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国央企人才工作对标一流工作机制

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所属报告：

中智咨询：“十五五”人才队伍建设专刊（122页）.pdf

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1加强常态盘点、对标一流一是盘清战略需求，基于战略发展目标，明确在哪些领域需要人才。二是盘清队伍现状，既要在宏观层面盘清队伍总量、结构，加强行业对标、一流企业对标；也要更加精细化地盘清具体团队、具体人，准确识别和定位具有发展潜力、能够支撑未来战略需要的人才。三是盘清机制水平，对标一流企业机制，分析本企业各项机制的建设情况，找到空白点与不足之处，明确下一步机制优化发力点，有针对性的完善各项体系、标准、流程。 1加强资源整合、机制创新目前企业人才工作的责任主体比较分散，例如在一些企业中，管理人才、科技人才由人力部门负责，技能人才由党建、工会等部门负责，财务、法务等专业人才由各专项部门独立负责，而且培养资源也分散在党校、硕博士点、技能人才实训基地等主体中，人才工作难以形成拳头力量。还需加强统一谋划、协同整合，形成合力。此外，一些企业集团对所属企业管理的行政化思维仍然突出，尤其对科技领军人才的用人权、创新积极性。企业在人才授权松绑、建立分类人才评价机制等方面还要加强改革探索，沉淀形成可推广复制的管理经验，逐步扩大范围。 I加强AI赋能、数智提效人才工作的数字化能力建设日益重要，通过数智化平台建设，可以实现：一是促进各个部门信息协同，将原本分散在各个部门的人才数据进行整合，汇总还原形成人才工作一 ·二是将人才管理运营流程进行标准化，通过将系统统一部署在所属单位，实时做到运营流程监控，全级次提升人才管理的组织能力。三是可以引入现代方法、新模型、新技术等，例如将一流企业人才竞争力、人岗匹配度等模型有机嵌入其中，更加量化、可视化地分析人才现状，驱动业务决策。

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