Japanese companies refer to young people who are employed as "new members". The enterprise has a plan for the training of new members. Generally, they will not be positioned within three years, and they will take turns to practice in the construction site, technical department, budget department and business department according to the scheduled plan. After the expiration of three years, they will determine the job position according to the newcomer's own ideas, that is, what he thinks he is best suited to do, and then after about two years of training, they will be formally positioned in this position. The talents trained in this way love their jobs, and through rotation training in different positions, they have a comprehensive understanding of the overall work content of the enterprise, knowing both production, technology and economy, and become generalists with certain professional skills. Japanese companies also have a set of training for blue-collar workers. Take a plastering company as an example. This company sends new members to the technical school run by the company for theoretical study first. After mastering certain theoretical knowledge, the simulation practice is carried out, and the actual operation practice is repeated with different materials according to different substrates and different surface effects. After mastering certain theoretical and practical operation ability, the master took it to the construction site to participate in the project construction. This kind of training has no certain time requirement, and it can be long or short according to everyone's understanding ability. In addition, industry-wide skill competitions are organized through industry associations to improve the operation level of skilled workers in the whole industry. Through standardized vocational training, the technical level of the industry can be inherited and developed. Salary management and promotion mechanism Japanese companies pay more attention to stability and qualifications. There is a corresponding relationship between the basic salary of large and medium-sized enterprises and the length of service. For example, a 22-year-old college graduate has a basic monthly salary of about 2 1 220,000 yen, and a 40-year-old general staff has a monthly salary of about 400,000 yen. Of course, job subsidies and bonuses will vary greatly with different positions and different performance. Japanese enterprises generally implement the reward system of "one liter and two rewards", that is, if there is no major problem in their work, they will be promoted to the next level every year and rewarded twice, and the amount of each reward is about one month's salary. For staff who have a certain ability at a certain age, but cannot be promoted to the corresponding positions due to limited positions, virtual titles such as "counselor" and "director" are adopted to keep them close to reality, so as to maintain the psychological balance and work stability of staff. Although this salary management and promotion mechanism of Japanese enterprises has the shortcomings of poor motivation, it is very effective in maintaining the stability of enterprises and cultivating employees' sense of belonging and loyalty. In the economic downturn, employees can work hard and tide over the difficulties with enterprises. Being able to take the initiative to work overtime when the task is busy has become a world-famous "workaholic". "Professional Title" Management The professional title of Japanese construction industry is evaluated by social specialized institutions, which is similar to our registered XX teacher exam, but it is neither a foreign language exam nor a necessary condition for us to engage in a certain occupation. There are "first-class technicians" and "second-class technicians" in the construction industry, which are roughly equivalent to our middle and senior technical titles. Enterprises encourage employees to obtain "professional titles", but it is more important to look at the actual working ability of employees. At the same time, "professional title" is not linked to salary and bonus. (End)