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[focus on the excellence of the Party Congress to a century] the "ice breaking" of the personnel management system helps the high-quality development of the school

Author: Personnel Department Editor in charge: Source: Personnel Department Date and time: 2021-11-07 20:29:11 Click:

Since the third party congress, the reform of personnel management system in our university has focused on the reform direction of personnel management system of the state and our province, deeply studied and understood the policy guidance, resonated with the reform measures of the Party committee of the University and went together with the same direction, grasped the pulse of future development, established the old and innovated, in order to achieve the goal of "double first-class" construction, under the unified leadership of the school Party committee, We have continuously deepened the reform of personnel management system and carried out the "ice breaking" action.

"Ice breaking" reform measures

1、 Post setting mechanism "breaking ice"

Establish a scientific and reasonable post setting mechanism. In order to effectively allocate human resources and establish and improve the post management system, in accordance with the spirit of relevant documents on post setting management of the state and our province, and in accordance with the spirit of the notice on adjusting and decentralizing the post setting management functions of provincial colleges and universities (HEI she Fa [2014] No. 40) issued by the Provincial Department of human resources and social security and the Provincial Department of education, In 2015, our school issued the "Harbin University of science and technology post setting management and employment implementation plan" (Dang Fa [2015] No. 34), and the post setting work was formally put into practice. The implementation of the principles of setting up posts according to needs, competing for posts, classified evaluation, remuneration based on posts and contract management has gradually realized the transformation from identity management to post management and from fixed employment to contract employment, which has effectively promoted the rational allocation of human resources in our university, improved the number of hostages and the efficiency of employment, and promoted the coordinated development of talent team. Up to now, our school has carried out two rounds of post setting. At present, the second round of post appointment assessment is in progress, and the third round of post employment will be launched in the next stage.

The second round of post appointment assessment was carried out in an orderly manner

2、 "Breaking ice" of institutional reform

The Party committee of the University fully realizes the significance of deepening the reform of public institutions, and earnestly enhances the sense of mission, responsibility and urgency of the reform. In order to comprehensively promote the reform of internal governance, promote the connotative development of the school, improve the management service level of the school, improve the quality and efficiency of work, focus on optimizing the functions of school institutions and actively promote the optimization and reorganization of internal institutions, After careful planning and overall arrangement, the plan for the adjustment of institutions, functions and establishment of Harbin University of Technology (No. 39 [2020]) was discussed and approved in the 128th Standing Committee of the third CPC Committee, and the "three fixed" (function, organization and establishment) plan of Harbin Institute of Technology was publicized and implemented, We have completed the work of "three determinations".

(1) School internal organization and function integration

According to the overall requirements of optimizing the organizational structure, reducing the management level and forming a "broad function" organizational structure, we explored the establishment of a list of administrative authority, straightened out the relationship between government affairs and management, promoted teaching units, party and government management institutions, and directly affiliated units to return to their respective positions, clarified the boundary of responsibilities, overcame the phenomenon of offside, absence and dislocation, and optimized and integrated the internal institutions. There are 16 streamlining internal organizations (52 from the original, 36 at present), accounting for 30.77%, including 4 Party and government management organizations and 12 teaching and directly affiliated units. After "reducing the swelling and slimming" of the internal institutions of the school, the operation efficiency and management efficiency have been improved.

(2) Approved post establishment

According to the requirements of the higher authorities, implement the regulations on the establishment of organizational functions, clarify the functional orientation, and verify the establishment of each unit in accordance with the unit functions and the premise of standardizing the power operation. According to the principle of "reduction, optimization, overall planning and efficiency", the number of posts in each unit should be re verified, the allocation of staff resources should be optimized, the post management should be adhered to, the proportion of all kinds of personnel should be adjusted and controlled reasonably, the number of teachers should be given priority, and the total number of cadres and non teachers should be strictly controlled. At present, there are 2200 professional and technical posts, accounting for 78.32% of the total number of staff. There are 401 management posts, accounting for 14.28% of the total number of staff. There are 208 professional and technical posts, accounting for 7.4% of the total number of staff.

3、 "Breaking ice" of post performance pay reform in school

The school should seize the opportunity of policy regulation and government debt, actively promote the reform of post performance pay and improve the scientific distribution system. We should highlight the core competitive elements such as key achievements and key tasks, make clear that the reform of the distribution system is an incremental reform, adhere to the task-based, quality-oriented, strengthen posts, desalinate identity, and achieve the purpose of determining remuneration by post, matching responsibility and reward, and improving quality and efficiency. Under the guidance of post performance pay reform, the school has shifted its focus to promote the orderly implementation of two-level management. The school will share the reform dividend with all the staff, stabilize and motivate talents through the reform of performance pay, so that those who pay have gains and those who work hard have hope. The school has issued "measures for the implementation of post performance pay reform in schools of Harbin University of science and technology" (Dang Fa [2021] No. 9) and "guiding opinions on post performance salary distribution in schools of Harbin University of science and technology" (CFA [2021] No. 73). At present, all units are formulating the detailed rules for the implementation of the reform and promoting them in an orderly manner. By the end of the year, the staff will taste the fruits of the reform.

Promotion meeting of post performance salary distribution in school

Interpretation meeting on post performance pay policy in some units

4、 "Breaking ice" of talent evaluation system reform

In accordance with the requirements of the national "overall plan for deepening the reform of education evaluation in the new era", the school has accelerated the pace of talent evaluation reform, and carried out systematic design, scientific implementation and key breakthroughs. In the process of evaluation, we should adhere to the main line of establishing morality and cultivating people, and take "breaking the five only" as the guidance. More emphasis is placed on the effectiveness of teaching and educating people, as well as the quality, contribution and influence of landmark achievements. In the process evaluation, the evaluation system is optimized from the evaluation content and index structure design, peer evaluation and teaching achievement evaluation are added to comprehensively measure the actual effect of teachers in the aspects of teachers' ethics, teaching and scientific research. In the design of evaluation index structure, in addition to the general indicators, it also takes into account the personalized requirements of schools, disciplines and specialties, as well as the innovation and uniqueness of teachers, so as to constantly update and improve the comprehensive evaluation standards and methods. Set up a scientific and reasonable evaluation system, stimulate the enthusiasm of teachers to start their own businesses, adapt to the new situation and requirements of the current talent evaluation, pay attention to the evaluation of landmark achievements, make the performance observation points of teachers more multidimensional and rich, and pay more attention to the effect of education, and guide teachers to return to their own work.

Break and stand at the same time

5、 "Ice breaking" of talent introduction policy

In order to promote the strategy of strengthening the university with talents, combined with the actual situation of attracting talents in different colleges and universities, and after sorting out and judging the talent introduction policies of similar colleges and universities both inside and outside the province, the administrative measures for the introduction of outstanding talents of Harbin University of science and Technology (No. 46 [2021] of the Communist Party of China) were revised and issued, which greatly improved the treatment of talents introduced, According to the types of talents introduced, the corresponding treatment has greatly improved the competitiveness of our school in talent introduction, and promoted the quality and quantity of talent introduction. Among them, the school of TT & C technology and communication engineering introduced Wu Qing from Beijing University of Aeronautics and Astronautics to work in Beijing University of Aeronautics and Astronautics according to A-type doctor; The school of materials science and chemical engineering introduced Gong Lige of Harbin Normal University to work in the university according to the B-type doctor.

Wu Qing's palace Pavilion

"Ice breaking" of talent introduction policy

College of economics and management recruits to universities in Northeast China

The personnel department organized some units to go to Changchun for talent recruitment

The personnel department organizes some units to Dalian for talent recruitment

In order to stabilize the talents, we have issued the policy of upgrading the doctoral candidates who have been introduced into our university in the past two years. At the same time, we have also introduced the policy that the leading talents trained by the university can enjoy the corresponding treatment, so that the talents can work at ease. Since 2021, seven doctoral candidates who have won national level projects have been upgraded to category B with additional treatment of 200000-300000 yuan. The follow-up schools will further improve the policy of giving corresponding treatment to in-service teachers to obtain corresponding academic achievements.

Upgrading doctor

Li Chunyang (College of Electrical Engineering) Zhang Kun (University of Science) Shen zuolin (Rongcheng University)

Tong Xin (Mechanical College) Yu Yang (Electrical College) Chen Chen (Computer College) Zhuang Yanli (material and chemical college)

6、 "Breaking the ice" of introducing and training high level talents

The system and mechanism of the school's talent introduction and education has been further improved with remarkable results. In order to accelerate the formation of the "wild goose array pattern" and constantly strengthen the introduction and cultivation of high-level talents, Professor Cai Wei, a national outstanding talent, returned to the school in 2019 to realize the "Phoenix returning to the nest". With him as the responsible person, he established a scientific research team, won the support plan of Heilongjiang Touyan team, and won the honorary title of the 6th national outstanding professional and technical talents in 2021.

Professor Cai Wei, national outstanding professional and technical personnel

Professor Chen Minghua, the backbone member of the "Touyan team", won the National Outstanding Youth Science Fund project, which was the first time that our university was approved as a national level young talent.

Professor Chen Minghua

In 2019, Professor Li Linjun, leader of provincial leading talent echelon and provincial outstanding youth, will be introduced.

Professor Li Linjun, leader of provincial leading talent echelon and Provincial Outstanding Youth

Professor Carmelo Rosales Guzman

In the past five years, the university has added 1 National candidate for the 10 million talent project, 1 candidate for the Longjiang scholar special Professor, 5 young scholars for the Longjiang scholar program, and 3 new leaders of the Heilongjiang provincial leading talent echelon.

Professor Wang Mo Nan, national candidate of the ten million Talents Project

Professor Sun Guanglu, distinguished professor of "Longjiang scholars"

Professor Hu Jun, a young scholar of "Longjiang scholars"

Professor Chen Minghua, a young scholar of "Longjiang scholars"

Professor Li Libo, a young scholar of "Longjiang scholars"

Professor Chi Qingguo, a young scholar of "Longjiang scholars"

Professor Yue Caixu, a young scholar of "Longjiang scholars"

Professor Wang Liping, leader of Heilongjiang provincial leading talent echelon

Professor Xu Jiazhong, leader of Heilongjiang provincial leading talent echelon (right)

The reform of personnel management system is not only a complex project, but also a long-term systematic project. The school will keep pace with the times and continue to promote the "ice breaking" measures. Through the establishment of an effective mechanism, we will fully stimulate the entrepreneurial enthusiasm of all kinds of talents, and carry out the reform to the end. First of all, we should strengthen the establishment of innovation team. According to the needs of the state, Longjiang, the school and the future, we should actively guide the staff of our school to participate in solving the national and local "neck sticking" technical problems in the way of "Corps Combat". Through team building, we encourage the faculty to "group fire" and promote scientific research. This "fire" will burn higher and more vigorously, and finally cast iron will become steel. Secondly, we should start the personnel agency work, improve the employment form of our school, establish a practical employment mechanism, and serve the central work of the school according to the needs of the development of the school. According to the principles of total amount control, setting posts on demand, short-term employment and equal pay for equal work, we should explore more flexible, more competitive and more efficient employment methods to enrich the employment channels of the school, We should continue to improve the quality of work, improve the efficiency of work, and provide human resources for the development of the school.

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