As we all know, the natural geological conditions of the coal production enterprises affiliated to Xiangshan Mine are poor, and five natural disasters, such as water, fire, gas, coal dust and roof, exist to varying degrees. Especially, gas and water disasters and geological structures pose a serious threat to safety production, so that the raw coal output has been hovering around 4 million tons. Adjusting the structural layout, increasing the raw coal output and creating the greatest safety, economic and social benefits are major issues facing the majority of scientific and technological workers and management cadres. Through the investigation, we can see that there is still a gap in technical equipment, scientific and technological team and the quality of technical personnel. Taking Xiangshan Mine as an example, this paper discusses the management of science and technology team.
1 Investigation on the present situation of mine scientific and technical personnel
As of February, 2008, Xiangshan Coal Mine had a total of 160 professionals, including 56 political workers and managers, and 104 mine engineers, including 7 female professionals.
The academic qualifications of engineering professionals are: 6 college students; 70 junior college students; There are 28 people in technical secondary school. Among them, there are 32 university correspondence students.
In terms of age structure, there are 5 professionals aged 20-30, 43 professionals aged 30-40, 53 professionals aged 40-50 and 3 professionals aged over 50.
Professional and technical personnel are 46 middle-level management leading cadres, including 5 at the mine level and 4 at the team level1person.
There are 9 senior engineers (excluding mine leaders), 26 engineers, 365,438+0 assistant engineers and 38 technicians. Among them, female senior engineer 1 person, 5 engineers, 5 assistant engineers and 5 technicians.
In recent five years, a total of 37 junior college and technical secondary school students were enrolled, including 25 engineering students, divided into 4 students in 2004-2006, 2 students in 2007 and 0/9 students in 2008/kloc.
Transfer of professional and technical personnel in recent five years. 23 professional and technical personnel were transferred to the production port, all of whom were undergraduate and junior college students, including 5 secondary units in the bureau and 18 outside the bureau.
Trends and problems in the distribution of students this year. In 2008, due to some preferential policies, Hancheng Mining Bureau introduced 19 students to Shankuang, which is the year with the largest number of students allocated since 2000, including 14 students majoring in engineering, most of whom are oriented by Xi 'an University of Science and Technology, and others are non-coal engineering majors.
Judging from the above survey statistics, firstly, there are relatively few graduates from various professional universities, and even fewer are actually engaged in engineering and technical work; Second, the number of correspondence graduates in colleges and universities is large; Third, the proportion of professionals is unreasonable, such as geology, ventilation, mining, etc. Fourth, the technicians are generally older and the effective strength structure is unbalanced; Fifth, experienced and knowledgeable college students have transferred more mine personnel.
2 main problems and performance of scientific and technical personnel
2. 1 complacency and lack of enterprising spirit
Technical work itself is a process of continuous learning, summing up experience and solving new situations and problems. Sticking to the rules and not carrying out work dialectically and creatively in combination with production practice will bring losses to mine production and operation. Some professional and technical personnel are not active in their work, pointing fingers and lacking in innovative thinking ability. There are still some phenomena in the work, such as simplified handling of complex problems, nonstandard implementation of technical standards, and buck passing. In the understanding of the guiding ideology of work, it can't keep up with the requirements of enterprise development, and its own dynamic role has not been fully exerted.
2.2 Work steadily and update knowledge slowly.
After college graduates enter the enterprise, they want to master basic work skills in order to adapt to the new environment at first, and all aspects of knowledge are involved. But after a stage, I feel that the theoretical knowledge I have learned is only a small part in practical application, so I neglect to study and improve again. With the continuous development of market economy and science and technology, the past theoretical knowledge can not fully meet the requirements of the development of modern enterprises, and there is no habit of self-study, let alone the pursuit of computer drawing, new technology, new technology and new engineering theory. What some scientific and technical personnel are learning now is practical, that is, the knowledge they learn at will is not systematic, so they often can't apply it freely in their work and can't carry out their work efficiently and creatively.
2.3 horizontal comparison of income, dilute the pursuit of energy
Due to the rapid development of the era of knowledge economy, influenced by regional geological conditions and the internal distribution mechanism of industry departments, the income of enterprises and local technical cadres, enterprise technical cadres and management cadres is quite different. Sometimes, for technicians in coal mining enterprises, when they sweat the most and spend the most energy, enterprises often have poor production technical conditions and poor economic benefits, resulting in disproportionate income and labor. This invisibly makes some on-the-job technicians with high academic qualifications and strong ability have a big psychological gap and big emotional fluctuations. If the enterprise's ideological and political work and economic security work are not done in place, brain drain is most likely to occur, and it will also affect the creativity and initiative of some on-the-job technicians. In addition, enterprises have not fundamentally changed the policy of introducing talents. If the traditional way of introducing talents is not attractive, it will be more difficult to absorb or bring up high-quality technical talents.
2.4 The cost of scientific and technological work is low, and the work intensity is not enough.
At present, all production units mainly rely on administrative means in technical management, which can no longer meet the requirements of the times. Over the years, affected by the economic climate, the business conditions of enterprises have improved, but the investment in scientific research is insufficient and very limited. There are many problems that need to be investigated or tested, but they have been shelved because of the shortage of funds and difficulties. Of course, Xiangshan Mine has also made great achievements in some technical innovation and transformation projects. Large-scale scientific research activities are jointly operated by relevant departments to form feasibility technical reports for decision-making by leaders at all levels. There are successful examples in these aspects. But generally speaking, the secondary units of the mine are busy in production, and the implementation of technical management documents is not enough. To a large extent, the creativity and initiative of technicians have not been fully exerted. Therefore, the development level of mine technical team is uneven, and the comprehensive quality of technical personnel is slowly improved.
2.5 the gap between the economic concept of grass-roots scientific and technological personnel and reality
First, the labor quota has been implemented among workers for many years, and distribution according to work is better. However, the basic salary of professional and technical cadres in departments and district teams is far from the income of employees in the same industry, and the salary level is relatively low. For operators, powerful incentive mechanisms such as contract reward, risk of mortgage, annual salary system and option incentive have been implemented for many years, but for professional and technical personnel, there is no good way to implement the principle of distribution according to work. So some technicians claim that they are hardworking and can't get rich. Second, leaders generally get high salaries. Once scientific and technological personnel enter the management group, their income can double or even double. It is common that the future is only career-oriented, and the income of contributing scientific and technological personnel can be comparable to that of leaders. Third, it is common for technicians to engage in recreational activities after work, and they are unwilling to delve into business. Some people focus on seeking a formal position instead of looking for a job. Fourthly, due to the poor geological conditions of mining environment and low pay, graduates from regular coal colleges are reluctant to work here, and there is a talent gap in some majors. Fifth, some scientific and technical personnel don't like underground technology, or try their best to transfer to profitable units. Sixth, when the contradiction of the shortage of scientific and technological personnel in mines is prominent, some correspondence graduates are recruited internally, and the overall technical quality is low, so it is difficult to take on heavy responsibilities. Seventh, in order to increase economic benefits, coal colleges and universities have recruited many children of workers who have not been admitted to high schools. Eighth, some cadres believe that the frequent transfer of professional and technical personnel is normal and will not affect the overall situation. In addition, most state-owned miners are unwilling to let their educated children work in coal mines again, so it is difficult to recruit workers in coal mines, and only farmers are willing to sign up. Imagine that there is no professional wisdom group in coal mines, and the rational allocation and sustainable development of its talents are worrying. If we can't take corresponding countermeasures and measures, it will make it difficult for the leaders, core and key technicians in the production of coal mining enterprises to develop healthily and continuously.
In a word, the above phenomena or problems involve technicians of different posts and ages, but from the form of expression, they are both universal and special, and the degree of expression varies from unit to unit, which is mainly related to the operating conditions of enterprises and the importance attached by leaders to scientific research. As far as the organization and management personnel of scientific research management are concerned, the establishment of scientific research institutions, the number and quality of personnel, and the work level of each unit are also different. In addition, the grass-roots units have not done or not done enough in compiling the annual science and technology plan and implementing the regularization and standardization of assessment, and have not formed a responsibility network for science and technology management. Relying on scientific and technological progress to revitalize coal enterprises is not strong, and propaganda, supervision, assessment and management are not strong.
Of course, on the whole, the scientific and technological team of Xiangshan Mine is a fresh force that struggles tenaciously and dares to break through difficulties. Over the years, they have bravely shouldered heavy burdens, sacrificed their personal interests and pursued dedication, creating brilliant achievements for the development of enterprises. After years of ideological and political education and formal professional study and training, the Party and the people have a common wish, that is, to achieve everything, make a difference, live up to the people's education and trust, and realize the value of life. And how to further mobilize the enthusiasm and initiative of the existing scientific and technological personnel, so that the technical backbone elements can settle down and make contributions in the enterprise, and how to recruit real talents and reserve forces with excellent comprehensive quality of practical learning from key universities? This will become an important issue that leaders at all levels need to consider, and it is also an important issue that needs to be further studied and solved as soon as possible in the face of the shortage of scientific and technological talents in the future.
3. The main ways and means to improve the comprehensive quality of scientific and technological personnel
3. 1 Introduce good policies to make scientific and technological innovators rich and bright.
Spiritual encouragement and material rewards are necessary means for scientific and technological workers to realize their ideal values. Therefore, when implementing the science and technology plan, enterprises must extract the scientific and technological expenses of tons of coal every year, pay attention to economic leverage, determine the expenses through strict examination and demonstration, and use the limited funds for tackling key problems, that is, make technicians feel that engaging in scientific research activities can achieve a win-win situation, stimulate their enthusiasm for work and high enthusiasm for scientific and technological innovation, and then provide important technical support and power source for the development of enterprises.
3.2 strengthen political and ideological cultivation, positioning the correct direction of life.
Organize engineers and technicians to study important expositions of Marxism–Leninism, Mao Zedong Thought, Deng Xiaoping Theory, Jiang Zemin, Theory of Three Represents and Scientific Outlook on Development on a regular basis. Fully understand the important role of technical work in coal mine safety production from a theoretical height. In the process of understanding and practice, we should always keep the spirit of advancing with the times and carry out our work with a developmental and dialectical point of view. The purpose of scientific and technological work is to continuously reduce production costs and improve economic benefits. Scientific and technical personnel must establish lofty ideals and realistic and rigorous work style. At the same time, management leaders and departments at all levels should always insist on guiding and inspiring people with science and technology as the primary productive force and Scientific Outlook on Development's correct thoughts and public opinion. Through the in-depth publicity and education of the policies of the party and the government, the good outlook on life, values, morality and sense of responsibility established by the majority of scientific and technological personnel have been strengthened, which has contributed wisdom to the development of mining areas and laid a strong ideological foundation and spiritual motivation.
3.3 In-depth on-site training to build the industry leader.
Give full play to the role of technical centers and vocational schools, and regularly train scientific and technological workers. ① The study time is not less than 15 days per year, and professors and experts are invited to teach new knowledge and technology, so as to broaden their horizons and master their work skills. (2) Each unit shall organize a technical seminar every year to review outstanding papers and outstanding scientific and technological achievements or hold a scientific and technological conference to reward them. (3) Strengthen publicity and guidance, create good opportunities for technicians to learn new knowledge and accept new things, and constantly emerge top-notch technical talents to provide intellectual support for corporate culture construction. (4) Scientific and technical personnel must often go deep into the field to investigate and study, pay attention to production practice, and find out the difficulties and important problems in the process of production and operation in time. As long as the scientific and technical personnel crouch down and don't think, they can come up with an effective method to solve the problem, that is, to realize the perfect combination of theory and practice, which is of great benefit to the scientific and technical personnel to increase their talents, skills and improve their comprehensive quality, and also to lay a good talent foundation for the enterprise to take off.
3.4 Build a learning exchange platform and carry out mass technical activities.
According to the personality characteristics of engineers and technicians in different positions, the scientific research topics are decomposed for the majority of engineers and technicians around mine science and technology planning projects and tasks from small to large. The competent scientific research department of Mining Bureau holds special meetings every quarter, every month (or half a year) to discuss or adopt the method of technical bidding at any time according to the technical problems in production. At the same time, the competent department will regularly check, summarize and guide, timely feedback the progress of the project, go out for inspection when necessary, invite professors to conduct conduction, conduct technical horizontal alliances, adopt preferential policies, recruit talents and make contributions to the development of the enterprise.
4. Strengthen performance appraisal and improve the efficiency of science and technology management.
4. 1 scientific and technical personnel are the backbone of enterprises to create brilliant achievements.
Long-term practice also makes the author believe that scientific and technological personnel are indeed in a very important position in enterprises. Scientific and technical personnel with high quality can provide leaders with good management ideas and important technical solutions, provide enterprises with advanced production technologies and products, and guide and train employees well if they are right. On the other hand, if the quality of scientific and technological personnel is low, they can't come up with good ideas, research good technologies and products, be bad teachers of workers and bring out good teams. If we really think that science and technology are the primary productive force and scientific and technological personnel are so important, enterprises should combine their work, do everything possible to provide scientific and technological personnel with the motivation of continuous learning and innovation, do everything possible to create a competitive environment, increase the pressure on scientific and technological personnel, and do everything possible to explore the mechanism of more work for scientific and technological personnel, so as to increase the income of contributors, and the income of those who make great contributions is equivalent to or even higher than that of enterprise leaders, thus gradually forming an environment in which most internal scientific and technological personnel consciously strive for scientific and technological posts and external talents naturally flow in. Make a practical plan and stick to it all the time, and form an atmosphere where everyone has a burden and pressure, and if you don't study, improve your quality and work hard, you can't do it. This is conducive to the improvement of the professional level of scientific and technological personnel in various units in the mining area, and it is also a bright space for scientific and technological personnel who want to do things to spread their wings and innovate harmoniously.
4.2 Scientifically formulate equal-share standards and implement refined performance appraisal.
The technical department of mining group should put the comprehensive assessment of technical and management cadres at all levels on the agenda, have strict requirements on the content and time of assessment, and focus on implementation. For example, whether scientific and technical personnel have technical liability accidents every year requires everyone to write a scientific and technological paper, or a technical report, or a small change, and so on. As the main hard index for evaluating the superior and selecting the inferior. It also conducts special assessments on morality, ability, diligence, performance and academic results. This kind of assessment quantifies the performance of each professional and technical personnel into a unified score, using a percentage system. For example, the mine (bureau) organizes 3 ~ 4 theoretical examinations every year, and the participants' scores110 are used as personal scores; Those who take the letter self-study exam will get extra points for passing each subject (high scores and more points); Winners who participate in technical competitions at all levels will be given extra points, and scientific and technological projects will be given extra points according to grades and rankings; Published or award-winning papers are awarded points according to their grades; Bonus points for service invention patents; Those who get the ranking in the quality evaluation of design drawings and operating procedures will get extra points; Technical reports, work summaries and training lectures are awarded points according to the data results; And so on, guide scientific and technological personnel to do things that are conducive to improving their own quality and more conducive to the development of enterprises. Various bonus standards are clear, and you only need to declare and control bonus points according to regulations. There is no flexibility to add points. Each unit only evaluates the individual's own work, but each person can get a full score of 5 points every month, which can only be deducted but not added. The assessment summarizes rewards and punishments once a year, ranking by scores. The number of winners is 30%, with three first prizes of 8,000 yuan each, two second prizes of 6,000 yuan each, nine third prizes of 4,000 yuan each and four fourth prizes of 15 yuan. If the score is less than 5%, the salary of technical allowance for intellectuals in the next year will be cancelled or halved. It also stipulates that in the future, technical subsidies, top-notch talents and other scientific and technological experts or advanced selection will be recommended according to the highest total score in the previous three years. The scope of assessment, first of all, all underground engineering series must participate, and then the surface engineering series must join the scope of assessment. The rest of the series is voluntary. The chief and mine-level leaders of all units in the compulsory assessment series voluntarily participate. The idea of doing this is as follows: ① Explore the distribution mode of professional and technical personnel according to work, so as to link their income with their contribution. (2) create a competitive environment and increase the pressure on professionals. Many people don't care about bonuses, but more about the pressure of ranking. (3) gradually overcome the problem that "scientific and technological personnel" can't get rich through hard work, and move forward to the goal of effective internal incentives and strong external attraction.
4.3 Continuously improve the assessment methods of science and technology management to make it more operable.
The chief engineer is the first person responsible for the implementation of the assessment management measures. At the beginning of each year, the chief engineer organization bureau and the mine science and technology management department seriously revised the management measures and issued relevant documents. The document should specify the general technical work, key scientific and technological projects and minor changes of the year, what the technical basic work and scientific and technological innovation projects of the mine are assessed respectively, what the content standards are, who the assessment is, and what the reward and punishment standards are, and specify them one by one. The assessment targets are deputy mine managers, deputy mine managers, section chiefs, deputy section chiefs, technical leaders, technicians of district teams and management cadres, and each item has specific assessment targets. Usually organize the personnel department to take the lead in the assessment, once a month, and send the statistical results of the monthly assessment to the competent leader of the mine. Summarize the situation at the end of the year and send rewards and punishments to the party and government leaders in the mine. If the work is not up to standard, it will not only be punished, but also criticized, and the consequences of the accident will be at your own risk. This will enable the mine to standardize the working ideas of technicians in accordance with technical standards and carry out various technical work in accordance with time, tasks and quality requirements.
4.4 Take targeted assessment measures and carry out effective technical foundation work.
Formulate standardized technical basic work standards, let departments and construction departments implement them according to the established standards, and take measures such as appraisal, inspection, assessment and reward, so as to constantly turn backward into advanced, and make the completion of technical basic work and scientific and technological projects better and better. Assessment, but also pay attention to the assessment process, assessment is mainly aimed at technical basic work, technical basic work qualified, even if there is an accident, you can also be rewarded, unqualified work, no accident will also be punished. As long as the process is good, the result will be good. In essence, this practice requires technicians to change old habits and form new habits that are conducive to technical safety production. Of course, to form a new assessment mechanism, this work needs to be carried out continuously for several years, and monthly assessment should be adhered to to to make it a routine. Through the methods and approaches of technical basic work assessment, performance assessment, task quality assessment, and scientific and technological projects, as long as they persist for a long time, they will certainly have remarkable results.
To sum up, the author believes that as long as the scientific research funds are clearly defined, the control is reasonable, the treatment of scientific and technical personnel is continuously improved, and the implementation of the continuous scientific and effective assessment mechanism will not only inject new vitality into the mine production technology management, but also provide important management means for improving safety, improving coal quality, improving equipment, reducing labor and increasing the efficiency of scientific and technological operation. Changing the image of coal mines and attracting talents will also be conducive to the smooth implementation of industrial structure adjustment in mining areas and make Hancheng coal industry stronger and bigger.