Tamping The Basic Skills

At the general manager's office meeting on August 27, 2021, Mr. Wang expounded that the management idea of tamping the basic skills. Tamping the basic skills is to meet the functional needs of the post, preach less and practice more skills, strengthen skills, so as to improve the specialization and practical operation ability of personnel in each post, and finally improve the management level and technical cutting-edge ability of the team.

Strengthen the construction of “basic skills”

I remember I once told the management team about the case of the business manager of Xiamen Chengyi company serving customers. The reason why it takes only two or three hours from customers' selection, color matching to placing orders is that the salesperson is fully prepared for placing orders and knows customers' preferences, making the whole order process very smooth. On the contrary, some business manager of our company did not do the identification of several samples sent to customers, so that customers took time and effort to sort out the samples themselves after receiving the goods. From this case, we can see the gap between the service level of our company's business manager and that of Chengyi company, which also shows that our basic skills in serving customers are not solid. From the information fed back by customers during this period, the method of Engineering PE dealing with some processes, MPS's control over delivery date, etc., our company's basic skills in management and technology are not hard. While western countries are assiduously studying mathematics, physics, chemistry, astronomy, geography and other natural sciences and implementing the industrial revolution, Chinese Confucian scholars are still numbly reciting the four books and five classics and blindly respecting benevolence, righteousness, courtesy, wisdom and faith. Due to the gap between Chinese and Western countries in management ideas, China lags behind western countries in modern history represented by Manchu and Qing Dynasties. Under the influence of traditional culture, managers of Chinese enterprises like to talk about “Tao”, while managers in western countries pay attention to the construction of system, process and system. What I mean here is that we do not oppose the theory of “Tao”, but that the understanding and choice of “Tao” and “basic skills” should be different at different levels and different periods. As senior decision makers of the company, they can talk more about “Tao”, because they look at the direction and need to lead the team in the right direction. For middle-level cadres, they should first learn “basic skills” and then “Tao”. Middle-level cadres should hold books in one hand and abacus in the other. For the grass-roots level, it is to focus on “basic skills”. If the basic skills of the grass-roots level are not solid, they only know the major principle all day. It's like farmers who don't even plant their fields well, go to poems and songs, romantic theme, finally can't even feed themselves. So, how to strengthen the construction of “basic skills”?

Qualification certification of all staff

At this stage, if we want to do a good job in basic skills, we must first find out the existing on-the-job staff. We should find out which of the existing on-the-job staff are qualified and which are unqualified. For the management of existing on-the-job personnel, we should that no pretending to know what we actually don't know. Unqualified personnel should not be allowed to mix up in the management and technical team. In 2021, the top management of the company stressed at the general meeting that the human resources department and the Standards Office should pay close attention to the qualification certification. The company requires the human resources department and the Standards Office to define the content of qualification certification, standardize the necessary skills for each post, and even certify the qualifications of interviewers. For external personnel, the interviewer shall conduct the interview in strict accordance with the qualification certification standards and procedures. In principle, the newly recruited personnel shall meet the post qualification requirements. For those who cannot meet the post qualification requirements, if they are incompetent in the work process or bring significant losses to the company, they shall bear the corresponding joint and several liabilities as interviewers. For the existing on-the-job personnel, the human resources department and the Standards Office shall take the lead, with the assistance of the employer, and organize the qualification certification of all employees. According to the certification results, the personnel of each post are divided into three states: formal (referring to those who pass the qualification evaluation), internship (referring to those who are newly recruited, promoted and transferred) and candidate (referring to those who fail the qualification certification). Trainees and alternates who fail to pass the training of human resources department and QiHang college will be transferred or dismissed.

How to emphasize the basic skill training

A few years ago, the company's training work was somewhat divorced from the company's actual needs and focused on ideological education. From 2021 onwards, training should be returned to basic training and “basic skills” level. Our training must pay attention to whether it helps employees to do the right thing, whether it helps the staff to solve problems quickly, and whether the skills of the employees can be improved. Therefore, the company requires the human resources department to carry out “off-duty” training for trainees, and organize competency verification after passing the training. For the candidates, according to the job requirements, the QiHang college shall organize professional training. After the training, they shall be re-qualified before they can become regular personnel. In the cultivation of “four capable cadres” (that is, capable of doing, seeing, writing and speaking), we should focus on whether management cadres are “capable of doing”, especially grass-roots cadres should pay more attention to practical ability. As a management cadre, only when he has clear business logic, excellent professional knowledge and rich practical experience can he train his subordinates and lead the team well. If we can't “capable of doing”, we will repeat the story that the production line of plastic products was stopped two years ago because the printing machine adjustment personnel asked for leave and the workshop management won't transfer oil and printing; If we can't “capable of doing”, there will be some PE who can only talk on paper without finding the correct process technology to solve the problem through thinking and experiment; If we can't “capable of doing”, we can't respond quickly and improve the quality of problem solving. In short, in the training work, we must strengthen professional skills training and strengthen the practice of basic skills.

“A handy tool makes a handy man”. Through the qualification certification of all employees, you can identify the professional level of the management and technical team, so as to know well. Only by strengthening the basic skill practice of management and technicians can we comprehensively improve the comprehensive quality of management and technicians and create conditions for establishing a good management and technical team, which is also a necessary condition for comprehensively improving management quality.