The Pilot Project For The Reform Of Industrial Workers In The Province Will Be Held At The Red Beans.

In September 19th, the province's textile industry industrial workers' team reform pilot work site promotion conference, the province's non-public enterprises industrial workers team reform pilot work will be held at the red bean group. More than 180 members of the joint meeting of the provincial industrial workers' reform team, the district and Municipal Federation of trade unions and the Party committee secretary attended the meeting. Zhu Jinsong, director and general secretary of the Jiangsu Provincial Federation of trade unions, attended the meeting and delivered speeches. Zhou Haijiang, chairman of the Party committee of the red bean group and chairman of the board of directors and CEO, as a representative of the provincial industrial workers' reform pilot enterprise, made a typical experience report. The chief of the Technology Department of the red shirt professional clothing company and the senior edition Guo Junwei shared the growth experience as an outstanding industrial worker representative.

Before the meeting, the participants visited the party building and the workers' home of the red bean group. The red bean group made a deep impression on the actual effect of building the new era of industrial workers with the project of "four projects and four projects". The typical experience of the new age industrial workers team, such as "training points system", "star employees going to university", "competition for posts", "workshop Echo Wall" and "rationalization proposal", has been widely acclaimed.

The red bean group was founded in 1957, and now there are nearly 30 thousand employees in this department. It indirectly leads to nearly 100 thousand employees in the parks, factories and outsourcing units, more than half of them come from all over the country, and more than 60% after 80 and 90. The biggest feature of the red bean group is that the workforce is stable and the staff loyalty is high. Since this year, it has been listed as a pilot unit for the construction of provincial and provincial industrial workers' teams. The red bean group has fully implemented the project of "four projects and four projects", and has actively reformed and innovating the system, methods and methods of building industrial workers, which has provided powerful support for the strong group enterprises and provided solid guarantee.

Training is the best welfare for employees.

In the red bean group, a popular saying is: training is the best welfare for employees. The Group invested a large amount of funds in various training every year, aiming at the characteristics, requirements and enterprise development of the post, and building a four in one staff training system for workshop, factory, first class company and group labor union, carrying out on-demand training, classifying and classifying and dividing line separately, and exploring new training methods and new modes, such as learning points system, internal lecturer system, etc., so as to train precise employees, ensure the effectiveness of training, enable every worker to benefit, continuously improve their skills and technical level, and create a new era of high quality industrial workers in line with the high quality development of enterprises. In 2018, 2658 online and offline training sessions were held, and 430 thousand employees were trained. Guo Junwei, the winner of the May 1 Medal of labour, the outstanding military worker of Qin, Wuxi, and Bian Yabo, one of the best innovators of the May 1, were trained from the front-line staff to be the internal trainer of the red bean.

Everyone has access to ascension.

Only with hope can we have confidence and drive with confidence. How can employees see hope? The way of red bean is that everyone has an ascending channel. For the grass-roots staff, star rated staff selection, star employees not only subsidized, outstanding performance of three star employees in the red bean university free study, after graduation into the workshop team as a grass-roots management. In 2004, Liu Shirong, a junior high school graduate, came to red bean to work as a steel wire operator. He was selected as a three star employee because of his diligent efforts. In 2013, Liu Shirong became a director of the tire workshop and joined the party in the same year. In 2017, he was transferred to General Company safety management section. At present, more than 80 three star employees like Liu Shirong have been free to study at the red bean University, from blue collar to white collar.

For the middle level talents, we should implement the competition mechanism in an all-round way, eliminate the promotion ceiling and open up the channel. Through the selection and competition of the system, the talents of red bean are coming forth, and there are successors. This is also the fundamental reason that red bean group can maintain its extraordinary competitiveness and vigorous vitality. Yu Qionglin, general manager of yew stock company, Wang Changhui, general manager of small red bean children's clothing company, Zhang Hong, Minister of international business affairs of red bean, Hong Kong's family e-commerce manager, Ren Yue, and director of research and development of red bean, Pan Jiaxiang, and a large number of outstanding young talents come to the fore. Over the past 5 years, more than 600 employees have taken different managerial positions through competition.

Communication up and down is smooth and unimpeded.

Tens of thousands of employees are bound to have emotions and aspirations. Emotions need to be released and appeals should be dredged up. Since 90s of last century, the red bean group has set up the "Secretary president's mailbox" and "union mailbox" in the workshop, cafeteria and dormitories for employees to communicate and use. "Secretary president mail box" can only be designated by the Secretary of the Party committee of the group, Zhou Haijiang, who regularly open the box and receive letters. Letters can only be read by Zhou Haijiang himself. The standard setting and operation of the mailbox allowed employees to feel the group's respect for their employees. In the past 5 years, the group has never had a petition.

Red beans also set up "echo wall" in the workshop, actively listening to the voice of frontline employees. The staff can write a note to any group, leaders or even complaints, and paste them on the echo wall at any time. After collection, these opinions are processed by the head of the unit of the echo wall and must be answered within 24 hours. "Echo wall" let employees have a way to speak and even vent, and they are warmly welcomed by workers.

Help one another by helping the poor

How to treat the difficult employees well reflects the guarantee and civilization of enterprises. More than 10 years ago, the husband of Gu Linfen, an ordinary employee, was suffering from incurable disease, his elder son retarded, and his youngest son was in junior high school. His family was hard to sustain. Zhou Haijiang, the party secretary of the red bean group, formed a helping pair with her family and gave them many care. Today, the family is out of trouble, and the youngest son is happily married and married. In the red bean, such as Gu Linfen's difficult family Zhou Haijiang over ten years to help five.

Red bean has also set up 2500 yuan "red bean employee charitable fund", so far has helped more than 700 employees, and the total amount of subsidy is 8 million 250 thousand yuan. At the same time, the group will pay five visits to all employees for new marriage, birth, relocation, hospitalization and funeral, and visit 2731 families in the past five years.

Motivating employees to create and create

The workers and staff members are the main force of enterprise innovation and creation. The group has formulated the "red bean group's scientific and technological innovation achievement award method", encouraging the staff to invent and create and create intelligence. In the production line, we strongly encourage the support workers to carry out the mass "five small" activities, and have achieved good results. Up to now, the red bean group has reported 3050 national patents, of which 30% came from "small invention, small creation, small innovation, small public relations and small suggestions" by the staff.

In the workshop of the red bean Western-style clothing factory, a group of small tools were developed. The single operation time was reduced from 208 seconds to 58 seconds, the efficiency increased by 72.12%, and the excellent quality rate reached 99.4%. In the past 15 years, we have launched the "tap the potential month" campaign, encouraging workers to offer suggestions, tapping potentials and increasing efficiency. Over the past 15 years, more than 18 pieces of rationalization proposals have been received, involving about 1/3 aspects of enterprise management, marketing, production and so on, and nearly about 2000000000 of the total economic benefits have been achieved. The individual employees can receive different awards according to the recommended value, up to 20 thousand yuan. The group's potential revenue saving in the month has also brought about continuous management innovation and technological innovation, and has become an inexhaustible productive force for enterprises.

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