Old K says every week – talking about things in the petrochemical engineering design industry. Post 18: The issue of training design professionals

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This post was last edited by henglinkou on 2020-10-22 at 20:16. Old K’s weekly series – Talks about matters in the petrochemical design industry, Post 18: The issue of training design professionals. Recently, several incidents of postgraduate students jumping to their deaths have come to light on the internet; in some cases, female students were abused by male supervisors, while in other cases, male students were made to work like slaves by their supervisors. Netizens have various comments, which can be roughly divided into two types: one is the rebellious type, and the other is the tolerant and compliant type. These days, it is quite common for students to call their supervisors \"bosses,\" for supervisors to treat students as cheap labor, and for supervisors to use their power to control students. What should our relationship as teachers and students really be like? Logically, since teachers are paid and students pay tuition fees, the funds invested in schools also come from taxpayers’ money; it is therefore the teachers’ responsibility to teach students. If teachers fail to fulfill their duty of teaching properly, then there is a problem with their professional ethics. The master-apprentice relationship in old society, which held that once one became a teacher, they would be regarded as a father for life, along with practices such as kowtowing to acknowledge one’s teacher and those found in traveling troupes, are considered relics of the past in modern society. It’s often heard that some highly respected traditional Chinese medicine practitioners have passed away, resulting in the loss of their skills, or that no one else is capable of surpassing them. If you are so highly respected, why don’t you teach your skills to students? From this, I think of talent development in the design industry; although everyone claims to place importance on it, few companies truly do. It can’t be entirely blamed on the companies and technical experts; such problems do exist. The talents who are painstakingly trained may improve their skills and then leave for other jobs ； Also, there is the issue of apprentices starving their masters, which leads to technical experts being unwilling to pass on their core skills. What kind of talent development mechanism should we establish? Anything that is based on emotions is generally unstable and changeable ； Anything that involves establishing economic relationships is generally relatively stable and based on mutual consent; therefore, I believe it is necessary to create a training mechanism anchored in economic ties. Everyone should develop this awareness: they need to improve their own abilities, either by paying to learn or by studying on their own, and should not rely on charity. For companies, when training employees, training agreements are signed. There is also social training; nowadays there are many online courses and technical materials available. Some experts, out of a spirit of dedication, offer their services for free or at a low fee. It is only fair that they receive some compensation for their work. Since you want to improve yourself, don’t be stingy about spending a little money; those who are too cheap won’t achieve much in life. The above are my personal views; everyone is welcome to join the discussion. Lao K writes every week about various aspects of the petrochemical design industry. For previous posts, please see the links below: Post 1: The development history of China’s survey and design industry – https://bbs.hcbbs.com/thread-3031149-1-1.html Post 2: Management in the survey and design industry – https://bbs.hcbbs.com/thread-3036417-1-1.html Post 3: The development of drawing techniques in design firms – https://bbs.hcbbs.com/thread-3039960-1-1.html Post 4: The evolution of professional divisions in petrochemical design firms – https://bbs.hcbbs.com/thread-3045261-1-1.html Post 5: The organizational structure of petrochemical engineering companies – https://bbs.hcbbs.com/thread-3050591-1-1.html Post 6: Contract management in design management – https://bbs.hcbbs.com/thread-3054762-1-1.html Post 7: Management of basic design data in design management – https://bbs.hcbbs.com/thread-3058184-1-1.html Post 8: Quality management in design management – https://bbs.hcbbs.com/thread-3061718-1-1.html Post 9: Schedule management in design management – https://bbs.hcbbs.com/thread-3062161-1-1.html Post 10: Document management in design management – https://bbs.hcbbs.com/thread-3069580-1-1.html Post 11: Meeting management in design management – https://bbs.hcbbs.com/thread-3073327-1-1.html Post 12: Bonus distribution management in design management – https://bbs.hcbbs.com/thread-3077492-1-1.html Post 13: The construction process in the petrochemical industry – https://bbs.hcbbs.com/thread-3082708-1-1.html Post 14: Illustrations of the content and procedures involved in process design – https://bbs.hcbbs.com/thread-3086849-1-1.html Post 15: Explanations regarding PID versions and PID modification management – https://bbs.hcbbs.com/thread-3091076-1-1.html Post 16: Common energy-inefficient designs in the petrochemical industry – https://bbs.hcbbs.com/thread-3095859-1-1.html Post 17: Project work breakdown – https://bbs.hcbbs.com/thread-3100837-1-1.html