当中国新能源汽车产销量连续九年全球第一，当电动化、智能化、网联化成为行业共识，一个严峻的挑 战正浮出水面：人才生态的全面告急。工信部预测，2025年新能源汽车人才缺口将达103万，而现实的 数据不能忽视--全国400万汽车维修工中仅12%受过新能源技能培训，60%修不了新能源汽车；高压电与 智能网联"双证人才"缺口高达85%。这组数字背后，是中国新能源汽车产业飞速发展下潜藏的最大风 险。 破解人才困局需要构建"动态能力再生系统"。传统"政策输血+校企联姻"的模式已不足以应对技术快速 迭代的挑战。我们可以借鉴德国职业教育"双元制"，建立由车企、职校、行业协会共同主导的"活页教 材"机制，确保课程内容每季度动态更新。同时打通学分银行体系，支持在职工程师通过模块化学习持 续升级技能，例如高压电气认证可叠加智能诊断资质，形成人才能力可扩展架构。 政策资源必须精准滴灌痛点。改变"撒胡椒面式"补贴，建立"技术紧缺指数"动态清单，对固态电池工程 师、车云安全专家等关键岗位实施个税减免与企业培养经费加计扣除。在武汉、成都等产业承接地设立 区域性培训中心，配套人才公寓与子女教育保障，破解中西部"留不住人"的困局。 构建企业深度 ...

Core Viewpoint - The establishment of the Laos National Transmission Network Co., Ltd. and the successful completion of comprehensive upgrades at the Naxaythong and Luang Prabang 2 substations signify a significant enhancement in Laos' national power grid, focusing on equipment, management, and cultural improvements [1][6]. Equipment Renewal - The Naxaythong and Luang Prabang 2 substations are critical hubs in Laos' national transmission network, with comprehensive upgrades initiated in January. The project team identified 54 equipment defects, including 37 new and 17 historical issues, through pre-testing and inspections [2][3]. - Safety issues such as direct current grounding and discrepancies in secondary wiring diagrams were addressed, and advanced sealing techniques were applied to 260 terminal boxes to mitigate risks from rain and small animals [2][3]. Management Innovation - The project team developed a series of core management standards and operational guidelines tailored to the substations, laying a solid foundation for standardized management in Laos' power grid [3][4]. - A closed-loop control mechanism was established for defect management, ensuring a systematic approach to equipment maintenance and operational safety [3][4]. Talent Development - A multi-layered training system was created to enhance the professional skills and safety awareness of maintenance personnel, including the establishment of a "China-Laos Craftsman Alliance" for immersive learning experiences [4][5]. - Specialized training programs were implemented for local employees in China, covering theoretical and practical aspects, with rigorous assessments to ensure mastery of essential skills [4][5]. Image Update - The comprehensive upgrades resulted in a significant transformation of the substations' appearance, enhancing safety features and overall aesthetics [6][7]. - New signage systems and safety reminders were installed to minimize operational errors, reinforcing the principle of "safety first" in all work processes [6][7].

Core Viewpoint - Tianjin Bohai Chemical Group is focusing on talent development and innovation to drive high-quality growth, implementing various strategies to enhance its workforce and operational efficiency [1][2][4]. Group 1: Talent Development Strategies - The company has launched the "Talent Cultivation Project," establishing a three-tier talent matrix to nurture core personnel [2]. - A job rotation training mechanism has been implemented, with 266 participants in four training sessions since February 2023 [2][3]. - Bohai has formed partnerships with academic institutions to create a talent ecosystem, including scholarships and joint training programs [2]. Group 2: Training and Skill Enhancement - Bohai has established a vocational training center, aiming to enhance skills through a closed-loop training and certification process [4]. - The company promotes a "mentor-mentee" system to facilitate knowledge transfer and skill development among employees [4]. - Annual training programs reach over 100,000 participants, including various skill competitions to showcase talent [4]. Group 3: Incentives and Innovation - Bohai has introduced an excess profit reward system to motivate employees and enhance value creation [6][7]. - The "Project Leader" initiative encourages innovation by rewarding key contributors to successful projects with a percentage of net profits [7]. - A risk collateral mechanism for new projects has been established, linking project success to employee incentives [7]. Group 4: Outcomes and Impact - The talent development initiatives have led to promotions and enhanced capabilities among employees, with several individuals advancing to management roles [5]. - The innovative incentive mechanisms have increased employee engagement and fostered a culture of innovation, addressing critical challenges faced by the company [8].

Core Viewpoint - The article highlights the significant addition of Dr. Gaole, an ICP-MS expert, to Hengsheng Mass Spectrometry, aiming to enhance the company's inorganic mass spectrometry technology support and drive growth in sectors such as food and environmental protection [1][3]. Group 1: Dr. Gaole's Background and Role - Dr. Gaole holds a Ph.D. in Environmental Science from the Chinese Academy of Sciences and has extensive experience in ICP-MS technology applications in environmental and biological sample analysis [5]. - His previous roles included technical support and inorganic solutions management at companies like Bruker and Yena, where he was responsible for pre-sales technical support, post-sales application training, and market development [5]. - At Hengsheng Mass Spectrometry, Dr. Gaole will lead the inorganic mass spectrometry technical support team, focusing on sectors such as food, environmental protection, and geology to achieve new performance targets [5][7]. Group 2: Technical Support and Talent Development - Hengsheng Mass Spectrometry recognizes the increasing demand for solid technical support as its performance reaches new heights, and Dr. Gaole's expertise will strengthen the company's professional capabilities in the ICP-MS field [7]. - The company emphasizes the importance of recruiting and nurturing technical talent through a structured training system, which provides targeted development opportunities for employees at various career stages [10]. - This talent development framework aims to ensure a sustainable talent pipeline, enhancing the company's core competitiveness in high-end mass spectrometry technology [10].

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]

作为券商研究领域公认的"黄埔军校"，上海申银万国证券研究所有限公司（以下简称"申万宏源研究所"）将迎来新所长。4月27日，《证券日报》记者从知 情人士处获悉，现任申万宏源研究所党委委员、副总经理、首席策略分析师的王胜将升任申万宏源研究所所长。 近年来，申万宏源研究所高管团队年轻化趋势显著。2023年12月份，80后计算机首席分析师刘洋作为总经理助理加入班子队伍。2024年7月份，迎来80后首 席经济学家、副总经理赵伟。2024年12月份，85后新财富轻工造纸"白金分析师"屠亦婷升任总经理助理，进一步强化了年轻化趋势，夯实团队可持续发展根 基，传承研究所"百年团队"行稳致远的企业文化。 这一趋势背后，是申万宏源研究所对后备干部选拔与培养机制的深度优化。具体来看，申万宏源研究所通过逐步提速和加强后备干部选拔力度，动态管理后 备干部库，各层级干部队伍进一步年轻化，后备干部队伍平均年龄也逐年下降，不仅显示出申万宏源研究所在培养年轻干部方面的成效，也为控股公司和自 身持续发展储备了强大的年轻力量，夯实团队可持续发展根基。 一直以来，申万宏源研究所凭借在人才战略上的长期深耕与投入，有效夯实了其作为行业标杆的传承根基，领导 ...