第二日的全球产业峰会标志着论坛内容的重要升级。峰会集中探讨高增长潜力产业，包括人工智能与科 技、生物医药、机器人、新消费及绿色能源等范畴，透过主题演讲、专题讨论及项目配对，推动内地企 业"走出去"与国际企业"引进来"。香港作为双向平台，将助力企业在全球价值链中寻求新机遇，推动产 业升级与创新发展。这与"十五五"规划所强调的创新驱动与更高水平对外开放一脉相承，旨在促进科技 自立自强与可持续增长。 智通财经APP获悉，1月14日，香港财经事务及库务局长许正宇在网志上指出，香港将于1月26日至27日 举办第19届亚洲金融论坛(AFF)，并首次新增"全球产业峰会"环节。预期该论坛将吸引超过3,600名来自 60个国家及地区的参与者，其中逾八成为企业首席执行官或高层决策者。论坛内容涵盖全球经济展望、 资产与财富管理、绿色金融、可持续转型等热点议题，并重点探讨金融如何更有效服务实体经济。 论坛首日将举行开幕仪式，聚焦宏观经济形势及多边合作，并设有与黄金市场发展相关的合作备忘录签 署仪式。这是推进香港黄金市场发展的重要一步，届时将发布加强黄金中央清算系统建设的最新计划， 为未来与内地市场互联互通做好准备。此举既呼应建设金融 ...

Core Viewpoint - The Panzhihua Water Group emphasizes a "worker-centered" development philosophy, enhancing democratic management and transparency through systematic measures and collaborative efforts with employees [1][2][3] Group 1: Precise Targeting - The company established a democratic management working group led by the party committee, administration, and trade union, involving employee representatives to create a clear and orderly work system [1] - A detailed list of public management items was developed, focusing on six major categories and 27 specific items, ensuring employees are fully informed about key decisions and their rights [1] Group 2: Diverse Channels - The company broke away from a single public disclosure model, creating an "online + offline" network for transparency [2] - An internal website was utilized for timely updates on strategic plans and major decisions, while offline methods included bulletin boards and employee meetings to report on contract fulfillment and welfare policies [2] - A "layered disclosure" mechanism was implemented to ensure comprehensive coverage of common interests and targeted information for specific business developments [2] Group 3: Deep Engagement - A system for employee representatives to conduct monthly inspections of public management items was established, fostering direct communication between management and employees [2] - Regular activities for open dialogue on production processes, welfare improvements, and work environment enhancements were initiated, leading to the adoption of 27 employee suggestions by 2025 [2] Group 4: Strict Closure - A closed-loop mechanism for public feedback and rectification was established, categorizing issues and assigning responsibility for corrective actions [3] - Monthly updates on the progress of issue rectification were publicly displayed, allowing for secondary employee oversight [3] - The company's employee satisfaction with public management has consistently remained above 98%, fostering a positive environment of mutual care and loyalty between the company and its employees [3]

近年来，攀枝花市环境能源集团紧扣 "文化兴企" 主线，以党建为引领、阵地为支撑，创新构建 "展示 +学习+服务" 三位一体的企业文化示范阵地矩阵，将文化软实力转化为发展硬支撑，为企业高质量发展 注入持久精神动力。 专业化赋能，彰显国企特色担当 各阵地立足功能定位，打造专业化展示与实践平台。环能企业文化展厅通过可视化影像、实物陈列等形 式，全景呈现企业发展历程、现代化治理成效及多元产业布局；水务集团 "四个中心" 展厅整合党员服 务、生产调度、文化展示、水质监测四大功能，展示企业在服务社会民生、保障生产运行、及履行社会 责任等方面所取得的工作成效；小沙坝污水处理厂示范点创新融合城市污水处理与分布式光伏发电项 目，直观展现企业在产业升级、清洁能源开发领域的创新成果，成为绿色发展示范窗口。 常态化服务，转化文化建设实效 系统化布局，织密文化阵地网络 坚持 "建用结合" 理念，推动企业文化与服务实践深度融合。环能党建书屋精选 1100 余部读物，涵盖思 想理论、业务技术、历史文化等多个类别，为党员干部职工打造随时可学的 "理论充电站"；华润燃气 党建活动室以 "润燃" 党员先锋队和劳模创新工作室为载体，集成廉政教育、 ...