In recent years, various localities have actively explored and vigorously advanced the building of a new-era construction industry workforce, focusing on promoting the transformation of migrant workers into new-era construction industry workers and improving the real-name management of construction workers, achieving positive results. In January of this year, the Ministry of Housing and Urban-Rural Development issued a list of replicable experiences and practices for cultivating new-era construction industry workers (first batch), for localities to study and draw on in light of their actual conditions.

In promoting the transformation of migrant workers into new-era construction industry workers: First, cultivating one's own industry workers. Chongqing encourages construction enterprises to cultivate "own workers," and Shaanxi Province encourages enterprises of different scales to establish their own construction labor service companies, team leader and industry worker pools. Second, guiding the transformation and development of labor service enterprises. Gushi County, Henan Province develops specialized operation enterprises, and Shaanxi Province actively cultivates "skilled" and "branded" construction labor service enterprises. Third, strengthening the cultivation of high-quality and highly skilled industry workers. Guangzhou strengthens the cultivation of skilled workers in light of the construction characteristics of new construction technologies, Wenzhou carries out pilot work on the "intelligent construction + industry workers" cultivation model, and Xuyong County, Sichuan Province strengthens the cultivation of a high-quality and highly skilled industry worker workforce. Fourth, enhancing construction workers' sense of belonging. Guangzhou establishes a long-term mechanism for caring for construction workers, and Ningbo establishes a labor union federation for the construction labor service industrial park.

In improving the real-name management of construction workers: First, expanding the functions of the real-name management system. Yunnan Province advances full-process online closed-loop supervision of real-name management, Zhejiang Province enriches the application scenarios of real-name management, the Guangxi Zhuang Autonomous Region continuously improves the functions of the real-name management platform, and Guangzhou explores a pilot project of AI (artificial intelligence) video surveillance with automatic early warning. Second, promoting full coverage of projects, enterprises, and personnel. Fujian Province promotes the interconnection and sharing of real-name management information, Pingdingshan City, Henan Province strengthens supervision of project management personnel's on-duty performance, and Guangzhou establishes a real-name visitor system. Third, promoting linked management between real-name management and routine supervision. Jiangxi Province makes multi-directional efforts through "online early warning + offline verification + key supervision" with closed-loop case closure, Yunnan Province carries out dynamic supervision by combining online and offline methods, Taizhou City, Jiangsu Province refines and quantifies real-name management, Hangzhou carries out pilot online supervision of certificate-holding personnel and temporary residence registration management of floating population, and Ningbo implements "one-code access" for real-name management.

In improving construction workers' skill levels: First, building new-era construction industry worker cultivation bases. Linzhou City, Henan Province continuously advances the construction of construction industry worker cultivation bases, Zigong City, Sichuan Province forms an integrated "teaching, learning, doing" construction industry worker training base, and He County, Anhui Province vigorously promotes the construction of training bases for new-trade construction industry workers. Second, formulating and implementing skilled worker staffing standards. Guangdong Province implements dynamic management of skilled worker staffing at construction sites, and Luohe City, Henan Province conducts double-random inspections of skilled worker staffing. Third, promoting the improvement of industry workers' skill levels through "competition in place of training." Shaanxi Province uses competitions to lead the building of industry skilled talent, Chengdu holds vocational skills talent competitions, and Neijiang City, Sichuan Province regularly holds vocational skills competitions. Fourth, promoting the construction of construction worker industrial parks. Hangzhou promotes the construction of a construction worker service park, Ningbo uses a construction service industrial park to boost the clustered development of construction labor services, and Suzhou integrates high-quality market resources to build a construction service industrial park.

In strengthening coordinated collaboration and policy support: First, establishing a collaborative advancement mechanism. Henan Province establishes a multi-party linkage working mechanism, Guangzhou establishes a "horizontal to the edges, vertical to the bottom" construction industry worker cultivation work network, Neijiang City, Sichuan Province jointly creates the "Tiandu Construction" distinctive labor service brand across multiple departments, and Gushi County, Henan Province advances the cultivation of construction labor service enterprises and the skill improvement of construction workers in an integrated manner. Second, increasing policy support for vocational skills training. Chongqing increases investment in employee education funds, Henan Province implements "one test, two certificates," that is, while obtaining relevant certificates in the housing and urban-rural development sector, one may voluntarily apply to the human resources and social security department for a vocational skill level certificate of the corresponding level for the relevant occupation (trade), the Guangxi Zhuang Autonomous Region actively explores new channels for guaranteeing construction worker training funds, and Ganzhou City, Jiangxi Province strengthens government fiscal subsidy support for construction industry worker training. Third, establishing a skill-oriented incentive mechanism. The Inner Mongolia Autonomous Region provides financial support to units that establish provincial-level or national high-skilled talent training bases, and Shenzhen establishes a skill-oriented vocational training system.

In safeguarding the lawful rights and interests of construction workers: First, promoting institutional development to prevent wage arrears. Fujian Province takes multiple measures to improve the mechanism for preventing arrears of migrant workers' wages, Chongqing fully implements the special account management and bank payroll distribution system for migrant workers' wages, and Wuhu City, Anhui Province fully implements the red-yellow-blue "three-color" early warning mechanism. Second, strengthening multi-department linkage to jointly resolve wage arrears. Jiangxi Province establishes a people's mediation committee for the construction industry, and Foshan City, Guangdong Province carries out source governance of migrant worker wage disputes in the housing construction engineering field.

As the pace of building the new-era construction industry workforce accelerates, a large workforce of knowledge-based, skilled, and innovative construction industry workers is gradually taking shape, which will certainly provide strong support for our country's transition from a major construction country to a strong construction country, and contribute solid strength to comprehensively building a modern socialist country.