At present, the technical training carried out by trade unions can be divided into two categories: one is to improve the skills and quality of employees, that is, to carry out different forms of vocational skills training; The second is the training to improve employees' innovative consciousness and ability, mainly the training of creativity. Next, I will talk about it twice: first, I will talk about technical training and technical innovation, and then I will talk about creative training. Lecture 1: skills training and technological innovation. Carrying out workers' skills training and technological innovation is a concrete measure for trade unions to implement the strategy of rejuvenating the country through science and education and strengthening the country through talents, which plays an important role in cultivating high-skilled talents and improving workers' professional skills. First, the significance of trade unions to carry out skills training. Skilled workers are the direct creators of social wealth, the key link of transforming scientific and technological achievements into real productive forces, and the important foundation of national economic development and the important guarantee of economic take-off. At present, the quality of skilled workers has been paid more and more attention by countries all over the world. China's existing skilled workers only account for about one-third of all workers, and most of them are junior workers, while technicians and senior technicians only account for 4%, which is far from developed countries. This situation has seriously restricted the improvement of product quality and competitiveness in China. In addition, more than 65438+ billion migrant workers are in an unskilled or low-skilled state as a whole, and only about 9% of them have received skills training. According to relevant data, the transformation rate of scientific and technological achievements in China is only about 15%, and the contribution rate of scientific and technological progress to economic growth is only 29%, which is far from the level of 60%-80% in developed countries. The root of these problems lies in our lack of a team of high-quality skilled workers. High-tech products must be made by skilled workers; Equipment with advanced technical performance must be operated by highly skilled technicians. The low technical quality of skilled workers is not conducive to enhancing the competitiveness of enterprises and has become a bottleneck restricting China's economic development. At present, China is in the critical stage of building a well-off society in an all-round way and accelerating modernization. The first 20 years of this century is an important period of strategic opportunities for the development of China, especially during the 11th Five-Year Plan period. During the "Eleventh Five-Year Plan" period, in order to fully implement Scientific Outlook on Development, continuously improve the ability of independent innovation, upgrade the level of industrial technology, and accelerate the transformation of economic growth mode, we should not only accelerate the establishment of a technological innovation system with enterprises as the main body, market as the guidance, and Industry-University-Research as the combination, but also build a team of skilled talents; Not only a large number of scientists, engineers and management personnel are needed, but also tens of millions of highly skilled personnel and hundreds of millions of high-quality workers are urgently needed. Trade union skills training is not only the need to implement the national strategy of rejuvenating the country through science and education, cultivate skilled talents and promote economic development, but also the need to implement the working policy of "organizing and earnestly safeguarding rights", improve the employment competitiveness of employees and safeguard their right to development. Second, the role of skills training According to relevant data, the knowledge a college graduate has learned only accounts for about110 of the vocational skills he needs, and a lot of knowledge and skills are completed through "re-education" after taking up the job. In addition, the rapid development of social economy, science and technology will also make the knowledge acquired before fall behind. In order to overcome this knowledge aging, it is of great significance to carry out various forms of "re-education" and constantly update and improve the quality level of human resources for promoting sustained economic growth. The functions of skills training are: (1) improving labor productivity. Through on-the-job training for employees, improving their skill level can promote the improvement of labor productivity. As Adam Smith pointed out 200 years ago, the improvement of a worker's skills, like the improvement of machines or tools, can save labor and improve efficiency. According to the data of UNESCO, compared with illiteracy, the labor productivity of primary school graduates can be increased by 43%, junior high school graduates can be increased by 108%, and college graduates can reach 300%. (2) Improve the technical content and competitiveness of products. Training will enable employees to continuously increase their knowledge and skills, and their innovation ability will also be improved. Therefore, trained employees can directly improve the technical content, quality and competitiveness of products by participating in technological innovation or product innovation; At the same time, it makes use of its advanced skills to deeply develop and utilize the established material data, so as to improve the utilization rate of resources, thereby reducing product costs and improving economic benefits. (III) Improving the conversion rate of scientific and technological achievements Enterprise employees have a certain level of scientific knowledge and skills, which can improve their technical proficiency and technical application ability, thus improving the conversion rate of scientific and technological achievements, giving full play to the role of science and technology as the "primary productive force" and promoting rapid economic growth. (four) to improve the survival and development ability of employees, and some employees have obtained technical qualification certificates by participating in skill training; Some have developed into skills, mastered emerging technical skills and improved their employment competitiveness. This has laid a solid foundation for their future development. Practice has proved that improving the quality of employees through skill training can really accelerate economic growth to a great extent. A research report in Japan pointed out that for every level of education of workers, the proportion of technological innovators increased by 6% on average. The innovative suggestions put forward by ordinary workers can reduce the cost by about 5%; The suggestion of trained technicians can reduce the cost by about10%-15%; Modern scientific management technology created and popularized by well-educated managers can reduce the cost by more than 30%. Three. Contents and Requirements of Trade Union Skills Training (I) Types of Trade Union Skills Training At present, there are two main types of skills training carried out by trade unions: one is the skills training of enterprise employees; One is skills training for the society, including vocational skills training, re-employment training, entrepreneurship training and rural labor transfer training. (2) Skills training conducted within the enterprise 1. Training Contents and Methods Enterprise skill training includes basic training, technical level training and adaptability training. The basic training content includes two aspects: should-know training and should-know training. The training content should be composed of basic knowledge, professional knowledge and extended knowledge. Basic knowledge refers to basic principles, basic knowledge and basic calculation. The basic principle refers to the principle of realizing each process, the working principle of relevant information, instruments and tool detection devices (including basic theory). Basic knowledge refers to the basic knowledge related to the specialty, including physical knowledge, process knowledge, operation knowledge, safety knowledge and so on. Basic calculation refers to the calculation, cost analysis and calculation of related technologies and process parameters required in professional process (or working process). Professional knowledge training is a kind of training that comprehensively uses three basic knowledge. In the process of training, professional technical training can be carried out according to representative work examples in technical standards to improve the adaptability to changing conditions. Expanding knowledge training is to help students master professional-related knowledge on the basis of completing professional skills training. Technical level training is based on the national technical occupation (type of work) vocational skills standards and training. Adaptability training is mainly to provide short-term training at any time according to the needs of technological progress and equipment renewal of enterprises, so that employees can master the corresponding technologies and skills needed for technological progress and new equipment. In terms of training methods, in addition to technical level training in accordance with the relevant provisions of the state, enterprise training methods are more flexible, such as rotation training or special training. One or more training topics are set up every year, and employees are intensively trained in key production processes and key professional knowledge in a planned, step-by-step manner. For example, the paper training with the content of "what you should know, what you should know", the series training with the content of all-staff technological process competition, the intensive training on the topics of collecting accident prediction schemes, individual coaches on site, simulating unexpected accidents and practicing special situations in specific scenes have comprehensively improved the theoretical level and practical operation skills of employees. 2. Requirements related to skills training First, according to the actual needs of enterprise production and operation and the key and difficult points of scientific research and production, we should take various forms to attract employees to participate as much as possible, adjust the training focus in time, constantly update the training content, closely track and reflect the requirements of enterprise technological progress, and constantly improve the training means and teaching methods. Practice has proved that the closer the training is combined with the actual needs of enterprises, the more it will be welcomed by enterprise managers and workers. Second, we should highlight the practicality and effectiveness of skill training. According to the needs of employees' development, we strive to make employees master various skills, constantly improve their ability to adapt to career changes, and promote their development to knowledge, technology and compound. Third, we should pay attention to the effective use of various training resources. Make full use of all kinds of education and training resources such as trade union cadre schools, workers' cultural palaces, workers' universities, workers' schools, vocational and technical schools, and jointly train with social forces to expand the training scale and improve the training quality. Fourth, give full play to the role of the Workers' Technical Association, make use of its organizational advantages, talent advantages and position advantages, play its role in implementing the national high-skilled personnel training project and skills revitalization action, establish a workers' skills training base, cultivate high-skilled personnel, and promote the integration of training and vocational qualification certification. (3) Skills training for the society Skills training for the society includes vocational skills training, re-employment training, entrepreneurship training and rural labor force transfer training. Vocational skills training refers to vocational qualification training, technical level training and employment vocational skills training for the purpose of improving the professional skills of employees. Re-employment training is the training for laid-off workers. Through re-employment training, the re-employment ability of laid-off workers can be improved and their employment can be promoted. Entrepreneurship training is the training for urban and rural workers. Through training those who have entrepreneurial desire and certain entrepreneurial conditions, they can master entrepreneurial knowledge and skills, enhance their ability to resist market risks, improve the successful opening rate and stabilize the operating rate, and achieve the effect of entrepreneurship driving more employment. Rural labor force transfer training is a skill training for rural workers who work in cities, with the aim of improving their vocational skills and realizing the transfer of employment. Regarding these types of training, the Opinions of the Ministry of Labor and Social Security on Further Improving Vocational Training (No.28 issued by the Ministry of Labor and Social Security [2005]) clearly defined the work objectives and policy measures during the Eleventh Five-Year Plan period. The content and form of training shall be subject to the relevant policies and regulations of the labor department and the education department. The function and characteristics of labor competition. Labor competition will only be carried out under the premise of harmonious labor relations in enterprises. Without harmonious labor relations, there will be no labor competition. Labor competition is carried out on the basis of employees' willingness. Only when the labor relations of enterprises are harmonious, employees are respected and their interests are guaranteed, employees will link the development of enterprises with their own future, and they will have a strong sense of responsibility as masters, thus generating a desire for competition. On the other hand, if labor relations are not harmonious, the interests of employees will be infringed, and employees will not care about the development of enterprises and will not compete. Without a broad mass base, labor competition is impossible. The role of labor competition 1, creative role: labor competition is not ordinary labor, but creative labor, and its essence lies in his creativity. Labor competition can effectively mobilize people's enthusiasm and stimulate people's creative enthusiasm, so the results of the competition are better than those obtained by people under normal work. 2. Incentive function: The incentive function of labor competition refers to stimulating employees' sense of ownership by carrying out activities such as comparison, learning, catching up, helping and surpassing, giving full play to their wisdom, enthusiasm and creativity, thus generating enthusiasm and enterprising spirit for work, and transforming this enthusiasm and enterprising spirit into action to achieve the purpose of competition. Through labor competition, employees can get corresponding material benefits, or get some honors to generate pride and spiritual pleasure. In this way, labor competition encourages employees to exert their intelligence, create better achievements and make greater contributions. 3. Educational function: The educational function of labor competition is mainly reflected in the following aspects: First, employees can learn advanced cultural knowledge, skills and experience through labor competition, broaden their horizons, enrich their experience, improve production efficiency and enhance their post competitiveness. At the same time, they can also find their own shortcomings, find gaps, learn from each other's strengths and make common progress. Second, through labor competition, we will provide correct guidance for the broad masses of workers, infect them with the excellent qualities of advanced figures, and enable them to establish a correct world outlook, outlook on life and values. Characteristics of labor competition 1. Group: Group is the primary feature of labor competition. The mass nature of labor competition not only shows that it attracts millions of workers to participate actively and voluntarily, but also shows that it adheres to the principle of trusting and relying on the masses in guiding ideology and in all aspects. It emphasizes workers' sense of responsibility as masters and their dominant position in the competition, respects and mobilizes their enthusiasm, creativity and intelligence, and emphasizes that workers should educate themselves and motivate themselves in the process of competition, actively create first-class achievements and make first-class contributions to enterprises. The goal of labor competition is based on the voluntary participation of workers, rather than relying on administrative orders. 2. extensiveness: the extensiveness of labor competition is first manifested in the extensiveness of participants, and all production workers, technicians and managers can participate in the competition. There are party and government workers in the organization and leadership, and competition can be carried out within enterprises or between enterprises. Secondly, the content of competition is extensive, from production to circulation, from operation to management, which can be brought into competition, thus improving the competitiveness of enterprises in an all-round way. Once again, it is manifested in the wide influence of the game. Learning to catch up with the advanced upsurge and the advanced model figures formed in the labor competition have influenced and driven the whole society and promoted the construction of social material civilization and spiritual civilization. 3. Democracy: Labor competition is not only a way to mobilize the enthusiasm of employees and promote the development of enterprises, but also an important form to mobilize employees to play their subjective initiative and consciously participate in production and management. One of the purposes of labor competition is to give full play to the enthusiasm and creativity of employees and make them actively participate in the production and operation of enterprises. In labor competition, the combination of bottom-up mass self-management and top-down administrative management is beneficial to employees to improve their democratic management level through self-management. Labor competition is also an important means and content of democratic management in enterprises. Through the competition, employees give full play to their intelligence and put forward opinions on the production and operation management of enterprises, so as to achieve the purpose of participating in enterprise management. (2) The principles of labor competition work are mainly embodied in the following five aspects: 1. Principles of serving economic construction and enterprise production and operation An important purpose of labor competition is to promote economic construction and enterprise development. Therefore, on the one hand, labor competition should closely focus on the economic construction center, and guide the wisdom and strength of workers to overcome difficulties and crises in view of the special situation of the current international financial crisis, so as to achieve the goal of "ensuring, leaping forward and upgrading". On the other hand, the organizer of the labor competition must understand the goals and tasks of the enterprise's "guarantee, leap and advance" and take them as the goals of the labor competition, and strive to complete them in the competition. The principle of "learning from each other, helping each other, learning from each other's strengths and improving together" is now the era of knowledge explosion, and the development of science and technology is changing with each passing day. Especially in the situation of financial crisis, we should pay more attention to the effect of "learning from each other, helping each other, learning from each other's strengths and improving together" through labor competition, turning the advanced experience of a few people into the wealth of enterprises and constantly promoting the development of productive forces. 3. The principle of employee participation. Labor competition is a highly mass activity. Therefore, we must adhere to the principle of "from the masses, to the masses", listen to the opinions of the masses extensively, mobilize the masses to fully discuss, and form competition objectives on this basis to attract workers to participate in the competition voluntarily. 4. The principle of paying equal attention to both spiritual and material rewards is the essential content of labor competition, and we should adhere to the principle of paying equal attention to both spiritual and material rewards. In terms of material rewards, those who have made outstanding contributions in the competition will be rewarded; In terms of spiritual encouragement, we should commend the advanced collectives and figures emerging in the competition in various forms to stimulate the initiative and enthusiasm of employees to participate in the competition. 5. Principles of Safeguarding the Legitimate Rights and Interests of Employees When conducting labor competitions, we must pay attention to safeguarding the legitimate rights and interests of employees, which will not only promote the development of enterprises, but also benefit employees and achieve a win-win situation for enterprises and employees. On the one hand, labor competition shall not violate the labor law and other relevant laws, and extend working hours and increase labor intensity through labor competition. On the other hand, while labor competition creates benefits for enterprises, employees must be rewarded accordingly. Conditional to help employees apply for patents for technological innovations and protect employees' intellectual property rights. (III) Leading body of labor competition Enterprise labor competition will generally set up a corresponding leading group, preferably led by the party and government leaders of the enterprise. Its main responsibilities are: to study and determine the competition plan, content and objectives, formulate competition rules, review the budget and final accounts of the competition, decide on competition awards and commend advanced players. Trade unions should be responsible for the daily organization and management of labor competitions. Duties are: to put forward the objectives of the labor competition plan, formulate the implementation plan of the labor competition and the methods of assessment, selection, commendation and reward, summarize and popularize the advanced models and experiences of the competition activities, and guide the healthy development of the competition. (IV) Labor Competition Objectives To determine competition objectives, we should proceed from reality and focus on solving outstanding problems in the process of production and operation. While promoting the completion of production and operation, we should pay attention to improving the quality of employees, enhancing the development potential of enterprises and promoting the long-term development of enterprises. To determine the goal, we should consider both the advanced nature and the feasibility; Not too high and not too low. Too high a goal can easily make people lose confidence, and too low a goal will also lose the meaning of the game. At present, to carry out labor competition, we should take the goal and task of "ensuring, striding forward and improving" as the goal of the competition and decompose it into various competition units step by step. (V) Work Plan for Labor Competition After the goal of labor competition is determined, a labor competition plan must be made. The formulation of competition plan is a very important link. Generally speaking, the competition plan should include the following contents: the name of the labor competition, such as "* * *" labor competition; The guiding ideology of competition; Competition form; Competition content, requirements, standards and objectives; Competition scope and personnel; The start and end time of the competition; Measures for awarding prizes in competitions. The formulation of the competition plan should have the characteristics of mass, feasibility and acceptance by most participants, and strive for clear guiding ideology, standardized competition methods, reasonable competition procedures and fair awards, which is conducive to mobilizing and protecting the enthusiasm of participants. (VI) Organization and Implementation of Labor Competition After the competition plan is formally determined through certain procedures, it must be organized and implemented. We should do a good job in two aspects: first, we should do a good job in preparation before implementation, mainly in ideological mobilization, so that the participating employees can clearly understand the significance, methods, goals and requirements of the competition and let everyone have a good mentality and psychology in the competition. The second is to do a good job in organizing and guiding the competition to ensure that the competition activities are carried out smoothly according to the competition plan. (VII) Competition appraisal, commendation and summarizing and popularizing advanced experience appraisal and commendation are indispensable links in the process of labor competition management. In the appraisal and commendation work, we should pay attention to the following points: first, the appraisal should be accurate and fair, and those collectives and individuals who really win the labor competition should be selected; Second, the material rewards and spiritual incentives for the winners should be commensurate with their contributions, and really play a role in commending the advanced and motivating employees, so as to keep the labor competition full of vitality. Summarizing and popularizing advanced experience is an important link in labor competition. One of the purposes of labor competition is to improve the level of production, operation and management by summing up advanced experience, popularizing advanced technologies, advanced management methods, advanced working methods and advanced operation methods created in the competition. The methods of popularizing advanced experience include selection and commendation of achievements, live performance, and organizing everyone to operate according to advanced operating methods. To promote advanced experience, we should also pay attention to the brand effect of advanced figures and protect the intellectual property rights of employees.