"Starting this month，Jiang Xinchao’s monthly gold medal team leader allowance increased by 3,000 yuan。”February 15th，M88 gameThe head of the human resources department of Hanjiawan Coal Company announced at the pre-shift meeting of the comprehensive excavation team。Just finished speaking，The cadres and workers who participated in the pre-shift meeting all looked at Jiang Xinchao。In recent years，North Shaanxi Mining Company deeply improves the quality and quantity of talents，Continuously optimize the talent structure，Focus on exploration、Cultivation of new productive forces，Promote enterprises to achieve high-quality development。
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The training system uses "chain moves"
Based on the actual situation of the talent team，The company systematically plans the talent team construction and development plan，Scientifically formulate a series of management systems for talent team building，Explore and form a "3-11 ladder tower" high-end talent training system that is consistent with the high-quality development of enterprises。The company first “portraits” high-end talents，To management、Definition of high-end talents with technology and skills，Comprehensive collection to form a talent “portrait” competency model。At the same time，From talent growth to full career life cycle stratification、Classification、Develop 11 professional training implementation plans in detail at different levels，Formed a long-term mechanism for talent growth。
Training and learning to perform "combination punches"
The company adopts "theory + practical operation", "online + offline", "external training + internal introduction" and other methods，Comprehensively improve the overall quality of the talent team。In terms of training content，Increase training efforts to improve the comprehensive quality of all employees，Promote security forensics training in an orderly M88 gamemanner。2023，A total of 58 sessions of evidence collection training for 1,806 people were held，Business training 80 sessions, 3454 people。In training form，Theoretical improvement training that combines existing offline and online methods，There are also practical skills training organized in cooperation with equipment manufacturers and other training bases。Past year，A total of 20 sessions of practical skills training were held for 1,139 people。In terms of improving academic qualifications，With "introduction + exit"、Job competency assessment、School-enterprise cooperation and other methods，Further improve the academic level of employees，The proportion of college education or above increased from 61% to 76%。
The review determined that the "barriers" have been cleared
The company improves the evaluation system、Development skills identification question bank、Compilation of training materials and other methods，Established a professional ability evaluation system and professional and technical title evaluation standards。Strengthen professional ability evaluation，Take multiple measures to improve employee career participation and pass rate，The number of technicians and senior technicians increased from 11 three years ago to 49，The proportion of highly skilled talents increased from 14% to 34%。Standardize the review of professional and technical titles，Pass the standardized mechanism process、Diversified salary incentives and other methods，Strive to improve the professional quality of technical personnel，The number of people with intermediate and above professional titles in the company increased from 232 to 284，22% increase。Company open management、Technical and skill sequence career development channel，38 skilled operators have M88 loginachieved dual-channel career development in technical skills。
Competitive skills improvement begins in the "Challenge Competition"
The company carefully summarizes the competition over the years、Experience in organizing competitions，Established a new talent training model of "competitive skills improvement" based on professional skills competitions at all levels，Cultivation of a large number of highly skilled talents for key positions。At the beginning of every year，The company’s human resources department conducts a system survey，Develop work plans and incentive mechanisms for different stages，Ensure the smooth progress of “competitive skill improvement” work。In recent years，Selected 53 skilled players、21 skills coaches and 12 skills referees participate in various professional skills competitions。Meanwhile，The company establishes a differentiated long-term incentive mechanism，Encourage all types of employees to grow and become talents。2023，The company has won the first prize of the Coal Industry Vocational Skills Competition Group、Second Prize、28 individual awards with a total reward of up to 1.29 million yuan，The maximum personal reward totals more than 70,000 yuan。
Assessment and incentives to create an “ecosystem”
Company Strengthening Skills Master、Chief employee、Chief employee、Employment period assessment and incentive mechanism for gold and silver employees。The "Management Measures for Chief Engineers and Chief Technicians" have been revised and improved twice，Encourage chief talents to overcome difficulties、Innovative breakthrough。Gold and silver medal team leader、District Captain、Technicians passed centralized training、On-site review、Employment period assessment、Subsidy incentives and m88 casinoother methods have cultivated a large number of thoughtful people、There is a way、Responsible production backbone。Give full play to the skills value-added and demonstration leading role of the skill master，Vigorously create a strong atmosphere for talent to strengthen the enterprise。25 chiefs appointed in 2023、Gold and silver employee，obtained 18 utility model patents、Leading or participating in 87 innovation achievements，5 people have been promoted，9 people have been promoted to professional titles or skill levels，13 people participated in academic qualification improvement，Trained a total of 86 apprentices，Won a total of 24 honors including "First Prize in the National Coal Industry Skills Competition", "Gold Medal Team Leader of Shaanxi Coal Group", "Outstanding Communist Party Member of Shaanxi Coal Group"... (Sheng Junfeng)