As we all know, in Huachang's process team, many technicians have successively entered the middle and senior management team of the company, and have been trained to become the core members of corporate governance posts and technical posts. They are 888 and so on. There are many talents in the process team, which mainly benefits from the ways and means of cultivating technical talents in the company. The following points can be withdrawn: 1. Establish a mentoring relationship and form a helping object. New college students have just entered the company. They only have theoretical knowledge and no practical experience. How to make them adapt to the normal operation of the company as soon as possible? The company selected a master for them to help them to take up their jobs independently as soon as possible and give full play to their talents, mainly through the following ways: ① selecting a topic or drafting a transformation plan for production equipment. Combined with everyone's work practice, the research team led by a mentor will redefine the topic of the expert training plan, mainly aiming at the outstanding problems existing in the current production, and promise to put forward different transformation schemes, and clarify the research direction, such as the recovery of condensed water in the whole plant, the resistance of desulfurization system, the corrosion of mdea decarbonization system, and the recovery and treatment of waste oil and wastewater in the whole plant. (2) Propose topics, point out problems according to their plans, propose how to deal with them best, propose which plan is the best, and clarify the key to solving problems. Generally, it is required to formulate more than two schemes, and list their advantages and disadvantages at the same time, so as to cultivate the ability of process personnel to think about examination questions from multiple angles, which is also conducive to leadership decision-making. According to their plan, the master or some leaders will review it to help solve the key problems, and then submit it to the technical center, and convene all relevant departments to discuss it together until a final solution is reached. Most of the technical transformation is completed in this way, which has exercised the ability of technicians to solve problems. (3) Listen to their ideas, let them speak freely and express their ideas more, so as to have the opportunity to understand their thinking and further adjust their own shortcomings and deviations. Craft technicians are highly educated and have their own opinions on things, so it is particularly important to know more about their ideas. Newcomers don't fully understand the process of the whole factory, which is not only their weakness, but also their shortcoming. It is precisely because they don't know much, but they are not easy to form a mindset, and they can often make more creative suggestions, which must be taken seriously. (4) Organize meetings for many times, put forward topics, gradually deepen the depth of the topic, improve the thinking of being familiar with the topic, broaden the thinking mode of solving the topic, temper and challenge your own ideas, and familiarize yourself with your own shortcomings. In case of complicated topics or disagreement, relevant departments or even front-line producers can be called to discuss, and technicians are encouraged to boldly put forward their own ideas at the meeting, and compare them with everyone's opinions to finally get the best results. Facts have proved that this method is very effective. ⑤ Summary and confirmation, let them summarize the key points of each meeting and the concepts they have learned, and ask them to put forward the key points of future practice, find themselves and improve themselves. After completing a project, it is required to make a summary, mainly discuss the shortcomings in the work and find out the places that can be improved; The popular science meeting is held once a week, and the time is not long. Let's talk about the progress of the ongoing work and put forward the existing problems, and we will discuss and solve them together at the meeting; Every month, everyone should also write a work summary, make a summary of the work of the month, and plan the work plan for the next month, which is conducive to the orderly development of process work and improve the consciousness and responsibility of process personnel. 2, carry forward the team spirit, company leaders often say "division of labor does not leave home", which embodies this purpose in the process team. Everyone Qi Xin works together to build a good team spirit, and there is no psychological fortress between them. Technically, they don't compete with each other, but cooperate with each other to complete the task. When the company issues the engineering specifications and completion time, the designated professionals should draw drawings, guide the installation on site, and prepare work instructions such as operating procedures to prepare for driving. At that time, other engineers and technicians were as busy as a bee under the arrangement of the leaders, and helped them free of charge to complete the tasks assigned by the company with good quality and quantity. * * * Work hard for the company's goals, and everyone will make progress and development in the same struggle. New comprehensive projects in old areas, mdea projects, first and second projects in new areas, etc. It is the result of our joint efforts. 3, trust subordinates, let novices shoulder the heavy burden, and let them feel at ease to do something, which can cultivate their sense of responsibility, such as letting them go to the primary selection of equipment, making equipment layout drawings, and making process piping orientation drawings; Let them carve their own words and spray them on pipes or equipment, which will make them feel natural. In addition, some unimportant management work can be entrusted to them to cultivate their management ability and guidance ability, such as the inspection and optimization of process indicators, so that they can learn the management of production devices. Finally, we should rest assured and boldly put the burden on them, such as giving them independent projects, from design and installation to driving, so that they can learn project construction and how to drive, and constantly improve the technical level of process control. 4. Strengthen continuing education and improve the quality level of employees. If a person does not continue to study after work, he will stand still, his personal development will stop or even go backwards, which is unfavorable to his own development and the future of the enterprise. To this end, the company constantly requires "go out, please come in" and strengthen continuing education. He obtained CET-6 certificate through self-study, Wang Ping was promoted from secondary school to junior college and took the undergraduate course, Wan Chunlei studied hard to obtain an mba degree, Chen Jianru obtained an undergraduate diploma through self-study, and Qu published more than ten papers in provincial journals, which was well received by the "high judges" and won the senior engineer certificate earlier. All these show that they are constantly working hard, not only for themselves, but also for the development of enterprises. Today's society is a society of knowledge explosion, and the technical level of nitrogen fertilizer industry is also changing with each passing day. New technologies such as raw material route transformation and low-pressure synthesis transformation in nitrogen fertilizer industry are impacting market funds. Only by continuous learning and continuous transformation can the company develop continuously and keep pace with the times. 5. Retain talents with emotion. Today's society is a society of talent competition. Many enterprises have just trained talents and jumped ship. Nowadays, job-hopping is everywhere. To retain talents, one is "career retention", the other is "treatment retention" and the third is "emotion retention". Among these three ways of retaining people, the one that doesn't need material foundation is "emotional retention". But as long as you do a good job of "emotional retention", you can develop your career and create materials, and your career and treatment will naturally be there. On the contrary, only relying on career and treatment, regardless of emotional input, as long as there is another place with better career and higher treatment, it will not stay. At this time, it is time to quit. If you have feelings for the unit and the leader, even if the other place is no matter how good, the salary will be more. Considering the familiarity with the environment and good mood, I often want to leave, or I will come back after I leave. This kind of "emotional retention" has such magical charm, and the craft team advocates happy work and harmonious development. Because of such a good environment, two craftsmen in the craft team have been drifting north for two years, and they still want to go back to work in Huachang. This is a portrayal of the company's emotional retention. 6. Cultivate loyalty to the enterprise. Japan's Matsushita Electric has a famous saying recommended by the business community: "Talent comes first, then products come". This sentence not only shows the importance attached to talents, but also puts forward a truth for the development of modern enterprises. If any enterprise wants to have high-quality, efficient and effective output, it must insist on educating people first and let all employees give full play to their talents for the enterprise. Only by investing in human resources and strengthening the education and training of employees can the company transform skilled, knowledgeable and operational talents into intelligent talents. On the other hand, when employing people, enterprises actually care not only about the ability of talents, but also about whether their value is trustworthy. Enterprises give him assets and technology. Does he help enterprises gain the upper hand in the complex market environment or use it for himself? It depends on his professional ethics and loyalty to the enterprise. A loyal and incompetent employee will not have any effect on the development of the enterprise, but a capable but disloyal employee may do great harm to the development of the enterprise, such as revealing business secrets and misleading business leaders to make major decisions. Therefore, loyalty is another benchmark for enterprise talents. Some experts believe that one of the signs of a mature enterprise is whether it can promote important managers from within. Of course, internal training and external introduction should be combined, and both should be systematically cultivated and inspected within the enterprise, from which outstanding talents can be found and gradually promoted to middle and senior management positions. In the process team, it is through long-term training that a group of high-quality technical talents have been trained, which has become the driving force for the stable development of enterprises. 7. Keep pace with the times and constantly improve the training plan. With the social development and economic strength of Zhangjiagang, a number of influential wholly foreign-owned enterprises such as Chevron and DuPont have emerged in this area. Their acceptance and generous treatment of chemical talents, coupled with the increasingly prosperous civil service examination in recent years, have formed a great temptation for talents in enterprises. Therefore, in the process team, many employees have also lost, such as Lv Zuliang, Zhang Jianxin, Song Tao, Shao Yun and so on. And some have joined the national civil service and some have joined foreign companies. Of course, there are also those who are not suitable for working in the enterprise. Perhaps leaving as soon as possible can avoid the impact on the company. All these require us to keep pace with the times in training and retaining talents, improve the training plan in combination with the development of social environment, not only improve their technical level, but also take the management and development of enterprises as our responsibility, improve their governance ability, and give them opportunities to improve their development space and retain talents in the process of continuous development of enterprises. In a word, it is not an overnight thing for enterprises to train technicians to become technical talents. This is a very important but long-term and arduous talent training project. We can cultivate a group of technical talents who play a decisive role in the development of enterprises by establishing various helping relationships, establishing team spirit, letting them bravely shoulder heavy burdens, continuing education and emotional investment, and cultivating their loyalty to enterprises, and constantly improving the training plan with the times.