Core Viewpoint - The Taizhou Transportation Industry Group emphasizes the principle of party management of talent, integrating talent work into the core of corporate development strategy, and innovatively constructing a full-chain talent work mechanism to continuously inject momentum for high-quality development [1][3]. Group 1: Talent Selection - The company implements a competitive job selection system, having selected over 50 middle and grassroots management personnel through open recruitment in the past three years, providing opportunities for capable individuals [1]. - A dual-track mechanism of "public selection + two-way job selection" has been established, with 10 public selections and 12 two-way job selections in the past two years, ensuring proper person-job matching [1]. - The company has recruited over 40 specialized talents through various channels, including high-level talent introduction and market-oriented recruitment, to support industrial upgrades [1]. Group 2: Talent Development - A "Five Learning" training program is implemented for young cadres, including mentorship, practical experience, immersive learning, meeting attendance, and centralized training to facilitate rapid growth [2]. - The "Double Hundred" talent selection and training plan targets the post-80s and post-90s generations, with a tailored training scheme and a "1234" layered training system [2]. - The company has upgraded its training initiatives to align with the "New Dawn" industrial layout of Taizhou, offering seven specialized lecture series to synchronize employee growth with corporate development [2]. Group 3: Talent Utilization - The company sends outstanding young talents to frontline projects for practical experience, enhancing their operational capabilities through mentorship and cross-departmental exchanges [2]. - A performance evaluation mechanism has been established, involving 59 middle-level managers to assess actual performance and reinforce accountability [2]. - The implementation of a comprehensive performance appraisal system allows for a points-based management approach, rewarding high performers and facilitating market-based exits for underperformers [2]. Group 4: Talent Retention - A talent service guarantee system has been established, providing one-stop services in areas such as salary, housing, and medical care to ensure talent can focus on their work [3]. - The company has initiated cultural and family-oriented activities, such as educational support for employees' children and various team-building events, to enhance employee satisfaction and cohesion [3]. - By constructing a full-chain talent work mechanism, the company aims to continuously activate talent resources, providing solid support for corporate reform and development [3].