Introduction: Skilled talents are highly respected and have a high status in our company. However, outside the company, there is a gap between the degree of recognition of skilled personnel and that of the company. The newly established industrial automation instrumentation and equipment assembler clearly demonstrates this feature. This is a new type of work combined by several types of jobs, requiring contestants to have a richer knowledge base. Some players are proficient in only one or two of the instruments and therefore have made it difficult.
“Skilled talents are highly respected in our organization and have a high status, but outside the company, there is a gap between the recognition of skilled personnel and the internals of the company.†Zhang Binlong, Minister of Youth Ministry of Inner Mongolia First Machinery Group Co., Ltd., said that skilled workers The average wage is basically the same as that of local public institutions. However, in contrast, many girls are more willing to find civil servants and regular workers.
Zhang Zhenyu, secretary of the Youth League Committee of the XCMG Group, also believes that the degree of social recognition of skilled workers is influenced by many secular views, and it is difficult to eliminate at one and the same time.
In interviewing the finals of the “Qingxing Cup†youth skills promotion competition, some senior people in enterprises pointed out such problems: Inconsistent social identification will become a bottleneck for the development of skills culture. These inconsistencies are manifested not only in the inconsistencies within and outside the company, but also in the inconsistencies in the degree of recognition, professional education, etc. among young people of different educational backgrounds.
Nowadays, in most enterprises, skill talents, technical talents, managerial talents, and marketing talents are called the most important 4 talent teams for enterprise development. The importance of the company is reflected in salary, salary, career development and other aspects. In Turpan Oilfield Branch of PetroChina, the income of a senior technician is higher than that of senior engineers.
“For the enterprises engaged in production, the past was recruitment. Now it is recruiting talents,†said Meng Pengyu, vice president of the Xugong Technical School. Therefore, no matter from the entrance of skilled workers or the development of the future, the importance of the enterprise has changed greatly in the past.
However, the degree of social recognition has not changed as quickly as the company.
"China's traditional way of thinking is to achieve success rather than achieve success." Meng Pengju believes that this is one of the important reasons for the status of skilled personnel within and outside the company.
Liu Junyan, deputy director of the China Youth Research Center, pointed out in a seminar on youth issues: “The proportion of engineering students after the enrollment expansion in 1999 dropped from 55% to 33%, and liberal arts students accounted for 20%. The increase to 37% is behind industries where parents and the society are keen to engage in financial, legal, and accounting projects, and are unwilling to make cakes."
This has also directly led to the talent gaps faced by Chinese companies at this stage.
“Now the most skilled technicians in the production line are compound talents capable of assembling and debugging, electromechanical and hydraulic integration talents, informatization talents, and international talents.†Meng Pengxi said that although companies have their own schools, There are also many vocational and technical schools, but in many areas, the demand for these talents cannot be met.
The new type of industrial automation instrumentation and equipment assembler in this “rejuvenation cup†clearly demonstrates this feature. This is a new type of work combined by several types of jobs, requiring contestants to have a richer knowledge base. Some players are only proficient in one or two instruments, so they have made a hardship.
The referee of this year, Lei Yuntao, said that among the practitioners of this type of work, undergraduates account for only about 20%. In his opinion, if college students can sink, there is a high-end knowledge platform to support this type of work. The future is very good. However, "college students often do not particularly agree with the front-line work."
At present, most of the skilled workers recruited by enterprises come from vocational colleges. For vocational education, many companies are faced with the confusion of school teaching and job needs. For example, "Many schools do not teach painting. To engage in this work, the recruited students must do a long job in order to do a better job," said a secretary of a non-public company league committee.
Although all walks of life in society have been calling for cooperation between schools and enterprises in recent years, cooperation has often stayed in the form of order-based teaching. In Meng Pengxuan's view, the true school-enterprise combination should be a combination of cultural integration, professional integration, and teaching methods, such as the use of enterprise safety evaluation mechanisms to manage the school's training base, etc., in order to cultivate the people needed by the company.
He hopes that the community can advance the vocational education front, and the state should also increase its support for such schools.
Companies are thirsty for skilled talents, but different companies show different talents.
In the interview, some enterprises, especially large-scale state-owned enterprises, have the will and ability to produce talents and pay for the training of talented people; some enterprises are more willing to dig mature talents with high salaries. This is more evident in non-public ownership enterprises. Some companies are willing to form a team to participate in the Qinggong Skills Contest because they can “take the training on behalf of the competitionâ€; some companies worry that their talents will be dug out and “shelter†talent like a baby, and they will not actively participate in the competition.
A secretary of the Communist Youth League Committee stated that the company encourages employees to add value themselves, participate in training and qualification certification, but there are not many business organizations. As a company, completing production tasks is the most important.
However, the secretary of the Communist Youth League also stated that the talents that the company can eventually retain are those who have feelings for the company. These people tend to work longer in the company.
Meng Pengju believes that in fact, the training and training of employees for enterprises is also an important part of emotional accumulation.
“Skilled talents are highly respected in our organization and have a high status, but outside the company, there is a gap between the recognition of skilled personnel and the internals of the company.†Zhang Binlong, Minister of Youth Ministry of Inner Mongolia First Machinery Group Co., Ltd., said that skilled workers The average wage is basically the same as that of local public institutions. However, in contrast, many girls are more willing to find civil servants and regular workers.
Zhang Zhenyu, secretary of the Youth League Committee of the XCMG Group, also believes that the degree of social recognition of skilled workers is influenced by many secular views, and it is difficult to eliminate at one and the same time.
In interviewing the finals of the “Qingxing Cup†youth skills promotion competition, some senior people in enterprises pointed out such problems: Inconsistent social identification will become a bottleneck for the development of skills culture. These inconsistencies are manifested not only in the inconsistencies within and outside the company, but also in the inconsistencies in the degree of recognition, professional education, etc. among young people of different educational backgrounds.
Nowadays, in most enterprises, skill talents, technical talents, managerial talents, and marketing talents are called the most important 4 talent teams for enterprise development. The importance of the company is reflected in salary, salary, career development and other aspects. In Turpan Oilfield Branch of PetroChina, the income of a senior technician is higher than that of senior engineers.
“For the enterprises engaged in production, the past was recruitment. Now it is recruiting talents,†said Meng Pengyu, vice president of the Xugong Technical School. Therefore, no matter from the entrance of skilled workers or the development of the future, the importance of the enterprise has changed greatly in the past.
However, the degree of social recognition has not changed as quickly as the company.
"China's traditional way of thinking is to achieve success rather than achieve success." Meng Pengju believes that this is one of the important reasons for the status of skilled personnel within and outside the company.
Liu Junyan, deputy director of the China Youth Research Center, pointed out in a seminar on youth issues: “The proportion of engineering students after the enrollment expansion in 1999 dropped from 55% to 33%, and liberal arts students accounted for 20%. The increase to 37% is behind industries where parents and the society are keen to engage in financial, legal, and accounting projects, and are unwilling to make cakes."
This has also directly led to the talent gaps faced by Chinese companies at this stage.
“Now the most skilled technicians in the production line are compound talents capable of assembling and debugging, electromechanical and hydraulic integration talents, informatization talents, and international talents.†Meng Pengxi said that although companies have their own schools, There are also many vocational and technical schools, but in many areas, the demand for these talents cannot be met.
The new type of industrial automation instrumentation and equipment assembler in this “rejuvenation cup†clearly demonstrates this feature. This is a new type of work combined by several types of jobs, requiring contestants to have a richer knowledge base. Some players are only proficient in one or two instruments, so they have made a hardship.
The referee of this year, Lei Yuntao, said that among the practitioners of this type of work, undergraduates account for only about 20%. In his opinion, if college students can sink, there is a high-end knowledge platform to support this type of work. The future is very good. However, "college students often do not particularly agree with the front-line work."
At present, most of the skilled workers recruited by enterprises come from vocational colleges. For vocational education, many companies are faced with the confusion of school teaching and job needs. For example, "Many schools do not teach painting. To engage in this work, the recruited students must do a long job in order to do a better job," said a secretary of a non-public company league committee.
Although all walks of life in society have been calling for cooperation between schools and enterprises in recent years, cooperation has often stayed in the form of order-based teaching. In Meng Pengxuan's view, the true school-enterprise combination should be a combination of cultural integration, professional integration, and teaching methods, such as the use of enterprise safety evaluation mechanisms to manage the school's training base, etc., in order to cultivate the people needed by the company.
He hopes that the community can advance the vocational education front, and the state should also increase its support for such schools.
Companies are thirsty for skilled talents, but different companies show different talents.
In the interview, some enterprises, especially large-scale state-owned enterprises, have the will and ability to produce talents and pay for the training of talented people; some enterprises are more willing to dig mature talents with high salaries. This is more evident in non-public ownership enterprises. Some companies are willing to form a team to participate in the Qinggong Skills Contest because they can “take the training on behalf of the competitionâ€; some companies worry that their talents will be dug out and “shelter†talent like a baby, and they will not actively participate in the competition.
A secretary of the Communist Youth League Committee stated that the company encourages employees to add value themselves, participate in training and qualification certification, but there are not many business organizations. As a company, completing production tasks is the most important.
However, the secretary of the Communist Youth League also stated that the talents that the company can eventually retain are those who have feelings for the company. These people tend to work longer in the company.
Meng Pengju believes that in fact, the training and training of employees for enterprises is also an important part of emotional accumulation.
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