| As the base of automotive industry, automotive industry prospers following development of the automotive industry. Since year 2006 with rapid development of automotive industry in China, the automotive components industry also experienced great progress. To year 2009, the whole components industry in China reached the sales revenue of 710.4 billion RMB, and the total profit of 45.5 billion RMB. Nevertheless in spite of the great progress, the components industry is still facing many serious problems which restrict the further development of this industry. And most of the problems derive from the external environment.Kolbenschmidt Shanghai Piston Co., Ltd (called as Shanghai KS) is a typical middle-sized key components manufacturing company with advanced technology. In the bad and complicated external environment, facing fierce competition, the Company, same as its'counterparts, believes that today's war between enterprises are the wars at human resources. The companies which occupies the advantageous position of human resource management will have the greatest advantages, compared with their competitors. As manufacturer, over 80% staff of automotive industry is direct labors working on production lines. Nevertheless automotive industry requires elaborate production organization and management based on its' product property, which should be supported by more knowledgeable and skilled direct labors than other manufacturing industries. Currently the automotive components companies are threatened by severe shortage and loss of skilled workers. The current education system for technical labors, as the main source of skilled works is too weak to supply sufficient and qualified labors to the companies. In this external and internal human resource environment, Shanghai KS has to establish a complete and efficient management system for its'direct labors and under this system to found a strong group of skilled labors, so that it can solidify it's advanced position in the industry and seek for further great progress.This essay will take Shanghai KS as an example, on the basis of theoretical study, through various research means including questionnaire, data benchmark, case study, management interview etc... to make the following study and reach corresponding conclusions. First with reference of theories, together with management interview, the qualification requirements of direct labors will be summarized. Then combined with company strategy and culture, the methods and system of direct labor introduction, training and upgrade will be designed. Second through questionnaire, the requirements from direct labors will be dig out. Then combined with data benchmark results, company strategy and culture, the modified salary system to better motivate the direct labors will be designed. Third from the perspective of employee relation management, the employee communication system and spiritual motivation means will be proposed.The innovation and meanings of this study is:(1) The study subject is innovative. The competition at direct labors will become the core competition of the enterprises in the automotive industry market. Enterprises have to take the direct labors as its' key talents, instead as simple and cheap substances. Different from the most studies focusing on high technology and research talents, this essay separates the group of direct labors from whole staff and specially analyze how efficiently manage and promote this group.(2) The study contents and conclusion is innovative. This study covers the whole process of human resource function from introduction, training and development to motivation and communication.(3) The study conclusions are high value. The direct labor management system constructed in the study will provide important guidance and help to Shanghai KS for fulfillment it's target of establishing and maintaining a royal and strong group of direct labors. On the other hand it can also be a good reference for the counterparts in the same industry. |
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