[Keywords:] German high-skilled personnel experience enlightenment
First, the concept of highly skilled personnel
High-skilled talents refer to "high-tech applied talents who can meet the first-line needs of production, construction, management and service and develop morally, intellectually, physically and aesthetically". Its essential feature is that it has the practical application ability of professional basic knowledge and basic skills, that is, it has distinct practicability and practicality; Its specification is characterized by high-tech applied talents, that is, with a clear high level; Their professional characteristics are "senior blue collar" as managers in the operation group or "applied white collar" as operators in the management group, also known as "gray collar talents" or "silver collar talents"; Its behavior is characterized by the application of knowledge and skills rather than mechanical imitation and simple labor, and it is an intelligent behavior based on "should know". Therefore, the goal of cultivating high-skilled talents is to master both "necessary and sufficient" professional theoretical knowledge and basic professional practical skills. The key is to have comprehensive professional ability and comprehensive quality.
Second, Germany's successful experience in training and developing highly skilled personnel
1. German traditional culture attaches importance to the cultivation of vocational skills, and the evaluation of talents is not just academic qualifications.
Adenauer, the first German Chancellor after the war, once said: "Vocational education should be the cause of the whole nation." In Germany, vocational skills education is highly valued, and skilled craftsmen are highly respected. Many successful politicians and entrepreneurs, including former German Chancellor gerhard schroder, were craftsmen, and most of their careers began as craftsmen. Therefore, the mechanic profession enjoys a high reputation in Germany. Germany's talent evaluation system does not blindly pursue high academic qualifications and despise vocational skills education. In Germany, except about 27% young people go to college, most young people choose to enter nearly 10,000 vocational schools all over the country. Get basic knowledge through vocational education, cultivate practical application ability, and obtain corresponding vocational skills qualifications after passing the examination, so as to be eligible to enter a certain industry and have the opportunity to receive continuing vocational education after employment. At present, 25% of the social members aged 0/9 to 65 in Germany/KLOC participate in continuing vocational education. Vocational education has become a lifelong education for every employee, thus realizing the cycle of training → employment → retraining → reemployment. In addition, many universities in Germany have also set up vocational courses, so that many university graduates can have good vocational skills while having a solid theoretical foundation.
2. A perfect system of laws and regulations provides institutional guarantee for the cultivation of highly skilled personnel.
The management, supervision and implementation of education in Germany are mainly guaranteed by legislation. A set of rich, interconnected and easy-to-operate legal system has been formed, which provides a solid institutional guarantee for the cultivation of high-skilled talents. According to the provisions on education in the German Federal Basic Law, from 65438 to 0969, the German federal government promulgated the Vocational Education Law, the Vocational Training Regulations and the Labor Promotion Law, which stipulated the organizational conditions and funds of vocational education, and clarified the issues of providing assistance to vocational education and income and treatment during study. 198 1 promulgated the vocational training promotion law, which made specific provisions on the objectives, annual reports and statistics of vocational education. Each state has formulated specific laws and regulations in accordance with the Basic Law, and enforced them strictly and forcefully. According to the national regulations, young people under 18 must receive high school or vocational education, and the principle is that they are not allowed to find jobs without taking part in vocational training, thus ensuring the improvement of the labor force level. It is under a series of perfect laws and regulations and strong law enforcement guarantee that Germany has realized the legalization of vocational education and training, so that vocational education and training work can be based on laws.
3. The government and enterprises share the training expenses, which provides material guarantee for the cultivation of high-skilled talents.
The German government regards improving the quality of workers as the strategic task of national development, and stipulates that all the funds for vocational schools shall be borne by the state governments. German enterprises will also regard well-trained employees as a necessary condition for survival and development, and are willing to invest in vocational education and bear all the expenses of students during their factory training. Therefore, the cost of vocational training in Germany is shared by the government and enterprises. The government uses state finance to support the development of vocational education. All vocational schools are public, teachers belong to the state civil servants, and school buildings and various other facilities, including computer teaching equipment and experimental sites, are also funded by the state. German enterprises attach great importance to personnel training. Senior high school graduates from counterpart schools should be trained as apprentices for three years after graduation, in addition to adult professional training before taking up their posts. Enterprises provide internship places, pay tutors' salaries and give students living expenses ranging from 500 to 800 euros per month. On-the-job personnel are usually trained by taking jobs to colleges and universities, enterprises for further study, and special vocational skills training organized and paid by the General Administration of Labor. Germany spends about 20 billion euros on vocational training every year, which is equivalent to 3% of wages and salaries in the national economy. This cost is basically borne by enterprises, and the national public funds raise about 8 billion euros for vocational schools. At present, Germany is reconsidering the measures to improve the funds for vocational education, including the compulsory measures to increase the financial budget and the inclination to the lifelong education policy. The state gives various tax incentives to enterprises that receive vocational training. In 2002, the state allocated 80 million euros to subsidize training programs for small enterprises. The expenses invested by enterprises for vocational education can be included in the cost as the investment for the sustainable development of enterprises; Enterprises can also apply for certain subsidies from the government because they have provided a certain apprenticeship to the society.
4. Adhere to the "dual system" vocational education which is closely integrated between the supply and demand sides and closely linked with theory and practice.
Germany's "dual system" vocational education is a very successful system in training high-skilled talents in Germany. German law stipulates that "all students who graduate from junior high school and no longer pursue further studies must receive dual vocational training for two and a half to three years before employment." Enterprises are not allowed to accept untrained employees, and untrained employees cannot take up their posts, which has become the * * * knowledge and code of conduct of employers and employees. At present, more than two-thirds of employed people in Germany have received dual vocational training. "Dual system" education closely combines the requirements of both supply and demand. Under the condition of social market economy in Germany, the combination of supply and demand of vocational education is realized through vocational consultation and signing contracts on the basis of scientific prediction. Students who need dual-system training should consult relevant departments and enterprises as early as before graduation. Consultation is two-way, which not only guides students to choose enterprises, but also helps enterprises to choose students. The result of this two-way choice is determined in the form of contract before students participate in dual-system education, which ensures the close combination of supply and demand. Vocational schools and enterprises make teaching and training plans for students, and enterprises will decide the training content according to the needs of market development, so that the cultivation of students can be closely combined with market demand from the beginning. "Dual system" education emphasizes the close combination of theory and practice, and the training objects have dual identities, both students in school and employees in enterprises. Students attend classes at school every week 1 ~ 2 days, and practice in enterprises at other times. Among them, the school mainly teaches professional courses, basic cultural courses and other theoretical education, while the enterprise mainly practices. Both places have demonstration workshops and training workshops. The school even partially accepts actual production orders and uses the training workshop to undertake actual engineering projects, so that students can directly contact the future working environment from the beginning of enrollment, realizing the mutual penetration of theory and practice.
5. German enterprises have become an important driving force for training high-skilled talents.
German enterprises attach great importance to the development of human resources. They generally believe that the planning and training of human resources are very important for enterprises, and the investment in talent training and training is the investment in the future development of the company. Human resources are the precious wealth of enterprises. In the training of skilled personnel in Germany, enterprise training plays a leading role, and vocational schools only play a role of cooperation and service. And their enterprise training is divided into intra-enterprise training and cross-enterprise training. Training in enterprises can be divided into five categories. First, the training of industrial teaching workshop is the highest quality training in enterprises, which is mostly carried out in large or large enterprises. Its main feature is the separation of training and production process. Second, non-systematic industry training is mainly carried out in small and medium-sized enterprises. Its main feature is that training is closely related to the production process, and most of it is carried out in the production workshop. Third, traditional handicraft training, its main feature is that training and production process are the closest, and teaching is carried out at the production site. Fourth, systematic training in office and service industries is usually undertaken by large enterprises or administrative organs. Its main feature is to link the theoretical teaching of vocational schools with the practical training of enterprises or administrative organs; Increase the teaching proportion of theoretical knowledge related to practice. Fifth, the non-systematic training of office and service industry is mainly carried out in small and medium-sized enterprises and offices, and its main feature is to learn through field operation. Cross-enterprise training is jointly conducted by several enterprises, with the participation of some local authorities, and teaching workshops in some vocational schools are also used for cross-enterprise training. Cross-enterprise training is widely distributed in various professional fields and occupies a certain proportion. In terms of specific training methods, each enterprise makes a choice according to its own reality and decides which method to adopt.
Highly skilled talents play an important role in Germany's economic development. "In the eyes of German workers, all products are works of art". Their superb skills and excellent professional ethics have provided German enterprises with a "reputation" guarantee in the world, and at the same time, they have created achievements that cannot be ignored in the history of rapid economic development in Germany. Industry is the most important pillar of German economy, with 8 million people working in industrial enterprises. The most important industries in Germany are automobile manufacturing and electronics industry. Among them, the automobile manufacturing industry includes 777,000 employees, creating a turnover of 227 billion euros; The electronics industry includes 886,000 employees, creating a turnover of 65.438+05.2 billion euros. Therefore, it can be said that skilled talents play an important role in Germany's economic development. It is with the support of a large number of highly skilled talents with both theoretical foundation and rich practical experience that German enterprise products have become synonymous with high quality and high level, which has played an important role in the rapid development of German economy.
Thirdly, the enlightenment of German experience to promote the cultivation of high-skilled talents in Beijing Economic and Technological Development Zone.
Compared with the cultivation and development of high-skilled talents in Germany, there is still a certain gap between the cultivation and development of high-skilled talents in China and the overall concept of society. With the large-scale transfer of global manufacturing industry to China, many enterprises find that professional and technical personnel are easy to find, while highly skilled personnel are hard to find. Some enterprises spend a lot of foreign exchange to introduce advanced equipment from abroad. Due to the lack of senior technicians, technicians and senior technicians, the products they produce are seriously out of shape. The number of highly skilled personnel is a key factor affecting the competitiveness of manufacturing industry. At present, the shortage of highly skilled talents has become a "bottleneck" restricting the development of China's manufacturing industry.
According to statistics, by the end of 2005, Beijing Economic and Technological Development Zone had 3,685 high-skilled talents with senior technicians or above, accounting for 8.3% of skilled workers, which was higher than the national level of 5%, but there was still a big gap compared with foreign countries. In Germany, where modern manufacturing is relatively developed, senior technicians account for 40% of skilled workers. The lack of high-skilled talents has become an important factor restricting the development of modern manufacturing industry, and this lack is largely due to the traditional concept of "attaching importance to academic qualifications and neglecting skills" and the talent evaluation system with academic qualifications as the highest, so that skilled talents are not paid due attention and labor is not rewarded. In Germany, where the manufacturing industry is developed, skilled workers not only show full respect from social status to wages, but also many masters and doctors in the front line of design and production are generally called workers. At the same time, in Germany, the average monthly income of technicians is slightly higher than that of Germans, about 2,500 euros, and there are many opportunities for promotion. In China, however, the concept of "those who work hard govern others, and those who work hard govern others" still exists. In addition, the current vocational education system in China still retains the characteristics of planned economy. Compared with the systematic, large-scale and institutionalized scientific training system in Germany, at present, the major and curriculum of higher vocational and technical education in China are not planned with market demand as the guide, which is blind, and the major and teaching content are seriously divorced from reality and cannot keep up with the needs of the rapid development of manufacturing industry. Unable to meet the needs of the rapid development of modern manufacturing industry, it has also become an important reason for the lack of high-skilled talents.
Drawing on the experience of Germany, it brings the following enlightenment for the development of high-skilled talents in the development zone in the future:
1. We should fully realize the importance and urgency of cultivating and developing highly skilled talents.
Nowadays, with the rapid development of science and technology, the application of scientific and technological achievements in economic and social development requires a large number of highly skilled talents. As a high-end industrial park facing the international market, Beijing Economic and Technological Development Zone has concentrated modern industries such as electronic information and communication, biotechnology and new medicine, automobile and equipment manufacturing, and the demand for high-quality skilled and applied talents is more urgent. It can be said that cultivating and developing a large number of highly skilled talents who can meet the needs of enterprises and adapt to market changes is a necessary condition for Beijing Development Zone to achieve long-term development.
2 should be based on the actual needs of enterprises targeted to determine and adjust the training content of skilled personnel.
In the process of cultivating high-skilled talents, we should pay attention to the information communication between enterprises and schools. In terms of personnel training content, we should fully consider the production needs of enterprises, adapt to the development and changes of the market, adjust and improve the training content in time, and increase the training content of new posts, new technologies and new processes according to the needs of production technology. After the training, we should also know the actual application of training in enterprises in time, so that the school can better adjust the teaching content.
3. Further improve the talent evaluation system and establish a strong incentive mechanism.
When evaluating talents, enterprises should not "only pay attention to academic qualifications and ignore skills". It is necessary to constantly improve the value status of highly skilled personnel, improve their remuneration, establish and improve the incentive mechanism, encourage skilled personnel to study technical business, fully mobilize their intelligence, enhance their sense of professional honor, pride and responsibility, and make more and greater contributions to the development of enterprises.
4. Create a good public opinion orientation and social growth environment for the cultivation of high-skilled talents.
In the process of developing the high-skilled personnel training project in the development zone, we should create a good public opinion orientation and growth environment for the training of skilled personnel, take enterprises as the main body, open up various ways for the training of high-skilled personnel, strive to gradually improve the shortage of skilled personnel, cultivate more excellent skilled personnel, and provide a solid human resource guarantee for the development of high-tech industries and modern manufacturing industries in the development zone.
5. Actively promote the construction of high-quality teachers integrating theory, skills and normal education.
Gradually change the status quo that vocational education teachers' theory is stronger than their practical skills, and discover and cultivate new technical application-oriented talents who know both theory and skills, specialty and knowledge, and are good at management and coordination to engage in vocational education. At the same time, we can mobilize enterprise resources, hire people with rich practical experience at work, and teach students through visiting teachers, so that talent training can meet the actual needs of work.