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The company I am working in is a professional printing company management company. Whether it is from the customers and survey surveyed by the company, the human resources situation in the printing industry is worrying. Especially in recent years, with the rapid development of the printing industry Development has created a situation in which the demand for talent in the industry is in short supply. Through surveys, some captains, production supervisors, design, etc. in the printing industry range from 50,000 to 60,000 annual salary, to hundreds of thousands. Is the profit of the printing industry so high?
1. Impetuous
People often say that the environment changes people, and now it is indeed true. In today's impetuous society, it seems very difficult for people to settle down, or sink their hearts to do something. Let ’s take a look at the young people who have just started. In our society, it seems that being a worker is disgraceful. The same is true of these students who just graduated. After turning on the machine, they still have a new feeling, and then they become more and more boring. This is true whether you are in a printing workshop, a post-press processing workshop, or doing pre-press work. In fact, no matter what kind of work, you will repeatedly follow the process to get some simple things right for the first time, and lay a good foundation for future development. Basic, but they think that it is enough to study for one year on the front line of production. It is enough to understand what is going on. I heard that XX students are now managers, and XX students are now earning more than us. We think that this is what the “workers†of high school or technical secondary school students do. We do management and do big things. So we change jobs, change our demands from leaders, and hide our wishes. This is not an enterprise. Exploiting our labor value requires us to organize An enterprise, never like this and so on. For example, in a company we consulted for services, the company recruited 15 college students and was first assigned to the front-line production. Six months have not yet passed, and things happened. I have repeatedly asked the human resources department to be some assistants to production managers, some to be craftsmen, and some to be managers of the quality control department. I remember a teacher who was engaged in craftsmanship at that time said, "I have been engaged in craftsmanship for so many years, and now the technology is developing so fast, I dare not call others to call me a craftsman." The company came forward to communicate with them many times, and did ideological work, but did not understand it. In the end, the general manager said, "If you want to stay, you will work well in the workshop, or you will leave." None of them remained. In fact, the company is well-known in the printing industry in the local, even the whole province and the whole country, especially in management, it is rare to give such a good opportunity to the fresh graduates. Why is this happening? The impetuous mind and short-sightedness of the people make it hard to study, let alone go to the grassroots to learn. Now let's take a look at these workers who open machines. The vast majority of people who can work on the machine for 3-5 years are people in high school or junior high school culture. These people often can concentrate on doing and doing well. why? Because they can see their own shortcomings, know that they need to learn, need to hone, and do a good job.
Let's look at the young people who have worked for a while. According to the statistical surveys done by our company, the college students working on the machine have one year or two years at most. Deputy General Manager of Production, Assistant General Manager, etc. Do they really have this ability? Later, the company conducted a follow-up investigation. These people would either sink down again, start at the grassroots level, or change lines, do something else, or change from high to low. Changing a company is like changing a horse lantern. Nothing happens. For example, Hangzhou Weicheng Printing Company recruited 30 college students during 1999, mostly famous universities, including Beijing Renmin University, Wuhan University, Jiangsu Wuxi University of Light Industry, etc., all left Weicheng in less than two years. One left Weicheng to West Lake Printing Company. One was the production department manager and the other was the product management manager. Both of them had gone out of the West Lake general manager. These two have left four companies, and their positions have been repeated. Is to learn to design, the other is to open the gravure printing machine.
When you treat your work or career with impetuousness, it is fair for work and career to treat you with impetuous results.
2. Hype
The high salary in the printing industry is obvious to all. According to the survey, the high salary that is enviable to others is often obtained through digging and hype between enterprises. For example, a printing company in Jiangsu dug out a design chief with a salary of 6,000 yuan from a printing company in Hangzhou, and then rose to an annual salary of 300,000 to become the vice president of the printing company; a color printing company in Yunnan dug from a printing company in Jiangsu Taking a vice president of production, the salary increased from 8,000 yuan per month to 600,000 yuan per year; a company in Kunming robbed a secretary of a production manager with a salary of several thousand yuan from a certain group, and then rose to an annual salary of 450,000 yuan to become vice president of production; Shenzhen A company's gravure director was dug up by a Hubei company as a deputy general manager of production. The annual salary was 500,000. A Hangzhou company worked as a production manager for one year and was dug into a Ningbo printing company as a general manager. The salary rose from 8,000 yuan to a monthly salary. The annual salary is more than 500,000; when the enterprise gives high salary, what can they really bring to the enterprise? The deputy general manager dug by a Jiangsu printing company has no performance and no management ability; the operating rate of the main equipment of a color printing company in Yunnan is less than 20%, and the deputy general manager dug up also faces internal class struggle; The vice president of production does not understand offset printing and has no systematic management capabilities; the vice president from Kunming has prepared the successor; the general manager with an annual salary of 500,000 from Ningbo has been in office for two years and started up The rate is less than 30% and so on; since it is so, why should it be hyped for such a high salary? One: Quickly increase your popularity in the industry, dig a person from another company and give an unbelievable salary to people in the same industry, which will inevitably cause a lot of discussion and thus advertise the enterprise; second : Enterprises really need talents, but they have not been evaluated through a sound human resources evaluation system, but the decision-makers of the company have come to the other party to listen to bragging, and let it be introduced indiscriminately; whatever the purpose, the result ? It has harmed both companies and these people. Enterprises have lost their wives and lost soldiers. The money has been spent, and the management is still not in place; and these people's "talent" has become "human wealth", and some have become notorious in the industry.
3. Experience
People often think that experience is indispensable in the printing industry. In layman's terms, with certain experience, it is much easier to solve problems. Therefore, people with experience in booting are often very popular in the printing industry. It can be said that it is a top priority for an enterprise, which leads experienced people to stay on the experience and think that they are a high-level protective body without experience People who want to learn are often more difficult and sometimes take some detours. Experienced people are more conservative and unwilling to tell others how to do it, fearing that others will grab their jobs; Experience turns into an experienced person. Such a vicious circle often causes companies to stick to the rules and lack the sense of innovation. What's more, they use these so-called experiences to "blackmail" enterprises to achieve their desires. Is the so-called experience really so important in the printing industry? A colleague of the company talked about one thing he experienced personally. At that time, he worked in a Sino-US joint venture printing company. Once a customer in Mexico made a shoe box. The customer looked at the products on display and took a few products on the machine he managed to call him. When I went to the office and asked him how you printed such a beautiful product, he then replied: "I usually watch it and then realize him on the press according to experience". The Mexican customer said disappointedly: "Making a mess". The Mexican customer then took out the density meter, colorimeter, 50x magnifying glass, and laptop computer from his entourage, and gave a four-hour lesson on color management and control. The last sentence was "We do n’t believe in experience, we believe in data." Later, when he went abroad, he learned that he had no experience abroad. Even if he had the so-called experience, he also formed a document in time and wrote a job guide to promote it, so they like to innovate. In the printing industry, experienced people think they are right, and companies mistakenly think that these experienced people are needed, often hired with high salary. In fact, enterprises can fully document, standardize, and digitize these so-called experiences, so that these so-called experiences can be transformed into feasible work instructions for adults, so that employees have more time to study new technologies, summarize new experiences, and form Virtuous circle. This not only reduces the cost of human resources of the enterprise, but also gives the enterprise a spirit of innovation. Otherwise, the employees will stand still and the development of the company will be hindered.
4. Training
According to the survey of my company, there are trainings in the printing industry, some are in-house trainings, some are paid by enterprises to study outside, and some are jointly run by enterprises and certain colleges, etc., but these practices have really achieved Is it a purpose? Is it really effective? I think there are several misunderstandings in enterprise training.
One is the selection of training objects. Some companies often like to engage in large-scale training. The training has a huge momentum, and sometimes there are documents specifically stating that all employees participate in the training. And this approach is often because the company's money has also been spent, and employees still complain. why? Do all employees need training? Are all employees willing to participate in training? Enterprises should choose who they want to train. This kind of non-selective training is often unsatisfactory. Many companies complain that companies pay for training, and employees will change jobs after learning. This is the consequence of not being selective about the trainees. The main target of corporate training should be those employees with high loyalty and core competencies that give the company core competence, give them more and more professional training, and they will make greater training for the company in the future contribution. Conversely, companies do not have selective training, just like companies are running schools to train people for others.
The second is the systematic training. In the survey, many companies actually trained for three days to fish, and two days to surf the net. There was no dedicated department to make a systematic arrangement. It was arbitrary, without plans, without layers, without goals, and the result was waste. In terms of material and financial resources, there is no good effect. A customer served by our company had the same training situation as before before entering. Through our service, the company now has a well-organized annual training plan for employees, and the training level, content, goals, etc. are clear at a glance. And through this systematic training, it stimulates the employees 'subjective initiative, practice, continuity and inheritance of employees' knowledge. Enterprise training is targeted, reducing unnecessary waste, improving employees at different levels, and making the human resources of the company enter a virtuous circle. This is truly "reengineering" employees.
The third is training feedback. In enterprise training, training is training. After the training, everything is considered good. Are there any questions for employees after training? Any opinions on training? What do employees think of this training? Do employees really understand the main points of this training? In particular, employees sent by enterprises for training often come back after training to submit any training report. How to check their learning situation? How to let the knowledge they learned be passed on to everyone? How to make the new concepts and methods they have learnt generalizable? All these must be completed by the training feedback work. Otherwise, your training will be overwhelming and will soon be gone. If the enterprise pays for training, the employee will not own the hand if he has learned it, and he will not contribute to the enterprise if he has learned it. In the end, it is the enterprise that makes wedding clothes for others, and employees who have learned knowledge through training look for better opportunities. Therefore, it is necessary to implement the training feedback work and implement it in a timely manner, and to understand the various problems of employees in training in time, so that the employees of the enterprise can use the knowledge to contribute to the enterprise while learning the knowledge.
Enterprises are not schools, and the ultimate goal of enterprise training is to increase production efficiency and create greater profits. Therefore, doing a good job in enterprise training is one of the most effective ways to reduce the cost of human resources.
The above is my point of view on human resources in the printing industry. When there are many outstanding people in this industry, I will not mention them one by one here. Among them, there are inevitably shortcomings, please correct me.
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