The current situation of the hottest printing tech

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The current situation of the printing technician team needs to be changed urgently (I)

human resources are the basis for the formation of the core competence of enterprises and the basic elements of the core competitiveness of enterprises. Human ability and quality are the key to the development and survival of enterprises. The construction of technician team is an important part of human resources in enterprises. Changzhou, Jiangsu Province, is known as the "Oriental carbon Valley" in the industry. However, the current situation of technician team in Chinese enterprises, especially printing enterprises, is worrying. In particular, the lack of "high-energy blue collar" talents and the low quality cannot but arouse the close attention of colleagues

I. current situation of technician team in printing enterprises

it is reported that an enterprise in Shenzhen is recruiting high-energy fitters with a monthly salary of 6600 yuan, but no one is interested. Coincidentally, an enterprise offered an annual salary of 120000 yuan to recruit high-energy mold technicians, but it failed to do so. The lack of "high-energy blue collar" has become a serious reality. According to the statistics of relevant departments, only Shenzhen needs more than 2000 high-energy technicians annually, but the actual annual supply is less than 500, with a gap of more than 75%. Although the city has 1500 high-energy blue collar workers, it is only about 7% of the total number of skilled workers, which is far lower than the level of 35-40% in developed countries. According to the prediction of authoritative people, the demand of Chinese enterprises for "high-energy blue collar" will increase by more than 25% every year in the next few years. The supply of "high-energy blue collar" is decreasing at a rate of 10% every year

the above situation is common in Chinese enterprises, especially in state-owned printing enterprises. Only from the situation of the technician team of the stamp printing bureau where the author works, it is not optimistic

firstly, the composition of mechanic culture is too low. There are 168 skilled workers in the overall production workshop. In terms of age structure, 86 workers over the age of 40 account for 50.8% of the total number of skilled workers, and 35 workers under the age of 30 account for 20% of the total number of skilled workers. However, from the perspective of cultural structure, 22 people above junior college only account for 13% of the total number of skilled workers, and 66 people below junior high school account for 39% of the total number of skilled workers, and the vast majority have not received professional vocational education

secondly, the actual technical quality is low. Stamp printing bureaus with technician titles have 19 people in the printing sector, accounting for 17.9% of the printing workers; There are 9 people (including two senior technicians) in the plate making process, accounting for 32% of the plate making personnel; The equipment maintenance support department has 10 persons, accounting for 35% of the maintenance personnel; Among the cutting personnel, only one is skilled, accounting for 14% of the personnel in this link. On the whole, 29.5% of the total number of technicians have the professional title of technician or above; In addition, senior workers account for 50%, intermediate workers 30% and junior workers 11%. Only from the above figures, the ratio of high-energy technicians in enterprises is not low, but the problem is that most of them are not competent for their work. From the aspect of printing, the technical status and operation level of the printing machine are relatively low. Under the basically same equipment and environment, the printing machine is also a senior worker, printing the same products, but the printing qualification rate can differ by one to twenty percentage points; From the aspect of plate making, the quality of printing plate is not high, the number of plate returning increases, and the work efficiency is low; From the perspective of the equipment maintenance department, it is a matter of feeling, feeling, and struggling to cope. It can also be widely used in machinery, metallurgy, petroleum, chemical industry, building materials, construction engineering, aerospace, shipbuilding, transportation, pressure vessels and other industrial departments, as well as relevant laboratories of colleges, universities and scientific research institutes. This situation directly affects the benefits of enterprises and the implementation of enterprise development strategies

third, the concept is old, and the atmosphere of learning technology and comparing contributions is not strong. At the two exchange conferences on Stamp quality control experience of the enterprise this year, although the organizers spent a lot of brains to guide everyone to talk about experience, they did not achieve the expected results. The main reason is the lack of atmosphere for learning technology. Teachers are worried that if they teach their disciples, they may lose their jobs; Second, they are afraid that their disciples will not learn, which is tantamount to wasting their time. Young workers also have two scales in mind. First, they ask their master for advice, fearing that if the master doesn't teach them, they will lose face; The other is that since everyone is fooling around, they should take their wages and bonuses as they are. Why do you have to go to the trouble to find yourself uncomfortable. What is more serious is that after years of precipitation, this ideology has formed a potential culture of the enterprise. If this situation persists for a long time, it is extremely unfavorable to the development of the enterprise. This state of the technical team of printing enterprises is far from the requirements of the development of the times, and needs to be changed urgently

2. Main reasons affecting the development of skilled workers

through the above analysis, we can see that, first, the demand for high-energy blue collar workers is increasing day by day, and the treatment is also rising; Second, the supply of high-energy blue collar workers is decreasing year by year, and few people aspire to this profession; Third, they are called high-energy blue collar workers, but many of them do not live up to the name, and are not competent for the work they are engaged in. There are many reasons for this state

1. Education and training are divorced from practice and lack of supporting mechanism combining theory with practice. Since the reform and opening up, with the development of market economy, the high-tech industry has gradually integrated into or even replaced the traditional industry, but the training of senior technicians and senior skilled workers has not been paid attention to or even ignored. With the development of education, colleges and universities, vocational and technical schools and secondary professional and technical schools have trained many students, such as technical secondary schools, junior colleges and undergraduate courses. However, no matter what kind of schools, a common problem is that they are unable to cultivate high-level technical talents who have both theory and rich practical experience to shorten the activity distance of the melt as far as possible. From the perspective of the current education model, no matter from school to enterprise, or from enterprise to school, there is a lack of direct bridge of close contact, and a lack of supporting mechanism of combining theory with practice. Generally speaking, it is impossible for a person to work in an enterprise for half a year and then go to school for half a year. Our schools and enterprises are blocked by walls and cannot go in or out at will. Only after a few years of study can we go to apply for jobs and engage in practical work. However, the disjunction between education and practice has caused most people to use what they have learned or use what they have learned

2. unscientific salary system and imperfect incentive mechanism lead to the lack of a healthy growth environment for senior technical talents. Many units ignore the special importance of senior skilled workers, resulting in the lack of due attention to such talents in promotion, professional title evaluation or salary increase. If we do not pay attention to the training and care of senior skilled workers, it will inevitably lead to a shortage of talents. Wu TA's article "why we lack technicians" (see China Printing No. 7) points out that the lack of respect for labor is the root of the problem; The most respected profession in Australia is technician. This is in great contrast to us. In addition, according to the calculation of the labor department, it takes about 50000 yuan to train a senior skilled worker. Such a high cost is obviously difficult to be borne by a single person or enterprise. Moreover, the training of a technical talent can be as short as 35 years, or as long as more than 10 years. For such a long time, some enterprises are often difficult to tolerate, and it is not surprising that they are cramming for it. In such conditions and environment, it is difficult for senior technical personnel to grow up, and it is inevitable that there will be a shortage

3. The confirmation of technician grade is not scientific and rigorous, and there is no corresponding supervision and assessment mechanism. In recent years, there have been too many examinations for various types of technician training and certification undertaken by various localities. Driven by the interests, some assessment institutions rush into mass action. As long as the students pay money, no matter how much they learn or not, the assessment has become a green light for the fixed value after the test of the experimental machine. In some enterprises, there are also many problems: first, only certification, no matter who, as long as they have the certificate, they will admit it. Second, there is a lack of corresponding assessment and confirmation mechanism. This does not guarantee the quality of technicians. It should be said that the assessment of technicians should have strict procedures. In addition to the grade certificate, it is more important to see the actual ability, and the actual operation is also indispensable. However, in some enterprises, there has not been an authoritative professional assessment and employment agency for many years. The grass-roots level often reports the list of employees who have obtained evidence to the human resources and labor department. After the human resources and labor department registers for the record, it will make corresponding treatment adjustment. Third, technicians at all levels, regardless of their contributions to the enterprise, are treated the same. The consistent system for several years, more than ten years and decades has seriously dampened the enthusiasm of the technician team

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