 1: Party Building Leadership - Guofu Futures integrates party building with talent strategy, conducting eight specialized learning meetings in 2024 focused on innovative theories and industry regulations [2] - The company engages in immersive red education for party members and collaborates with local party branches to enhance practical skills through community service projects [2] - The party branch has received multiple honors for its effective leadership in talent cultivation and community engagement [2] Group 2: Professional Foundation - The average age of employees at Guofu Futures is 33.5 years, with 72% holding a bachelor's degree or higher, and many possessing professional qualifications in finance [3] - The company implements a "daily training + weekly training" system, conducting over 40 specialized training sessions annually, including courses on professional English and AI tool applications [3] - Guofu Futures collaborates with universities to promote futures knowledge, reaching over 500 students and hiring 28 recent graduates in the past three years [3] Group 3: Ethics and Compliance - Guofu Futures emphasizes professional ethics and compliance throughout its talent development process, adhering to industry regulations and conducting annual compliance audits [4] - The company provides training on ethical practices and compliance, ensuring 100% participation and passing rates among employees [4] - A robust compliance management system has helped the company maintain a record of zero major compliance risk incidents [4] Group 4: Incentives and Constraints - Guofu Futures has established a market-oriented compensation system and a deferred bonus mechanism to enhance long-term motivation [5][6] - The company promotes a flat management structure and various communication channels to ensure employee engagement and rights protection [6] - A special fund encourages employees to obtain financial qualifications, with 17 employees recognized for their contributions in the past year [6] Group 5: Future Orientation - Guofu Futures aims to further enhance its talent cultivation system, focusing on professional and international talent development while reinforcing compliance and risk management [7] - The company is committed to supporting the real economy and contributing to high-quality development in the futures industry [7]

Core Points - The National Development and Reform Commission (NDRC) has drafted a management approach for the central budget investment in employment skills training facilities, aiming to enhance the foundational capabilities for skill talent cultivation and employment stability [1][2] - The draft emphasizes the principles of "employment first, skills-based, integration of production and training, and shared development" to support localities and enterprises in building training facilities [1][2] Summary by Category Public Training Bases - Public training bases will be government-led and categorized into provincial, municipal, and county levels, providing skills training services to various labor groups including farmers, graduates, and veterans [1][2] - Each provincial administrative region can support the construction of up to 2 provincial public training bases, 1 municipal base, and 1 county base during the implementation period [1] Investment Support - Central budget investment for public training base projects will be directly invested with management of investment ratios and limits based on regional classifications: 50% for the East, 70% for the Central, and 80% for the West and Northeast regions [2] - The maximum support for provincial public training base projects is set at 100 million yuan, municipal bases at 70 million yuan, and county bases at 30 million yuan [2] - For enterprise training bases, the central budget investment will be in the form of subsidies, not exceeding 20% of the total project investment, with a cap of 100 million yuan per project [2] Public Feedback - The public consultation period for the draft is from April 28, 2025, to May 28, 2025, allowing stakeholders to provide feedback through the NDRC's official website [3]

Group 1 - The core viewpoint emphasizes that cultural construction should focus on people, reflecting a deep understanding of the essence of culture and addressing the fundamental question of who culture serves and relies on [1][2][3] - Cultural construction is rooted in the needs of the people, highlighting that the development of culture is fundamentally for the benefit of the populace, who are both creators of material and spiritual wealth [3][4] - The demand for cultural services and products is increasing among the populace, necessitating a focus on meeting diverse and multi-layered cultural needs to enhance cultural satisfaction and overall well-being [2][3] Group 2 - High-quality talent is identified as a key element for cultural prosperity, with a strategic emphasis on nurturing and building a robust cultural talent pool [4] - Establishing a transparent and scientific evaluation system for artistic and academic contributions is crucial for fostering talent in the cultural sector [4] - Creating an innovative ecosystem for cultural talent development will encourage individuals to fully utilize their skills and contribute to the advancement of socialist culture [4]

Group 1 - The coastal regions and some midwestern and third- and fourth-tier cities in China are increasing efforts to attract skilled talent, focusing on building high-skill talent pools around specialized industries [1][7] - In Weihai, a major fishing tackle production base, there is a growing demand for skilled workers as the industry shifts towards intelligent manufacturing [5] - Local governments are establishing high-skill talent training bases and providing financial and platform support to cultivate talent for enterprises, with various subsidies and support measures being introduced in cities like Dalian, Hengshui, and Yantai [7] Group 2 - In Chongqing's high-tech zone, workers are undergoing programming skills training, with individuals like Wang Chen transitioning from temporary jobs to stable monthly incomes exceeding 7,000 yuan after obtaining multiple professional skill certificates [9] - The implementation of a "skills + performance" salary system in factories has clarified career planning for skilled workers, as seen in the case of senior technician He Genhao [9]

点击上图▲立即报名 文 / 巴九灵（微信公众号： 吴晓波频道） 过去二十年，中国企业顺应全球化浪潮，实现了从产品出海、资本出海到能力出海的跃迁。 未来，随着中国企业在全球价值链上的不断攀升，我们有望见证更大范围的中国跨国企业崛起。 正如美国在20世纪初，日本在战后经济腾飞时期，通过出海战略催生了通用、福特、丰田、三菱、索尼等一大批国际化企业，今天的中国企业也 正站在全球化的新起点上。 麦肯锡数据显示，中国领先企业海外收入占比为30%—40%，而这一比例在成熟的全球化企业中达到了80%。这一显著差距，体现出中企出海未来 的发展潜力巨大。 但差距背后也有隐忧，据麦肯锡调查，超过50%的中企认为人才短缺是其国际化进程中最为艰巨的挑战之一。 这暴露出一个亟待弥补的深层问题—— 数百万精通跨国经营、跨文化管理、全球合规的人才缺口。 当TikTok在欧美遭遇审查甚至禁令，当新能源车企在东南亚陷入本土化困局，我们比任何时候都清楚： 没有一支素质过硬的"全球战队"，再好的 战略也只是纸上蓝图。 企业出海，人才先行 上世纪80年代，美国通用汽车在欧洲建厂，福特将流水线推向全球；90年代，日本丰田以"精益生产"席卷欧美，索尼用W ...

Group 1 - Gree Electric Appliances held its first extraordinary shareholders' meeting of 2025, where Dong Mingzhu was elected as a non-independent director with over 3.3 billion votes, indicating strong support from investors and shareholders [1][3] - Dong Mingzhu criticized the low-price competition in the domestic air conditioning market, stating that low prices reflect a lack of capability and emphasized the importance of quality and technology over pricing [1][5] - The company has seen a significant increase in sales at stores rebranded as "Dong Mingzhu Health Home," with the first store achieving sales of 8.2 million yuan in a week, showcasing the effectiveness of personal branding [5] Group 2 - Dong Mingzhu expressed a strong preference for cultivating talent domestically, rejecting the idea of hiring overseas returnees, citing concerns over potential espionage and the need to protect the company's extensive patent portfolio [7] - The company maintains a high gross margin of 34.7%, attributed to the personal branding of Dong Mingzhu, which saves approximately 800 million yuan in advertising costs annually [5] - Gree's cheapest wall-mounted air conditioner is priced at 2,899 yuan, while the lowest-priced floor-standing unit is 5,399 yuan, indicating that the company does not compete on price but rather on quality and technology [5]