As a 54-year-old enterprise, China National Nuclear Corporation Lanzhou Uranium Enrichment Co., Ltd. (hereinafter referred to as "Lanzhou Uranium Company") has accumulated rich production and operation experience and reserved high-level technical and technical talents after more than half a century. However, with groups of old workers with skilled practical skills withdrawing from the front line of production and operation for natural reasons, young skilled workers have been added to various positions one after another. Whether we can inherit and innovate the experience and skills of old workers is particularly important for Lanzhou Uranium Industry Company to achieve healthy, harmonious and sustainable development. Based on this, the author puts forward some thoughts on how to improve the skill level of young workers in combination with the reality of Lanzhou Uranium Industry Company.

Strengthen ideological guidance and situation education

1. Guide young workers to establish the advanced consciousness of glorious work, and help them inherit and carry forward the pioneering spirit, fighting spirit and climbing spirit of the older generation of Lanuranium people through the education of the development process of Lanuranium company in various historical periods since its establishment 54 years ago, enhance their pride and sense of belonging to the enterprise, and transform the Lanuranium spirit into the internal driving force for the sustainable development of Lanuranium company. Party organizations should attach importance to the cultivation of outstanding young workers, bring them into the organization in time, give full play to the vanguard and exemplary role of party members, and then turn the political advantage of party building work into the core competitiveness of Lanzhou Uranium Industry Company.

Two, combined with Lanzhou Uranium Company to implement the "Twelfth Five-Year Plan", promote the construction of key projects and institutional reform and other important work, to carry out extensive situation education. Through the in-depth analysis of the 12th Five-Year Plan of China, China National Nuclear Corporation and Lanzhou Uranium Industry Company, we can help young workers understand the broad prospects of nuclear power development, not only make them full of confidence in the future development, but also make them deeply realize the grim reality that personal development is like "sailing against the current, failing to advance, even being eliminated by the development trend", further enhance their sense of mission, responsibility and urgency, and consciously establish a sense of crisis and strive for the upper reaches.

Third, create a good atmosphere that attaches importance to technical skills and respects skilled workers. First of all, we should make full use of various media, vigorously publicize advanced individuals and advanced collectives among skilled workers, and help young workers to establish a correct professional outlook with advanced work concepts, attitudes and methods. Secondly, on the basis of young workers' technical competition and technical training, the "Young Workers' Skills Competition" was widely carried out. While investigating theoretical knowledge and operational skills, we should strengthen the investigation of practical operational skills, especially the installation, operation and maintenance of new equipment and the handling of sudden failures, encourage and guide young workers to improve their skills, and strive to create a good environment for high-quality and high-level young skilled workers to stand out and form "skills"

Establish and improve the incentive mechanism

First, establish a "four channels" management model of "career planning". Young workers are divided into four categories: technical, managerial, managerial and skilled workers. In this "channel" for young skilled workers, several evaluation grades can be designed in combination with vocational skill appraisal, and each grade has corresponding specific standards, which are linked with performance, support salary incentives, cooperate with the training of middle and senior young skilled workers, and establish a promotion mechanism for young skilled workers. That is, the level is linked to the treatment, thus forming an effective promotion and reward model for young workers. Encourage young workers to stand on their posts, define their own position, find the right development direction, and realize the unity of personal return and enterprise development with solid work.

Two, the implementation of the "young workers skills training credit system". That is, the learning and training system records young workers' participation in vocational training, innovation and efficiency improvement, and skill competition at all levels in the form of credits, and connects credits with vocational skill appraisal. The credit composition is divided into four sections, with vocational training credits as the main part, innovation ability credits and skill competition credits as the supplement. In addition, the evaluation of young workers' work performance and professional ethics is included in the credit module. Young workers only need to complete a certain number of credits, they are eligible to take the vocational skills appraisal examination, and they are not limited by the length of service, so as to achieve extraordinary improvement in vocational skills and wages, and fundamentally mobilize the initiative and enthusiasm of young workers.

Strengthen and improve training and education.

First, vigorously carry out operational skills competitions and emergency drills to enhance vertical and horizontal exchanges, which can be exchanged between different types of work in the same unit or between the same types of work in different units. Vertical exchange learning is helpful to improve the comprehensiveness of young workers' skills and enhance the overall concept; Cross-lateral communication and study can enable young workers to study and practice in the new environment, broaden their horizons and improve the development of young workers' skill level. At the same time, job rotation training can also be carried out appropriately to cultivate young skilled talents with one specialty and many functions.

Two, the introduction of training reward and punishment mechanism, through the establishment of training assessment reward and punishment baseline, clear standards and strict assessment, so that rewards and punishments are clear. Special rewards can be given to young workers with outstanding assessment results, such as advanced professional skills, skill subsidies and other substantive rewards, which will play a good incentive role among young workers.

As an enterprise, it is necessary to realize that the training of young workers' skills should not only focus on whether they can meet the current production needs, but also focus on the skill reserve that will serve the future development of the enterprise. Only by mobilizing and protecting the enthusiasm of young workers' practical skills, further improving the overall skill level of young workers and integrating the inherent advantages of Lanzhou Uranium Industry Company can we win more development space.

(Author: Youth League Committee of China National Nuclear Lanzhou Uranium Enrichment Co., Ltd.)