On The Construction Of Technician Training System Of Company K

In December, 2009, during the inspection tour of Zhuhai, general secretary Hu Jintao put forward his famous theory of"No top-ranking technician, no first-class products"and pointed out that the technicians play an irreplaceable role in independent innovation. However, the problem of technician shortage has recently arisen in China, and constructing the technician team becomes the key to enterprise development.First of all, the analysis on the present situation of technician training for Company K has been carried out from 3 aspects in this paper.For the first aspect, it briefly introduces the background, product line, organization structure and staffing of Company K.For the second aspect, it analyzes the existing problem on the technician training.(1) The employees lack sense of belonging. Without a study on the enterprise culture, the employees know little about the history and development of the company, which results in that they only take the job as the bread and butter without the impetus to jointly develop with the company.(2) No complete training system. The training depends mainly on the master to"teach, help and lead"without a record or summary, which will cause a break if there appears any turnover in staff.(3) No special funds. Company K is always on the brink with little special funds in training.(4) The Company lacks the evaluation system on Talent Value(5) The Company lacks the excitation mechanism."Heavy work and little attention"results in that the employees distrust the Company, and they are negative in upgrading skills.The cooperation with technical schools has not been given due attention to.For the third aspect, the paper analyzes the effects of original training condition on the enterprise development. The current technician team cannot meet the keen demands of company upgrading for mature technicians, let alone to support the grand goal of achieving 1 billion outputs in 2014.Second, the paper provides"5 Mechanisms"for the existing problems about the technician training of the Company K as follows:The first is Transformation Mechanism of Thought which focuses on changing the thinking pattern of both managers and technicians.The second is Training Mechanism which includes pre-job training, master-apprentice training, centralized training, university-enterprise training and further training, etc to improve the technical level of technicians.The third is Evaluate-Recruit Mechanism made up of two parts: evaluation and recruitment. Rank the technicians according to the skill assessment and introduce appointment system to advanced skilled talents (above technician level)The fourth is Excitation Mechanism which mainly consists of salary incentive and achievement motive. Motivate the technicians to upgrade the skills by combination excitation mechanism with complementary benefit and family care to.The fifth is Growth Mechanism which means a dual management for the career planning of the technician. Further upgrade the capability of independent innovation with activities, such as QC technology innovation contestsAt last, the paper illustrates initial results achieved and how to execute the training system for the technician, at the company level and department level respectively.As for the company level, the top managements and heads of each department shall support the construction of technician training system from the aspect of personnel, funds and materials to ensure the smooth implementation. As for the department level, the paper focuses on the update of training system in Human Resources Department. As for implementation, the paper concentrates on the specific methods of how to establish the standardization manual, evaluate-feedback mechanism, etc.