With the continuous improvement and development of the socialist market economy and the deepening of the process of establishing a modern enterprise system, it is an important task for enterprises to cultivate a workforce with excellent skills and both ability and political integrity under the new situation. A high-quality staff is a powerful source of power for enterprises to remain invincible in the competition. How to improve the comprehensive quality of employees is imminent. The following is a discussion on the quality of employees in state-owned enterprises, the problems existing in improving the quality of employees and the solutions.

First, the current status of the quality of state-owned enterprise employees

With the deepening of reform and opening up, the quality of employees in enterprises has been greatly improved, and the comprehensive quality training of employees has begun to take shape. Many enterprises have their own training centers, technical schools and evening classes for employees. , and has initially formed a team of full-time and part-time teachers and management cadres, and the quality training of employees has made great progress. In recent years, with the state-owned enterprises vigorously strengthening the quality improvement of employees, it has also laid the foundation for employees' learning and training concepts.

First of all, it broke the old concept of improving the quality of unproductive personnel and established a new concept that economic construction depends on education. The education and training of employees is the fastest, most direct and most effective intermediary and bridge for the transformation of science and technology into productivity. The development of production fundamentally depends on the improvement of workers' quality and the cultivation of a large number of qualified talents. In the fierce competition between domestic and foreign markets, the quality of employees is an important basis for winning the competition. Secondly, it broke the old concept that pure manual labor creates value and established a new concept that science and technology are the primary productive forces. Thirdly, it breaks through the limitation of simply learning theoretical knowledge and establishes the concept of paying equal attention to comprehensive knowledge teaching and ability training. Knowledge is the foundation of ability, but knowledge is not equal to ability, and academic qualifications and professional titles are not necessarily equal to ability. At present, many enterprises have given up the theoretical teaching of general education, and focused on the production and operation objectives, starting from the actual needs of enterprises, aiming at improving economic benefits, and in accordance with the requirements of job specifications, formulated job training plans for all kinds of personnel, combined theoretical knowledge with practical ability, and paid attention to practice, thus cultivating a large number of practical talents. Fourth, it broke the old concept of one-time education and established a new concept of lifelong learning and whole-process education. The concept of one-time academic qualifications and academic qualifications as all education has been denied by the society, and it has become a trend to carry out continuing education and lifelong education. For example, professional practice assessment projects such as skilled worker training, examination and evidence collection are the embodiment of employees' practical skills and have been linked to wages and bonuses.

The sense of urgency and crisis brought by the development of market economy in the future will bring new impetus and pressure to the comprehensive quality of employees, the enhancement of employees' professional awareness, the reform of labor and wage system and the extensive development of corporate culture construction, so that training will be gradually coordinated with employment, promotion and salary, forming an internal demand for improving employees' quality.

Second, improve the quality of staff problems

Although the measures taken by state-owned enterprises to improve the quality of employees have achieved great results and mature experience, we should also clearly see that the existing problems are still grim, the channels for improving the quality of employees are not very smooth, and there are still many problems.

(A) managers are more concerned about corporate profits than employee training. With the deepening of reform and restructuring, many units are unable to go out, and the problems of aging employees and shortage of front-line operators are becoming more and more serious. The strict assessment of economic benefit index makes the person in charge of the enterprise focus on grasping output, grasping benefit, assembling equipment and manpower, and even exhaust resources and make money. They are short-sighted, fail to see the long-term benefits brought by the quality of personnel to enterprises, and lack the investment of human capital and the quality training of enterprise employees.

(2) Learning is out of touch with application, and pursuing diplomas has become a common practice. To cultivate and improve the quality of employees, the key point is to let employees work with peace of mind, strive to improve their professional and technical level, and become excellent workers in their posts. However, the outdated educational concept and the problems existing in the existing labor and personnel wage system lead to a large number of employees simply pursuing diplomas and academic qualifications, which leads to the disconnection between learning and application and affects the enthusiasm of enterprises and employees.

(3) Employees' learning enthusiasm is not high. Only the enthusiasm of the school-running people without the enthusiasm of the learners, the quality training of employees can not be done well, and it is easy for superiors to apportion and order learning. Due to the diversity of people receiving education, different learning purposes, different knowledge, abilities and levels, and different working environments, conditions and rhythms, many people have insufficient motivation to learn actively.

(D) the impact of the short-term concept of quick success and instant benefit. In recent years, the rapid and impatient economic growth has weakened the long-term development concept of some enterprises, and some content of corporate culture construction with development significance has been replaced by some short-term behaviors, which has greatly affected the constructive work such as staff training, education and quality improvement. However, because the effect of personnel training and staff education can only be subtly revealed, the improvement of staff quality and the resulting work improvement is a gradual process, and it is difficult to see significant results in the short term, so some

Third, ways to improve the overall quality of employees

(A) teaching students in accordance with their aptitude, focusing on education and training.

First, to realize the modernization of management talents, we should make great efforts to train enterprise management experts with both ability and political integrity, pay attention to guiding management talents to cultivate moral sentiments, and take professionalism and dedication as important assessment indicators; It is necessary to pay attention to the levels and categories of talents, advocate making contributions in their posts, cultivate talents that meet the requirements of all levels and categories, make all kinds of talents complement each other, and cultivate compound management talents who understand management, are good at management, can observe people's feelings and have public servant knowledge; At the same time, pay attention to economic education and guidance, let managers take the lead in studying political theory, be diligent and honest, and make a difference. Only when the enterprise management has the above-mentioned abilities can it play an active role in improving the quality education of employees. Second, attach importance to science and technology education and training. As the primary productive force, science and technology determine the rise and fall of modern enterprises. Enterprises should establish a sound system, strengthen scientific and technological training and education for engineering and technical personnel, and provide funds and development opportunities for all kinds of technical personnel to become talents. Enterprises must attach importance to scientific and technological talents, which are the most precious wealth of enterprises. Third, do a good job in the education and training of front-line employees. The main methods are: first, implement off-the-job training. The quality of front-line employees is uneven, with low academic qualifications. Therefore, it is an effective way to improve the comprehensive quality of employees through intensive training, full-time or amateur training. Just like the professional qualification training of employees in Sinopec, everyone is required to hold a certificate, which will inevitably play a strong role in improving the technical level of all employees. Second? The right medicine? Combine training with production and operation. While educating and training employees' weak links, enterprises should aim at improving the production and operation of enterprises and improving the overall quality of employees, and they should not pay attention to one thing and lose sight of another, otherwise the quality of employees will not rise but fall, and the expected purpose will not be achieved. Only by making overall plans, such as paying attention to ideological quality and not forgetting professional quality, and engaging in business training and not forgetting the education of employees' concept change, can the quality of employees change from time to time and step up year after year, laying a solid foundation for enterprises to continuously create good results in production and operation.

(2) Diversification of training and education.

This is based on the multi-level and diversified characteristics of quality education for employees with uneven cultural and technical qualities. From the object point of view, the training and education of senior managers, middle managers and general professional and technical cadres. Workers' job skills are divided into primary, intermediate, advanced, technician, senior technician and other grades. From the level, there are junior college, undergraduate and postgraduate education, as well as continuing training and knowledge updating education after work. From the content, there are basic education, continuing education, professional education, post education and social and cultural life education. The diversification of employee education determines the diversification of educational content (one specialty and many functions) and the dynamic teaching time (long-term and short-term combination, amateur and full-time alternation); Diversification of learning methods (centralization and decentralization, teaching and self-study); Multi-quality training norms (multiple exams, multiple certificates). Diversified training and education system determines that employee training and social culture penetrate and promote each other, and promote the improvement of employees' comprehensive quality and national cultural quality.

(c) Quality education focuses on capacity building.

Staff education is not only for storage, but also for application, which is determined by the practical application of adult education. From a macro perspective, the decisive factor of modern economic development is not the emergence of new knowledge and technology, but the extent to which workers apply knowledge and the practical ability to solve production problems by applying science and technology. From a macro point of view, this is determined by the specific technical equipment level of China enterprises. Most enterprises in our country have recently updated advanced technology and equipment, which urgently needs managers and operators to keep up. Secondly, it is adaptive training for the operation, installation and maintenance of advanced technology and equipment, which urgently needs students to transform their knowledge into skills and adapt to production. In order to update and transform old equipment and replace old products, Chinese enterprises urgently need a group of comprehensive talents with the ability of equipment design, process management, field operation and product testing, which is an opportunity for on-the-job training and quality education. On-the-job training provides conditions for the transformation of skills. On the contrary, employee education pays attention to the cultivation of ability and promotes the development of on-the-job training. At present, both enterprises and sociology proofreaders pay attention to the cultivation of ability in the education of employees. Especially with the transformation of China's economic growth mode, it is necessary to improve the quality of employees and cultivate their skills before technology development, technology introduction, equipment renewal, adoption of new technologies, new materials, new equipment and product conversion. Ability training should be advanced and continuous, and long-term planning should be made for the comprehensive quality training of employees. Combine current needs with long-term planning, popularize and improve, and continuously improve the comprehensive quality of enterprise employees in a planned and step-by-step manner through multi-level and multi-post training and education.

(d) Become a learning employee and create a learning enterprise.

The mechanism of learning enterprise is based on the corporate culture of advocating knowledge and talents. All employees are widely aware of the necessity and urgency of improving their own quality, strive to become learning employees, and make a training plan to improve their own quality. In this way, the improvement of the quality of all staff is just around the corner. Strive to be a learning employee and create a learning organization: first, we must have the concept and mechanism of lifelong learning; Secondly, establish a diversified feedback and open learning system; Third, form an organizational atmosphere of learning, enjoyment and interaction; Fourth, have the growing learning ability to realize the same vision. Fifth, work is learning, and learning is work. The so-called work study is to regard a job as the best opportunity to learn new skills and methods from work and promote the growth of professional knowledge; Study and work make the organization innovate and develop constantly, which means that learning is regarded as an important job. You can keep learning every day and cultivate the habit of lifelong learning. Like Qilu Petrochemical Company, since the establishment of a learning enterprise, the face of the enterprise has been greatly improved, and the overall quality of employees has been significantly improved.

To sum up, through quality education and various trainings, we can realize our own life value, stimulate employees' self-motivation and arouse their enthusiasm for work, which can improve the overall quality of all employees. However, it is impossible to improve the quality of employees overnight. We need to seek truth from facts from the height of enterprise development strategy, make unremitting efforts, blaze new trails and lay a solid foundation for the revitalization and development of enterprises.

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