本报讯 （记者肖艳青）8月22日晚，牧原食品股份有限公司（以下简称"牧原股份"）发布2025年员工持 股计划草案，拟以回购股份对不超过5437名核心经营者、奋斗者及业务骨干进行激励。这是牧原股份上 市以来第七次推出股份激励举措。 据悉，上市至今，公司已实施六次股份激励，累计覆盖12121人次，为公司的跨越式发展奠定了坚实的 人才基础。 在行业主动"控产能、提质量"的转型当口，牧原股份此举不仅是将员工利益与公司未来深度绑定的又一 次实践，更是一个清晰的战略信号：以人才为核心引擎，驱动公司从规模增长全面转向高质量发展的新 航道。 在人才战略的驱动下，牧原股份的高质量发展路径图已经明确，将围绕降低成本、屠宰业务、海外业务 等方面精准发力，开启发展新篇章。 技术管理并举，持续降本增效，成本是生命线。半年报显示，牧原股份生猪养殖完全成本已从年初的 13.1元/公斤降至7月的11.8元/公斤，并向年底11元/公斤的目标迈进。未来，公司将通过育种、健康管 理、人才培养等全链条精益化管理，持续降低成本、提升肉品品质，持续打造成本优势。 屠宰肉食业务正成为牧原股份强劲的"第二增长曲线"。上半年该业务收入同比增长93.83%，屠 ...

这个夏天，沈阳因一场特殊的人才会聚而格外热闹。来自北京大学、复旦大学、上海交大等名校的百名应届硕博 毕业生，跨越山海组成"科研新势力"，扎根辽宁方大集团东北制药。 8月1日，东北制药2025年硕博士高层次人才入职培训正式启动，这不仅是一场人才的相聚，更是方大集团以党建 为引领，践行"人才兴企、人才强企"理念的生动注脚，为新质生产力发展按下"加速键"。 育才更有"快车道"。新员工入职培训采用"思想政治学习+军事训练"模式，于欣水在日记中写道："穿上迷彩服，我 才懂'纪律'对企业的意义。" 为充分激发人才的创新活力，东北制药建立全方位激励机制——科研项目给足资金支持，成果转化有丰厚奖励， 职业发展打破学历资历限制，提供管理、技术双晋升路径，让人才价值充分彰显。 党建引领下的人才战略，让东北制药引才既有"力度"又有"温度"，育才既重政治素养又强专业能力，为人才铺就成 长之路，打造吸附创新要素的"强磁场"。 暖心留才：系紧人才与企业的"同心结" 党建领航：锚定人才战略的"定盘星" "要确保企业未来10年、20年乃至30年的持续发展后劲，必须大力引进高端人才，持续加大研发创新投入。"辽宁 方大集团董事局主席方威的话，道 ...

Core Insights - The "Dawn Breaker" summer elite training camp was launched by the company to enhance the capabilities of its core personnel, preparing them for the upcoming peak business season during the school opening period [1][9] - The training camp aims to break cognitive barriers and achieve significant capability leaps through a systematic and practical training model [1][9] Training Structure - The training program included 32 comprehensive courses covering business insights, team collaboration, and strategic thinking, delivered by a team of 19 experienced mentors and 28 professional lecturers [3] - Participants engaged in 40 hours of immersive learning, focusing on various aspects of campus e-commerce operations and market expansion [3] Assessment and Results - The training included three rigorous assessments, resulting in a 100% pass rate, with 29 participants achieving full marks and an average score of 96 [5] - The program successfully transitioned 13 management trainees into their designated roles, achieving a 92.3% job placement rate [7] Strategic Importance - The training camp not only prepares the company for the critical back-to-school season but also builds a core talent pool for future business expansion [9][17] - The 44 trained elites are positioned as key players to ensure efficient service delivery and enhance customer experience during peak business periods [9][17] Cultural and Organizational Impact - The CEO emphasized the importance of transforming individual experiences into reusable organizational knowledge, which drives the evolution of the company's systems [12] - The training camp embodies the company's cultural values, focusing on essential pursuits and systematic processes to mitigate uncertainties in business operations [12] Future Aspirations - The conclusion of the training camp marks the beginning of a new journey for the participants, who have set ambitious goals for their future performance [15][18] - The company aims to continue investing in elite talent development as a core driver for sustainable growth and leadership in the campus economy sector [17][18]

从"门外汉"到行业翘楚，从初涉植物提取行业到多项产品销量世界领先，晨光生物科技集团创造的这些 奇迹，都离不开公司创始人——晨光生物董事长卢庆国。 成功秘诀在哪儿？卢庆国坦言：是时代赋予了好机遇，向新而行是企业发展的动力源泉。 作为晨光生物的创立者，卢庆国始终秉持"天道酬勤"的人生信念。他脚踏实地、深耕细作，以创新为驱 动，以人才为支撑，长期致力于植物有效成分的提取制备技术开发及产业化工作。 选准行业 晨光生物贵阳生产基地内一派繁忙景象：农产品原料进厂、生产线精加工生产、产成品出厂，一项项工 序有条不紊地进行。"这是公司新建的生产基地，拥有一条香辛料超临界提取生产线，主要用于干花椒 的生物提取。"晨光生物贵阳生产基地负责人、晨光生物香辛料事业部经理武亚明介绍。 在企业生产基地，卢庆国打开记忆的闸门："1998年前，企业还是河北曲周县的五金厂，只能生产木质 窗户上的拉手插销和手工扳手。企业要想活下去，必须寻找新的发展机会。经过一番深度调研后发现， 市场对辣椒红素的需求很大，但却没有一家规模化企业，这是一个发展机会。" 但是发展新产业，对卢庆国来说难点也很突出——天然色素提取的技术含量比做扳手高多了。 卢庆国决定放 ...

Core Viewpoint - Guangdong's "Million Talents Gathering in South Guangdong" initiative has successfully attracted over 1 million fresh graduates to stay and work in the province, providing strong talent support for the construction of a modern industrial system [1] Group 1: Talent Attraction Strategy - The initiative is not merely about recruitment but aims to create an ecosystem that meets the employment, entrepreneurship, and living needs of youth while aligning with Guangdong's industrial upgrade strategy [1][4] - The plan focuses on 20 strategic industrial clusters, particularly in emerging industries like artificial intelligence and robotics, directly connecting with leading companies such as Huawei, BYD, and Tencent [2] - Guangdong's approach avoids the pitfalls of quantity over quality in talent recruitment, ensuring that the talent brought in is relevant to local industrial needs [2] Group 2: Policy and Support Measures - The "Five Guarantees and Three Good" policy package includes subsidies for employment, support for entrepreneurship, and various cultural initiatives to enhance the attractiveness of the region [3] - The use of AI for resume diagnostics and simulated interviews addresses the pain points of job seekers, improving the efficiency of job matching [3] - Cultural elements, such as local cuisine and performances, foster a sense of belonging among new talents, emphasizing that talent attraction is about more than just financial incentives [3] Group 3: Broader Implications - The competition for talent is fundamentally about the future, and Guangdong demonstrates that a successful talent strategy involves creating an ecosystem where talent is willing to come, stay, and thrive [4] - Other regions are encouraged to adopt a similar approach by integrating industrial logic, service logic, and emotional logic into their talent retention strategies [4]

Core Insights - The article discusses the competitive landscape of the domestic quantitative investment industry, highlighting the shift from salary competition to systematic capability assessment among leading firms [1] Selection - Lingjun Investment has established a dual-track selection standard focusing on comprehensive quality and development potential, emphasizing research capability and team collaboration for senior talent, while nurturing new talent through an internship retention program [2] - Professional background is a hard requirement, with candidates needing strong mathematical statistics, top programming skills, and insights into financial markets [2] Training - Lingjun has created a three-tiered training system to address the industry's focus on talent acquisition over development, providing tailored support throughout the talent lifecycle [3] - The foundational stage involves mentorship for interns and junior researchers, while the breakthrough stage encourages experienced researchers to share knowledge and explore new technologies [3] - The advanced stage offers top researchers management roles and funding for strategy implementation, promoting a balance of collaboration and competition within teams [3] Competitive Landscape - The competition in the quantitative industry revolves around three core dimensions: data algorithm technology barriers, organizational efficiency of talent, and the speed of new technology conversion [4] - Lingjun Investment is building differentiated advantages through a multi-dimensional approach, focusing on data, algorithms, and computing power [5] - The firm emphasizes a long-term commitment to technology barriers and has established a mechanism for rapid technology conversion, fostering a culture of continuous evolution [6] Future Outlook - The future winners in the quantitative industry will be those who can transform deep technology and talent density into sustainable evolution capabilities [6]

Core Insights - Suzhou Industrial Park has transformed from a low-lying area into a global hub for industrial innovation, driven by unique policy advantages, forward-looking industrial planning, and a collaborative business environment [1] - Talent is identified as the primary resource for industrial development, with the park focusing on attracting and retaining high-level talent to foster industrial growth [2][4] Talent Attraction and Development - The park emphasizes the strategic importance of high-level talent in driving industrial development, particularly in advanced technology sectors [2] - A targeted approach to talent acquisition is adopted, focusing on emerging industries such as biomedicine, nanotechnology, and artificial intelligence, rather than a broad recruitment strategy [2][6] Research and Innovation - The establishment of key laboratories, such as the National Key Laboratory of Bionic Interface Materials Science, has attracted top-tier talent, including academicians and national-level experts, to focus on disruptive technological innovations [3] - The park has accumulated over 3,000 leading talents and approximately 67,000 high-level industrial talents, maintaining a leading position among national development zones [3] Education and Local Talent Integration - The park has implemented strategies to increase the retention rates of graduates, achieving a 60% retention rate for graduates in Suzhou and a 20% retention rate within the park [4] - Collaborative initiatives between government, educational institutions, and enterprises have led to the establishment of industry-specific colleges, enhancing the integration of education, technology, and talent [4][5] Ecosystem Development - The park is advancing a three-year action plan for integrated development of higher education and technology talent, focusing on refining talent introduction, solidifying results transformation, and optimizing the innovation ecosystem [6] - The park has established partnerships with over 5,000 local enterprises and incubated more than 1,100 companies, including over 300 high-tech enterprises [6] Talent Support Programs - Various talent support plans, such as the "Golden Rooster Lake Talent Plan," provide financial incentives for attracting and nurturing talent at different stages of enterprise growth [7] - The park's initiatives have led to significant collaborations with numerous universities, enhancing the integration of talent and industry [7]

Core Viewpoint - Tencent is actively implementing a talent strategy to support high-quality development and stabilize employment in response to external challenges [1][3][6]. Group 1: Employment Initiatives - Tencent launched an employment plan in April 2023, aiming to create 28,000 internship positions over three years, with a target of hiring 10,000 interns in 2025 alone [2][3]. - The company emphasizes the importance of college graduate employment, particularly in the context of new business developments like AI [3][6]. Group 2: Recruitment Focus - The recruitment for 2023 includes over 70 types of positions across five major categories: technology, product, design, marketing, and functions, with a significant focus on technical roles, which account for over 60% of the openings [3][4]. - Tencent's recruitment strategy is heavily centered on campus hiring, positioning it among the top in the internet industry for attracting young talent [3][5]. Group 3: Talent Development Programs - Tencent's "Qingyun Plan," launched in 2023, aims to recruit top talent globally, offering competitive salaries and customized training programs in key technology areas such as AI and big data [4][5]. - The company has established a dual-channel development system for technical talent, allowing for both deep specialization and management opportunities [5]. Group 4: Workforce Composition - As of early March 2023, Tencent's workforce exceeded 55,000 employees, with over 40,000 in technology roles, representing 73% of the total workforce [5].

Group 1 - The employment situation in the province is stable but under pressure, with a record high of 794,000 college graduates this year, leading to cautious hiring practices in some industries and companies [1] - The concept of "staggered talent acquisition" is introduced as a strategy to optimize talent resource allocation during periods of market adjustment, allowing cities and companies to break through development bottlenecks [1][2] - The current job market allows for a shift in talent from first-tier cities to second and third-tier cities and small to medium enterprises, providing opportunities for local governments and companies to attract top talent at lower costs [2][3] Group 2 - "Staggered talent acquisition" represents a shift in competition for talent, moving away from homogeneous competition based on high salaries and subsidies to a focus on differentiated needs [3] - Cities can cultivate application-oriented talents that match local industries, while companies can prepare for emerging fields like smart manufacturing and green technology [3] - Establishing trust during challenging employment conditions can enhance talent retention, with initiatives like "talent support plans" to address concerns such as children's education and healthcare [3][4] Group 3 - Collaboration between government and enterprises is essential to transform short-term employment pressures into long-term talent advantages, with targeted policies to reduce hiring costs and improve public services [4] - By adopting a "staggered" mindset, cities and companies can turn immediate challenges into opportunities for economic development and competitive advantage [4]

Group 1: Investor Relations Activity Overview - The company held its 2024 annual performance briefing on May 16, 2025, via an online platform [3] - Key attendees included the Chairman, General Manager, Financial Officer, Board Secretary, and the sponsor representative [3] Group 2: Performance and Challenges - The company plans to extend the construction period of the "annual production of 18,000 tons of high-end special graphite material project" to March 31, 2026, due to changes in market demand and macroeconomic conditions [5] - In 2024, the company faced a significant decline in sales prices of key products due to reduced demand in downstream industries, leading to a substantial drop in gross profit margin [8] Group 3: Talent and Compensation Strategy - The management is considering optimizing the compensation structure for core team members to enhance competitiveness, with potential adjustments to bonuses and long-term equity incentives in the future [5] Group 4: Inventory and Financial Management - The company maintains high inventory levels due to industry characteristics and production cycles, ensuring that inventory impairment tests consider various factors to align book values with actual conditions [7] - The company has recognized impairment provisions for existing inventory due to lower sales prices compared to costs, contributing to financial losses [8] Group 5: Future Growth Opportunities - Future profit growth is expected from the steady advancement of the 30,000 tons special high-end graphite material project, enhancing product quality consistency [9] - The company aims to improve production efficiency and reduce costs through a comprehensive R&D system [9] - Expansion into domestic and international markets is a key strategy to increase sales scale and profitability [9]