How to Deal with the Problem of "Technics Shortage" for Small and Medium-sized Printing Enterprises
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With the rapid development of China's economy, people's quality requirements for printed matter are getting higher and higher. More small and medium-sized printing companies have purchased some advanced printing equipment to improve the quality of their products in order to survive and develop. Each of these advanced devices is millions or even over ten million yuan. The daily operation requires technicians who have both professional knowledge and skilled operation. However, nowadays, the employment concept of workers who have no interest in the situation is fundamentally still not changed. It is very difficult to find skilled workers with the ability and level. Especially for small and medium-sized printing enterprises, due to the limitations of enterprises, the development prospects of individuals The working environment inside the enterprise, wages and benefits, etc. are not as good as some large-scale printing enterprises. It is really not easy to recruit suitable technicians. How to get rid of this dilemma, I think it can be solved in the following ways.
First, the development of school-enterprise cooperation is a good way to solve the "technical shortage" of enterprises
Many small and medium-sized printing companies believe that the mode of school-enterprise cooperation is only applicable to large-scale enterprises. Generally, they do not actively communicate with printed professional schools. When enterprises need skilled workers, they would rather use high-paying companies to dig corners. Multi-party practice proves that the drawbacks are extremely great. The recruited personnel have neither loyalty nor sense of belonging. As long as some enterprises are willing to pay higher wages, they will leave immediately. This situation is the most deadly for small and medium-sized printing enterprises, because the inside of the enterprise is "a pit of a robe". After the skilled technicians leave, they can't immediately get back to the post, the equipment can't run normally, and there will be no delivery. Timely conditions affect the reputation of the company.
Most of the professional schools in the present are not advanced enough for the internship equipment in the school. The teaching content is mainly based on basics. Because students do not have access to advanced equipment, most of them cannot be immediately put into operation after arriving at the enterprise. This situation has always been a professional school trying every means to change. Small and medium-sized printing enterprises can fully utilize their own flexible advantages, cooperate with professional schools, and adopt their orientations, orientation, and employment to establish their own talent pool. The specific method can be used to sign a training agreement between the enterprise and the school. The school and the enterprise jointly formulate the training objectives and teaching plans. Through the implementation of the school-enterprise dual-system management, the students must have at least three months in the company's internal printing workshop and plate-making workshop in the first year after enrollment. The internships are carried out in the departments of the bookbinding workshop, design and quality inspection. In the second year, the students will be trained according to the students' skills and the students’ willingness to receive the students’ employment.
This kind of school-enterprise cooperation can effectively solve the development needs of enterprises, so that the school becomes a reservoir for the skilled workers of the enterprise. Once the enterprise needs to export skilled workers, the school can cooperate with small and medium-sized enterprises. The flexibility of the internal operation of small and medium-sized enterprises can be utilized to enable students to conduct internships in various departments, master various skills, solve various equipment that students cannot access in school, and achieve a win-win situation for schools and enterprises.
Second, human care is the key to retain skilled workers
How to retain them after they are recruited by skilled workers is an important part of testing the level of human resource management in enterprises. The working environment of small and medium-sized printing companies is basically not very good, and the mechanics are required to be all-rounders. For example, small and medium-sized printing companies only pursue efficiency, and regardless of the feelings of skilled workers, retaining skilled workers is just an empty talk. If enterprises want to stay in the enterprise for a long time, the first thing is to have fair remuneration. Whether the remuneration is fair, clear, and consistent with the employees' wishes is an important factor in determining the level of job satisfaction. Secondly, small and medium-sized enterprises must have a harmonious interpersonal relationship environment to provide employees with friendly and harmonious colleagues. If the supervisor is a leader who is understanding, friendly and fair, and willing to listen to the opinions of the employees, the satisfaction of the employees will increase. In addition, such as the accommodation environment, the quality of food, the arrangement of commuting to and from work, etc., are issues that employees are very concerned about. If the company considers and considers with the employees, skilled workers will never easily leave the company.
Third, let the skilled workers have more opportunities for promotion
Most of the mechanics have a good vision for their future from the first day of entering the company. They hope to make achievements and improve their own work and life. Therefore, for those skilled workers who have high loyalty and professional skills and are actively working, especially those with high value, the enterprises should actively create conditions for them to improve the quality of these backbones. Some promotion, improved treatment, and future development. In this way, the employees who are going forward can see the hope and let them know that the company is not only willing to let some people with only academic qualifications, no work experience, and no practical skills to be their supervisors, they are willing to stay and work hard.
It is only for companies that only pay attention to immediate interests and have no long-term planning. As long as each company can treat its employees with care, care more, care more, give more opportunities to every employee, and the skilled workers will Will not appear inside the company.