据悉，公司聚焦实体制造、基金管理等核心业务，打造高素质专业化人才队伍，目前，近60%员工拥有 硕士研究生学历，基金从业资格证持有率超80%。在精准引才方面，公司围绕成都市现代化产业体系， 构建全链条引才机制，通过校园招聘、"蓉漂人才荟"及"蓉漂杯"赛事等平台，吸引电子信息、新材料等 领域专业人才，推动"人才—技术—产业"深度融合。公司着力深化人才培养，持续打造"三航计划"培训 品牌，系统开展业务提能、项目攻坚与导师帮带，形成赋能型培养体系。 转自：成都日报锦观 构建人才与产业同频共振新格局 本报讯 （成都日报锦观新闻记者 粟新林） 作为成都产投集团重大产业化项目投融资主体和国有资本运 营平台，成都先进投资公司坚持党管人才原则，持续优化人才结构、创新引育机制，为服务全市产业高 质量发展提供坚实支撑。 下一步，公司党委将持续深化人才强企战略，以"十五五"规划为引领，优化人力资源集约化管理模式， 深化"三航计划"培训品牌建设，靶向引进实体制造、前沿科技领域紧缺人才，拓宽人才发展通道，为成 都加快建设全国先进制造业基地贡献更多"先进力量"。 成都先进投资公司 ...

转自：新华财经 多维培育，绘就人才成长"新图景"。江苏中烟构建了全方位、多层次的人才培育体系，推动人才在科研实战中快速成长。通过"项目+人才""平台+人才"培养 模式，企业建立起高端、中坚科技人才选拔机制，还推动科技人才横向交流，形成各层次人才互促共进、融合发展的良好格局。近年来，有1名科研人员获 评"行业学科带头人"，2名科研人员获行业创新争先奖。 针对青年科技人才，江苏中烟在项目立项、资金扶持、教育培训等方面给予政策倾斜，创新实施"导师制"培养模式，为青年科技人才配备责任导师，量身定 制培养方案，助力青年科研人员"挑大梁、当主角"。目前，已累计选拔培养青年科技人才85人、重点青年科技人才14人，2名青年科研人员入选首批行业青 年科技托举人才。 科学激励，激活人才发展"内动力"。人才评价是人才发展的"指挥棒"。江苏中烟坚持"破四唯"与"立新标"并举，建立以创新能力、质量、实效、贡献为导向 的评价机制，将科研成果对公司发展的决策支撑作用、成果转化效益和科技服务满意度等作为人才评价、聘用和考核的重要指标，通过绩效考核改革充分体 现创新价值，不断提升科研人员的认同感、成就感。 只有树好选用导向，才能让有为者有位。 ...

徐鹏指出，要认真学习宣传贯彻党的二十届四中全会精神和中央经济工作会议精神，编制好"十五五"乃至未来10年发展战略规划，制定好2026年工作计划； 要传承弘扬"三线精神"，切实增强发展的危机感、责任感、紧迫感，培育壮大一批"拳头"产品，不断增强核心功能、提升核心竞争力；切实强化市场意识和 客户观念，进一步加大市场开拓力度，加强市场分析和客户拜访；进一步全面深化改革，扎实推动各项改革任务落实落地，建立完善中国特色现代企业制 度，深入推进三项制度改革；着力强化提质增效，强化"两金"压降、成本管控与采购规范管理，持续推进提升精益管理水平。 12月20-21日，中国船舶集团有限公司党组书记、董事长徐鹏赴中船集团重庆地区单位调研，强调要深入学习贯彻党的二十届四中全会精神和中央经济工作 会议精神，坚持目标导向和问题导向相结合，在服务国家重大战略和区域经济社会发展中推动企业实现高质量可持续发展。中船集团党组成员、副总经理彭 原璞参加调研。 徐鹏深入科研生产一线，调研了相关重点车间、厂房及事业部生产现场，听取了相关单位负责人关于生产经营、科技创新、深化改革、战略规划、人才培 养、党的建设等方面情况汇报，对相关单位改革发展取得的 ...

师资配置方面，基地构建了"内外结合、专兼互补"的教学团队，特邀国网天津市电力公司、国网河南省 电力公司、国网甘肃省电力公司等单位的专家联合授课，形成理论扎实、经验丰富的师资合力，为培训 质量提供有力保障。 11月25日，国网西藏电力有限公司首个综合性实训基地——羊湖综合实训基地正式启动试运行，标志着 公司在构建自主培训体系、强化高海拔电网人才培养方面迈出实质性步伐。 羊湖综合实训基地是该公司深入践行"人才强企"战略、提升自主培训能力的重要平台。基地秉持"利旧 改造、功能升级"原则，系统建成覆盖"教学、实训、生活"三大功能的综合保障体系，推动培训资源向 集约化、专业化方向发展。目前，输电实训场已初步建成并投入试运行，具备开展高海拔输电专业实训 的能力。 本次培训突出"实战化、系统化"导向，采用"理论授课+实操训练+案例研讨"三维融合教学模式。课程涵 盖输电线路安全规程、模拟组塔、经纬仪测量、无人机飞行等十余项专业内容，重点强化高海拔环境下 输电运维核心技能与新技术融合应用能力。通过典型事故案例专题研讨，提升学员风险辨识与现场协同 能力。 羊湖综合实训基地的建成投运，实现了西藏电网专业人才"就地化、实景化、高质量 ...

Core Insights - The event aimed to enhance the professional skills and practical abilities of the marketing system and bidding team of China Twenty-Second Metallurgical Group Corporation [3][5] - The competition theme was "Innovation Leading, Practical Empowerment, Differentiation Winning," focusing on creating a strong overall marketing system [5] Group 1 - The competition received 26 bidding cases from various units, with 15 teams advancing to the finals after expert evaluation [5] - The event included two main segments: candidate presentations and Q&A, aimed at improving project planning, bid preparation, PPT creation, and on-site presentation skills [5] - The competition emphasized addressing client needs and pain points by creating differentiated advantages across technology, resources, services, and lifecycle value [5] Group 2 - The judging panel consisted of experts from technology, marketing, and pricing, ensuring professional and fair evaluations while providing multi-dimensional guidance to participants [5] - The competition successfully motivated marketing personnel, enhancing overall bid planning capabilities and advancing the standardization, intelligence, and value of the group's marketing efforts [5]

Core Viewpoint - The company emphasizes the importance of high-quality talent as a core competitive advantage and has implemented various strategies to develop and retain skilled personnel, resulting in significant growth in net assets, revenue, and profits over the past five years [1][2][6]. Talent Development Strategy - The company has established a talent development strategy focusing on professionalization, specialization, and lean management to enhance team capabilities [2][3]. - A clear talent evaluation standard has been set, emphasizing the combination of virtue and talent, and encouraging employees to have career plans and goals [2][3]. Talent Engineering Initiatives - The company has implemented two major talent projects aimed at building a cohesive management team and a highly skilled workforce, resulting in the cultivation of over 10 influential professionals, around 100 project leaders, and approximately 1000 skilled technicians [3][4]. Training and Mentorship Programs - A three-tier training system has been established to enhance operational skills, with a focus on dual mentorship where experienced staff guide new employees [4][5]. - The company has created competitive platforms to promote skill development, resulting in the cultivation of several national and regional technical experts [4][5]. Employee Engagement and Retention - The company fosters a shared destiny between employees and the organization, focusing on retaining talent through career development, compensation, and emotional connection [5][6]. - A human resource management mechanism has been established to enhance job conversion and efficiency, with a focus on rewarding frontline and skilled workers [6].

Core Viewpoint - The article highlights the importance of the "mentor-apprentice" system in the training and development of young employees at the State Grid Xihe County Power Supply Company, emphasizing the transfer of skills and knowledge from experienced workers to newcomers [4][6]. Group 1: Training Mechanism - The company has established a long-term "mentor-apprentice" training mechanism, pairing experienced employees with young staff to impart work methods and skills [4]. - This system encourages young employees to practice and learn on the job, enhancing their operational capabilities through hands-on experience [4][5]. Group 2: Safety and Preparation - Before commencing work, thorough checks of safety measures, tools, and equipment are conducted to ensure a safe working environment [3][4]. - The mentor emphasizes the importance of understanding the complexities of the work site and adhering to safety protocols [3][5]. Group 3: Employee Development - The mentor, Du Yu, is recognized for his dedication and expertise, playing a crucial role in the growth of young employees by sharing valuable experience and skills [6]. - The company aims to cultivate a strong workforce by fostering a culture of mentorship, which not only enhances technical skills but also promotes professional ethics among employees [6]. Group 4: Cultural Transmission - The mentor-apprentice relationship serves as a means of passing down not just technical skills but also the company's culture and values [6]. - The company is committed to implementing a talent-driven strategy, ensuring that the spirit of craftsmanship is preserved through mentorship [6].

Group 1 - China Weaponry First Research Institute is recruiting for research and design positions [2] - Changsha Investment Holding Group Co., Ltd. is looking for a General Manager for Risk Control and Compliance Department [2] - Shandong Yiyang Health Industry Development Group Co., Ltd. has job openings [2] Group 2 - Guangxi Beigang Oil Co., Ltd. is hiring for managerial positions [4] - Guotour Cultural Investment Group Co., Ltd. is seeking a Head of Finance Department [4] - The magazine "Modern State-Owned Enterprise Research" focuses on state-owned enterprise reform and party building, serving as a research platform [4]

Group 1 - The article emphasizes the importance of enhancing the quality of party building work within state-owned enterprises, integrating it into all aspects of safety production, management, and stability [1] - It highlights the need for political construction and theoretical armament to unify development efforts, focusing on innovative work mechanisms and spiritual promotion [1] - The establishment of a closed-loop learning system is proposed to improve the ideological education and dynamic management of party members [1] Group 2 - The article discusses the integration of organizational construction and talent cultivation to foster a high-quality development environment, emphasizing the creation of a responsive and proactive party member team [2] - It suggests the implementation of standardized party branch construction and the development of unique branding for each unit to enhance the visibility and effectiveness of party work [2] - The focus is on the combination of party management and market mechanisms to build a high-quality professional talent team that meets the needs of enterprise development [2] Group 3 - The article outlines the importance of warning education and disciplinary accountability in promoting a culture of integrity within enterprises [3] - It advocates for a comprehensive approach to supervision and discipline, emphasizing the need for regular monitoring and the use of various disciplinary measures to prevent minor issues from escalating [3] - The article stresses the need for a problem-oriented approach to enhance discipline and accountability among party members and management personnel [3]

Core Viewpoint - The event held by Baotu Spring Liquor Industry focuses on talent selection and professional skill assessment, reflecting the company's commitment to building a professional evaluation talent team [1][5]. Group 1: Talent Development - The company emphasizes that talent is fundamental to its development, and building a team of evaluators is crucial for implementing a talent-driven strategy and enhancing core competitiveness [3]. - A comprehensive evaluation system has been designed to cover both theoretical knowledge and practical skills, aligning with national-level wine evaluation standards [5]. - The company aims to continuously optimize its selection mechanism and enhance talent training to ensure that talent advantages translate into product quality advantages [6]. Group 2: Quality Assurance - The production operations center director highlights that a respectful attitude towards tasting skills is essential, as these skills are the foundation for quality assurance in the production chain [6]. - The company views high-quality professional talent as the core force in safeguarding its survival and development, with quality being the lifeline of Baotu Spring Liquor Industry [6]. - The company is committed to building a high-quality research team and has established a comprehensive growth system that includes selection, training, practice, and advancement [7]. Group 3: Continuous Improvement - The company engages in regular internal training, industry technology exchanges, and practical guidance from brewing masters to ensure the transmission and innovation of tasting skills and professional knowledge [7]. - A stable and professional tasting team participates deeply in key processes such as product design optimization, production process refinement, and batch product stability control [7]. - The company is focused on linking talent growth with quality improvement, ensuring that every bottle of Baotu Spring liquor reflects exceptional quality [7].