（来源：中国市场监管报） 转自：中国市场监管报 近年来，山东省日照市市场监管局牢固树立"人才是事业发展第一资源"的理念，以《市场监管人才发展 三年行动计划（2023—2025年）》为遵循，紧扣"专家领军、专业技术、综合执法、基层监管"四大培育 重点，全力构建"引育用留"全链条人才工作机制，打造出一支政治过硬、业务精湛、作风扎实的监管铁 军。 搭台用才以实战建功释放人才价值 用才贵在人尽其能。日照市局紧扣人才发展计划"以用为本"导向，将人才放到改革攻坚、监管一线，以 科学考核激发活力，让人才价值在实战中充分释放。 靶向引才 以精准匹配集聚发展合力 引才重在精准匹配。日照市局打破"大水漫灌"模式，建立"需求导向、精准匹配"引才机制，立足"大市 场、大质量、大监管"理念，紧扣产业发展与监管需求，让人才向关键领域高效集聚。 一是清单式引才。围绕钢铁、生物医药、茶叶等特色产业监管服务需求，通过统一公开招聘、校园招 聘、高层次人才引进等多元渠道引才。自2018年12月市局组建以来，各所属事业单位精准发力，引进博 士、专项高层次人才，积极通过校园招聘优秀应届博士、硕士毕业生，精准引才为发展注入动力。二是 平台化聚才。以重点 ...

伦敦, Feb. 13, 2026 (GLOBE NEWSWIRE) -- 秉持共同致力于强化欧洲公共部门人才的使命，Learning Tree International 与 Abilways 携手，为欧盟委员会 (EC) 及其附属机构提供先进培训解决方案。 根据框架服务合同 EC-HR/2024/OP/0013 - Lot 2，Learning Tree 将设计并实施 定制化面授培训项目，帮助欧盟委员会专业人士掌握应对欧洲最紧迫议题的知识与能力——涵盖从网络安全与数字化转型到卓越监管等关键领域。 在此次合作中，Learning Tree 作为核心交付伙伴，将其在技术与专业发展方面的全球经验融入欧盟委员会战略目标的实现之中。 这些培训项目将实践应用与深度技术洞察紧密结合，助力公共部门团队在快速变革的时代自信从容地引领发展。 Learning Tree International 首席执行官 David Brown 表示：“我们与 Abilways 及欧盟委员会的合作，进一步印证了 Learning Tree 长期以来推动公共部门创新的坚定承诺。 我们非常自豪能够支持欧盟委员会的专业人士，帮助他们培养并展示 ...

针对人才工作重点环节，山西明确了具体方向：吸引人才重在精准，山西将围绕重点产业发展需 求，绘制精准人才图谱、建强人才资源库，为顶尖人才、骨干人才提供广阔施展平台；培育人才贵在定 力，山西将把人才作为"耐心资本"持续加大长期投入，保持政策稳定性，允许人才探索试错，助力人才 成长成才；用好人才关键在搭台赋能，山西将通过充分授权放权，切实解放人才手脚，推动人岗相适、 人尽其才、才尽其用；服务人才要注重效能提升、彰显温度，山西将从基础保障、职业发展、资源对 接、荣誉激励等多个维度发力，持续优化人才发展生态，全面激发人才创新创造活力。 人才是发展的第一资源，服务好人才是人社部门义不容辞的责任。下一步，山西省人社厅将以更加 开放的胸怀，更务实的举措，更优质的服务，努力为广大人才在山西施展才华，成就梦想创造更好的条 件，提供更广阔的舞台。（武笑） 1月28日，"才聚三晋 共谋发展"——2026年山西省高层次人才座谈会在太原召开。来自山西不同领 域高层次人才代表围绕人才"引、育、留、用、服"等主题积极建言献策。 ...

Core Viewpoint - The article emphasizes that strategic restructuring and professional integration are two core paths in the current state-owned enterprise (SOE) reform, which complement each other to optimize state capital layout and enhance core functions [1] Group 1: Strategic Restructuring and Professional Integration - Strategic restructuring focuses on core responsibilities, reducing redundant investments and homogeneous competition, and emphasizes structural optimization through cross-industry and cross-enterprise resource integration [1] - Professional integration targets niche areas, enhancing technological breakthroughs and innovation collaboration, focusing on functional reinforcement [1] Group 2: Educational Perspective - Restructuring promotes the construction of platforms for industry-education integration and innovative customized talent training, as seen in Hunan's construction company, which restructured its talent development system through property rights reform [1] - The integration of education, talent, and industry chains is facilitated, creating a comprehensive mechanism from basic research to industrialization [4] Group 3: Technological Perspective - Strategic restructuring breaks innovation barriers and promotes interdisciplinary technology integration, as demonstrated by the merger of Baosteel and Wuhan Steel, which enhanced R&D investment intensity and achieved breakthroughs in high-end steel and smart manufacturing [3] - Professional integration is crucial for overcoming "bottleneck" technologies, as exemplified by China Railway's consolidation of R&D resources, leading to advancements in high-speed rail technology [3] Group 4: Innovation Ecosystem Construction - Restructuring fosters collaborative innovation mechanisms by breaking down departmental barriers, ensuring effective alignment between research and industrial needs [4] - The integration of resources across the entire industry chain, as seen in China Shipbuilding Group, has led to significant technological advancements in LNG transport and large cruise ships [4] Group 5: Digital Transformation Empowerment - Restructuring supports the intelligent transformation of traditional industries by optimizing production processes and resource allocation, significantly enhancing production efficiency [5] - The integration of digital technologies in high-end equipment manufacturing is exemplified by China Shipbuilding Group's application of digital twins and virtual reality in ship design and operation [6] Group 6: Talent Perspective - Restructuring enhances talent structure through the aggregation of high-end talent and precise allocation of key positions, as demonstrated by China National Chemical Corporation's establishment of a talent ladder system [10] - Innovative talent incentive mechanisms are introduced, transitioning from a position-oriented to a value-creation-oriented compensation system, enhancing employee retention and growth [11] Group 7: Future Outlook - The article suggests that SOEs should further develop an open talent system, break down institutional barriers, and promote cross-enterprise talent mobility while strengthening innovation ecosystem construction [13]

Core Insights - The company, Lite-On Optoelectronics, has a core technical team with over 15 years of industry experience, including more than 7 years of study and work in Japan, where they served leading market and related industry chain companies [2] - The core team has been directly involved in the research and production process of Q fabric, possessing mature weaving experience that supports the development and mass production of the Q fabric business [2] - The company plans to continuously expand its team size based on the R&D progress, capacity construction planning, and market expansion needs of the Q fabric business, focusing on key positions in R&D, production, and quality control to ensure the long-term healthy development of the new business [2]

Core Viewpoint - The company emphasizes the importance of talent development and has established a comprehensive human resource management system to support long-term growth [1] Group 1: Talent Development - The company has been actively recruiting talent and enhancing internal training programs to build a talent pipeline [1] - A competitive compensation structure and incentive policies have been implemented to improve employee cohesion and market competitiveness [1]

Core Viewpoint - The Shenyang Municipal Economic Work Conference has outlined the "Stabilizing Jobs, Expanding Capacity, and Improving Quality Action" plan, emphasizing the role of the human resources and social security system in supporting the city's economic development and achieving high-quality growth by 2025 [1][2]. Group 1: Employment and Talent Attraction - The human resources system aims to attract at least 150,000 university graduates to stay in Shenyang by 2026, establishing the city as an employment hub in Northeast China [2]. - As of the end of November, Shenyang has added 146,000 urban jobs and attracted 167,000 university graduates to remain in the city [1]. Group 2: Social Security and Welfare - The city plans to implement a gradual increase in the statutory retirement age while ensuring timely and full payment of social security benefits [2]. - There is a focus on expanding social security coverage for new employment types and flexible workers [2]. Group 3: Talent Development and Training - The "Xing Shen Talent Program" and "Skills Illuminate the Future" initiative will be advanced to enhance training and attract talent [2]. - The city aims to increase the influence of programs like "Doctor Shenyang Tour" and the "Northeast Asia Talent Exchange Conference" [2]. Group 4: Labor Rights and Dispute Resolution - Regular actions will be taken to address wage arrears, creating a comprehensive service system for labor rights protection [2]. - The integration of arbitration and litigation processes will be promoted to standardize judgments [2]. Group 5: Risk Management and Safety - A robust regulatory framework will be established to monitor employment, social security fund risks, and labor rights [2]. - The digital transformation of social security operations will enhance risk warning and management capabilities [2]. Group 6: Service Improvement - The city will expand online, fingertip, nearby, and self-service options to enhance the efficiency of human resources services [3]. - Personalized services will be provided to businesses to create a one-stop service experience [3].

Group 1 - The core viewpoint of the article highlights the achievements of Qinghai Province's Human Resources and Social Security Department during the "14th Five-Year Plan" period, focusing on talent acquisition and development to support the construction of a modern industrial system [1] - The total number of professional technical talents and high-skilled talents reached 191,100 and 110,000 respectively, providing a solid talent foundation for the development of an ecological civilization and industrial strategy [1] - Over 20,000 various talents were recruited and introduced through multiple methods, including autonomous recruitment and campus talent introduction [1] Group 2 - The establishment of 25 professional title evaluation implementation plans and 54 evaluation standards has been researched and introduced to facilitate the career development of high-skilled talents [1] - A "green channel" for professional title evaluation has been established, resulting in 125 high-skilled talents obtaining corresponding professional titles [1] - The development of 28 specialized ability assessment norms has been initiated to meet the demands of key industrial projects [2]

Group 1 - The core viewpoint of the article emphasizes the importance of talent development and structural health within the company, highlighting a long-term vision and investment in human resources [1] - The company, through its subsidiary Suzhou Guanlong Electromagnetic Wire Co., Ltd., has implemented various measures to stimulate talent development, including attracting young talent and ensuring the efficient transfer of core technologies and valuable experiences [1] - Future plans include a comprehensive approach to talent acquisition and development, focusing on technological innovation, industrial upgrading, and the development of new productive forces, while optimizing age structure and promoting a balanced development of experience inheritance and team youthfulness [1]

Group 1 - The meeting emphasized the importance of implementing Xi Jinping's thoughts on talent work in the new era, aiming to provide strong talent support for the modernization of Shaanxi [1] - The provincial government has made progress in talent work by focusing on the goal of building a talent-strong province, with comprehensive measures for talent cultivation, introduction, and utilization [2] - There is a plan to enhance the collaboration between education and technology to cultivate top innovative talents and build a high-quality talent attraction platform in Xi'an [3] Group 2 - The meeting highlighted the need for a systematic approach to talent development, including precise recruitment and effective retention strategies, to create a supportive talent ecosystem [2] - Emphasis was placed on deepening the integration of technology innovation and industry needs, utilizing effective practices like "ranking" and "competition" in research tasks [3] - The importance of political guidance for talent, improving service support systems, and promoting a diversified investment mechanism for talent development was underscored [3]