Water does not jump until it is agitated，People are not excited if they are not excited。In recent years，Sunjiacha Longhua Mining Company gives full m88 casino reviewplay to the "private-operated mechanism、Characteristics of “state-owned quality”，Leave a seal with a stepping stone、Determination to grasp the iron mark，Strongly promote personnel management、Employment、Reform of three distribution systems，Established "can go up and down、Can enter and exit、The "six energy" mechanism that can increase and decrease energy，Exploring new paths for high-quality development of mixed-ownership enterprises、New experience。

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February 24，At the competition meeting for middle-level and grass-roots managers of Sunjiacha Longhua Mining Company，Company Party Committee Secretary、Chairman Gao Jie hopes that all candidates will be full of confidence、Cherish the opportunity、Show yourself、Suggestions and suggestions，The company will open its mind，Ensure suitable personnel and positions、Use it at the right time、Everyone makes the most of their talents。

“I am the last candidate to take the stage，Also the only lesbian in the room。At that time，Calm and composed on the surface，In fact, my heart is in turmoil。" He Fang, who is now appointed as the deputy chief of the training department, said。 

"horse" becomes "horse racing"，This scene is just the company’s “biennial recruitment competition”，An epitome of "reporting work once a year"。As understood，71 people participated in the competition，In the end, 45 people took up management positions，6 of them have cross-appointments，7 backbone people born in the 1980s，2 gold medal team leaders were promoted to deputy captains。 

In order to solidly promote the three system reforms，The company adheres to the "competitive recruitment system + tenure system + contractual" management，The selection and employment model of survival of the fittest has been formed。m88 casinoAccording to statistics，Since the implementation of job competition，A total of 15 people have been adjusted and eliminated，Effectively breaking the traditional concepts of "iron rice bowl" and "life-long tenure" of positions。

Yi Zi Luo Man Revitalization。Who can seize the recruitment opportunity，Whoever can get the development opportunity，In the initial stage of the company's comprehensive promotion of "56311" high-quality development，Competitive recruitment stimulates employees’ endogenous motivation、Motivated the enthusiasm for work，Create a vivid situation of "thousands of horses galloping" for entrepreneurship。

Labor and employment breaks “dead ends” and expands “new channels”

Streamlining the organization、Capable staffing、Expand promotion channels、Strengthen employment management，This is Longhua Mining Company’s talent growth channel、The only magic weapon to stimulate the vitality of talents。

This year，Sunjiacha Longhua Mining Company is really tough，The courage to turn the blade inward，Carry out organizational "downsizing"。Cancelled the internal department settings，The number of company departments has been reduced from 12 to 9，District teams were reduced from 14 to 11，Establish 813 coal mine positions，155 non-coal jobs，Effectively streamlined 25 management and technical positions。 

The company always adheres to the principle of "doing both when you can"、One post, multiple positions、The employment principle of "one job, multiple responsibilities"，Auxiliary positions take the lead in implementing the “354” employment model。Currently，Company Party Branch Secretary and Department Head、District captain achieves normalization，Seven deputy chief engineers of Longhua Coal Mine also serve as department heads。M88 loginThrough the system of contracting work and posts and paying wages，Create a new employment model of "3 people doing 5 people's work and getting 4 people's salary"。

Meanwhile，To further revitalize the internal stock of talents、Promote the construction of skilled talent team，The company issued the "Management Measures for Job Skill Levels" and "Trial Management Measures for the Evaluation and Recruitment of Skilled Talents"，Established 3 career development channels。Currently，A total of 31 outstanding employees have been hired as chief technicians、Senior Technician、Technician、Senior Technician，23 people in management and technical positions choose a path that suits their own development，Position adjustments have been made。

Salary distribution breaks the "big pot" and cuts the "big cake" 

In the past, "good things and bad things were the same"、Do more but do less”，We all eat "big pot rice" together。Now，“For myself，Work hard and work hard” is the common aspiration of employees since the advancement of the three system reforms。

Sunjiacha Longhua Mining Company wants to make a big cake，It’s time to cut the cake again。The company gives full play to the leverage of salary performance，Pass "reward diligence and punish laziness"，Ensure employees get more for their hard work，Increase intrinsic motivation and passion。

The company insists on total wages and output、Profit linked，Output footage accounts for 70%，Profit accounted for 30%。The company must keep its employees informed，We need to share the joys and sorrows with our employees again。2017 to 2021，Per capita income of employees increased by 37.35%，The average annual growth rate reaches 7.47%。

At the same time，The company forms "ratio contribution、Better than paying、The working atmosphere and M88 appbenign guidance mechanism of "benefit-benefit"，Wage distribution is suffering、Dirty、Tired、Risk position tilt。Salary level is based on auxiliary、Second line、First line 1:1.6:2.6 distribution ratio，Guide employees to move towards the front line of mining。

Mid-stream hitting water、The waves contain the flying boat。Facing the new era、New Situation、New request，The development of the company is like sailing against the current，Three system reforms are the key to improving the company’s combat effectiveness，The majority of cadres and workers will strengthen their faith、Pragmatic and hard-working、Forge ahead，Show new achievements，Show new achievements，Strive to promote the enterprise to stride forward on the new journey。(Author: Zhao Qianlong  Editor: Wang Yu)