Emergencies were resolved promptly and personnel changes were carried out smoothly.

After the first batch of job transfer lists were released, those who stayed, those who were transferred, those who resigned, and those who left Beijing all had different moods.

After Deputy Director Gu emphasized the factory's determination for personnel changes in front of everyone, they gave up their struggle.

Of course, those who stayed on were full of joy, tidying up the workshop, cleaning, and welcoming new colleagues.

Those who were transferred didn't complain too much. The workshops were all the same. They were doing whatever they wanted to do, so they could comfort themselves by using trees to move people to death and people to move people to work.

Moreover, adjustments to personnel positions are not all based on assessment results. Those with high scores may need to be adjusted.

The uneven development of technical positions in various workshops has long been limiting production efficiency. This time it is important to solve this problem.

Person A's assessment results are not very high in workshop A, but his skill level and technical ability are in the first echelon in the workshop.

There may be twenty people like A in this first echelon, and of course he is not showy.

By transferring A to workshop B, he can improve the overall technical strength of the workshop as a position leader and technical leader.

B's performance in Workshop B is above average, but his skill level and technical ability are at a lower level than the overall level of factory employees.

After assessing his age, performance and quality, he was deemed to have excellent qualities of proactive progress and learning, so he was transferred to workshop A.

In the new workshop, although his performance ranking will drop, over time, his skill level and skill level will gradually improve, achieving the purpose and effect of personnel training.

Achievements are not very important in the job transfer list, but age is an important reference standard.

For those with the same skill level and grades, of course, priority will be given to those who are younger and have nurturing value and room.

Of course, old workers and comrades are not needed, right?

No, the ultimate goal of job adjustment is not to eliminate anyone, but to optimize positions and employees equally so that people can make the best use of their talents.

To be eliminated is to say to be retired.

Those who have resigned are a little frustrated and helpless. They also want to keep their positions, but the assessment results are there.

Everyone takes the exam in one place. The Personnel Department and the Disciplinary Supervision Office jointly supervise the exam. Who dares to cheat?

They could find no evidence that it was unfair, nor could they find any reason why they should not leave. The most helpless thing in the world is that their skills are inferior to others.

If you can cut parts with an error of one millimeter, and someone else can cut parts with an error of half a millimeter, that means they are better than you.

Being selected from the job transfer list proves that they are deficient in technical grade, technical level, working age, learning ability, ideological awareness, etc.

According to the treatment plan developed by Li Xuewu and personnel coordination, retired personnel will be diverted in different directions according to the actual situation.

Select a group of people based on their professional qualities to support the tertiary industry, the steel city, and the camp city, and use their remaining energy to redeem themselves.

The steel rolling mill will undergo greater industrial adjustments in the next three and five years, and then it will be another big test.

They also have the opportunity to compete for positions and opportunities for advancement.

Select a group of people based on ideological awareness and transfer them to firefighting, training, security, guarding, confidentiality and other service positions, such as door guards, stock yard guards, confidentiality workshop duty, etc.

Select and transfer personnel to re-evaluate job skills and wages, and re-adjust the channels for skills improvement.

While fully guaranteeing the basic rights of employees, we must also complete the economic optimization goals in the factory's personnel reform work.

This group of people will fill the urgently needed personnel recruitment quota for the Security Supervision Team, and the replaced young security guards will perform special security tasks with stronger strength.

In other words, the security team came up with its own personnel recruitment quota to deal with some of the retired personnel.

Not only the security team has to move, but also the logistics team, economic management team and other departments are taking action.

The logistics team first retired a group of cleaning teams and service personnel based on age and technical ability, allowing young people to move to production and labor positions.

Later, a group of older employees with excellent qualities and excellent qualities were selected from the retired personnel to serve in the cleaning team and service team.

The economic management group coordinated with the Trade Management Office and selected a group of technical personnel to participate in professional skills training to prepare for the subsequent logistics and maintenance support of automobile sales and motorcycle sales.

Departments such as bathhouses, dormitories, maintenance, fleet, warehousing, assembly, technology, publicity, etc. are all retiring candidates who fail to pass the assessment.

From the new employees who received on-the-job training this year, we will select those with high academic qualifications, strong abilities, and high quality to fill the positions.

Some employees complained that the rolling mill was being cleaned from top to bottom, inside and out.

Those who stay on duty are naturally valuable, and those who are transferred to new posts are also placed in new positions. Those who retire are just garbage in the house.

Now that the resignation list has been released, this list is a big garbage dump.

Some departments follow the principle of waste utilization and rummage through garbage dumps to find things that are suitable for them or that have residual value.

After all the departments plowed through and selected them, they really became garbage that no one wanted.

How should garbage be disposed of?

Either make yourself stronger, work hard in the garbage heap, keep learning, and transform from garbage into treasure.

Either obey the adjustment, be uniformly returned to the construction engineering team, burn yourself, dedicate your life, and risk the last fire for the construction of the steel rolling mill.

Finally, there is another way, which is the third-party intervention solution proposed by the factory.

First of all, the factory will express its cherishment and love for their technical capabilities and years of dedication, and attach great importance to them on a spiritual level.

Then the factory personnel meeting proposes a personnel exchange activity with joint production units as the basic cooperation space and the participation of multiple companies and factories.

This project was already under discussion. After the incident in the assembly workshop, Gu Weijie took the initiative to undertake the promotion and development of this project.

Coordinate with the labor and personnel management departments to give the green light, and at the same time invite enterprises in the joint unit that are interested in personnel exchanges for discussions and negotiations.

This chapter is not over, please click on the next page to continue reading! Based on the opinions given by Li Xuewu, the scope of cooperation has been deepened and broadened.

It will not only cooperate in the development of employment, skills training, welfare benefits, etc. for employees’ children, but will also add people’s livelihood security services such as medical security, retirement recuperation, and housing adjustments.

The steel rolling mill took the initiative to show high sincerity and high attitude, which is to exchange time for future space.

The shared tertiary industry has reached maturity, and continued operation and development will inevitably bring huge returns.

Now the steel rolling mill is leading the joint production units to develop new cooperation projects in the fields of life, education, scientific research, investment and other fields.

Using mature skilled workers to share technology and project results, supplemented by means such as child placement and education, is to achieve the four new worker iteration goals of replacing the new period, new era, new ideas, and new skills.

According to the change plan given by the Human Resources Department, in five years the average age of factory employees in special technical categories will be optimized by three years, the average age of factory employees should be optimized by five years, and the average age of front-line workers should be optimized by seven years.

This indicator can be said to be very scientific, but it is also very high-level and difficult.

Workers with high levels of special skills and expertise are basically between forty-five and fifty years old.

In accordance with the goals set by the Human Resources Department and ensuring that professional skills do not deteriorate, the optimized age group should be between 42 and 47 years old.

What is this concept?

Taking senior workers as the standard, the number of seventh- and eighth-level workers must grow rapidly while maintaining their age advantage.

Investments such as learning and training will inevitably cost more, but the decline in the average age index represents the extension and vitality of technological productivity.

Everyone knows how big the difference is between working as an eighth-level worker for ten years and fifteen years.

There is basically no such thing as re-employment these days, except for professionals with special status and special skills.

Level eight workers will no longer go to work in the factory when they reach retirement age. Isn't it better to enjoy life than to suffer?

The decline in average age will also bring about a boom in technological change, with many technological advances occurring on the shop floor and in the production process.

The steel rolling mill is unswerving in its pursuit of younger cadres, younger front-line workers, and younger workers in technical positions.

Achieving the goal of groupization is one mountain, and maintaining stable growth of production and economy is another.

If Li Huaide wants to make further progress, the first step is fate, and the second step is luck. There is no difference in fate.

Some employees have reported that the personnel changes are a cruel weakening of labor rights and a redefinition and redifferentiation of labor status.

The word cruel is actually used correctly, but the cold nature of personnel work is everywhere revealed.

Development and burden are placed at two ends of the scale, and steel rolling mills will not frantically reduce burdens in order to improve development.

But when the burden continues to increase and the balance of development is affected, something will definitely be done.

Personnel reform is just a major move to improve the pace of development of the steel rolling mill. Subsequent industrial production innovation, production technology innovation, financial management innovation, economic development innovation, etc. will follow.

The wave of change never stops, but the size of the wave and the time vary sooner or later.

Some people ran along the waves and fell into the sea, while some people ran against the waves and drowned on the road.

The most correct thing is to assess the situation, find the right time, and make the decision that is best for you.

The steel rolling mill will give retired employees different paths to choose from, fully embodying the seriousness of the system with people-oriented flexibility and individuality.

In the personnel exchange project, other factories are invited to assess and screen the list of existing retired personnel and select the best for transfer.

The steel rolling mill will actively coordinate with the labor and personnel management departments to open the door of convenience for the three parties.

Children of selected employees will still retain the qualifications to participate in employment recruitment and training at the steel rolling mill.

Different levels of policies are provided in areas such as housing and medical care to ensure the interests of employees to the greatest extent.

At the same time, in accordance with Li Xuewu's suggestion, the Human Resources Department specially opened an application channel for individual selection and transfer.

In other words, those who are in the announced list of retired personnel are not within the scope of the second selection of the steel rolling mill, let alone the scope of the third selection of the cooperative factory, or are not satisfied with the transfer to the construction team, and do not have their favorite options.

, you can find the accepting unit by yourself.

In other words, the steel rolling mill will support the work of these people, and the condition is that they join the engineering team.
To be continued...