5 sample self-examination reports on employment

#report# Introduction In our current society, everyone has gradually realized the importance of reports, and they have certain skills in writing. The following is a sample employment self-examination report, welcome to read!

1. Sample employment self-examination report

According to the "Notice on Implementing the Special Vocational Training Plan in 20xx" issued by the Provincial Department of Human Resources and Social Security, the Provincial Development and Reform Commission, and the Provincial Department of Finance " and the Provincial Department of Human Resources and Social Security and the Provincial Department of Finance's "Notice on Strengthening the Quality Management of Skills Training for Migrant Workers from Agricultural and Pastoral Areas" document requirements, our center carefully conducted a self-inspection item by item, and now briefly summarizes the self-inspection situation The report is as follows:

1. Work Review

Since its establishment in 2006, the xx County Labor and Employment Training Center has taken improving the quality of workers and promoting their employment as its guiding ideology and actively Implement the policy of "adjusting layout, raising levels, highlighting characteristics, and serving employment", optimize the structure, adhere to the training concept of "effectiveness and practicality", take the market's talent demand as the main direction of training work, rationally allocate training resources, and provide guidance to superiors Under the specific guidance of the business authorities, we actively carry out various skills training. After five years of development, an employment and reemployment training system focusing on engraving, handicraft production, entrepreneurship and pre-job training has gradually been formed. The training work has shown good results. development trend.

2. In terms of running schools according to law

Strictly follow the training qualifications and approved school running levels and types of work, cooperate with professional skills training schools, standardize procedures and processes, and closely conduct Based on the actual situation of rural labor resources and needs in our county, we formulated detailed training plans and teaching plans, determined training locations, internship sites, teaching materials, hired professional teachers, formulated various rules and regulations for training, and implemented all aspects of training in detail. Ensure that the training work is carried out in an orderly manner and ensure the successful completion of the training tasks undertaken in recent years.

3. Rules and Regulations, Teacher Team and Teaching Management

In the five years of running the school, in order to ensure that all training work is implemented in place, our training center has formulated a relatively complete Rules and regulations mainly include: training attendance system, training class classroom rules, financial management, file management, teaching assessment, vocational education and training development plan and related rules and regulations, establish and improve the teaching staff construction management mechanism, formulate detailed teaching plans, and strive to The process is supervised from the source, and the teaching staff carefully prepares teaching materials and carefully prepares lessons. Make every class achieve the desired results. After the training class is over, the teaching quality will be checked and the students' learning performance will be assessed so that the students can master laws and regulations so that each student has independent operating skills and achieves the expected training effect. A stable teaching team with full-time teachers as the backbone and part-time teachers as the main body has been gradually established. The center currently has eight staff members, including four professional teachers with solid theoretical and practical foundations. In order to effectively improve the quality of training, insist on having training goals, teaching plans, and assessment standards, and in accordance with the principles of unified vocational training conditions, unified organization of training, unified examination management, and unified certificate management, a formula is formulated before each class Careful training syllabus and teaching plan, clear teaching content, time and requirements, collecting suggestions and timely feedback from teachers and students during the teaching process, and regularly developing teaching quality evaluation inspections. At the end of each year, follow-up visits are provided to trainees to improve training effectiveness. In terms of student management, the center has formulated corresponding management measures from student enrollment to graduation. It is achieved that training personnel are registered for admission, attendance is taken during class, performance is assessed, graduation is registered, employment is guaranteed, student files are established uniformly, and computerized management is implemented.

IV. Financial management and bidding

All funds are used in strict accordance with relevant financial management regulations, and efforts are made to achieve standardized management, strict operation, reasonable and effective use of funds, and procedures. It is legal, and the standards, objects, and scope of use are clear to ensure the safe and effective operation of various funds. The bidding materials submitted during the bidding process are consistent with the actual situation of the center, and the total number of bids specified for the year has not been exceeded during the bidding process. During the training process, we strictly trained on quality management and established a special quality supervision and inspection leading group. During the training process, more than 30% of the trainees filled in the feedback form, and the quality supervision leading group filled in the training opinions. All opinions were compiled in the training Declaration information ensures the readability and checkability of the information.

5. Social Effects

In order to realize the gradual transformation of our county’s labor-based export to skill-based export, our county’s training center has given full play to its overall advantages in labor employment and training. Taking advantage of the flexibility and adaptability of employment training, the company held more than 60 training courses, training 1,799 people of all types, and the training pass rate reached 98%. In order to effectively improve the employment skills of all types of people and enhance employment Make positive contributions to competitiveness and increasing labor economy income.

6. Existing problems and corrective measures

Over the past year, our center’s training work has achieved certain results, but there are also shortcomings. First, the theory is not connected enough with practice and the training subjects are limited. Second, there is a lack of bilingual teaching staff. In response to the above problems, our center: First, we will further improve the training methods and content to improve the effectiveness of the training; second, we will strengthen the training of the teaching staff and the training of bilingual teachers to improve their professional level and teaching level so that the trainees can understand and use the information. good.

In short, under the correct leadership of the superior business department, our center strictly followed the spirit and requirements of provincial and municipal documents, strengthened management, strengthened measures, and standardized procedures. The training work has achieved positive results. In the next step of training work , our center will carefully identify deficiencies, actively expand training areas, enrich training forms, and constantly enrich training content, so as to bring the training work to a new level and make its own contribution to the development of the county economy.

2. Sample self-examination report on employment work

1. Work progress and results

In order to speed up the pace of poverty alleviation for the poor and improve the ability of the poor labor force to find employment and start a business, To consolidate the results of poverty alleviation, our town implemented the “Five Major Projects” to boost poverty alleviation.

1. Encourage transfer of employment. Free employment information, policy consultation, career introduction, special recruitment and other employment services are provided. Those who sign a labor contract with the employer for no less than one year will be given a job search subsidy of 500 yuan, and those who have been stably employed for more than 3 months will be given a living allowance of 20xx yuan, and Transportation subsidy is 100 yuan within the county, 300 yuan within the province, and 500 yuan outside the province.

2. Provide free skills training and provide each person with a living and transportation subsidy of 50 yuan.

3. Poor laborers who can participate in entrepreneurship training for free and successfully start their own businesses will be provided with entrepreneurial guaranteed loan support of no more than 100,000 yuan if they meet the conditions. Those who establish small and micro enterprises and engage in self-employment will be given a start-up subsidy of 3,000 yuan if they meet the conditions.

4. Priority will be given to public welfare resettlement. For the "have-not-three-have" poor labor force who have the ability to work, are unable to leave their hometown, have no job to support, and are unable to escape poverty, etc., which are the most difficult to find employment, we will vigorously develop special public welfare positions and resettle them, with a monthly subsidy of no more than 600 per person. Yuan. Since the second half of 20xx, our town has developed 28 new public welfare special posts and renewed 52 cleaning staff. 1 new person added. Develop public welfare special posts for 2 people, each with a monthly subsidy of 1,600 yuan. As of the first half of 20xx, our town plans to implement and arrange 83 public welfare positions.

5. Support various enterprises to absorb poor labor force. For qualified employment poverty alleviation bases (identified by the Ministry of Human Resources and Social Security), every time a poor labor force is employed and a labor contract of more than one year is signed, policy funding subsidies will be provided.

II. Problems

1. Some poor laborers are not familiar with employment and entrepreneurship policies and do not enjoy relevant subsidy policies and services, which affects the enthusiasm of the poor laborers for employment and entrepreneurship.

2. There were omissions in the daily management of public welfare positions. The superior department found out that one household had two posts and one person had multiple posts. After timely correction, the employees were dismissed.

3. Next steps

1. Increase policy publicity. Organize capable forces to enter villages and households in a timely manner, and do a good job in publicizing relevant policies through publicity and attention to WeChat public accounts, hanging banners, posting posters, and distributing employment information manuals to ensure that poor households in our town who are capable of working have timely access to relevant information and help Poverty alleviation.

2. Strengthen the supervision and training of staff working in public welfare positions. Formulate the "Jiyi Town Public Welfare Post Work Management Measures" to clarify the requirements and work details to ensure the smooth development of public welfare post work.

3. Sample self-examination report on employment work

In order to effectively implement the preferential employment and entrepreneurship policies for college graduates, the County Human Resources and Social Security Bureau adopts the principle of “promoting publicity, focusing on practical results, and focusing on implementation. "As the center, the employment and entrepreneurship work for college graduates has been carried out in an all-round way. The implementation status is now reported as follows:

1. Encourage small and micro enterprises to absorb employment

Small, medium and micro enterprises are among the new jobs. Those who recruit college graduates within 2 years of graduation, sign labor contracts with them for more than one year and pay social insurance premiums as required, can be given a one-time new employment subsidy of 1,000 yuan for each college graduate recruited, and at the same time Social insurance subsidies for the corresponding labor contract period can be provided.

With the support of policies, the two enterprises, Addressing and Printing, have recruited 45 new college graduates and paid social insurance. The Bureau of Human Resources and Social Security is handling corresponding subsidy procedures for the enterprises.

2. Encourage college graduates to start their own businesses

If college graduates start their own businesses within 2 years of graduation, obtain a business license for the first time and operate stably for more than 6 months, each person can be given 5,000 A one-time start-up subsidy of RMB 10,000. For small and micro enterprises established by entrepreneurs for the first time, if they rent business premises and shops within 3 years of establishment, they can be provided with a venue rental subsidy of 20xx-3000 yuan per year for no more than 3 years.

With the support of policies, 9 college graduates have been helped to start their own businesses.

3. Develop public welfare positions

The Bureau of Human Resources and Social Security actively contacts enterprises and institutions to develop positions such as cleaning, green protection, and assistant coordinators. The township labor and social security stations have recruited 40 new college graduates and paid for their work-related injury, medical and pension insurance.

4. Actively publicize and change college graduates’ career choices

Actively carry out the “Publicity Month” activities, regularly organize commissioners to go to the countryside for publicity, and use media such as radio, radio stations, and village bulletin boards , fully publicize preferential policies such as corporate employment, skills training, and entrepreneurial subsidies, and at the same time, change the career selection concepts of college graduates and provide a broader employment field for college graduates.

4. Employment self-examination report sample

Hunan Industry and Trade Technician College was founded in 1958 and is located in the Vocational Education University Town of Yunlong Demonstration Zone, Zhuzhou. It is a higher vocational college whose main goal is to cultivate highly skilled talents. The college has five teaching departments including the Department of Modern Manufacturing Engineering, Department of Electrical Engineering, Department of Mechanical Engineering, Department of Decoration Engineering, and Department of Economics and Trade Logistics. It offers 22 majors and has formed a model major including CNC, mold, electromechanical, and welding. Backbone professional groups and new professional groups featuring interior decoration design, e-commerce, industrial robots and 3D printing. In recent years, the college has focused on developing high employment advantages into high-quality employment advantages, and has established in-depth cooperative relationships with well-known large enterprises such as CRRC, AVIC, Zoomlion, Gree Electric, Yuanda Group, BAIC Motor, GAC FCA, etc. Qualified graduates can achieve high-quality employment.

In order to further improve the standardization, effectiveness and safety of the use and management of our hospital’s employment special funds and ensure that various employment subsidy policies are implemented in place, in accordance with the requirements of relevant documents of the Municipal Human Resources and Social Security Bureau and the Finance Bureau, we are now The use and management of special employment funds from 20xx to 20xx have been carefully and comprehensively self-examined, and the situation is now reported as follows:

1. Fund income and expenditure:

1. Provincial revenue in 20xx A total of 2.5 million yuan has been allocated from the provincial fiscal budget to build basic capacity building funds for the training of high-skilled talents at the provincial level. In 20xx, the capital expenditure for the basic capacity building of provincial-level high-skilled personnel training reached 2.72 million yuan. This expenditure was mainly used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development.

2. For the basic capacity building of provincial high-skilled personnel training in 20xx, the provincial fiscal subsidy is 5 million yuan; of which, the expenditure for the basic capacity building of provincial high-skilled personnel training in 20xx is 3.8911 million yuan. This expenditure Used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development in 20xx. The project construction has not yet expired. As of January to March 20xx, the expenditure was 151,400 yuan, and the total expenditure reached 4.0425 million yuan, with a balance of 957,500 yuan.

3. In 20xx, the basic capacity building for municipal high-skilled talent training received a municipal financial subsidy of 1 million yuan. In 20xx, the expenditure on basic capacity building for municipal high-skilled personnel training was 1.2823 million yuan. This expenditure was used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development in 20xx. .

4. In 20xx, the city-level basic capacity building for high-skilled talent training received a municipal financial subsidy of 1.3 million yuan. In 20xx, the expenditure on basic capacity building for municipal-level high-skilled talent training was 1.2905 million yuan. This expenditure was used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development in 20xx. , with a balance of 9,500 yuan.

5. In 20xx, the basic capacity building for municipal high-skilled talent training received a municipal financial subsidy of 1 million yuan. This expenditure is used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development in 20xx. This section is allocated for 20xx. The construction period is in 20xx. As of January to March 20xx, 339,800 yuan has been spent, leaving a balance of 660,200 yuan.

6. In 20xx, the provincial budget allocated 300,000 yuan for special fund subsidies for high-quality majors, and the expenditure reached 435,700 yuan. This expenditure was used for the talent training model, curriculum system construction, and teaching in 20xx. Resource construction and construction of internship training conditions.

7. In 20xx, the provincial government provided a special fund subsidy for high-quality majors, with a provincial financial subsidy of 600,000 yuan, and an expenditure of 768,300 yuan. This expenditure was used for the talent training model, curriculum system construction, and teaching resource construction in 20xx. and the construction of practical training conditions.

8. In 20xx, the provincial government provided a special fund subsidy for high-quality majors, with a provincial financial subsidy of 600,000 yuan, and an expenditure of 505,700 yuan. This expenditure was used for the talent training model, curriculum system construction, and teaching resource construction in 20xx. In terms of construction and internship training conditions, there is a balance of 94,300 yuan. The CNC milling major is still under construction.

9. Municipal financial subsidies for employment training in 20xx-20xx are 1.7174 million yuan, 1.114 million yuan and 320.3 million yuan respectively. This expenditure is used for the purchase, renovation and maintenance of training facilities and equipment, practical training consumables, teacher improvement training, curriculum setting and teaching material development in 20xx-20xx.

To sum up, in 20xx-20xx, provincial fiscal subsidies for employment special funds totaled 6.20 million yuan, municipal fiscal subsidies *** totaled 6.4517 million yuan, and provincial fiscal budget arrangements** *Total 2.80 million yuan. The total employment special fund expenditure from 20xx to 20xx is 14.0453 million yuan. The balance is 1.4064 million yuan. In 20xx, it will still be a high-skilled talent training base and a period of quality professional construction.

Judging from the self-examination, the leaders of the college are highly responsible, conscientiously organize and implement the project planning, design and preparation work, and regulate the management and use of special funds. The special funds provide support for the cultivation of high-skilled talents in our hospital and make positive contributions to the training of high-skilled talents.

2. Problems:

1. The implementation of project budgets is not standardized enough, and the preliminary work preparations for some projects are not sufficient.

2. The project fund budget is not complete enough, and some funds are not included in the budget.

3. The system still needs to be further improved, and supervision can be strengthened.

3. Corrective measures:

1. Improve the assessment mechanism for the use of budget items and special funds.

2. Strictly implement budget and strengthen budget supervision and management.

3. Prepare projects scientifically and rationally, continuously improve the project demonstration, review, and approval procedures, and do a good job in the preliminary work of the project.

4. Strengthen supervision and improve the efficiency of fund use.

5. Sample self-examination report on employment work

1. Raise awareness and strive to achieve the three goals

With the arrival of the popularization stage of higher education in our country, college students Employment difficulties have become a matter of close concern to the government, society, schools, families and students themselves. The State Council has issued a series of important documents on the employment of graduates, which reflects the great importance the country attaches to the employment of graduates. Our school is implementing In the spirit of superior documents, we implement the work requirements of the Provincial Department of Education, clarify the basis of employment goals, and regard improving students’ employability, employment quality and graduate employment rate as the core work of the school’s implementation of the Three Represents. In terms of mechanisms, systems, and In terms of investment, three things should be done in place.

(1) The working mechanism is in place to provide good institutional guarantee for employment work

Since the establishment of the school in XX, an employment office has been established and equipped with a capable and efficient The ratio of full-time employment staff to graduates has exceeded the Ministry of Education’s requirement of at least one full-time employment staff for every 500 graduates. The school has also specially formed a graduate employment leadership group. The working group is composed of college leaders and heads of relevant departments. The dean serves as the team leader and is responsible for leadership, coordination, research and deployment of student employment work throughout the school. Each department is led by the general branch secretary of the department, and is equipped with counselors, class teachers, etc. to coordinate the employment of graduates. The school links the employment status of graduates with student work evaluation, professional discipline construction, and enrollment scale, forming a positive employment working mechanism that is led by the school, based on the department, and supported by the disciplines and majors, with full participation and full participation. , In addition, a career guidance teaching and research office has been established, which is responsible for the career guidance teaching of the entire college and provides daily employment guidance and services to students.

(2) Rules and regulations are in place to provide institutional guarantees for employment work

In order to further increase awareness of the importance of employment work, the school holds a special meeting to strengthen employment work every year. The main persons in charge of each agency, department head, and director of the Student Affairs Office are also required to attend the meeting. The meeting mainly analyzed the current employment situation, understood the importance and urgency of graduate employment from a strategic perspective, and discussed and studied our school's employment strategies while implementing the spirit of national employment documents. In order to make the employment work rule-based, our school has successively issued rules and regulations such as the "Responsibilities of the Employment Office", "Relevant Regulations on Graduate Employment Work", "Measures for the Management of Graduate Employment Agreements", "Admissions and Employment Assessment Measures". The formulation of these rules and regulations provides institutional guarantee for our school to carry out employment work in a standardized and orderly manner.

(3) Facility funds are in place to provide material support for employment work

In order to ensure the smooth development of employment work, the school has equipped the employment department with good facilities in accordance with the requirements of relevant documents of the Department of Education. office conditions. It has offices, consultation and guidance rooms, archives and other office spaces. The full-time staff has one computer, and it is also equipped with 3 fax and copy functions, 4 printers, 8 direct-dial telephones and other hardware equipment. The school also has a computer room for graduates’ employment information inquiry to meet the needs of graduates’ employment information inquiry and online job hunting. The investment in employment work funds has increased year by year and has been given priority. In the past three years, the school’s expenditure on funds has been no less than 1% of the school’s total annual tuition fees, which has greatly ensured the material, human and financial resources for the employment of our school graduates. needs.

2. Strengthen construction and achieve high-quality employment services

(1) Strengthen the construction of the employment team. The management of the employment work team is not only an important responsibility of the employment department, but also an important part of the construction of the school’s teaching staff. After years of practice and exploration, our school has gradually established a professional, professional and expert employment team. . The Employment Department currently has 11 full-time employment staff, including 3 graduate students, and most of the rest have undergraduate degrees or above. Most of the full-time staff are senior staff who have been engaged in employment work for many years and have rich work experience. At the same time, the school has also extensively selected and recruited some outstanding teachers who have been engaged in student management or ideological and political education for many years as part-time employment guidance teachers to strengthen employment guidance teaching.

The school attaches great importance to the training of full-time employment personnel and has incorporated the training of full-time employment personnel into the school's teacher training plan to encourage them to continue their studies. At the same time, employment guidance teachers are ensured that they enjoy the corresponding benefits of teaching staff in terms of professional title evaluation and teaching allowance payment. treatment.

(2) Strengthen employment information management. The first is to strengthen the basic construction of the information network, promptly publish employment information, employment policies and provide employment guidance on the campus network; the second is to rely on alumni to collect information extensively; the third is to adopt the method of going out and inviting in, and extensively contact all walks of life. Expand the sources of information; the fourth is to analyze, screen, and organize the various types of information collected to improve the effectiveness, pertinence and practicality of the information; the fifth is to increase the publicity of information and deliver employment information to the public in a timely, accurate and fast manner. every graduate.

(3) Clarify responsibility goals to ensure students’ smooth employment. At the end of each year, the school will formulate new overall employment goals based on the implementation of the employment goals of the previous year. Then break down the overall employment goals to various departments or individuals. If the school requires the employment rate of graduates to reach over 90% in recent years, the Employment Department and relevant departments will formulate specific implementation plans and carry out work with this goal. After the goals are clear, detailed operability assessment methods will be formulated. For units that fail to reach the target, in addition to being disqualified from being evaluated for excellence and being ranked first, the main person in charge will be held accountable, their qualifications for being evaluated for excellence and being ranked first for that year will be cancelled, and performance wages will be deducted. Specific staff members who fail the assessment will be treated equally.

(4) Persist in providing employment services. Our school's employment education, guidance, and management are all based on solving practical difficulties in graduate employment and providing comprehensive and high-quality services as the starting point and goal.

First, serve the main employment entities—students and employers. We are sincerely affectionate towards employers and regard them as God. Regardless of the level of the unit or the quality of the region, we will truly introduce the students' situations and try our best to let the employers select the graduates they like. For students, our school has always attached great importance to the employment service work for graduates. The school’s slogan for employment service work is “thinking about what graduates want, thinking about what graduates need; everything for graduates, for all graduates.” . In terms of specific practices, he proposed the "Three Careers" policy, that is, caring about the employment of graduates ideologically; caring about the employment of graduates emotionally; caring about the employment of graduates in terms of policy, especially supporting some families with poor families and disabled people. In order to help graduates find more satisfactory jobs, our school actively prepares and holds high-quality supply and demand meetings to improve the employment rate and employment quality of school graduates.

The second is to provide good services to the school. The graduate employment guidance department truly reflects the window between the school and society. The Admissions and Employment Guidance Department of our school also makes full use of this window function to actively carry out talent demand research and forecasting, graduate tracking surveys and other surveys to provide decision-making basis for the school's professional structure adjustment, curriculum design, talent training and teaching staff construction. In addition, our school also vigorously cooperates with the Provincial Employment Guidance Center to carry out employment inspection and employment statistics. In recent years, our school has been able to promptly report various data and organize personnel to participate in various employment conferences in accordance with the requirements of the Provincial Employment Guidance Center. Basically no mistakes or no-shows.

3. Broaden channels and strive for good employment results for graduates

In employment work, we must pay attention to two job markets: the tangible job market and the invisible market. To build a tangible market, we adopt the working method of "go out, invite in", "go out" to promote our school and our graduates; "please come in" to learn about our school and select our graduates. There are seven specific measures: First, actively invite employers to our school to participate in graduate supply and demand meetings; second, send letters to employers to collect information on graduates’ employment needs; third, send people to participate in various employment coordination meetings to obtain employment information ; The fourth is to be led by graduate employment staff to organize graduates to participate in various supply and demand meetings to collect employment information; the fifth is to send people to visit major talent markets across the country to establish long-term cooperative relationships; the sixth is to mobilize the enthusiasm of all faculty and staff in the school , help students recommend jobs; seventh, learn about employer information by contacting alumni.

Measuring the degree of tangible market development of a school mainly depends on the holding of the school’s supply and demand meeting.

In order to ensure the actual effect of the supply and demand meeting, our school's supply and demand meeting mainly takes the form of small, scattered, flexible and diverse, in addition to the annual large-scale supply and demand meeting of the whole school. We are careful about any supply and demand meeting. Arrange and carefully organize to ensure the complete success of every supply and demand meeting. In the past three years, we have visited the Yangtze River Delta, the Pearl River Delta and other places as well as various cities (states) in xx province to understand the needs of graduates, strengthen contact with employers, and open up the job market for our school graduates. We receive many employers every year. There are less than 300 employers. In 20xx and 20xx, 308 and 420 employers came to our school to participate in the supply and demand meeting respectively. The positions provided were: 4000 and 5800 respectively. In 20xx, due to the regulation of real estate companies, the number of positions decreased. Due to the success of the supply and demand meeting, news media such as xx Provincial Education TV Station, xx TV Station, and xx Daily also conducted interviews with our school.

The invisible job market means building a fast information network to provide graduates with good employment information services. We use our school's existing campus network and links to the Provincial Employment Guidance Center website. A well-functioning graduate employment information network and a comprehensive graduate information database have been established. Graduate employment information can be checked at any time, and a dedicated person is assigned to be responsible for strict control and timely updating. In order to allow the majority of graduates to understand social demand information in a timely manner and obtain employment information more directly and economically. Ensure the reliability and timeliness of information to prevent students from being deceived.

IV. Innovate concepts and achieve good results in employment guidance work

Employment guidance is the core content of employment guidance for college graduates. For this reason, we have put forward the "humanistic concept" of employment guidance. The work idea is to make the enterprise more standardized, systematized in content, diversified in form, modernized in facilities, and fully oriented in the process. The specific methods are as follows:

(1) Highlight the main channel and combine comprehensive education with individual guidance

Employment guidance classes have always been the main channel for employment guidance in colleges and universities. Currently, our school has The career guidance course is included in the teaching plan as a compulsory course, with a total of 36 hours of classes. Classes are taught by experienced teachers who have been engaged in employment guidance for many years. The teaching of employment guidance courses has also been reformed and the modular teaching method has been implemented. Judging from the attendance of classes, the attendance rate of graduates is more than 90%, which is generally welcomed. The results achieved are very obvious. In order to make the employment guidance class not just a formality, the Employment Guidance Teaching and Research Office implements the teaching tasks to the people, requiring teachers to be familiar with the employment situation and employment policies, carefully prepare lessons, and carefully organize teaching according to the syllabus. At the same time, teachers are actively encouraged to actively carry out scientific research work. In the past two years, the Employment Guidance Teaching and Research Office has applied for a provincial-level project and a college-level project, and published no less than 3 employment-related papers. In order to strengthen individual guidance and consultation, we help graduates solve specific problems in job search and career selection according to individual conditions. The school requires counselors or head teachers to understand the actual thinking of graduates in a timely manner and help solve specific difficulties.

(2) Carry out employment guidance in multiple forms, multiple channels and at multiple levels

In addition to providing good employment guidance classes for graduates, the school also takes the form of special lectures and uses various publicity media to Provide education and guidance to all students to improve students’ ideological understanding and guide graduates’ employment.

1. The Teaching and Research Office will arrange for full-time employment staff to provide regular employment consultation or guidance to graduates on employment-related issues after school hours, and provide graduates with the latest employment policies and employment information in a timely manner.

2. Use campus websites and employment bulletin boards to facilitate and strengthen graduate employment guidance. Our school's campus website has columns such as graduate employment guidance, employment information, employment policies, etc., as a way to provide employment guidance to graduates.

3. Organize employment lectures and excellent graduate report meetings. In order to strengthen graduation employment guidance, we will also strengthen employment guidance by inviting employment guidance experts or business professionals to the school to give employment lectures, or by organizing outstanding graduate representatives to give reports to junior students before graduates leave school.

5. Existing Problems and Difficulties

Through self-examination and self-evaluation, we feel that the school graduates’ employment work has made some achievements under the guidance and care of the school’s employment office. However, there is still a certain distance from the school's requirements, and there are still certain weak links in the work.

The main manifestations are as follows:

1. The current competitive pressure in the job market, coupled with the state’s regulatory restrictions on real estate, means that society can provide very few jobs in various majors that are in demand. Students are often rejected when applying for jobs, and they are more frustrated. Too many, resulting in a lack of courage to apply for jobs.

2. Gender discrimination is still very serious in society. Most units refuse to recruit girls for positions, which makes it more difficult for female graduates of our school to find employment.

3. Students’ employment concepts still need to be liberated. For example, students long for employment in big cities and are unwilling to find jobs in local or remote counties. Although some employers require graduates from our school, many students are unwilling to go because they are far away from the city. Moreover, due to the long distance, it is inconvenient for students to go for internship inspections, which narrows the scope of choices.

4. Most of our school graduates come from rural areas, and their families have financial difficulties. They do not have enough financial resources to support individuals to participate in job fairs or interviews across the country, which also brings considerable resistance to employment. In the past few years, under the correct leadership of the Provincial Department of Education and the joint efforts of all staff, our school’s graduate employment work has accumulated some experience and achieved certain results, but we also deeply realize that Due to some subjective and objective constraints, our work still has some gaps between the requirements of superior leaders and the requirements of the new employment situation for graduates. In the future work, we will continue to work hard, reform and innovate, and work hard to achieve full employment of our school graduates!