Similarly, the lack of one person also puts forward high requirements for the quality of employees, which also puts forward higher requirements for employee recruitment. How to build a fighting force, high loyalty staff, in fact, we can learn from the history of the fighting force strong army. The qijia army and the xiangan army in the middle Ming dynasty were known for their tenacity, orderliness and strict discipline. Xiangjun mainly recruited troops from shangrong, qijiajun to hard-working miners. Cui qingrong reflects, bear hardships and stand hard work, have big picture view, do not care about every detail employee is the most welcome employee in the workshop. This also reminds to recruit staff, manufacturing industry has the law of manufacturing industry, should choose from applicant guiltless, hard working, be willing to do workshop employee, the key that recruit can focus on 80 hind, have family, the person that has a bit of economic pressure, such employee stable coefficient is high. And to steal the flashy person that rape sa slip, should put an end to resolutely, although recruit entered working team, also want to clear out in time.
Liang ping, the director of workshop I, said that the reduction of staff should not be purely seen, the assessment of work, the quality of products can not be lowered standards. Chen zhouyang, deputy manager of production, mentioned that the workload of employees is too heavy, and they should also consider their pay increase, and the salary coefficient will be increased according to the performance of employees. Now the monthly salary of 2 and 4 shifts in one workshop is generally increased by 350-400 yuan. Therefore, the cooperation between two production lines and the reduction of one employee is actually a win-win result for the company and employees.
Workshop I explores possible solutions to reduce staff and increase efficiency, which is a comprehensive problem involving management, technology and corporate culture. Recruitment, job matching, the experience of the old staff, stable work team, the coordination before and after the shift, the priority arrangement of the broken post skilled workers, and so on are the first workshop two classes, four classes in practice summary of experience. Now, management is planning to extend the practice of co-operating with two shifts and eliminating one employee to other shifts. We look forward to more management experience summary and more management innovation.
Thank our front-line managers and workers for their hard work!