Manufacturing enterprise talent management for reference - Jason Kitchenware

The large turnover of personnel and the difficulty in retaining talents have become a bottleneck restricting the development of manufacturing enterprises. Labor-intensive enterprises need a large number of skilled workers and technicians. However, with the gradual reduction of China's demographic dividend and the awakening of the self-consciousness of the Internet generation of young people, workers on the factory production line have higher and higher requirements for treatment, environment, etc., and resignation and job-hopping are becoming more and more frequent.

The lack of labor force has forced business owners to face a "seller's market" in the human resource market. They must do everything possible to adjust their human resource management model in order to retain talent. Otherwise, an extremely unstable team will only make the future of the company more bumpy.

"Everyone is a potential talent"

Zhejiang Jason Kitchenware is a leading company in China's integrated stove industry. The chairman of the board, Wu Weihong, has been in the field of kitchen appliances for decades. 's co-founder. After resigning from his boss to start a business, he moved from an engineer role to overall business management. Having the experience from the front line of industry production makes him more "different from talent to talent" in enterprise talent management. According to the characteristics of positions and employees, appropriate incentives are given to employees, so that suitable employees can find suitable positions, and the company has thus gained more For a loyal and more stable human team, the explicit and implicit costs of human resource loss are reduced.

“Everyone is a potential talent, as long as you put him Put him in a suitable position, give him a platform, and trust him." Wu Weihong believes in this principle when talking about his way of employing people. He told the "CEConline" reporter a story of employment in an enterprise workshop:

Old Zhong from Anhui had been working as a woodworker in his hometown and rural areas, and he knew nothing about machinery manufacturing. When he was 43 years old, he followed his wife to work in Shengzhou, Zhejiang. When the recruitment officer of Jason Company asked him what job he was qualified for, he who had never worked in a factory could not answer.

It happened that Lao Zhong got the mobile phone number of Wu Weihong, chairman of Jason Kitchenware, and summoned up the courage to call chairman Wu Weihong to ask for a meeting. Wu Weihong readily agreed. When they met, the upright old Zhong pleaded, "Wu Dong, although I don't know anything about factory manufacturing and I'm a little older, but I can bear hardships and stand hard work, and I am willing to study hard...", Wu Dong thought for a while. , how about this: "The factory has a drilling job, you used to drill wood, now this is machine drilling, I believe you can do it well."

In this way, Lao Zhong became a member of Jason Enterprise, If he doesn't understand, Lao Zhong studies tirelessly; no, Lao Zhong will never give up easily, and studying work becomes his pleasure. Three months later, under the arrangement of Wu Weihong, he was transferred to the mold workshop to learn mold manufacturing. You must know that ordinary mold masters have several years or even more than ten years of work experience, but Lao Zhong is an old man. The mold apprentice started late and has little experience, but his hard work pays off. After half a year, he is fully qualified for mold work. After a year and a half, he has become a good mold master. He works hard and studies carefully. Work efficiency is very high.

Old Zhong can still find a suitable job at 43 "old age", thanks to Wu Weihong's knowledge and responsibility, boldly giving his employees trust. This way of employing people often makes employees feel valued, have a sense of ownership, are more willing to work hard, and are more loyal to the company.

"Enterprise is the mother's family of workers"

When it comes to the cultivation of employee loyalty, Wu Weihong can be said to have the magnanimity and courage of Zhuge Liang. In the early days of the business, in order to understand the mentality and life of the workers on the assembly line, Wu Weihong ate and drank together with the punchers, spot welders and other workers. Everyone likes to eat dishes with strong flavors and crayfish, etc. He also "heavy tastes".

The person in charge of the spot welding group usually has a messy life, but he does a good job. He is very emotional when he changes jobs, but he is very loyal. He often forms gangs and fights outside. He has been in three times. year. But spot welding works really well, and it's a good way to produce. Because a company gave him a higher salary, he wanted to change jobs, but Wu Weihong did not stop him and let him go. Three months later, the worker still feels good about Jason and hopes to return to his old job. Wu Weihong accepted it happily. He said, "Jason is really the mother's family of the workers. You can come and go freely." After more than 2 months, he came back again, and Jason is still good, and he is working in his old position again. It has been almost 5 years since I came back for the last time, and I have never gone out again. I have been with Jason for 7 years. According to Wu Weihong, every time he comes back to work, he does a better job than before. Now facing some unstable employees, he often helps with ideological work, saying that Jason's company has a good atmosphere and a promising future. "This kind of positive concept is often spread among employees, which brings positive energy to the company." Wu Weihong said.

Wu Weihong told the "CEConline" reporter, "After adopting the method of free coming and going, not only did the number of job-hopping not increase, but it became less and less. This spot welding team leader, I often joke with him, are you? The Public Security Bureau has entered the palace three times, and you are in the Jason Company three times, but he smiled and said, I will not go to the Public Security Bureau, but I have to look forward to the Jason Company for a long time."

Seeing at Wu Weihong Come, the formation of corporate atmosphere is not a theoretical set of statements, but needs to be explored in practice. Of course, some people have obvious moral problems, and of course they cannot be accepted casually. Therefore, it is necessary to "different from person to person and apply according to their aptitude."

It is not difficult to find people, and it is not difficult to keep people, but how to cultivate talents? Wu Weihong believes that "the road to cultivating talents can start from being friends. 'Brothers are one heart, and the loess in front of the door turns into gold'. Doesn't this ancient adage also imply a path of talent cultivation? Because we have never heard of 'brothers are both As a college student, the loess in front of the door turns into gold. As long as you work hard, do simple things repeatedly and earnestly, and accumulate over time, you can not only become an excellent employee, but also an excellent management of the company. cadre".