前言 面对养老行业超过千万的人才缺口，单纯的"招人"已无法解决问题。 今年7月，"养老服务师"被列入第七批新职业，明确养老服务师为从事居家、社区、机构养老服务综合需求评估、方案制订与实施、照护技术实施与培训 指导等工作的专业技术人员。 近年来，随着家庭规模缩小、观念和家庭分工的变化，来自家庭的照护力量减弱，而对于各类护理人员的市场化供给需求逐渐增长。这个矛盾突出体现在 失能失智、高龄、空巢老人家庭中；同时由于老龄化进程加速，养老机构也面临人才短缺的问题。 构建一个能够持续供应高质量、标准化护理人才的培训体系，成为整个行业破局的关键。头部企业的实践表明，培训业务已从成本中心演变为支撑服务质 量、驱动业务增长的战略引擎。 01 千万护理员缺口背后，为何春节"用工荒"年年上演？ 临近年底，养老机构护理人员短缺的情况愈加突出。尊护护理学校校长王娜在采访中证实了这一点："特别是到了年底的时候，人员短缺的情况会特别凸 显。"由于春节团圆传统与养老服务不间断的特性，每年年末养老护理服务都会出现供需失衡。王娜透露，近期已收到其他养老机构多次超50人的批量用 工需求，这表明人才短缺是行业性难题。 人才短缺已经成为养老服务业的共 ...

Core Insights - The article highlights the importance of vocational training in enhancing employability for graduates in the healthcare sector, particularly in rehabilitation and elderly care [1][2][3] Group 1: Vocational Training Initiatives - Shaanxi Province has initiated various vocational training programs, including a nursing care training course that has seen participation from over 140 recent graduates [1][2] - The provincial government has reported that over 230,000 individuals have undergone government-subsidized training this year, with more than 13,000 being university graduates [2][3] - The "Skills Illuminate the Future" action plan aims to provide subsidized training for 1 million individuals from 2025 to 2027 [3] Group 2: Impact on Employment - Graduates like Wang Peiwen have successfully transitioned into jobs in rehabilitation therapy due to the skills acquired from vocational training, including psychological care techniques [2] - The training programs are designed to address labor market needs, ensuring that there are skilled workers available for existing job vacancies [3] - The introduction of targeted training for young unemployed individuals, such as drone piloting, demonstrates the adaptability of the training programs to meet emerging job demands [2][3]

Core Insights - The government has initiated specialized training programs for long-term care, creating new job opportunities in the elder care sector, making elder care workers a popular profession [1] Group 1: Training Programs - A new training class for elder care workers has commenced in Wujia Town, Henan Province, consisting of 13 days of theoretical and practical lessons, attracting over 30 local villagers [1] - The training is designed based on market demand, with a noticeable increase in younger participants and male involvement in the elder care industry [5] Group 2: Employment Opportunities - The employment rate for trained elder care workers is very high, with some institutions pre-booking outstanding trainees for future employment [5] - In the first half of the year, over 700 elder care workers have been trained in Luoyang City, with graduates finding jobs in hospitals, elder care facilities, and providing in-home services [7] Group 3: Industry Demand - There is a significant shortage of elder care workers in facilities, with training institutions supplying well-prepared candidates to meet this demand [7] - The local human resources department emphasizes a "two proximity" principle in training, ensuring that training locations and job opportunities are close to each other, addressing both employment needs and staffing shortages in elder care institutions [7]

Core Viewpoint - The release of the document "Opinions on Strengthening the Construction of High-Skilled Talent Teams in the New Era of Civil Affairs" marks a significant step in addressing the shortage of skilled personnel in the civil affairs sector, particularly in response to the aging population and the needs of disabled individuals [1][3]. Group 1: Talent Development and Training - The document aims to enhance the training and development of high-skilled civil affairs personnel, focusing on professions such as elderly care workers and prosthetic fitters, which are crucial in addressing the "silver wave" of aging [1][2]. - It highlights the need for increased training capacity and financial support for vocational education, particularly for elderly care workers, who are currently in high demand but short supply [3][4]. - The document proposes various subsidies for training participants, including vocational training, skills evaluation, and skill enhancement subsidies, with a dynamic assessment mechanism for subsidy standards [3][4]. Group 2: Talent Utilization and Incentives - The document outlines measures to optimize the use of high-skilled civil affairs personnel, encouraging employers to prioritize these individuals for management roles and improving their compensation and benefits [4][5]. - It introduces a new "eight-level" skill classification system to replace the previous "five-level" system, allowing for greater career advancement opportunities for skilled workers [5][6]. - The document supports the establishment of clear professional relationships for high-skilled personnel in the civil affairs sector, facilitating their participation in professional title evaluations [5][6]. Group 3: Implementation and Future Outlook - The civil affairs skilled workforce is recognized as a vital part of the national skilled talent pool, and the implementation of the document is expected to cultivate a high-quality workforce in civil affairs [6]. - The ministry plans to collaborate with local authorities to ensure the effective execution of the document, aiming to foster a new generation of skilled laborers and technical talents in the civil service sector [6].