The first is to break through the key and difficult points of education and training.
1. Ideological and moral construction
The traditional ideological and moral construction of workers is mostly duty-oriented, with dedication as the mainstream, lacking rights, unable to reflect social equity and having little effect, which should be taken as a warning.
Strengthen the cultivation of civic awareness and highlight the civic spirit. Specific measures: first, hold a big discussion on the standard of qualified citizens, so that more workers and people can care about and participate in it and establish common standards; The second is to carry out activities to become qualified citizens, clarify the rights and obligations of citizens, enhance civic awareness and improve civic spirit; The third is to praise patriotism, carry forward the national spirit and enhance the sense of social responsibility.
Establish professional ethics standards and introduce the spirit of contract. According to the characteristics of different industries, practical standards of professional ethics are formulated, and all employees are required to sign professional ethics conventions. Specific measures: First, in the qualification examination.
Increase the content of professional ethics and give full play to the guiding role of the assessment system; The second is to strengthen the supervisory role of human resources and social security departments, industry associations and public media; Third, establish and improve the publicity system, and regularly publicize the industry in authoritative media.
Moral condition, punishing evil and promoting good.
Strengthen the ideological and political work of workers and change their working methods. Specific measures: First, trade unions at all levels employ professional psychological counselors to provide psychological counseling to employees and improve their mental health; The second is to organize employees to receive psychological counseling training to improve their self-counseling ability; Third, give full play to the role of trade unions as a bridge, feedback problems to relevant government departments in time, and solve practical problems.
3. Learning and training of new knowledge and concepts.
Carry out various forms of theme education activities, innovate the carrier of mass learning activities and build a learning platform for employees. Strengthen the construction of education and training positions to create conditions for workers to learn. Combined with the implementation of the national high-skilled personnel training project
Accelerate the cultivation of highly skilled personnel through school training, enterprise training and individual self-study. We should face the grass roots, base ourselves on teams and groups, and vigorously carry out technological innovation, on-the-job training, technical competition and skill competition.
And other activities to stimulate the enthusiasm, initiative and creativity of the broad masses of workers to acquire knowledge, update knowledge and improve their skills.
Carry out in-depth reading self-study activities for employees and closely combine reading self-study with quality education for employees.
Make full use of various social education resources. Promote small and medium-sized enterprises to establish cooperative partnerships with large and medium-sized enterprise training institutions and social education and training institutions, and make full use of various modern education and training means such as online education, audio-visual education and distance education to expand the breadth and depth of education and training.
3. Technical skills upgrading
Establish the management system and operation mechanism of employee education needed by the times, and form a working pattern of one-stop service such as employee training, technical competition, skill appraisal and qualification certification. Enterprises should establish rules and regulations and formulate plans to improve the skills of employees; Select "Chief Technician" and technical director.
Trade unions should actively promote the labor preparation system and the vocational qualification certificate system in conjunction with the human resources and social security departments. Change the current situation that the power of professional qualification appraisal is too concentrated, and give qualified enterprises the right of professional qualification appraisal. Enterprises should have the participation and supervision of trade unions to carry out professional qualification appraisal.
Trade unions at all levels shall establish and improve the management system, operation mechanism and various rules and regulations of employee education according to law, establish and improve the network system of trade union organization training and improving the skills and quality of employees, and cultivate skills training and excellent skilled personnel.
The use of employee education and training funds shall be included in collective negotiation and collective contract, and supervision and inspection shall be carried out through effective systems such as employee congress, factory affairs disclosure and employee representative inspection.
Through the "technical association", employees receive various forms and levels of technical skills training.
Curb the decline of the mentoring relationship (see Figure 2), carry forward the traditional mentoring relationship and endow it with the connotation of the times.
4. Career development of female employees
The survey shows that the vast majority of employees think that most units attach importance to improving the quality of female employees, but there are also 1/3 employees who think that they don't attach importance to it or pay little attention to it. See figure 3.
Further improve the understanding of the importance of implementing the quality improvement project for female workers, strive to innovate the working ideas, contents and activities, give full play to the role of the trade union women workers' Committee as a bridge and link, and safeguard the legitimate rights and interests of female workers.
Improve the quality of female workers, vigorously carry out activities such as "female technical experts", "women's civilized demonstration posts" and "advanced female workers" to promote the overall improvement of female workers' professional quality.
Popularize the experience of Shanghai Federation of Trade Unions, put forward the requirements of "mastering one subject, knowing two subjects and learning three subjects" to all female workers, and set up weekend schools for female workers.
5. Migrant workers grow into talents
Implement the skills upgrading plan for migrant workers, organize migrant workers to participate in safety production and vocational skills training, and set up a special competition for migrant workers' production skills. The proportion of national vocational qualification level skill training for migrant workers is not less than 50%.
The All-China Federation of Trade Unions should cooperate with china charity federation, China Radio and TV University and other units to carry out the education activities of the new generation of migrant workers to grow into talents, promote the education and training of the new generation of migrant workers in different levels and stages, and encourage the new generation of migrant workers to participate in academic education. Extend the training of migrant workers to villages and towns.
Guarantee the basic cultural rights and interests of migrant workers. Trade unions should coordinate relevant government departments, speed up the pace of migrant workers enjoying urban public cultural facilities, establish "migrant workers' holiday cinemas" in various cities, and carry out a series of activities to send culture, law and health to migrant workers.
The second is to break through the key and difficult points of carrier construction.
1. Carrier of employee's technological innovation
Make full use of modern education and training means such as online education and distance education, optimize the quality education mode of employees, innovate the forms and carriers of employee education and training, and provide diversified and personalized services for employees to learn new technologies. Organize employees to conduct technical competitions and select outstanding technicians. Show "five small achievements" among employees to improve their enthusiasm and creativity in scientific and technological innovation.
Make workers' technical association an effective carrier of workers' technological innovation practice. Trade unions should strengthen their leadership over the work of technical associations and support technical associations to carry out their work independently and creatively according to their articles of association.
Shengli Oilfield organizes employees to hold technical competitions every year, and gives 1 point to players with excellent performance when evaluating technicians and senior technicians. Hegang Xinxing Mining Company has formulated 478 "Must Do" and 235 "Must Prohibit", carried out the education and training of employees "Must Know, Must Do and Must Prohibit", and conducted 23 prize-winning questions and answers, with remarkable results.
2. Carrier of employee culture construction
In the past, the trade union system also used the concept of employee culture, but it often refers to culture in the sense of "literature and art" more and more, rather than culture in a broad sense, which can be seen from the following points: First, it is often related to "holidays"
"Festival" and "cultural and sports activities" are linked. For example, the All-China Federation of Trade Unions issued the Notice on Extensive Cultural and Sports Activities for Employees and Enriching their Spiritual and Cultural Life on Holidays. The second is to add "group" frequently.
The word "the masses" emphasizes grassroots and even spontaneity, such as the formulation of "workers' mass culture". Third, the "workers' cultural palace" is often used as the carrier, such as the Opinions of the All-China Federation of Trade Unions on Promoting the Reform of Local Workers' Cultural Palace Clubs.
And development opinions "(2005 1 1.25). Fourth, up to now, enterprises and institutions in China have basically not carried out employee culture construction that is synchronized with corporate culture. Fifth, today, many people
It is believed that enterprise culture includes employee culture, and employee culture is not a separate culture.
The concept of scientific employee culture juxtaposed with corporate culture was first put forward by Liaoning Province in 2007. In September, 2007, Liaoning Contemporary Workers magazine held "China Contemporary Workers Culture Seminar".
The leader of this research group put forward the following viewpoints: the broad worker (worker) culture is juxtaposed with the corporate culture and is a brand-new concept at home and abroad; Enterprise culture is the responsibility of enterprise managers, and the trade union system can and should.
Assist enterprises to do a good job in corporate culture construction, but we must not forget or ignore our own internal affairs and our own "chapter"-employee culture construction; It is extremely unfair to focus only on corporate culture and ignore employee culture.
Party and government at all levels should put employee culture and enterprise culture in the same important position and open up new fields of employee culture construction. In April 2008, three people, including the leader of this research group, wrote a paper entitled "Contemporary China Workers".
Cultural Studies was published in the magazine China Workers' Movement.
In March 2009, the Liaoning Provincial Association for the Promotion of Workers' Cultural Construction, the first social group at home and abroad to study and promote workers' cultural construction, was approved to be established, and the relevant leaders of the Liaoning Provincial Federation of Trade Unions served as the president and honorary president.
Staff culture is an independent culture, which has both connections and differences with corporate culture. The difference between employee culture and enterprise culture lies in: first, employee culture is the basic belief and values that most employees follow.
Standards and codes of conduct. Corporate culture is formed in the long-term practical activities of enterprise organizations, and is generally recognized and followed by members of the organization, with organizational characteristics of values, group consciousness, work style and code of conduct.
And the way of thinking. Second, employee culture represents the interests of employee groups, and corporate culture represents the overall interests of enterprises. Third, corporate culture and employee culture overlap in a certain scope and significance.
However, corporate culture cannot completely cover, let alone replace employee culture. Fourth, corporate culture emphasizes particularity-every corporate culture is different, and the culture of employees emphasizes universality and integrity. Fifth, there are government agencies and institutions.
Employee culture, but not "corporate culture".
It is of great significance to build an advanced employee culture. First, meet the growing cultural needs of employees and safeguard their spiritual and cultural rights and interests.
The second is to develop together with corporate culture, coordinate actions, build a harmonious enterprise, and realize the need of "win-win between labor and capital". Third, arm the broad masses of workers with the socialist core value system and promote the great development of socialist culture.
The need for prosperity.
Culture is the essence of laborers' quality, and improving laborers' cultural level is the basis of improving laborers' quality.
It is necessary to build a "four-in-one" workers' cultural position (city workers' cultural palace, county (district) workers' cultural center, enterprise workers' bookstore, community cultural activity center). Change the idle or rented state of the Cultural Palace (Museum). Open up employee e-book house and create employee culture website.
Establish staff culture day, culture month and culture festival to build staff culture brand. The survey shows that 77% of employees are in favor of setting up "employee culture day", "employee culture month" and "employee culture festival", and 76% of employees are in favor of selecting advanced employees and advanced collectives for employee culture construction.
Combine traditional culture, foreign culture and employee culture organically, learn from others and develop diversified employee culture.
Cooperate with corporate culture and work together to achieve a win-win situation for enterprises and employees.
The third is to break through the key and difficult points of the safeguard mechanism.
1. Organizational leadership mechanism
Establish and improve the work pattern of workers' quality construction with unified leadership of party committees, administrative attention to support, organization and implementation of trade unions, and participation and cooperation of all parties. In order to popularize the Shanghai experience, the party and government departments of nine ministries and commissions will form a joint meeting of staff quality engineering to co-ordinate the work of staff quality construction. The permanent body of the joint meeting is located in the trade union, and the main leaders of the trade unions at all levels are the leaders of the leading group.
Jiangsu Province has recently adjusted and enriched the goal of building a strong cultural province, and added "strong cultural cohesion and leadership" as the first of the "three strong" goals.
Within the enterprise, it is necessary to establish a system of trade unions, human resources, education and publicity, and * * * joint meetings to manage and promote the construction of excellent projects for employees.
2. Scientific leadership mechanism
Quality education is scientific, and we must adhere to scientific guidance. Beijing and Guangzhou have implemented a scientific demonstration system of quality education projects, formed a feasibility report and formulated a series of operation modes and working mechanisms.
The melting and casting plant of Southwest Aluminum Company has compiled 12 job standardization work instruction, which promotes the standardization work in an all-round way.
3. Assessment and incentive mechanism
Formulate and implement incentive measures for outstanding skilled personnel.
Improve the wage guidance standards for technicians and senior technicians, and establish and improve policies, measures and incentive mechanisms conducive to the cultivation and use of skilled personnel.
Enterprises should thoroughly implement the quality education project for employees, incorporate quality education into human resource management, and link employees' participation in quality education project training with the evaluation and employment of chief employees and post competition for employees.
In Shengli Oilfield, high-skilled posts were added, and the positions of chief technician, responsible technician and operation expert were set for senior technicians, technicians and senior workers respectively, which improved the treatment of skilled workers and stimulated their enthusiasm for learning.
4. Financial guarantee mechanism
In accordance with relevant laws and policies, solve the problem of funds to promote the quality improvement project of employees. Enterprises shall, in accordance with the provisions of the state, fully withdraw the pre-tax expenses equivalent to 0.5%-2.5% of the total wages for employee education.
Funds, and 60% of them will be used for the education and training of frontline workers. In order to ensure the timely and full withdrawal of the enterprise, the enterprise should list this item as the content of factory affairs disclosure and government affairs disclosure, and accept the consultation of the employee representatives and all employees.
Supervision, and incorporated into the content of collective bargaining and collective contracts.
Gradually change the current situation that the proportion of financial employment funds used for "blood transfusion" is too large, that is, the proportion of living expenses used for "hematopoiesis" is too low. Increase the proportion of subsidies for social training funds and allow employees to participate in social training.
5. Publicity and education mechanism
Make full use of various media resources to publicize the quality of employees and form a good atmosphere. Trade union organizations at all levels should assist the party and the government in publicity and education.
Educate employees to overcome floating psychology and excessive value orientation, avoid "flea-like" job hunting, and pay attention to improving their own quality.