Xiong Weiping, born in 1956, 1 1, is currently the general manager and secretary of the Party Committee of China Aluminum Company, the chairman and CEO of Chinalco Co., Ltd., the chairman of China Copper Co., Ltd., the chairman of China Rare Rare Earth Co., Ltd. and the chairman of Chinalco Finance Co., Ltd., a doctor, professor and doctoral supervisor of mineral engineering in the Department of Mineral Engineering of Central South University of Technology. Peking University is a doctoral supervisor, the president of the young and middle-aged China Resources Comprehensive Utilization Association, the vice president of China Nonferrous Metals Industry Association, the vice president of China Nonferrous Metals Society, the vice president of the World Aluminum Association (IAI), the director of the management committee of China Nonferrous Metals Industry Group, and the director of China Commercial Aircraft Corporation.
Luo Jianchuan: Executive Director and President.
Luo Jianchuan,/kloc-0, born in April, 1963, is currently a member of the Party Group of China Aluminum Company, executive director, president and deputy director of the Executive Committee of Chinalco Co., Ltd., chairman of Chinalco International Trading Co., Ltd., chairman of China Aluminum Hong Kong Co., Ltd., chairman of Southwest Aluminum (Group) Co., Ltd., doctor of engineering in resource and environmental economics of Central South University, and professor-level senior engineer. Deputy Director of Management Committee of China Nonferrous Metals Industry Group, and Executive Director of China Engineering Science of China Academy of Engineering. First of all, we should pay attention to the construction of management team including compound party workers. Go all out to carry out the "four good" team creation activities with the content of "good political quality, good business performance, good unity and cooperation, and good style and image". The leading group of the company takes the lead in creating "Four Good Teams" and realizing "Four Good Teams". All subordinate units actively responded to the call and deployment of the bureau party group and carried out activities to create "four good" teams and groups in various forms. Grasp learning, constantly improve the political quality of the team, strengthen the confidence of state-owned enterprises, and establish the determination to "build a world-class enterprise and build a century-old Chinalco"; Promote development and constantly improve the management ability of the team; Unite as one, constantly improve the cohesion and combat effectiveness of the team, and achieve unified thinking, coordinated action, full communication and strong command; Grasp the style of work, be honest and diligent, and establish a good image of the leading collective.
Secondly, we should attach importance to the construction of scientific and technological talents. The company has studied and formulated the training plan for scientific and technological talents (scientific and technological talents development 22 1 project), that is, to train 20 professional leaders (level I) who can lead the development trend of disciplines and enjoy high reputation at home and abroad; Cultivate 200 technical experts with profound professional knowledge, rich practical experience and strong application ability, who can make outstanding contributions to the realization of major scientific and technological research and major technological transformation of enterprises (the second level); Training 1000 front-line scientific and technological workers with good professional foundation, strong hands-on ability and good at finding and solving scientific research and production problems (the third level). Firmly grasp the three links of training, attracting and using talents, adopt various ways such as "keeping people in business, keeping people in feelings and keeping people in treatment", gather a group of outstanding scientific and technological talents with scientific research topics and projects as the carrier, cultivate a large number of scientific and technological experts and academic leaders with strong scientific and technological innovation ability, professional proficiency and mastery of new theories, new processes and new information in professional fields, and strive to build a professional, experienced, level and fruitful science and technology. The company set up scientific and technological achievement award, patent award, technical achievement transformation benefit linked award and new product industrialization entrustment award, and held a scientific and technological conference to reward outstanding company technicians, cooperative units and personnel, including foreign technicians, which further stimulated the enthusiasm of scientific and technological workers to join the company's scientific and technological undertakings.
Third, strengthen the construction of skilled workers and build a team of skilled craftsmen who love their jobs and have strong practical ability. Driven by becoming a pilot unit for the construction of high-skilled talents in central enterprises, the company took the opportunity of participating in the skills competition of employees in central enterprises to seriously carry out skills competition, skills training, labor skills appraisal, technician and senior technician evaluation activities, which promoted the construction of the company's skilled workers.
Focusing on the needs of transnational operation, through internal secondment, on-the-job training, external introduction, study and training, exchange training, etc., the company has exerted its overall talent advantages, attracted and gathered a large number of outstanding talents, and the international talent team has continued to grow and develop. People are the fundamental factor of enterprise development. In Chinalco, the concepts of "first-class enterprises need first-class talents" and "human resources are the first resource" are deeply rooted in the hearts of the people. The company has set up a talent work leading group headed by the general manager, and is committed to cultivating all kinds of talents with innovative ability. The purpose of training is not only for the development of enterprises, but also to improve the basic quality of employees and make them happy in their posts, loved in their families and respected in society. Since 2004, China Aluminum Company has implemented the three-year talent development plan of China Aluminum Company, which is called "36 18 talent project". The core content of this plan is to train 600 management talents who master modern enterprise management knowledge, grasp the situation of aluminum industry and adapt to the requirements of international development in about three years, 1000 scientific and technological experts and academic leaders who have strong scientific and technological innovation ability and are well-known at home and abroad, and 8,000 front-line technical engineers and senior technicians who are versatile. In order to smoothly promote this human resources development work, the human resources departments of the headquarters and subordinate units have set up corresponding leading groups and working institutions, and formulated hierarchical and classified human resources training and development plans.
The company implements relatively centralized management of training funds, and the education and training committee of the company implements budget management every year. While ensuring the company's unified training expenditure, we will allocate funds according to the training projects of each unit, which will be used exclusively for the training of all kinds of personnel at all levels in the company. The company's annual training fee is extracted and used according to 65438+ 0.5% of the total salary, and the balance is reserved for the next year. Since the establishment of the company, the average training rate of all employees is 94%. Based on the business philosophy of "benefiting employees", China Aluminum Company has made employees enjoy the fruits of enterprise development on the premise of continuously improving economic benefits. In recent years, the income and welfare level of Chinalco employees has maintained a continuous upward trend. The income increased from 205,965,438+0 yuan in 2006 to 23,736 yuan in 2005, an increase of 65,438+05.3%. Welfare income increased from 7,276 yuan in 2002 to 9 132 yuan in 2004, an increase of 25.5%. Among them, the average annual income of employees in seven branches and 1 research institute of Chinalco ("No.7 Factory 1 Institute" has a total of 67,833 employees) increased from 24,875 yuan in 2002 to 30,279 yuan in 2005, an increase of 2 1.7%.
In order to stimulate the enthusiasm, initiative and creativity of employees and promote their all-round development, Chinalco started to build a human resource management system in accordance with the requirements of modern enterprise management system and international standardized management in 2003, that is, through scientific job analysis, job description, job value evaluation, performance appraisal and management, training and development, and gradually established a human resource management system that meets the requirements of modern enterprise management. This work has opened up three career development channels for employees: management, professional skills and technical personnel. It has broken the past situation of single pursuit of job promotion and crowded with thousands of troops, and initially achieved the human resource management goal of "people can enter and leave, income can be high and low, and positions can be promoted and lowered", which has played a beneficial role in promoting the career development of employees.
Employees' ownership of the enterprise has greatly stimulated their sense of responsibility, enthusiasm and creativity, and prompted them to create extraordinary achievements. For their achievements and exemplary behavior, the government and some social institutions and organizations awarded their representatives honors corresponding to their contributions, which added gorgeous colors to their careers. From 200 1 to 2004, 9 1 employees were awarded the honors of "National March 8th Red Flag Bearer" and "National Youth Post Expert" by institutions above the provincial level. In 2005, the company won the title of national model worker, including 8 people including Jiang Na.
The development of the company depends on all employees forming the same values. Excellent corporate culture can strengthen the cohesion and centripetal force of employees internally, establish corporate image externally and expand market influence, which is an important part of the core competitiveness of enterprises. Chinalco pays attention to the enterprise spirit of "making great efforts, pioneering and innovating, striving for strength" and cultivates an ideal, ethical, educated and disciplined workforce. It is an important part of the corporate culture construction of Chinalco to display the corporate style and staff style of Chinalco and create a vibrant and inspiring cultural atmosphere through colorful and beneficial cultural and sports activities.
For example, in order to welcome the 5th anniversary of the founding of Chinalco (in 2006), the company set up a touring performance group composed of employees, which concentrated on the great achievements made since the establishment of the company and the spirit of "making great efforts, pioneering and innovating, and striving for strength" of employees, and enhanced the confidence in creating a world-class enterprise. The troupe * * * has 50 cast members from the enterprise owned by 13. Since the end of 2005, 16 condolence performances have been performed for 18 member units, which have been warmly welcomed by cadres and workers, including retired workers and their families. The tour covered 1 1 000 km, with more than 20,000 direct viewers, and nearly one million viewers watched it live on TV and video, which played a good role in uniting employees, rallying people and boosting morale. In our country, most employees have the status of masters in enterprises. Workers' congresses and trade unions are the main forms to reflect the status of workers as masters and give play to their democratic management, participation and supervision.
The workers' congress is the basic form of workers' democratic management. A special working committee should be set up to formulate and improve the implementation rules of the workers' congress to ensure the smooth channels of workers' democratic management. The company and its subordinate units hold workers' congresses twice a year, and major issues involving enterprises and workers, such as enterprise system reform, institutional setup, medical insurance, wage reform plan, housing distribution plan, property management, commercial housing sales plan, education reform plan, internal retirement plan and retirement plan, must be reviewed and approved by the workers' congresses to ensure that employees can effectively exercise their democratic rights.
The trade union is the working body of the workers' congress. Chinalco actively supports trade union chairmen at all levels to participate in and discuss state affairs in Party committees, executive committees, safety committees and safety leading groups, timely reflects the requirements of employees and problems encountered in labor protection, and puts forward suggestions for improvement.
1, the role of trade unions in safeguarding workers' rights and interests
1) Sign a collective contract with the enterprise according to the right of supervision and participation granted by China's trade union law, labor law, safety production law and other laws and regulations, and write down in detail the provisions of the trade union law and labor law on the protection of employees' health and safety, the rights and interests that employees enjoy according to law, the legal responsibilities and obligations that enterprises should bear, and the right of supervision and participation granted to trade unions by law. Conduct regular inspection and supervision on the performance of collective contracts by enterprises every year, and report the performance to the workers' congress.
2) Participate in the work of the company's occupational health and safety management committee in time, regularly inspect, patrol and analyze the safety production and labor hygiene problems, and put forward improvement measures and opinions.
3) Actively safeguard the legitimate rights and interests of employees, guarantee their right to life and rest, and conscientiously do a good job in labor protection for female employees. Give employees the right to stop and solve obvious major hidden dangers and occupational hazards in the production process, which endanger the life safety of employees and cause losses to state property.
4) Establish employee safety physical examination system and supervise its implementation, check and urge the administrative department to implement policies, conduct regular physical examinations for employees, conduct a general survey of gynecological diseases for female employees every two years, and conscientiously do a good job in four-level protection for female employees.
5) Establish a labor dispute mediation committee, formulate the working regulations of the labor protection supervision and inspection committee, and set up a rights education working committee under the workers' congress to play a supervisory, participation and rights protection role in the health and safety of workers and workers.
From June 5438 to 10, 2005, the factory trade union of Zhongzhou Branch of China Aluminum Company organized an inspection team to conduct a comprehensive inspection of the implementation of the collective contract and the publicity of factory affairs in the secondary unit of Zhongzhou Branch 10, conducted face-to-face communication with more than 500 employees, distributed 509 evaluation forms, and collected 404 opinions and suggestions from front-line employees. The inspection contents include labor contract, working hours, rest and vacation, labor remuneration, employee insurance and welfare, labor safety and health, employee education and training, discipline, rewards and punishments, etc. In view of the problems and deficiencies in grass-roots units, the inspection team carefully wrote written feedback and urged all units to carry out rectification.
2. Employees participate in democratic management.
In Chinalco, employees can also participate in, suggest and discuss major decisions of the enterprise in the following ways:
1) The workers' congress deliberated and passed (or rejected) major enterprise reforms and major issues involving the vital interests of workers.
2) Offer suggestions for enterprise reform and development through rationalization proposal activities and provide good suggestions for enterprise decision-making.
3) directly participate in determining the correct decision of the enterprise by submitting proposals to the workers' congress.
4) As the first auditor of the enterprise's factory affairs disclosure, review the major decisions of the enterprise's production and operation.
In addition, employees can communicate with senior management simply and quickly through the general manager's hotline and general manager's mailbox.
3. Labor inspection and anti-corruption and bribery
Discipline inspection and supervision departments also play a unique role in safeguarding the rights and interests of employees. Focusing on the company's policies, objectives and production and operation tasks, these departments cooperate with production, safety and environmental protection departments, go deep into the grass-roots and production lines, and monitor, track and investigate the implementation of various systems such as safeguarding employees' vital interests and occupational health and safety around the difficulties in production and operation, the weak links in enterprise management and the hot issues that employees care about. The focus of supervision determined by the discipline inspection and supervision department of the company is: cases of corruption and bribery, misappropriation of public funds, damage to the interests of the company and employees and serious violation of financial discipline in various business activities and economic exchanges; Cases of serious abuse of power for personal gain, resulting in the loss of state-owned assets; Cases of serious dereliction of duty have caused great economic losses and waste to enterprises. At the same time, we also accept letters and reports from employees, carefully verify them, plug management loopholes, and create a good environment for the sustainable development of enterprises.
4. Disadvantages
The company has also fully noticed the shortcomings in the protection of employees' rights and interests, including: the medical security system needs to be improved urgently, some enterprises' medical insurance is not in place, it is difficult to see a doctor, medical expenses cannot be reimbursed in time, and the time for claiming compensation after work-related injuries is too slow; Children have difficulties in going to nursery, going to school and getting employment; There are still few training opportunities for employees; We should shorten the physical examination cycle and arrange physical examinations for more employees. We will collect employees' opinions more widely and actively improve them.