□ 许雷 朱天潇 随着社会对高层次应用型人才的需求不断增加，高职院校作为技术技能人才培养的主阵地，其人才培养 质量直接影响产业发展水平。产教融合作为一种将产业发展与教育教学深度融合的人才培养模式，高职 院校应深化产教融合，优化人才培养模式，提高教育供给与人才需求的匹配度。 优化人才培养模式，提升综合实践能力 人才培养模式是教育链与产业链互融的关键。高职院校应以职业技能培养为目标重构人才培养模式，发 挥校企双方优势开展合作教学，为企业精准输送高素质技术技能人才。推行"岗课赛证"综合育人模式， 高职院校深入企业内部，与技术骨干、人力专员等共同分析特定岗位技能需求，共同制定人才培养目 标，进而采用订单式培养模式，结合岗位需求及最新技术标准开展教学，并引入企业真实案例、典型生 产流程等内容，实现人才培养与岗位需求的无缝衔接；将技能竞赛标准融入课程教学，打造"赛—学— 训"一体化平台，通过行业知识与技能专项培训，在以赛促教中培养学生的综合能力；推行"1+X"证书 制度，以证书培训要求将行业最新技术、工艺及规范引入教学，实现学历教育与职业培训的有机衔接， 并建立学分银行制度，探索证书学习成果与学分转化规则，确保人才培养质 ...

Core Viewpoint - The company has implemented a comprehensive talent development strategy through a "3+3+3" model, focusing on responsibility systems, internal and external talent circulation, and a multi-dimensional selection and evaluation approach to drive sustainable high-quality development [1][2][4]. Group 1: Talent Development Systems - The company has established a four-level responsibility chain for talent development, involving leadership from the party committee, coordination by human resources, management by business departments, and implementation by grassroots organizations [2]. - A dual-driven mechanism of "internal circulation + external circulation" has been created to break down departmental barriers, allowing for cross-position and cross-professional training [2]. - The company has organized expert lectures and training sessions for 353 management and technical personnel to strengthen their business foundations [2]. Group 2: Practical Training and Skill Enhancement - The company held its first "Technical Skills Competition," with participation from 150 oil workers and 60 gathering workers, to enhance practical skills through theoretical and practical assessments [3]. - Over 60 training sessions have been conducted this year, along with various initiatives to solve on-site problems and enhance technical skills [3]. - A tailored "four-phase" training mechanism has been implemented for new employees, facilitating their growth from novice to management roles [3]. Group 3: Retention and Engagement Strategies - The company has focused on creating a supportive environment for talent retention, including high-quality housing and team-building activities to foster a sense of belonging among young talents [4]. - A performance-based management system has been introduced, emphasizing the importance of skill and contribution in career advancement [5]. - The company has adopted a diverse approach to talent selection, ensuring a balanced mix of experienced and younger employees to promote collaboration and mutual growth [4][5].

Core Insights - The Ministry of Industry and Information Technology emphasizes the need to focus on future development by enhancing the mechanism for discipline adjustment and talent cultivation driven by technological development and national strategic needs [1] - There is a strong push for breakthroughs in key core technologies and continuous improvement in original innovation capabilities, particularly in the fields of aviation, aerospace, and navigation [1] - The ministry aims to deepen the transformation of scientific and technological achievements into products and industries by exploring bold reforms and addressing existing bottlenecks [1] - A commitment to maintaining safety standards is highlighted, with a focus on comprehensive risk assessment and creating a stable campus environment [1]

Core Viewpoint - The recent management changes at China Jianyin Investment Management Co., Ltd. (交银施罗德基金) reflect a shift towards a more centralized leadership structure, with all top executives now coming from the parent company, China Communications Bank (交行), raising concerns about the fund's market competitiveness and professional integrity [2][20]. Management Changes - The announcement of the transition from former General Manager Xie Wei to Yuan Qingwei, who previously held senior positions at China Communications Bank, marks a significant shift in management [1][15]. - Xie Wei, a veteran in the public fund industry, will retire this summer after contributing to the company's growth since joining in 2008 [1][3]. Performance Trends - The fund's assets under management (AUM) peaked at 394.7 billion yuan at the end of 2021 but have since declined to 238.1 billion yuan by Q1 2025, dropping out of the top 20 in the industry [1][8]. - The performance of the fund's equity managers has deteriorated, with average returns declining over the past two years, leading to a significant drop in market position [6][8]. Historical Context - The fund was established in 2005 and initially thrived under a market-oriented management structure, but recent changes have led to a more centralized approach that may hinder its competitive edge [17][20]. - The fund's historical success was attributed to a strong investment culture and a focus on active equity management, but this has weakened in recent years [5][12]. Investment Strategy - The fund has traditionally emphasized a balanced investment approach, but recent performance issues have led some managers to deviate from this strategy, resulting in increased concentration in specific sectors like pharmaceuticals and banking [9][10]. - The decline in performance has been attributed to a lack of adaptability to market trends and missed opportunities in emerging sectors such as AI and robotics [12][20]. Talent and Research Team - The fund's research team has shrunk compared to leading firms, limiting its ability to cover investment opportunities effectively [12][13]. - The reliance on internal talent development without external recruitment has raised concerns about the fund's ability to innovate and adapt to changing market conditions [13][20].

Core Insights - The document emphasizes the need for higher education institutions to align their curriculum with the demands of economic and social development, particularly through the establishment of "micro-specialties" to enhance students' employability and entrepreneurial skills [1][2]. Group 1: Micro-Specialties - "Micro-specialties" are a new talent cultivation model developed by universities, consisting of a set of courses focused on specific academic fields or core competencies, aimed at broadening students' knowledge and improving their competitiveness in the job market [1]. - The curriculum of "micro-specialties" often includes cutting-edge or interdisciplinary content, highlighting a practical and integrative approach to education, which may serve as an important means for universities to cultivate innovative talent [1][2]. - The flexible nature of "micro-specialties" allows for quicker adaptation to industry needs compared to traditional degree programs, which can take several years to establish and implement [1]. Group 2: Industry and Educational Alignment - The establishment of "micro-specialties" facilitates a direct connection between educational institutions and industry, enabling companies to participate in talent development and ensuring that educational offerings meet professional demands [2]. - There is a caution against the potential trend of universities hastily establishing "micro-specialties" without proper alignment to national strategies and industry requirements, which could lead to an oversaturation of programs [2]. - Issues regarding the recognition of certificates obtained from "micro-specialties" and their acceptance in the job market remain unresolved and require further exploration [2].