"Human resources are the first resource for the continuous development of any enterprise. At present, anzhen group is driving on the "expressway" of high-quality transformation and development. Only by constantly building a talent "dream team" can we have the basis and conditions for leapfrog development. " In the key stage of building a well-known comprehensive financial service platform and state-owned capital investment and financing platform in the province, anzhen group has a clear blueprint for human resources work.
Top design: scientific and reasonable setting of "general outline" of talent construction
Everything is done in advance, and if not, it will be abandoned. Since 2018, focusing on the "three-year action plan for the pilot implementation of state-owned capital operating companies" and the "1324" development strategy, anzhen group has gradually implemented four human resource development plans, including "middle and high-level talent introduction plan, business backbone recruitment plan, core personnel training plan, and fresh blood reserve plan", and subdivided the medium and long-term personnel planning and year under the four plans The implementation system of "Trinity" of personnel demand plan and personnel real-time supplement plan promotes the construction of enterprise talent highland.
Anzhen group takes the "strategy of strengthening the enterprise with talents" as an important part of the group's overall strategy to make it clear, and comprehensively promote the construction of various talent teams. In the past five years, the annual demand plan for nearly 100 employees has been completed, laying a solid foundation for the annual recruitment and introduction work, and strongly supporting the implementation of the medium and long-term personnel planning; establishing a timely, flexible and flexible mechanism to supplement the shortage of staff; in accordance with the guidelines of clear authorization of the group and specific implementation of the affiliated enterprises, it is clear that the in-service staff turnover of the affiliated enterprises within the year, and Carry out recruitment and supplement work in accordance with recruitment procedures to ensure the lack and supplement of the company's business personnel in a timely manner.
System first: strengthen the "detailed catalogue" of talent drainage foundation work
The Chinese parasol tree attracts the Phoenix. In order to promote anzhen group's "one body and two wings" strategic layout with quasi financial business as the main body and investment, asset management and other businesses as two wings, and to form a strong attraction for talents at all levels in the regional industry, anzhen group has issued the Interim Measures for the management of recruitment and employment of company employees, the working methods for the selection and appointment of middle-level management personnel, and the working party for training outstanding young personnel It has established a multi-level and multi-channel personnel supplement mode, such as the introduction of high-end talents, the recruitment of business management personnel, and the internship recruitment of reserve personnel.
Open up the external introduction channels of medium and high-end talents. The selection and appointment of middle-level management cadres has been carried out in strict accordance with the relevant national policies, and the standardized, standardized and procedural operation of the selection and appointment of middle-level management cadres has been realized. In recent years, nearly 20 middle-level management cadres have been selected and appointed, including 8 through the "middle and high-level talent introduction plan".
Open and fair, compliance and compliance to carry out staff recruitment work, to ensure that the comprehensive quality of personnel required to meet the company's post and work requirements, in recent years, completed the planned recruitment and recruitment of nearly 90 people.
Explore the mode of "Internship + assessment + employment", try the mode of "Internship first, assessment later, and then employ" in general posts of some affiliated enterprises, replenish "fresh blood", timely reserve post reserve personnel, arrange to receive nearly 30 interns, and employ more than 10 people through post requirements and matching assessment.
Structural optimization: constantly tap the potential and activate the "good resources" of human resources
Build the track and give it to everyone. In order to make full use of human resources and further promote the scientific matching of institutions and posts, the company innovates its thinking and boldly tests the water. It has opened a series of explorations and practices, such as "small center, big platform", upper and lower part-time jobs, construction of reserve talent training pool, post competition, elimination of the last place, labor outsourcing, probation management, etc.
Carry out the management mode of "small center, large platform". In recent years, anzhen group headquarters has always adhered to the functions of "control, supervision, coordination and service", positioning the financial center, risk control center, asset management center and logistics center as functional aggregation work organizations. Through the part-time work of employees in the "four centers", they have forged professional ability, changed management perspective, expanded work vision and simplified organization establishment.
We should break the "seniority" and "water test" post competition mechanism. In 2020, anzhen group and its affiliated enterprises carried out the construction of internal excellent young personnel training base for the first time. A total of 15 current middle-level personnel and reserve young personnel from all over the group entered the training pool. The younger cadre team and the cadre echelon construction are gradually taking shape. Provide a platform for employees who "want to do things, can do things, and can do things" to fully show their personal demeanor, and comprehensively explain their understanding of the competitive position, competition motivation, goal vision, work measures, etc., so as to make talents with both political integrity and ability stand out and provide strong and fresh blood for the development of the company.
Optimize the allocation, smooth personnel can go out of the mechanism. Anzhen group has continuously strengthened the internal and external personnel flow and smooth communication mechanism. In the past five years, there have been 30 personnel exchanges among enterprises within the group, including 4 middle-level and above management cadres. Strictly implement the probation system and internal comprehensive assessment mechanism given by labor laws and regulations to ensure that the personnel are suitable for the post and of high quality. In the past five years, a total of 5 new recruits were terminated due to unqualified probation.