Constructing an Effective Mechanism for Printing Technology Talents to Stand Out

In book printing companies, the shortage of skilled workers for technical workers, especially advanced offset technicians, has become increasingly serious. In the entire society, there has been a growing trend of emphasizing skilled workers, and there has been a growing consensus among printing companies for technical talents. So, how to build an effective mechanism for printing workers to stand out?
First, build a talent introduction and training mechanism The so-called mechanism is a series of organic combinations of effective systems. The introduction of printing talent training mechanism, including two aspects: First, the introduction. Printing companies must use horses for the import of talented people. They must thoroughly reform the system of simple absorption of labor that has long been followed in the past. Those with poor overall quality cannot receive it through any channel. In order to enter the workforce, you must have academic standards, must pass the examination, must be in good health, and must love the business and printing. For college students, they always want to watch the door. As long as they are professional counterparts, they are willing to go to the enterprise to start a business. Those who are excellent, even if they are not professional, should be willing to accept it as long as they have strong academic ability and good innovation. In general, it is necessary to introduce as many talents with high quality and potential for development as possible in order to enrich the production process and form a solid, reliable and creative printing technology backbone group. The second is training. Practice has proved that even the best talents will stop learning and stop making progress. Therefore, the establishment of a learning-oriented enterprise organization will ensure that all people will maintain the spirit of advancing with the times and develop innovation. The development of local enterprises is of utmost importance. Over the past 20 years of reform and opening up, there have been numerous examples of companies that have suffered from fiasco and continuous innovation due to their lack of solidity. As a leader of a printing company, not only must one attach importance to learning, but also have to take many forms of training for the print mechanics. Such as the production of juniors and teachers in the middle of the production, the master hands over the help to the disciples, and the production of off-season printing and printing. Special training courses such as binding and binding, experts and scholars are required to give lectures, or exchange experiences; select key personnel to send them out to universities and colleges for study and charging, both to improve the level of technical theory and to understand and master new forms of modern printing technology development. , new technology; the selection of personal self-respecting incentive system, where the professional diploma obtained through the amateur self-study correspondence and other forms of access to professional diploma, must give a certain reward; to give special awards to employees of technical creation, technical invention, technical improvements, rationalization proposals. In short, through comprehensive training and individual self-study, on the one hand to continuously improve the technical level of printing technicians, on the other hand to ensure that companies closely follow up the world of printing technology to improve the flap of the trend and avoid falling behind.
Second, the construction of talent selection mechanism for printing the frontline staff technical level, the general primary, intermediate, senior, technicians, senior masters of the order of Asian Games. Every equivalent, there are strict and specific technical standards. People have to do the next job well, after the assessment of the next grade of work done well, after passing the assessment to rise to the next grade. General employees, in the three grades before senior workers, progressed quickly and smoothly, and companies also had the right to evaluate and hire, forming a large number of talents. However, when it comes to workers' technicians, it becomes a large-span mark. It requires both the qualifications of the employees themselves and strict practical and theoretical examinations, as well as the approval and approval of the relevant labor departments of the government. Therefore, in the printing companies, the number of workers' technicians is generally relatively small, which accounts for less than 5% of the number of workers. Once senior technicians are promoted, their standards are more stringent and their degree more complex. Of the nearly 4,000 workers in three provinces directly under a province, only one senior offset engineer is purely rare. So what is wrong with the shortage of printing technicians and senior technicians? First, it reflects the lack of highly skilled technical personnel; Second, many problems in the production of enterprises are difficult to solve. When problems are encountered, they can only be hired by relevant experts to solve the problem. This not only wastes time, but also increases costs. Third, many Creating inventions lacks. It is not that the functions of high-tech equipment cannot be fully developed and used. It is the poor digestion ability of new technologies. The so-called inventions are mostly stuck at the level of imitation and the technological progress of enterprises is slow. The fourth is to reflect the overall backwardness of the enterprise's technological level. It is difficult to adapt to customers' high quality requirements for printed products. Therefore, a large number of training, selection, and use of workers' technicians and senior technicians have become the key to changing the weakness of corporate offset printing technology. On the one hand, it is necessary to increase the number of appointments and appointments, so that a large number of truly outstanding senior workers can stand out and enjoy the good treatment of technical experts, thus inspiring a glimpse of the evil spirits. 堑 踝矣 踝矣 闹 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 ひ蟮ㄊ褂茫笆毖∨涞 踔 踔 踔 踔 踔 踔 踔There are many different ways to make money in a country. Constructing Incentive Management Mechanism for Talents Printing and technical talents rely on themselves to work hard to win outstanding performance. Second, the incentive to organize in time. When it comes to motivation, it is nothing more than material and spiritual. Material incentives can be achieved by ordinary companies, but there are differences in the degree. Generally, there are companies that are inferior to private enterprises, and private enterprises are not as good as foreign-funded enterprises. The peacock flew southeast. It first flew away from state-owned enterprises and flew away from the west. Therefore, it is imminent to improve the treatment of talents in state-owned enterprises. Internally, companies are vigorously promoting measures such as payment of knowledge, payment of contributions, shareholding in technology, and profit sharing so that the role and vitality of talents can be maximized. At the same time, we must do a good job of encouraging the spirit. First, we must use the cause to retain people. To provide excellent talents with a broad stage for the development of talented people. Let them grow their talents in their careers and be fully successful. It is necessary to motivate the image to honor and encourage interest incentives and material incentives through targeted incentives, so that the enthusiasm of talents is always at their best. The second is to leave people in love. Talents should be given extra care and warmth to organizations and comrades, so that they feel a great attraction and are willing to take root.
Fourth, the construction of talented people to eliminate the mechanism of renovating talented people is hierarchical and phased. Talent in this industry is not necessarily talented in another industry. In the past, talents were not necessarily talented people. Therefore, talent is a dynamic development phenomenon that changes with time. At present, there are outstanding problems in the printing enterprises of state-owned books and periodicals. This is because there are not enough efforts to rehabilitate old people. This has led to a large number of old and aging technicians in various management and technical positions. They regard the glorious past as a capital and slap on the young people. , Evaluation of the first quality goods, all with the old experience, the results in the face of new technologies can not do anything. Seriously hindered the technological progress of enterprises, but also affected the choice of young talents. Therefore, breaking the stereotypes of hundreds of generations, decisively eliminating a group of old equipment and old hands, and boldly selecting a group of young people with knowledge, technology, and development potential are the keys to the new life of state-owned printing and printing companies. To this end, many outstanding companies have made successful explorations, such as engaging in job candidates, engaging in job-related skill wages, engaging in internal early retirement, engaging in an assistant system, and engaging in a lease contracting system. . We hope that our state-owned enterprises, especially those in the western region, will be able to catch up and quickly change the current state of the ageing and ageing of aging mechanisms.