As a PVC factory with the widest geographical area, the most posts, the most complex technical structure and uneven personnel quality, Yibin tianyuan group Headquarters Asset Management Company has been how to do a good job in the ideological and political work of enterprise employees under the new situation; How to correctly guide and educate employees to change their ideas, get out of misunderstandings, keep up with the rhythm of the times, and promote the reform process; How to unify employees' thoughts, resolve contradictions, straighten out emotions and mobilize employees' enthusiasm is an important task for party and government workers in the branch. Now let's exchange experiences on the analysis of various problems and corresponding methods in the work process.
First, the current ideological problems of employees
(A) full of concern for enterprises to promote development and change.
Affected by the planning of Yibin Lingang Economic Development Zone, some employees are worried about the relocation of enterprises, and their psychological pressure is obviously increased; In addition, the company's job optimization and adjustment have also made many employees more anxious about unemployment. Some older and unskilled employees are worried that they don't have any excellent skills and skills, and they can't get on the job quickly after being laid off, which leads to a wide income gap, especially for fear of losing their "iron rice bowl" for survival in the competition. Therefore, they lack enthusiasm for reform and restructuring and have contradictory ideas.
(2) Sticking to the rules, not making progress, and lacking the spirit of love and dedication.
A small number of employees think it doesn't matter whether they change or not. They only care about themselves, fearing that change will touch their personal interests, showing that some employees have a weak sense of collectivism, lack a sense of responsibility and dedication, do not think much about new things, and their ideas are conservative and rigid.
In particular, older employees with long service life have outdated concepts, lack of passion for reform and innovation, do not seek merit in their work, but seek nothing, are content with the status quo, and have relatively weak market concepts, benefit concepts and innovative competition awareness. Such employees are more likely to complain about many things.
(C) psychological imbalance, often with a sense of loss.
Some old employees are still stuck in the pride and superiority of the original "iron rice bowl", but now with the reform and reorganization of housing, prices, medical care and education, many original welfare benefits are gradually decreasing. This contrast makes employees bear the double pressure of economy and psychology, resulting in psychological imbalance and resentment, and losing the sense of responsibility and mission of their former masters.
Some new college students, technical secondary school students and demobilized soldiers have changed from "favored children" in the school and "soldiers who eat the imperial grain" in the army to a sense of loss of ordinary workers, and there are more or less some negative emotions.
(4) complaining about others and lacking enthusiasm in work.
In the process of reform and opening up, some employees failed to establish a correct outlook on life and values, paid too much attention to personal interests and gains and losses, and complained that the reform and restructuring made them lose many benefits they had gained before. Coupled with some unfair phenomena in society, the widening income gap makes employees feel unfair. Due to the unbalanced mentality, the work lacks enthusiasm.
(5) technicians are affected by various external factors, and they are not at ease with their work, resulting in brain drain.
1, some employees think that they can't be reused in the unit and have no development prospects, which is manifested as highly educated technical talents;
2. Some workplace conditions are poor, far from expectations, and there is a big gap compared with students staying in other departments, which is manifested in new college students;
3. Some employees are old and young, children are studying, parents' medical expenses are high, prices are soaring, and their income is not high enough to meet the basic needs of life. This is reflected in some employees with special skills and high skills.
Second, the factory's attitude towards employees' ideological problems
Listen carefully. Managers at all levels of the branch factory and members of the branch factory and trade union organizations are listening carefully to the ideological trends and problems of employees. When employees can complain and express their dissatisfaction in front of you, our ideological and political work will be half successful, because you have won the trust of employees.
Understand why. There are reasons for the formation of employees' ideological problems. In addition to understanding the causes of the incident from the employees themselves, managers also went deep into the production line to understand the opinions of other employees and fully understand the causes and processes of the incident.
Communicate on an equal footing. In fact, most employees' ideological problems are aimed at trivial or unreasonable things. The factory adopts the way of equal communication with employees to solve the problem, first to calm employees' emotions and stop the spread of complaints, and then to take effective measures.
Institutional guarantee. It is an important measure to deal with the ideological problems of employees to actively standardize the work flow, post responsibilities and rules and regulations in the branch factory. When standardizing the management system, we should completely follow the principles of democracy and openness to ensure the fairness of management, make the ideological education of employees well documented, have laws to follow, have continuity in work, and ensure scientific, orderly and healthy development.
Third, to solve the ideological problems of employees countermeasures
(1) Insist on guiding and persuading people with correct ideas.
Yibin Lingang Economic Development Zone is an important strategic plan for Yibin to become Chongqing, link southern Sichuan, radiate Yunnan and Guizhou, and accelerate the construction of a strong economic city in the upper reaches of the Yangtze River. Accelerating the construction of Lingang Economic Development Zone and creating a new economic growth pole will not only inject strong vitality into the sustained, rapid and healthy economic development of our city, but also make greater contributions to the construction of the economic development highland in the western part of the province.
Combined with the importance of the planning of Lingang Development Zone, the branch company strengthens the timely guidance of employees' thoughts and adopts various forms to communicate with employees, so that employees can understand the goals and tasks of enterprise reform and development, as well as the problems and difficulties encountered, enhance their sense of responsibility and hardship, and consciously make progress with the enterprise.
Firstly, let employees realize that the construction of the development zone is to develop the socialist market economy, and at the same time strengthen positive education. Combined with the good news of the company's listing and the upcoming production of the second phase of Jiang 'an Haifeng and Ruirui Company, we will vigorously publicize the development direction and prospects of the company, so that employees can understand that only the healthy and sustainable development of the company can guarantee the interests of employees and continuously improve their income. As a member of Tianyuan, we should maintain a high degree of consistency with the company when it faces difficulties and choices, and believe that the company will make proper arrangements.
(2) Actively guide employees to adjust their mentality and establish a global concept and a scientific outlook on life and values.
The branch factory actively guides employees to develop a good work attitude, and strives to cultivate employees' work habit of "no small matter", requiring each production post to "do every simple thing well is not simple, and do every ordinary thing well is extraordinary." As the goal of work. Like most employees, 90% of their work every day is repetitive, transactional and trivial. Let employees understand that nothing is too small to give up; There are no details, so fine that they should be ignored.
The factory also held pre-shift and post-shift meetings, party branch meetings and departmental meetings to organize employees to study and train. , guide workers to correctly look at the phenomenon of laid-off, waiting for posts, widening distribution gap and some corruption in the process of system reform. We should see that all countries, companies and factories are taking various active and effective measures to solve these problems. We should look ahead, strengthen our confidence and determination in reform, eliminate unfair psychology, consciously participate in enterprise reform, reflect our own value in reform, and actively work hard for enterprise development and improve income level.
(3) Staff, pragmatism and cohesion.
Managers at all levels in the branch care about the work, study and life of employees, keep abreast of their sufferings, try their best to do more good things and do practical things, and unite their strength with love. For the difficulties and hot issues in the work and study of employees, we should try our best to solve them, so that employees can feel the warmth of the enterprise family and continuously enhance the centripetal force and cohesion of the enterprise.
1. Adhere to the "One Help One" activity to promote the continuous improvement of employees' skills and learning. According to the instructions of the company's Party Committee, since 2008, the branch has organized various processes to provide employees with a platform of equality, mutual assistance, trust, learning and communication in terms of ideology, work, study and life. According to the ideological problems of different employees, make different measures to help and teach. Since the establishment of the "one-help-one" working system in each process, the branch has carefully organized and planned to provide the most favorable learning opportunities for counselors and recipients. Through timely communication with employees and strengthening problem analysis, the effectiveness of assistance has been significantly improved. An employee who was punished for illegal operation in the raw material area successfully took up a management position because of timely and comprehensive help.
2. Strengthen the supervision and management of Tianyuan's "100%" employees, establish channels for direct communication and problem solving between leaders and employees, and carry out ideological education and assistance at different levels, so that employees can directly feel the attention and concern of the enterprise.
3. By establishing employees' homes, providing financial support for various activities, organizing employees to actively participate in various cultural activities carried out by the company and branch factories, and stimulating employees' enthusiasm for life and work.
4. Formulate and implement a strict hard management system, put an end to managers' illegal command, standardize employees' illegal behavior, reduce the occurrence of unsafe factors in production, and strengthen the management level of grass-roots managers.
5. Carry out various forms of assistance activities. Affected by rising prices, the branch took the division of labor as the main body, convened the branch and the enlarged meeting of division of labor in time, actively listened to employees' opinions, substantially adjusted the solatium quota for employees' hospitalization, weddings and funerals, college entrance examination for their children, and solved the real life difficulties for key employees in party member by issuing difficulties subsidies and visiting condolences.
6. Be kind to old employees, especially those who are ill and have no special skills. An old employee, suffering from lupus erythematosus, retired two years later. For such a vulnerable group with family difficulties, the branch factory did not give up and actively arranged for her to take up her post. Although the job is relatively easy and the salary is not high, employees extend a sense of intimacy and belonging from the bottom of their hearts, and at the same time, they also touch other employees, personally inspiring all employees to improve their loyalty to the enterprise.
(D) Establish a scientific employment mechanism and incentive mechanism.
The branch factory actively establishes scientific talent training mechanism and incentive mechanism, and builds a platform for talent training and use. On the one hand, employees are encouraged to actively participate in all kinds of study and training, constantly improve their cultural knowledge and professional skills, tap more useful talents through study and promotion, and adjust to suitable positions to display their talents. Recently, an employee of the General Department who passed the qualification of national registered safety engineer was transferred to the safety management position of the branch factory.
On the other hand, constantly optimize the personnel structure, widely absorb young people into various management positions, and inject new vitality into the production and operation activities of the branch. At present, the branch has transferred 20 reserve talents for training, which gives young employees the opportunity to be promoted and reused, and stimulates their enthusiasm for work and study. The branch factory has formulated the "Evaluation Scheme for the Management and Technical Reserve of PVC Factory" and established an evaluation team with the leaders of the branch factory as members. Secondly, adhering to the evaluation principles of paying attention to actual work performance, openness and fairness, and comprehensive evaluation, a summary meeting was held for the exchange of experience of self-learning and upgrading of reserve candidates, requiring each reserve talent to put forward the direction of self-development according to his personal work responsibilities and his own advantages, and summarize and exchange the methods and experiences of self-learning and upgrading. The evaluation team of backup candidates comments and evaluates the on-site performance, work performance and learning situation of each backup personnel, establishes training files for each backup personnel, records personal growth, monthly evaluation, main performance and other contents, provides a basis for the dynamic management of backup personnel, and establishes the mechanism of survival of the fittest.
At the same time, the branch has also established an effective incentive mechanism to reward employees who have made outstanding contributions and accelerate the pace of branch reform and innovation.
(5) Establish a multi-channel publicity platform and create a good public opinion atmosphere.
Combined with the characteristics of PVC factory, such as many jobs, long production line distance and uneven quality of personnel, the branch factory uses various publicity carriers such as enterprise newspaper, company local area network, pictures, radio and photos to carry out factory affairs publicity activities, taking into account the participation of employees at all levels in production and business activities in various ways, so that employees can fully understand Tianyuan's management culture and corporate culture.
Take a variety of easy-to-understand publicity methods, vigorously publicize the deeds of good deeds and advanced employees, and show the new look of enterprise employees. 20 1 1 year, through the selection of "seven top ten", vigorously advocate the professional ethics of love and dedication, honesty and trustworthiness among employees; Through the in-depth development of legal education, employees' awareness of obeying the law has been greatly improved; Through the implementation of the project to improve the quality of workers, cultivate their sentiments and occupy their ideological and cultural positions, trade union work has a strong vitality. Regularly carry out cultural and recreational life with healthy content and various forms, and entertain and educate employees to relax.
An exposure desk was also set up in the cultural display window, and informed criticism was mercilessly conducted in the form of photos on the illegal operations, on-site leaks and employee violations, which made the education more extensive and let all employees know.
Encourage employees to make suggestions, timely publicize the adoption and reward of rationalization opinions and suggestions, and let employees pursue their careers and work hard. Give full play to the role of trade unions and the Communist Youth League, organize employees to carry out labor competitions, technical contests and other activities, and form a good atmosphere of advanced learning, more enthusiasm, more technology, diligent study and more dedication.
In short, under the new situation, the ideological and political work of the Party branch of PVC factory is close to reality, stressing practical results, actively studying the methods and art of doing ideological and political work well in the new period, striving to broaden the communication channels with employees, solving various ideological problems among employees in time, eliminating unstable factors, and promoting the sustainable and healthy development of various production and operation work of the branch.