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So how do companies cultivate their own advanced mechanics?
First, we must establish a learning mechanism to increase learning pressure. Learning motivation and restraint mechanism is to ensure the long-term learning of employees, avoid the important part of “cold fever†in learning, and also add gravitational force and pressure for employees to learn. The enterprise shall establish and improve a complete set of learning, supervision, and security systems, establish an incentive mechanism and talent competition mechanism that integrates “training, assessment, use, and treatmentâ€, and ensure that employees compete for posts and promote appointments, wages and benefits, and incentives. Learn to use what you have learned to ensure that the learning results are linked to the employees' own interests, so as to encourage employees to innovate and self-transcend themselves.
Second, let all types of workers have clear channels of talent. Enterprises should motivate employees to self-recharge and achieve “fine, two, and three doors†and master multiple skills.
Third, we must create conditions for the staff to learn. Enterprises should improve education and training positions, establish interactive training networks, and use enterprise training centers, reading rooms, and other learning and training resources to provide employees with good learning places. Enterprises should regularly send their staff to universities and scientific research institutions to study and train, hire management, scientific research and technical experts to give lectures to enterprises, and encourage employees to continue learning through adult education, on-the-job correspondence and self-study.
Fourth, we must find ways to retain talent. In order to retain talent, enterprises must establish a fair and motivating compensation system, and provide talents with a platform to display their talents and realize their own values. Employees are the first customers of a company. If companies want to retain talent, they must meet the needs of their employees. Each employee's individual needs are different, and the incentive measures taken by the company should also be different, giving employees a free choice.
Self-training is the best way
A plastics product company in Qingdao is in urgent need of a senior mold mechanic with extensive experience. At the job fair, he made a high price of 200,000 yuan a year, but he has yet to find an ideal candidate. There is no skill to hire a high salary. This is a common practice for many companies today. However, the author believes that high-paying incentives can only solve temporary needs, and that companies themselves are the best way to develop skilled workers.