转自：北京日报客户端 丹峰 健全终身职业技能培训制度。 ——摘自"十五五"规划建议 一场免费的技能培训，给高新的生活添了彩。 高新是甘肃省兰州市家政行业从业者，同时也是两个孩子的妈妈，在育儿方面小有经验。前阵子，她看 到单元楼的聊天群里推送了消息："兰州市酒泉路的'巾帼家政服务驿站'开班了，免费培训家政技能。" "靠不靠谱？值不值得去？"高新犹豫不决，想拉上平时一起接零活的朋友去看看。对方却摆手："要好 几天工夫，不如出去挣点钱。" 考虑再三，高新决定自己去，"眼见为实"。 为期5天的技能培训班，由甘肃省妇联组织开办。"授课老师主要是从家政企业请来的，课程内容结合市 场需求，争取让大家学了就能用到。"甘肃省妇联妇女发展部负责人介绍。 "我们针对不同服务场景和客户需求，来定制培训内容。像入户礼仪、沟通技巧、智能家电使用，都是 必修课。"培训师唐海兰表示。 数据来源：人力资源和社会保障部 制图：张 开设技能培训班，不仅帮助家政从业人员掌握、提高本领，更给大家铺就了一条从入门到进阶的职业发 展道路。 完成学习并经过考评，高新拿到了培训合格证书，还被评为优秀学员。随后，她凭借所学，考下了"高 级育婴师"职业资格证书。 ...

——摘自"十五五"规划建议 一场免费的技能培训，给高新的生活添了彩。 数据来源：人力资源和社会保障部 制图：张丹峰 健全终身职业技能培训制度。 高新是甘肃省兰州市家政行业从业者，同时也是两个孩子的妈妈，在育儿方面小有经验。前阵子，她看 到单元楼的聊天群里推送了消息："兰州市酒泉路的'巾帼家政服务驿站'开班了，免费培训家政技能。" 开设技能培训班，不仅帮助家政从业人员掌握、提高本领，更给大家铺就了一条从入门到进阶的职业发 展道路。 完成学习并经过考评，高新拿到了培训合格证书，还被评为优秀学员。随后，她凭借所学，考下了"高 级育婴师"职业资格证书。"之前找工作，都是给客户翻看我带孩子的照片。现在还可以亮出证书，底气 更足了。"高新说，"工作的时候心里也更有谱，做啥都从从容容的。" 变化还不止这些。过去，高新接的多是零活，圈子很小；如今，通过驿站推荐，她进入了家政公司，和 40多名一起参加培训的学员成为同事。大家经常交流工作中要注意的细节，有好的工作、学习机会，彼 此之间也会相互介绍。 高新说，现在不愁没活干，收入更稳定，明年还打算去参加省里的巾帼家政服务职业技能大赛，"在驿 站给自己'充了电'，也想试试把技能和经 ...

家政行业正悄然经历一场结构性重构。 从过去的"撮合生意"，转向依托系统、数据和流程的现代服务业；从依赖个体经验，转向依靠数字化模 型的创业赛道。 政策的推动、技术的渗透和职业人群的加速转场，使这一传统行业正在显露出新的产业想象力，它不再 只是"就业选择"，而是一个正在被数字化重塑的万亿级新市场。 各行业精英"转场"家政领域创业 43岁的宫飞飞原本在知名药企担任高管。2017 年，她从原有职业轨道中抽身，进入家政领域。"能培训 人，就能带出一支队伍。"她说。几年间，她的团队已培养了数千名家政服务者。一些人通过技能提升 改善了收入，宫飞飞也目睹了家政从"传统经验"向"职业标准"转型的变化。 1988 年出生的王敬文，曾是啤酒厂销售主管。后来辞职到青岛开民宿，却因为旅游市场冷却陷入困 境。"酒厂回不去，民宿也不行。"他笑着回忆。孩子刚会走路，他重新上路，进入家政行业。2023年， 他加盟的58到家青岛门店，从 7 人团队起步，两年扩至 30人。"以前靠人脉，现在靠系统。"他说。 39 岁的陈文超，则是另一类家政创业者的缩影。从 211 名校文学系毕业、在媒体行业摸爬滚打，到投 身家政，她用一年半跨越了职业边界。加入 ...

Core Viewpoint - The article highlights the success of the "Lüliang Mountain Caregiver" training program in Lüliang City, which has trained over 100,000 domestic workers in the past decade, significantly impacting local employment and economic development [4][20]. Group 1: Training Program Overview - Lüliang City has invested 25 million annually since 2016 to promote the "Lüliang Mountain Caregiver" training program, addressing labor transfer and employment challenges [4][17]. - The training lasts for 26 days, with a curriculum that includes 70% practical skills and 30% theoretical knowledge, covering various caregiving techniques and modern skills like AI usage [8][9]. - As of August 2025, 58,000 trained individuals have found employment outside the city, while 34,000 have engaged in flexible employment within Lüliang [4]. Group 2: Economic Impact - The caregiver industry has transformed many rural women from traditional homemakers into economic contributors, with the employment rate for trained caregivers at 61.93% and total annual income reaching 1.671 billion [4][20]. - The rise of the caregiver sector has led to increased wages for service workers in Lüliang, changing traditional gender roles within families [4][15]. Group 3: Changing Demographics - There has been a notable increase in middle-aged male participants in the training programs, now making up nearly half of the students, many of whom previously worked in construction or manufacturing [5][22]. - The shift in demographics reflects broader economic changes, as many traditional employment sectors face challenges, prompting a move towards service-oriented jobs [22]. Group 4: Government Support and Recognition - The local government has played a crucial role in connecting trained caregivers with job opportunities across the country, establishing partnerships with 464 employment units [24]. - Annual large-scale farewell events for outgoing caregivers have been organized to enhance the profession's recognition and encourage participation [18][20]. Group 5: Future Directions - The focus is shifting from merely training individuals to ensuring high employment rates, with a new emphasis on order-based training and collaboration with employers [24][25]. - The government aims to continue supporting the caregiver industry as a vital part of local economic development and employment stability [25].

Core Viewpoint - The home service industry is evolving, attracting a younger workforce due to higher salaries, flexible working hours, and the emotional value of the work, particularly in child companionship and elderly care services [1][2][13]. Group 1: Industry Trends - The home service sector is experiencing a significant increase in employment opportunities, with over 2 million service providers expected to join platforms by 2024, and a notable rise in the proportion of workers aged 21 to 40 [1][2]. - The average monthly income for home service providers has reached approximately 10,000 yuan, with some individuals earning between 5,000 to 10,000 yuan in smaller cities, and even higher in first-tier cities [6][12]. - The demand for home service professionals is projected to exceed 20 million, driven by the growing elderly population and the need for childcare services [13][14]. Group 2: Workforce Demographics - A significant portion of new entrants into the home service industry are young individuals, with many holding bachelor's degrees, reflecting a shift in the educational background of workers [1][6]. - The age demographic of home service workers is becoming younger, with a notable increase in the number of employees in their 20s and 30s [4][6]. Group 3: Career Development - The industry is moving towards a more structured career path, with companies offering clear promotion opportunities and competitive salaries, which is attracting more skilled individuals [12][13]. - Training programs are being implemented to enhance the skills of new entrants, with many young workers pursuing additional qualifications such as language certifications to improve their employability [12][13]. Group 4: Changing Perceptions - The traditional stigma associated with home service jobs is gradually diminishing, as more young professionals recognize the value and potential of careers in this sector [11][13]. - Companies are adopting employee-centric models to improve job satisfaction and retention, which is crucial for attracting and maintaining a skilled workforce [12][13].

Core Insights - The traditional service industry of home economics is evolving, attracting a younger workforce due to higher salaries and flexible working hours [2][3][11] - The demand for home service professionals is increasing, with a projected shortfall of over 20 million workers in the sector by 2024 [11][12] Group 1: Industry Trends - The home service industry is shedding its old labels and becoming a new employment choice for many young people, with a significant increase in the number of college graduates entering the field [2][3][11] - The average monthly income for home service professionals can reach up to 100,000 yuan, particularly in major cities like Guangzhou and Shenzhen [7][9] - The demographic of home service workers is shifting, with a notable increase in the proportion of workers aged 21 to 40, rising by 3.5 percentage points year-on-year [2][7] Group 2: Workforce Dynamics - Young professionals are drawn to the home service industry due to its perceived emotional and professional value, as well as the immediate feedback from their work [3][5][10] - The industry is experiencing a talent influx, with many young individuals transitioning from traditional office jobs to roles such as child companions and household managers [5][8] - Companies are adopting employee-based management models to improve retention and career advancement opportunities for their staff [9][11] Group 3: Educational and Professional Development - There is a growing emphasis on professional qualifications, with many new entrants pursuing certifications in childcare, nutrition, and home management [5][10] - The government is promoting the establishment of home economics programs in higher education institutions to meet the increasing demand for skilled workers [12] - The industry is characterized by a high degree of age inclusivity, allowing for flexible and long-term career development opportunities [12]

Core Insights - The article highlights the successful implementation of a "skill-based wage" reform in the domestic service industry in Nanjing, which aims to address the challenges of recruitment, retention, and quality improvement in the sector [1][2][4] Group 1: Industry Challenges - The domestic service industry is experiencing rapid growth due to urbanization and an aging population, yet it faces significant challenges such as an aging workforce, low educational levels, and high employee turnover [1][2] - The disconnect between wages and skill levels has demotivated employees from enhancing their professional skills, leading to a vicious cycle of recruitment and retention difficulties for companies [1][3] Group 2: Company Initiatives - Nanjing's Kuaiyijie has become a benchmark for collective bargaining practices in the domestic service sector, having established a wage collective contract that links wages to skill levels [2][4] - The company has implemented a tiered subsidy system for skill enhancement, providing monthly bonuses of 500 yuan for secondary technicians and 300 yuan for advanced workers, thereby encouraging skill development among employees [3][4] Group 3: Employee Engagement - The new wage structure has fostered a culture of skill acquisition within Kuaiyijie, with employees actively participating in training programs to improve their competencies, which in turn enhances their job satisfaction and loyalty to the company [3][4] - The initiative has not only improved employee morale but has also led to a noticeable increase in the overall quality of service provided by the workforce [3][4]

Tax Incentives for Community Housekeeping Services - The article discusses various tax incentives available for community housekeeping services, including reduced VAT rates and exemptions from several taxes [2][8]. - Community housekeeping service income is subject to a reduced corporate income tax rate of 90% when calculating taxable income [2]. - Exemptions from property tax and urban land use tax are available for properties used for community housekeeping services [2]. Eligibility Criteria for Tax Benefits - The services must be provided to families, including care for pregnant women, infants, the elderly, patients, and disabled individuals [2]. - The definition of "community" includes both urban and rural areas where people form social living communities [2]. - Employee-based housekeeping service enterprises must meet specific criteria to qualify for long-term tax incentives [2]. Conditions for Employee-based Housekeeping Enterprises - Enterprises must have a business license that includes housekeeping services in their operational scope [8]. - Employees must have a formal contract with the housekeeping service enterprise for at least six months [8].

Core Viewpoint - The article discusses the legal implications and responsibilities in labor and service relationships, highlighting the differences in liability and compensation in cases of injury during work, particularly in informal labor arrangements [12][13]. Group 1: Labor and Service Relationships - Labor relationships are governed by strict regulations under labor laws, while service relationships are more flexible and based on civil agreements, suitable for temporary or non-core work [1][12]. - Service relationships often lack formal contracts, leading to potential disputes over responsibilities and compensation in case of injuries [13]. Group 2: Case Studies - Case 1: A caregiver at a nursing home was awarded compensation after slipping on a wet floor, with the nursing home held 90% responsible due to inadequate safety measures [2][3]. - Case 2: A demolition worker fell from a ladder and was found 70% responsible for his injuries due to lack of safety equipment, while the employer was held 30% responsible for not providing safety measures [5][7]. - Case 3: An online food delivery rider sustained injuries during delivery and was awarded compensation, with the platform company held 50% responsible for not ensuring adequate safety measures [9][10]. Group 3: Legal Responsibilities - Both parties in a service relationship have a duty of care regarding safety, with the service provider expected to ensure a safe working environment and the labor provider responsible for their own safety [3][7]. - The court emphasizes the importance of written agreements in service relationships to clarify responsibilities and reduce disputes [13].

Core Viewpoint - The government of Binzhou has issued measures to promote high-quality and sufficient employment, emphasizing the importance of employment for people's livelihoods and economic development [3][4]. Group 1: Employment Measures - The document outlines 22 implementation opinions across seven sections, focusing on enhancing employment quality, encouraging entrepreneurship, supporting youth employment, and improving labor skills [5]. - The core goals include maintaining an annual urban employment increase of over 37,000 and supporting over 8,000 entrepreneurs by 2030, with a vision for a fair and quality employment environment by 2035 [5]. Group 2: Policy Support - The measures include support for enterprises in key industries, one-time entrepreneurship subsidies, and social insurance subsidies for hiring graduates and disadvantaged groups [6]. - Policies will also encourage skill enhancement through training subsidies and housing support for workers [6]. Group 3: Project Initiatives - Initiatives include establishing employment and entrepreneurship centers for university students, promoting labor brand development, and implementing youth internship programs [7]. - A digital governance capability will be enhanced for real-time monitoring of employment conditions and risks [7]. Group 4: Reform and Innovation - The focus is on transforming traditional industries, developing emerging sectors, and expanding employment opportunities through digital and platform economies [8]. - Support for the service sector and rural employment initiatives will be prioritized to enhance job creation [8]. Group 5: Service Expansion - The establishment of community employment service stations aims to create a 15-minute employment service circle for residents [9]. - Various entrepreneurial support activities and women's employment initiatives will be implemented to promote inclusive job opportunities [9].