1. Recruitment: mainly reflected in the recruitment conditions of the company and the stability of employees recruited by human resources. In particular, the operators on the production line need hard-working and stable employees, which puts forward many requirements and hopes for the work that human resources should do on this issue. 2. training: 3. On-the-job management: The main problem is that there is no clear career planning and professional state management when employees enter the factory, and new employees are left to fend for themselves in their posts, lacking follow-up management and helping them enter the state. They have become a simple recruitment and personnel department, wary of the brain drain of the company and have made no achievements. Without management and clear career planning, many newcomers will leave the company soon. 4. The positioning and role of the company's human resources work are questioned, and it is believed that the company pays insufficient attention to human resources, and at the same time, human resources have not played their due role and are not suitable for the current market competition environment, which will definitely affect the company's subsequent development. (2) The ideological trends of front-line employees in the workshop: 1. Workshop management mode: mainly reflected in the extensive management of workshop managers, rough management mode, lack of patience with employees, criticism and education mainly in a high-pressure way, difficult to be a man, and no scruples about employees' self-esteem. If you are willing to do it, you can use it frequently in management, regardless of the importance of skilled workers to production. The high-pressure policy makes employees slowly lose their trust and enthusiasm for the company's management. The new employee arrived. As a manager, he did not consider it from the perspective of management. They often let them go to work, appoint a master and let them die. Managers who do well will occasionally ask during the workshop inspection. Even after a week of new employees, bureaucratic managers still can't know the names of new employees, let alone talk to workers and solve problems for them. 2. System management: mainly reflected in the fine system, leave deduction and so on. Employees think that refined management is a management method, and there is nothing wrong with it. However, if fines are used for management, such as health inspection fines, quality fines, and commuting fines, many employees now work with a very mechanical and numb attitude towards any problem and lose their enthusiasm for work. An important reason is that they are fined, work with the mentality of being punished, and have grievances at work. What workers think most about at work is how to work without being fined, which forms a very bad phenomenon. 3. Wages: Because of their own wages, workers have no idea about the management of the company, especially the wages of workshop management. Some of them even say, "We make paper, they make money", "Those who make money don't work, those who work don't make money" and so on. In short, they have great opinions. In addition, last year's price increase made employees complain, and then they complained to each other and influenced each other. Many people are comparing personal gains and losses. Now, the working environment and labor intensity of this job are compared with other industries. If you feel inappropriate, choose to leave. What worries me most is that many old workers have said the same thing, including 1 who has worked in the enterprise for many years. I'm sure they wouldn't say so if it weren't inappropriate, because people will have feelings for people, things and companies after all. 4. Working hours: At present, most workshops are in three shifts, and it is difficult for employees to have a good rest. In addition, due to machine maintenance, many employees have to work three shifts without rest for 24 hours, but they have not received due rewards and overtime pay. Therefore, many employees have great opinions and the working environment is not very good at ordinary times. In addition, they are too tired, and their wages are not high, and their wages are not high now. 5. Information communication: The top management of many enterprises don't know any information on the front line, and the things reflected by employees have no results. Many workers don't know who to turn to when they encounter problems. Once disconnected, there is no information about the company, which is very depressing. Some good suggestions and ideas for the company turned into complaints because they didn't say anything. Many old workers in enterprises hope to have the opportunity to talk to the top management of the company. To tell the truth, some employees even said: managers sit in the office every day to make rules, and sometimes what they do is not in line with reality, and there is no good communication to reflect opportunities, which is quite depressing! Iii. Solutions and suggestions: (1) Human resource management: 1. Recruitment: The recruitment of new employees, especially the entry of new front-line employees, must achieve three points: a, the source of students must be accurate; B, two-way fit; C. Agreement management. For example, a one-way personnel investment agreement can be signed with a technical school, and the technical school will train specialized personnel for the enterprise through work-study programs. Some technical schools now adopt the practice of state subsidies. Students attend school free of charge and pay tuition after graduation. Then such students will be quite stable when they arrive at the unit, because the school has agreements and regulations, and the enterprise can sign an agreement with the school alone, which is bound to be stable. Students who are subsidized by the state will certainly be able to bear hardships. Enterprises and schools can be knowledgeable, and schools can have the ability to train students of this major for enterprises, which is: two-way adaptation; There are agreements between schools and students, as well as between enterprises and schools. Enterprises hire managers, and schools also handle management, tuition fees, diplomas and other follow-up procedures, which makes the management of schools very effective, and schools and companies have clear agreement constraints, which makes such two-way management very effective; On the other hand, two-way accountability can also be adopted for human resources and workshop managers. From the beginning of recruitment, the employing department issues the personnel demand application form and arranges recruitment according to the application conditions and application date. As the person in charge of the user department, he must participate in the interview, form a human resource-oriented interview with the user department, and finally complete the employee's entry. After employees enter the job and arrive at the user department, they must adopt two-way management to assess the stability of employees: that is, establish a "two-way assessment system for employee management", in which the employing department and the employing department manage employees at the same time, and conduct two-way assessment on the loss of employees, so as to ensure the stability of employees and realize the excellent management of employees by the company. 2. Training: The implementation of company training should not rely too much on each department's own annual plan. As a human resource, we must be able to grasp the timely development trend of enterprises, so as to put forward training topics in time according to the dynamics and management problems of managers, form a temporary training demand plan, and then organize training, effectively solve management difficulties and problems, and enhance the management ability of enterprises; The training of the company's first-line production management personnel should be carried out from the aspects of enterprise concept, production management methods, enterprise culture and management tools of first-line team leaders. As the human resources of the company, there must be training lecturers, who can plan the training institutions and give lectures separately in the implementation, which is convincing and convincing to all managers. After human resources go deep into the production line to track and find the topic through the on-the-job management system and employee employment tracking questionnaire, the project will be established in time. All departments of the company can also submit a temporary training demand plan to the Human Resources Department in time according to the needs of their own departments, with double-line control and double-line submission, which will inevitably ensure the unity and advancement of enterprise thinking and management through training and better provide soft environment support and guarantee for enterprise development. 3. On-the-job management: For the front-line employees and managers of the new company, we must follow the training management formulation at the initial stage of entering the factory, and hold regular communication meetings according to the regulations, so that the first-line production information and grass-roots management information can be communicated and distributed, and employees can be given an ideological exit first. The second-party human control point with human resources is no longer a simple first-line management report, but a second-line guidance report; Vertical management and horizontal scheduling can naturally enhance the stability of personnel in the post and the accuracy of information mastery, and can respond in time, respond flexibly according to the situation and information, and minimize problems. For office managers who are not engaged in production, after collecting basic employment information, they must give good career planning and career promotion plans according to their working conditions and professional status, otherwise they will miss many grassroots managers who will grow into excellent managers, and the company will also lose the opportunity and platform to establish a good talent reserve echelon. (2) frontline staff: 1, management personnel management; The management methods of front-line managers need to be solved by slowly improving the management ability of managers, especially front-line managers. Managers' management methods are wrong, one is determined by their own management level, the other is the weakness of company training and corporate culture. Without learning, good corporate culture guidance and systematic training, when managers have no methods or even are lazy to think, there will be a phenomenon of "hosting by punishment". What is sacrificed is the interests of workers and the long-term interests of the company. When our workers no longer trust and cooperate with our managers, who can guarantee that this worker can serve the enterprise faithfully and do his job with peace of mind? Without skilled workers, how much motivation does the benign development of enterprises have? Without skilled workers, the quality of products and the service life of equipment will be lost, and the most perfect play of equipment productivity will be lost. Among human resources, there is a ratio of 3: 3: 2: 2, that is, backbone workers 30%, skilled workers 30%, ordinary workers 20% and new workers 20%. This is the most perfect combination of productive forces, and it is also the most benign, which ensures the new blood needed for the development of enterprises and the stability of enterprises. Therefore, it is very important for enterprises to have stable front-line production employees. Therefore, it is an important factor to ensure the stability of front-line employees. It is the most important thing for enterprises to improve the management methods and methods of production managers through training and learning. As a human resource, we should do our job well, go deep into front-line research topics, do a good job in the management of on-the-job employees horizontally, stabilize front-line production employees by truly improving management methods, and provide real front-line employees and perfect management teams for the long-term stable development of enterprises. 2. The company's fine system; As an important means for enterprises to take fines as management, it is a typical extensive management. 3. The wages of front-line employees; Since 2008, with the promulgation and implementation of the new labor law, the cost of enterprises is rising rapidly and enterprises are very tired. As a front-line employee, it is really difficult for him to change his mind and work hard simply by understanding the difficulties and situation of the enterprise. It should be possible on the existing basis: a, reform the current salary structure first. B, the detailed hierarchical management of wages, 3: 3: 2: 2 (that is, 30% backbone workers, 30% skilled workers, 20% ordinary workers, 20% new workers) 4, working hours; Working hours are the foundation of company employees. 5. In the aspect of workers' induction management, the "two-way appraisal system of employee management" will be incorporated into the system.