Zeng Sike, secretary of the Party Committee of Shenzhen Labor and Social Security Bureau, revealed at the press conference that in 2008, the recruitment and adjustment of employees in Shenzhen achieved remarkable results. Nearly 33,000 technical and technical talents have been introduced into the city, of which 42.9% are senior workers or above, and 57. 1% are junior college or above. The number of talents introduced is slightly higher than that in 2007. Zeng Sike said that during the recruitment process, the staff found that there were fewer and fewer talents in Shenzhen who met the recruitment requirements. In order to attract all kinds of talents needed by Shenzhen's social and economic development, in 2009, Shenzhen revised and adjusted its foreign recruitment and transfer policy, adding measures 10.
A new way of personal declaration for new employees
"For 10 personnel who meet the basic conditions for recruiting workers and have paid work-related injury insurance premiums in Shenzhen for more than 2 years (see related links), they can go through the recruitment procedures through the handling agency in their personal capacity." This is the biggest highlight of Shenzhen's job transfer policy this year. The reporter learned that at present, the recruitment of employees in Shenzhen is mainly handled by the enterprises where the employees are located. Some enterprises regard entering Shenzhen as an incentive measure for enterprises, and conduct "seniority" within enterprises, which makes it impossible for some people who meet the conditions for the introduction of skilled talents in Shenzhen to settle in Shenzhen and restricts the introduction of skilled talents. Li Zhuo, director of the Human Resources Management Department of Shenzhen Labor and Social Security Bureau, said that considering the social nature of talents, allowing highly skilled talents who meet the urgent needs of Shenzhen's social and economic development to go through the recruitment and transfer procedures through intermediary agencies in their personal capacity without the signature and seal of the employer will break through the bottleneck of introducing skilled talents with enterprises as the single subject. However, the personnel to be recruited must meet the basic requirements for recruitment, have stable employment in Shenzhen, and pass the physical examination in the designated hospital.
In order to actively and steadily promote this work, the Shenzhen Municipal Labor and Social Security Department has carefully studied and solicited opinions extensively. At present, only the Shenzhen Employment Center is allowed to handle the recruitment and transfer procedures in its personal capacity, and it is determined that the Second People's Hospital and the Fourth People's Hospital (Futian District People's Hospital) will undertake the medical examination. Individual application for job transfer in Shenzhen will be officially launched on March 10, when the labor and social security department will announce the specific processing requirements and procedures in detail.
Full-time graduates of ordinary colleges and universities in general higher education are exempt from technical skill level examinations.
In the past, college graduates who wanted to transfer to Shenzhen had to obtain a vocational qualification certificate above the intermediate level or a professional technical title above the intermediate level. Starting from this year, Shenzhen's employment transfer policy has added a new regulation that "full-time graduates of ordinary colleges and universities are exempt from taking the technical skill level examination", allowing those who have full-time college education and have paid work-related injury insurance premiums in Shenzhen for more than two years to enter Shenzhen through approval.
Zeng Sike said that it is considered to exempt college graduates from taking the technical skill level examination because they have passed the national college entrance examination and are college graduates of full-time general higher education. On the one hand, full-time education is more formal, the gold content of diplomas is higher, and the employment rate of graduates is relatively high; On the other hand, it is required to meet the basic conditions for recruiting employees, work in Shenzhen and pay work-related injury insurance premiums for more than 2 years. Such employees are also considered to have certain employment competitiveness and are stable employees.
The number and grade of recruitment and adjustment positions in the new year.
This year's job transfer policy reorganizes the types of vocational qualification certificates according to the occupational classification ceremony, and further taps the potential of vocational skill appraisal and evaluation of pillar industries and advantageous traditional industries according to the actual situation in Shenzhen, actively cooperates with the development of high-end service industry and the requirements of "design capital", and strives to expand the scope of vocational skill evaluation of the tertiary industry, adding 17 types of vocational qualification certificates. Such as commodity preservation staff, jewelry salesmen, artists, animators and so on. , involving the increase of intermediate workers 19, senior workers 18 and technicians 7.
Increase urgently needed positions and expand the scope of grades.
This year, on the basis of 15 urgently needed technicians or senior technicians determined by the recruitment adjustment policy in 2008, Shenzhen has further increased the number of urgently needed positions and extended the urgently needed positions to senior and intermediate workers in combination with the needs of the development of four pillar industries and six advantageous traditional industries in Shenzhen. In 2009, there were 23 intermediate workers 10, 23 senior workers, 3 technicians, and 3 senior technicians 1, which increased the number of urgently needed positions in 2009 to 27, involving intermediate workers 10, 23 senior workers, and technicians1.
The new policy of "changing rural areas to non-rural areas" is in short supply and urgently needs Chinese workers.
In order to further strengthen the work of outstanding migrant workers, on the basis of the previous policy that senior workers and above in Shenzhen can directly go through the formalities of "turning from agriculture to non-agriculture", a new policy of "turning from agriculture to non-agriculture" is added to middle-level workers who have paid work-related injury insurance premiums in Shenzhen for more than two years and are in short supply of pillar industries and advantageous traditional industries in Shenzhen. This can further mobilize the enthusiasm of the vast number of migrant workers to learn technical skills and strive to become talents.
A new mode of skill level test for newly added skilled talents
For those talents who are not included in the assessment scope of vocational qualification certificate, but are in urgent need of evaluation and introduction in Shenzhen's social and economic development, a skill level test will be organized according to the level equivalent to that of intermediate workers, and those who pass the test can go through the formalities of recruiting and transferring households within 2 years. Skill level examination makes up for the narrow range of vocational qualification certificates, broadens the evaluation channels of skilled personnel and further improves the evaluation system of skilled personnel.