● Research Report on Talent Work (2012-10-31) _ Research Report on Talent Work

Investigation report on cultural talents work in Yiqi

According to the requirements of the Office of the Leading Group for Talent Work in Yiqi County, in order to further strengthen the talent work and team building in the cultural system, the Yiqi Cultural Bureau, in combination with the actual work, made a serious investigation and summary of the current situation, existing problems and ideas of talent work and team building in the future. The relevant investigation report is as follows:

First, the basic situation of the talent team in the cultural system

The cultural system has 185 cadres. Among them, there are 22 administrators, professional technicians 163, and 3 workers and technicians. According to the professional structure, cast members 100, librarians 14, cultural relics protection administrators 12, mass cultural service administrators 27 and cultural law enforcement officers 8.

Second, there is an urgent need for talents.

(1) In order to strengthen the management of cultural relics protection in our flag, it is necessary to openly recruit 10 cultural relics protection management personnel (including 2 cultural relics restoration personnel, 2 cultural relics explanation personnel, 2 cultural relics protection field workers, 2 cultural relics warehouse management personnel and 2 cultural relics GPS positioning camera personnel).

(2) In order to better enrich the cultural performance team, complete all kinds of reception performance tasks and touring performance tasks arranged by the Banner Committee and the government, and ensure that the Banner Ulan Qi Mu can play fine works by people, it is necessary to recruit 26 professional cast members (including dancers 10 (5 men and 5 women) and 4 dramatists (2 men and 2 women) next year. There are 3 instrumental musicians (cello 1, bass 1, accordion 1), 3 vocal musicians (Mongolian singing, folk singing and bel canto singing 1), 2 lighting engineers, 2 dancers and 2 music producers.

(3) The Cultural Bureau needs to recruit 2 secretarial staff, 1 financial staff and 2 drivers.

(4) The Cultural Market Comprehensive Law Enforcement Brigade needs to recruit 16 cultural market law enforcement personnel.

(5) After the cultural center moves to its new location, it needs to recruit 10 people for mass cultural service management (including 2 professionals for intangible cultural heritage protection, 0/person for art professionals, 0/person for music professionals, 0/person for dance professionals, 2 writers and artists, and 0/person for photography and computer technicians).

(6) After the library moves to a new location, it needs to recruit 10 library service managers.

Third, the analysis of the current situation of talent team.

On the whole, the talent team in the cultural system is better in ideological and political qualities such as ideals and beliefs, professionalism and professional ethics. In recent years, great achievements have been made in the development of cultural undertakings and cultural industries. However, there are still some problems in business ability, professional structure, academic qualifications and knowledge structure, which are embodied in:

(A) the age structure of professional and technical personnel fault. The proportion of high-level talents is small, and the age composition of senior and intermediate professional and technical talents is high. Only 2 1 person has the title of subtropical high or above in the whole system, accounting for only 9.4% of the whole system. The conventional training and reserve of talents are insufficient, and a good echelon level has not been formed.

(2) The professional structure of talents is unreasonable. No one has entered the cultural system since 2004. Older, with an average age of about 42 years old, with aging knowledge and backward professional level, a group of young talents with reasonable professional structure and high academic qualifications are urgently needed to meet the needs of work as soon as possible.

(3) The educational background and knowledge structure of talents are low. There are 66 people with technical secondary school education, accounting for 23.9% of the whole system. The knowledge structure is single, and there are few compound talents. Many people only stay at the "professional" level and lack development potential.

Four. Countermeasures and suggestions

(1) Strengthen leadership and change ideas. Establish the concept that talents are the power source of economic and social development at this stage, plan talent work from a strategic height, truly respect knowledge and talents, vigorously cultivate and bring up talents, and attract and retain talents. Establish the modern talent management concept, adjust the talent structure, balance the talent pattern and give full play to the role of talents.

(2) Deepen the assessment mechanism, and form an employment mechanism for the survival of the fittest. Establish and improve the post responsibility system, reform the internal income distribution system of the unit, and the internal income distribution plan should focus on effectively ensuring the realization of the task objectives, which is conducive to attracting and stabilizing talents.

(3) Revitalize human resources, adjust the layout of talents, and give full play to the role of existing talents. First, stabilize, retain and make good use of the existing outstanding talents and key talents, gradually improve the working and living conditions of professional and technical personnel, and care for and care for professional and technical personnel from the aspects of study, work, life and family. The second is to further strengthen on-the-job training, encourage professional and technical personnel to participate in on-the-job training at their own expense, selectively carry out secondary development of existing professional and technical personnel, send personnel to participate in short-term counterpart training courses and invite experts to attend lectures to cultivate and improve the talent team. The third is to introduce an incentive mechanism to activate existing talents, so that the vast number of cultural and artistic professionals have a direction, a goal, motivation, and a good competitive atmosphere and environment to pursue development. The fourth is to solve practical difficulties for professional and technical personnel, actively strive for the title, treatment and position they deserve, ensure that professional and technical personnel with achievements get the treatment they deserve within the system, encourage them to do their jobs well, and achieve more results and good results. Fifth, dare to use young talents boldly, assign them to take responsibility in key positions, stimulate their potential and form a good employment atmosphere. Sixth, reward cultural and artistic achievements and top talents in culture and art, and build a platform for the development of cultural talents.