According to the report, a certain Zhejiang chemical enterprise trained skilled talents through “respected teachers and high disciplesâ€, and a total of 40 “technical teachers†collected more than 400 high disciples. According to reports, each teacher will receive a subsidy of 200 yuan per month for a period of two years. This practice of awarding awards to teachers and teachers is commendable and advocating.
In recent years, the technical gap between young workers and old workers in some enterprises has become more prominent. There are a considerable number of companies that have no access to technology, senior technicians do not receive attention, and skilled craftsmen are seriously deprived. Some traditional craftsmanship and unique skills are all lost. In this situation, many companies are unable to get up to school while studying art. One reason is that the master is unwilling to pass on the skills, and fears that the disciples will be laid off after the masters have mastered the skills independently. Another reason is that the technical value imparted is not compensated.
Technology is not only the rice bowl that the old workers depend on, but also the capital for them to participate in the labor market competition. What's more, the superb technology is created by famous teachers who have experienced ups and downs and made painstaking efforts. They are dedicated, dedicated, and diligent in their efforts to find out. The same is true of facts. Many unique talents can not be clearly explained in one or two sentences, nor can they be learned in one go. They need to be taught by their masters, and their apprentices are constantly practicing in practice and repeatedly trying to master them. Therefore, under the conditions of today's market economy, if the teacher’s skills are to be taught to apprentices, they must recognize the technical value they possess. They should give them certain financial compensation and rewards, and improve the treatment of teachers to enhance their sense of responsibility. It is very necessary to mobilize their enthusiasm and do so in accordance with the principle of "distribution according to work."
Therefore, in the face of the increasingly prominent problem of skilled workers who do not want to take apprenticeships, the relevant departments should attach great importance to it. It is necessary to adopt appropriate incentive policies and incentive measures so that the teachers and disciples can pay off with their hard work, and the wind of apprenticeship can really heat up and get fired.
In recent years, the technical gap between young workers and old workers in some enterprises has become more prominent. There are a considerable number of companies that have no access to technology, senior technicians do not receive attention, and skilled craftsmen are seriously deprived. Some traditional craftsmanship and unique skills are all lost. In this situation, many companies are unable to get up to school while studying art. One reason is that the master is unwilling to pass on the skills, and fears that the disciples will be laid off after the masters have mastered the skills independently. Another reason is that the technical value imparted is not compensated.
Technology is not only the rice bowl that the old workers depend on, but also the capital for them to participate in the labor market competition. What's more, the superb technology is created by famous teachers who have experienced ups and downs and made painstaking efforts. They are dedicated, dedicated, and diligent in their efforts to find out. The same is true of facts. Many unique talents can not be clearly explained in one or two sentences, nor can they be learned in one go. They need to be taught by their masters, and their apprentices are constantly practicing in practice and repeatedly trying to master them. Therefore, under the conditions of today's market economy, if the teacher’s skills are to be taught to apprentices, they must recognize the technical value they possess. They should give them certain financial compensation and rewards, and improve the treatment of teachers to enhance their sense of responsibility. It is very necessary to mobilize their enthusiasm and do so in accordance with the principle of "distribution according to work."
Therefore, in the face of the increasingly prominent problem of skilled workers who do not want to take apprenticeships, the relevant departments should attach great importance to it. It is necessary to adopt appropriate incentive policies and incentive measures so that the teachers and disciples can pay off with their hard work, and the wind of apprenticeship can really heat up and get fired.
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