Textile And Clothing Industry: Attaching Importance To Talent Investment

There has been a strange phenomenon in the industry for a long time: many enterprises are willing to invest large sums of money in equipment and technology, but they are not so happy in the investment of talents.

In recent years, this concept has been greatly changed, and many enterprises have devoted a lot of efforts to the development of R & D teams.

But enterprises are willing to invest in one aspect, and on the other hand, they must find a reasonable employment mode.

It is not difficult to understand the meaning of the old saying "make good use of people and get the world".

For example, how to make good use of people is the key.

Therefore, we can see that many salesmen of fabric enterprises are involved in product R & D, or enterprises can increase R & D strength by introducing domestic and foreign experts and self training talents.

Of course, in order to mobilize R & D personnel's innovative ability, a reasonable reward mechanism is also very necessary.

Sales staff help product development

Nanshan set great efforts in mastering market information when setting up product development mode, so that marketers not only sell products, but also strongly support product development.

Product development must be linked to the market, and sales staff must be involved in product development.

Nanshan, Shandong

The head of the company said that the product manager was arranged in several key markets, and the product manager provided technical services to customers at irregular intervals. He also collected information in the market and analyzed the potential demand of the market to assist the R & D department in identifying the direction of product development.

"They want to do the same thing as the people in R & D department, according to the product positioning of the enterprise, and formulate the product development plan around the needs of the customers".

Many people are trying to take part in product development.

Salesmen often need to run the market frequently, and the changes in market conditions can be mastered for the first time. The benefits of their participation in product development are obvious.

However, judging from the current situation, some

Enterprises said that the sales department and the R & D departments need some time to run in. The enterprises usually divide into several sales departments, each department has their own ideas, so it is difficult to coordinate so many opinions in the process of product development.

It is precisely because of this problem that some fabric enterprises choose to start with the management level and straighten out the workflow.

The head of Hangzhou Jimei enterprise said that the enterprise currently has a market development department, mainly around the two parts of product development and marketing, and product development is directly linked to the market.

The top R & D force

"In the construction of R & D team, the concept of enterprises is to integrate resources, and our scientific research personnel will participate in product development and technological innovation practice.

In addition, the company hired a design team in Italy and hired professional and technical leaders in China.

Over the years, enterprises have also trained a number of young R & D personnel.

Nanshan leader said that in the training of R & D personnel, one is to communicate with scientific research institutions, so that the most advanced technology can be mastered. The two is to let R & D personnel regularly inspect the domestic and foreign markets, and develop the sensitivity of developers to the market.

In the strategic planning of Nanshan's internationalization, enterprises often organize young designers to work in foreign R & D centers in batches, which is very beneficial to their rapid growth.

In recent years, many domestic superior fabric enterprises have continuously established cooperation with foreign R & D institutions. On the one hand, they have rapidly improved their R & D capability, and on the other hand, they have created favorable conditions for training their R & D teams.

Lu Tai Group leader said: "originally wanted an undergraduate student is very difficult, the enterprise plans to recruit 12 people this year, the result enrolment number is 106 people.

At present, there are 4 doctorate, 23 master's degree and 6 senior experts who have worked in the enterprise for many years.

The largest number of foreign experts working in our technology center reached 17.

It is worth mentioning that Fujiwara, a foreign expert with the longest working time in the enterprise, has worked in Lu Tai for 18 years from 1994 to now.

Through the introduction and self training of R & D personnel, enterprises have formed a complete scientific research and development system, and achieved remarkable results.

Lu Tai has made a summary of the R & D achievements of enterprises in the past 5 years: "in the past 5 years, we have developed 79 new products, completed 286 research projects, and carried out 1404 technological innovation activities.

I said this new product is not developed, but it can bring orders to enterprises every month and bring direct benefits.

In our view, 3 years after the advent of new products, new products can not be called unless new technologies are upgraded.

How difficult is it to establish R & D incentive mechanism?

The real operation of R & D management is not so simple. Product development is a task that can not be quantified.

If the R & D staff is too tight, the enterprise may not retain talent, and if the management is too loose, it may be difficult to guarantee the fairness of the whole designer team. "

Lu Tai conducts monthly supervision of scientific research achievements. Each month, there will be a special team meeting for each topic to ask for progress, the problems and implementation of the project team in practice, and every 3 months to conduct an evaluation. The content of the assessment is the progress of the project.

"Did you do it? Because not every topic will produce results, there will be gains. But the key is whether you have done it? Are your measures reasonable? Do you have any questions? Let's give an objective evaluation to the researchers, with rewards as the main and no punishment.

If you don't get the bonus, you can get the bonus, and we will be rewarded by our R & D staff who commend each year.

Lu Tai business executives said: "every year the enterprise spends more than 2 million yuan on evaluating and rewarding this aspect, but every year the chairman will find me, saying that I spend too little money, which makes me very headache. Why? When the project is few and the results are not outstanding, money can not be spent.

Companies hope to generate more powerful R & D power.

We set up the outstanding contribution award 3 years ago, with a reward of 20 thousand yuan per person.

In the eyes of the person in charge, the establishment of these reward mechanisms is very necessary. Many times, it is not always a reward for money. But for R & D personnel, if you recognize him and praise him, his enthusiasm for innovation will be improved.

Nanshan leader also said that enterprises will guide or supervise the work of R & D personnel every month, and carry out comprehensive evaluation of their work every quarter, and then conduct annual assessment by the end of the year.

In addition, Nanshan has taken a measure in R & D assessment, that is, the R & D personnel are divided into several levels of management, and R & D personnel have reached a level before upgrading to the next level.

Of course, when it comes to a higher level, it will be an effective incentive mechanism in terms of treatment and job responsibilities.