【How to make young people willing to enter the factory ④】Create a working environment favored by young people
Rising development space, high-quality learning opportunities, more humane management system, suitable working environment... In the survey, the representatives found that today's young people have more expectations for the software and hardware of manufacturing enterprises .
In the opinion of the delegates, whether or not they can better respond to these expectations has become a key factor for the manufacturing industry to attract and retain talents.
They suggested that enterprises should "listen well" and pay attention to the voices of young people, and make adjustments and improvements, so that skilled workers can see the hope of growing up and become talents, and feel the people-oriented care of enterprises.
Cultivate "manpower" into talents
Zhang Jinghua, deputy to the National People's Congress and senior technician of CRRC Qiqihar Vehicle Co., Ltd., found in the survey that many manufacturing enterprises are currently facing the retirement of older generation of skilled workers and the situation that young high-skilled talents have not yet been replenished.
"It takes more than 10 years for the growth of high-skilled talents, but the development cannot wait. This requires enterprises to cultivate and reserve skilled workers who can solve key technical problems in production." Representative Zhang Jinghua said.
In recent years, the state has successively introduced a number of measures to promote the training and cultivation of technical talents, such as the "Opinions on Implementing a Lifelong Vocational Skills Training System", "Action Plan for Vocational Skills Improvement (2019-2021)", and the "14th Five-Year Plan" for Employment Promotion "Wait.
Hu Dezhao, a member of the National Committee of the Chinese People's Political Consultative Conference and chairman of Baiyun Electric, found in the survey that there are still problems such as an imperfect system, an imperfect evaluation guarantee mechanism, and insufficient training investment in the training of high-skilled talents.
"Young people need to feel respected and recognized, and let them have a platform and space to realize their self-worth. It is very important for enterprises to establish a training model for skilled personnel. It is necessary to cultivate 'manpower' into talents." Committee member Hu Dezhao suggested , to guide leading enterprises in the industry to carry out training activities on advanced technology and other aspects for the society, to promote enterprises to carry out extensive skill competitions, and to promote training through competitions, so that training and skill application are seamlessly connected.
"Smooth promotion mechanism makes young people feel more secure"
Four years ago, Zhang Jinghua's representative was rated as the "Golden Blue Collar" of Qiche Company, and she was rated as a professional instructor two years later.
In the eyes of outsiders, Zhang Jinghua, who is skilled in welding, has already "finished the evaluation", but her company, on the basis of the professional grades of junior workers, intermediate workers, senior workers, technicians, and senior technicians determined by the state, has added another Upward promotion channels, such as "golden blue collar" and junior, intermediate and senior professional instructors.
Skilled talents can also participate in the evaluation of CRRC Group's technical experts, senior technical experts, chief technical experts, etc.
This means that young skilled workers can clearly see the future development ladder and multiple growth channels from the beginning of entering Qiche Company.
"The smooth promotion mechanism makes young people feel more secure and can fully mobilize their enthusiasm. Based on this, young people formulate clear career plans and concentrate on improving their skills step by step." Member of the National Committee of the Chinese People's Political Consultative Conference, Vice President of the China Private Chamber of Commerce , said Zhu Jianmin, chairman of the board of directors of Oak Group.
The enterprise where Xing Zhanxiong, member of the National Committee of the Chinese People's Political Consultative Conference, Secretary of the Party Committee and General Manager of Aluminum Corporation of China Qinghai Branch, has established 5 promotions including middle-level and grass-roots managers, fifth-level engineers, fifth-level technicians, professional technicians, and professional technical personnel. channel.
He suggested that enterprises should comprehensively evaluate the employment needs and employees' ability and willingness, and conduct step-by-step, classified training and management of young employees.
Establish a training mechanism for production, technology, technology, equipment use, etc., and set up multiple career promotion channels and personal development paths.
Create a happy space for young people
"In recent years, the turnover rate of young employees of enterprises has been stable at around 1%." The data given by member Xing Zhanxiong is envied by many manufacturing enterprises.
During the survey, the delegates found that the manufacturing production line is generally labor-intensive and implements a shift system. The production process is often accompanied by noise, dust, etc. The hard working environment and strict management make it difficult for enterprises to recruit and retain young people. "pain points".
As an auto manufacturing worker, Li Xianlan, deputy to the National People's Congress and deputy director of the Women's Workers' Office of the GAC Honda Automobile Co., Ltd., has been a grassroots manager for more than 16 years.
On one occasion, an employee reported to her that there was a problem with the day and night shift system.
On the basis of full investigation and understanding, the representative Li Xianlan actively communicated with his superiors, and soon received the support of the company, adjusted the shift time according to the actual situation, and solved the problems that plagued employees.
"As a manager, you can't just focus on performance. The daily work status of employees directly affects work results. You must communicate with them more." Representative Li Xianlan said.
Committee member Hu Dezhao proposed that enterprises should adapt to the way of thinking of young people and keep abreast of the needs of young employees, ranging from career development to canteen dishes, to create a better working environment for them.
Committee member Xing Zhanxiong suggested that companies should "increase their income, help their difficulties, improve their work, care for their lives, and help their growth", effectively improve the happiness of the majority of employees, and share the fruits of development with the company, "Only in this way, Only then will more young people be willing to enter the factory and stay steadfast.”
(This newspaper, Beijing, March 9th)
Hao He Chen Xiaoyan Zhang Jing
Hao He Chen Xiaoyan Zhang Jing