How To Make Good Use Of People Is The Key To Fabric Enterprises.

< p > there is 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 the current fabric enterprises, how to make good use of people is the key.

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< p > this topic we will focus on the talent incentive mechanism of fabric enterprises and see what measures they take to fully mobilize the enthusiasm of R & D personnel and provide enterprises with continuous and innovative vitality.

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< p > appearance Enterprises: Ningbo YOUNGOR Mao a target= "_blank" href= "//www.sjfzxm.com/" > textile < /a > dyeing and finishing Co., Ltd., Shandong Dai Yin group, Shandong Nanshan textile a target= "_blank" href= "_blank" > dress limited company, Shandong Rutai textile Limited by Share Ltd, Huafu color spinning Limited by Share Ltd, Dalian Rui Guang nonwovens Group Co., Ltd., Fujian Longfeng Textile Technology Industrial Co., Ltd.

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< p > standard performance appraisal system < /p >

< p > Fujian Longfeng: improve post evaluation system < /p >

< p > Dragon Peak assessment is divided into three categories: monthly assessment, stage assessment and year-end assessment.

The examination organization consists of the company's evaluation committee, namely, the company leaders, and the departmental evaluation team is composed of department managers and supervisors.

After the end of each phase and annual examination, the company will organize regular meetings based on the results of the assessment, or give a briefing in the form of briefing, summarizing the previous work and defining the next tasks.

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< p > enterprise assessment index system includes performance indicators, behavior indicators, ability indicators three.

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< p > performance indicators.

The performance indicators of project managers include: new product development cycle, technical qualification rate, project completion rate, project cost control, customer satisfaction, team morale index, etc. the performance indicators of developers include: project completion rate, project flow control, specification compliance, design productivity, and design cost reduction rate; and the performance indicators of the testers include: test problem solving rate, operation quality, plan completion rate, and development process specification compliance.

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< p > behavior index.

For the evaluation of R & D personnel's work behavior, we should evaluate from the aspects of initiative, obedience, responsibility, teamwork spirit, work rationality and discipline.

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< p > ability index.

It is divided into business knowledge, business skills, planning ability, judgement ability, problem solving ability, contingency ability, interpersonal skills, understanding ability, learning ability, innovation ability and leadership control ability.

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< p > Hua Fu color spinning: promulgating all kinds of reward system < /p >

< p > in order to better stimulate the innovative passion of R & D personnel, Huafu has promulgated the R & D personnel performance management system, the new product development award system and the new product sales R & D management system. It has given awards and incentives to new information, new ideas, new products, new technologies and new color contributors. The award range is not limited to full-time R & D personnel, but also to all levels of the company and the contribution of each post to product development and technological innovation.

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< p > Dalian: to determine the scope of award is < /p >

< p > in the establishment of incentive mechanism, enterprises adopt the supporting method of technological projects, commend and reward employees who have made great contributions to scientific research and put forward reasonable and practical suggestions, so as to mobilize the innovation enthusiasm of the vast number of technicians and R & D personnel.

Commendation involves three aspects: first, technological pformation, through technological pformation to improve production efficiency and reduce labor intensity, so that the quality and output of products have been improved; two, new materials and new technology research, so that new products in the market to promote and achieve industrial production; three is the establishment and demonstration, the feasibility study of new projects introduced fully reasonable, and has been adopted as a company's strategic development projects.

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< p > according to the completion of technological projects and the value created, enterprises establish the salary assessment and rewards and punishments mechanism of R & D centers.

The assessment is divided into two kinds: quarterly assessment and annual assessment, which are evaluated by the group project evaluation committee, and will be rewarded at the end of the year.

The specific reward scheme is divided into individual quarterly assessment, individual annual assessment and team annual assessment. Each assessment system has a relevant reward and punishment level. According to the completion of the project and the realization of sales revenue, the maximum reward can be up to 1 million yuan.

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< p > Nanshan, Shandong: R & D personnel classification management < /p >

< p > Nanshan takes a measure in R & D assessment, that is, it divides the R & D personnel into several levels of management, and the R & D personnel reach a level before upgrading to the next level.

Of course, when it comes to a higher level, it will be different from the previous one in terms of treatment and job responsibilities.

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< p > in the view of enterprises, product R & D can not be too quantified. If R & D personnel are too tight, they may not be able to keep people. But too much control may not guarantee the fairness of the whole a target= "_blank" href= "//www.sjfzxm.com/" designer /a.

Every month, enterprises should guide their work or supervise them.

In the first quarter, we need to conduct a comprehensive evaluation of all the designers.

By the end of the year, the annual assessment will give some outstanding financial rewards to outstanding employees.

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< p > editorial comment: how does the enterprise evaluate the performance of the R & D personnel? What is the basis for the evaluation? The examination system of "black and white" must be standardized, and at the same time, its operability and fairness should be considered.

Fujian Longfeng's evaluation index system is relatively complete, the content of the assessment is very clear, and the performance indicators of different posts are different.

Let employees clearly grasp what they want to do, assess what standards and awards can be obtained, and standardize the management system to maximize the protection of staff's initiative in innovation.

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< p > provide opportunities for further learning, < /p >

< p > Ningbo YOUNGOR: the training mode is set up for the post "/p".

< p > YOUNGOR usually adopts three ways to train talents: apprenticeship, talent reengineering and talent exchange.

Apprenticeship is the way that the traditional teacher takes the apprentice. This method is effective for the training of general technical personnel. Talent redevelopment is to enable product developers to undertake short-term study, understand and grasp market demand changes and technology development in a timely manner, so that the product developers can regenerate and absorb new knowledge and information from time to time. Talent exchange is to allow product developers to participate in various technical exchange meetings held by the industry, which is conducive to broaden their horizons and learn from others' successful experiences to form new development ideas.

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< p > Dalian RGT: close contact leading technology < /p >

< p > RGG invites foreign experts to work in enterprises for nearly 1 years every year, providing technical personnel with opportunities to exchange and learn with foreign experts at any time.

And dispatched relevant technicians to visit famous enterprises at home and abroad, and to engage in technical exchanges, participate in international professional exhibitions, and learn new technologies of other enterprises.

In addition, enterprises require new technicians to work in the workshop for more than half a year to understand and master the equipment and production situation, because the technicians of the company are trained and selected from the grass-roots level, and they are well aware of the basic production process.

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< p > Shandong Nanshan: the driving force of internationalized team < /p >

< p > R & D team building, the enterprise put forward the idea of synthesizing all resources. All the researchers in the enterprise are involved in product development and technological innovation, including the designers team hired by enterprises in Italy, and some professional and technical leaders hired in China.

In terms of training young R & D personnel, on the one hand, the technology exchange with scientific research institutions can grasp some of the most advanced technologies. On the other hand, these R & D personnel are regularly allowed to inspect the domestic market and cultivate the ability of developers to be keen on the market.

It is also to take advantage of the internationalization of enterprises to allow young designers to work in foreign R & D centers in batches. For them, opportunities are rare and there is room for improvement.

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< p > editorial comment: providing opportunities for further study for employees is a good opportunity for enterprises and employees.

From the information provided by the enterprises surveyed, they usually make use of the opportunity of technical exchange, such as attending professional exhibitions at home and abroad, face to face with research institutions or foreign experts, or regular visits to the market, so that R & D personnel can grasp the latest technology information in a short time.

The practice of Nanshan in Shandong is more attractive to employees. Enterprises use R & D institutions set up overseas to regularly send R & D personnel to work overseas. By working with excellent overseas teams, they can inspire employees' sense of initiative and innovation and constantly inject "blood" into Nanshan.

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< p > give excellent employees more space > /p >

< p > Shandong Dai Yin: group members are free to combine < /p >.

< p > enterprise new product development and implementation of the project system, team free combination of ways to undertake projects, textile products development topics involved in what professional, subject leaders can organize their own needs, so as to mobilize R & D personnel targeted, short and fast completion of the project.

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< p > Dalian Rev: apply for patent in the name of employee < /p >

< p > any employee who improves the existing material formula and improves the existing technology to form a patent product with independent intellectual property rights protection. The company will apply for a patent in the name of the employee, and the ownership of the patent is owned by the company, giving double rewards from both the spirit and the material.

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< p > editorial comment: This is a very personalized choice for enterprises, and is not necessarily applicable to all enterprises.

The starting point of the enterprise is to mobilize the enthusiasm of the staff, but in practice, there may also be some problems.

In order to better stimulate the creativity of excellent employees while giving consideration to fairness, there is still much room for expansion.

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< p > the reward and punishment mechanism has a relaxation degree < /p >.

< p > Dalian RGG: every quarter, it is recommended to rationalize production rationalization "/p".

< p > enterprise to mobilize the enthusiasm and creativity of the staff, every quarter, by the technology center, organize a "double increase and double section" rationalization proposal activities, including new product development, technical pformation and so on. The technology center is responsible for organizing relevant personnel to discuss. As long as the proposal can achieve industrial production, reduce energy consumption, improve production efficiency and reduce labor intensity, the company will reward according to the size of its creation value, the reward amount is 1000~10000 yuan.

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< p > YOUNGOR wool spinning: bonus is linked to benefit and has timeliness. < /p >

< p > enterprises set up the new product development bonus system, which is linked to the market benefit of the products, and the bonus of new products has certain timeliness. That is to say, the product developers can enjoy the bonus of the product only in a certain period of time.

This innovative incentive mechanism will not only encourage the desire of product developers, but also guide them to develop products that are really suitable for market demand.

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< p > Shandong Dai Yin: allow employees to fail in scientific research < /p >

< p > the enterprise adopts a relatively tolerant policy, allows scientific research to fail, and can not simply talk about heroes in terms of results. The evaluation of technical personnel is mainly based on whether he has creative thinking in the process of undertaking tasks or participating in projects, whether he is doing experiments on foot or not, and whether he is dedicated and enterprising.

How to assess and motivate technological innovation, there is uncertainty and risk in technological innovation of enterprises.

How to mobilize the enthusiasm of scientific research personnel, and at the same time achieve results, so that enterprises can benefit from innovation achievements, which poses a difficult problem for the technology management of enterprises, which is precisely the key issue for enterprises to retain talents.

Technological innovation of enterprises is a systematic project, and it can not only reward technicians who are involved in tackling key problems. As long as they participate, they must be rewarded with different degrees. They can not contend with any one's enthusiasm because of the distribution problem, otherwise, they will have adverse effects on future innovation activities.

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< p > Shandong Lu Tai: the annual reward amount exceeds 2 million yuan < /p >.

< p > Lu Tai conducts monthly supervision of scientific research achievements. Every month, there will be a special team meeting for each topic to inquire about progress, problems and implementation of the project team in practice, and conduct a test every 3 months. The content of the assessment is the progress of the project.

Have employees done anything? Because not every topic will produce results, there will be gains. But the key is to do it? Are the measures reasonable? Are there any problems? The enterprises give an objective evaluation to the scientific research personnel, with rewards as the main ones, no punishment, no bonus, and bonus can be obtained.

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< p > enterprises spend more than 2 million yuan on Evaluation and reward each year, hoping for more powerful R & D force.

Lu Tai set up an outstanding contribution award 3 years ago, with a reward of 20 thousand yuan per person.

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.

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< p > editorial comment: the system of rewards and punishment is really not as simple as it can be said. As Shandong Dai Yin said, how to mobilize the enthusiasm of researchers and achieve the fruits of achievement, so that enterprises can benefit from innovation achievements, this poses a difficult problem for the technology management of enterprises, which is precisely the key issue for enterprises to retain talents.

So in fact, many enterprises adopt a more relaxed policy towards scientific research personnel, basically giving incentives to encourage employees' innovative enthusiasm.

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