Analysis on the current situation of human resourc

2022-08-02
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Analysis on the current situation of human resources in the domestic printing industry (II)

III. experience

people often think that experience is indispensable in the printing industry. Generally speaking, it is easier to solve problems with certain experience. Therefore, people with startup experience are often very popular in the printing industry, which can be said to be the top priority of an enterprise. As a result, experienced people cling to their experience and think that they are a good protector for themselves, while inexperienced people want to learn, which is often even more difficult. Sometimes they take some detours. Experienced people are conservative and are unwilling to tell others what to do, for fear that others will rob their jobs; The examinee only needs to swallow one intelligent "capsule". Inexperienced people only have to try by themselves to gain experience and become experienced people. Such a vicious circle often leads to enterprises' adherence to the rules and lack of innovation consciousness. What's more, they use these so-called experiences to "blackmail" enterprises to achieve their own desires. Is the so-called experience really so important in the printing industry? A colleague of the company told a story about his own experience. At that time, he was working in a Sino US joint venture printing enterprise. Once, a customer in Mexico ordered shoeboxes. The customer looked at the displayed products, took a few pieces of products from the machine he was in charge of, called him to the office and asked him how you printed such beautiful products. He then replied: "usually you watch them, and then realize them on the printing machine based on experience.". The Mexican customer was disappointed and said, "fooling around.". The Mexican customer then took out the densitometer, colorimeter, 50x magnifying glass and laptop from his entourage and gave a four hour color management and control class. The last sentence was "we do not believe in experience and believe in data". Later, he went abroad and learned that there was no experience abroad. Even if there was so-called experience, it was timely documented and compiled into operation instructions for promotion, so they liked innovation. In the printing industry, experienced people think they are right, but enterprises mistakenly think that they need these experienced people, often with high salaries. In fact, enterprises can fully document, standardize and digitize these so-called experiences, so that these so-called experiences can be transformed into feasible operation instructions for adults, so that employees have more time to study new technologies, summarize new experiences and form a virtuous circle. This not only reduces the cost of human resources, but also makes the enterprise have the spirit of innovation. Otherwise, the employees will be complacent and the development of the enterprise will be hindered

IV. training

according to the investigation of my company, there are all kinds of training in the printing industry. Some are internal training, some are paid to study outside, and some are jointly run by enterprises and some colleges. But have these practices really achieved their goals? Do you know the application precautions and usual maintenance measures of pendulum impact testing machine? Does it work? I think there are several misunderstandings in enterprise training

first, the selection of training objects. Some enterprises often like to conduct large-scale training. The training is powerful, and sometimes documents are issued to explain that all employees participate in the training. And this kind of practice often means that the enterprise's money is also spent, and the employees complain. Why? Do all employees need training? Are all employees willing to participate in the training? Enterprises should choose the training object. Such training without choice is often hard work and thankless. Many enterprises complain that they pay for training at the enterprise, and employees change jobs after learning the skills. This is the consequence of not selecting the training object. The main target of enterprise training should be those employees with core competence who have high loyalty and make the enterprise have core competitiveness. Give them more and more professional training, and they will make greater contributions to the enterprise in the future. On the contrary, enterprises do not have selective training, just as enterprises are running schools to train talents for others

second, the training is systematic. In the survey, many enterprises actually fish for three days and sun for two days. There is no special department to make a systematic arrangement for the training. It is very random. There is no plan, no level, and no goal. The result is a waste of material and financial resources, and there is no good effect. A customer served by our company trained the Rockwell hardness tester to measure the Rockwell hardness value of cast iron and other workpieces before entering the company. Through our services, the enterprise has now arranged the training plan for employees every year in an orderly manner, and the training level, content and objectives are clear at a glance. This systematic training has stimulated the subjective initiative, practicality, continuity and inheritance of employees' knowledge. Enterprise training is targeted, which reduces unnecessary waste, improves employees at different levels, and makes the human resources situation of the enterprise enter a virtuous circle. This is to truly "reengineer" employees

the third is training feedback. In enterprise training, training is training. After the training, everything will be fine. Do the employees have any questions to raise after the training? What do you think about the training? What do employees think of this training? Have the employees really understood the key points of this training? In particular, employees sent out by enterprises for training are often trained. At present, the annual growth rate of China's plastic pipe market is up to 15%. After training, they will hand in a training report, and their experience will be over. How to check their learning? How can we pass on the knowledge they have learned? How to make the new concepts and methods they have learned popularized? And so on. These must be completed by training feedback. Otherwise, your training is just a passing cloud. The enterprise pays for the training. If the employees don't learn the skills, they are also their own. They don't contribute to the enterprise. In the end, the enterprise makes wedding clothes for others, and employees who learn knowledge through training look for better opportunities. Therefore, to do the training feedback work in place, implement it, and timely understand the various problems of employees in the training, so that the employees of the enterprise can not only learn knowledge, but also contribute to the enterprise with the knowledge they have learned

enterprises are not schools. The ultimate goal of enterprise training is to improve production efficiency and create greater profits. Therefore, doing a good job in enterprise training is one of the most effective ways to reduce the cost of enterprise human resources

the above is my opinion on the human resources of the printing industry. When there are many outstanding people in this industry, they will not be cited here one by one, and there are inevitable shortcomings. Please correct them

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