Who is to blame when an accident occurs due to the actions of newly graduated students?

I feel the same! The graduates we have arrive, and the company doesn’t care about them; once they’re sent to the workshop, it’s your responsibility! No leader is there to care!

It depends on how you look at it. As the saying goes, the master shows you the way, but it’s up to you to practice. After entering a factory, college students are usually sent to the frontline workshops to work in shifts as part of their training, and a mentor is assigned to guide them. This process represents a great opportunity to combine theory with practice. However, college students often feel that after studying hard for over a decade, spending a few years in such basic roles seems to offer no future prospects; as a result, they end up slacking off and drifting through their days, gradually losing themselves in the process. In fact, the theoretical knowledge and learning methods we acquire from books are quite different from what is needed in practice; it’s already good if 30% of that knowledge can be applied in reality. Therefore, college students should spend one to two years focusing on combining theory with practice, mastering production processes and the operating methods for various tasks. At the same time, they need to handle relationships with various parties involved, develop the ability to assess situations, and strive to stand out as soon as possible. As for the claim that your actions caused the accident, if you haven’t completed the probation period, you cannot take on the task alone; the person in charge of the operation is the one who must bear responsibility. But if you make a mistake while operating, your approval for full employment will definitely be delayed ； If you have already become a full-time employee and are able to work independently, then any operational mistakes can be attributed to your insufficient skills, inadequate execution of tasks, or violation of relevant procedural rules; in such cases, you must take responsibility for any accidents resulting from those mistakes. This post was last edited by Hehe 88 hahaha on 2008-1-6 12:13.]

It’s an old topic; don’t take it too seriously. If you don’t believe it, you’ll know in a few years. Before the disciple is completed in training, all responsibilities lie with the master.

It’s an old topic; it’s not possible to simply determine who is at fault. A decision must be made after analyzing the specific circumstances at the time

If an accident occurs due to human error, both the individual and the supervisor will surely be very upset. Whose fault is it? It needs to be analyzed in detail. The education and training provided by an organization is a comprehensive process; it’s not possible to tailor it to each individual. What the instructors teach includes both specific content and elements influenced by subjective factors. There is an active aspect as well as a passive one, and one needs to think critically about it on their own. Whether it’s your thoughts or your talents, they need to be shown; in other words, you need to promote yourself so that others can get to know you, and through practice find out where your strengths lie The master shows the way, but it is up to the individual to practice. Wish you success.

There are many such cases, and it should be considered in the following situations: 1. Does this new employee have the necessary certification to work? Generally, it is required to have both certificates in order to take up the job; without them, it represents a typical management issue, with responsibilities lying at all levels, from the workshop to the work teams. There is no proper training and assessment system, nor is compliance with safety standards ensured. 2. If an accident occurs due to someone working without the required credentials, then an accident analysis should be conducted in accordance with the principle of \"four no’s\"; based on the results of this analysis, those responsible can be identified. As for his supervisor, he may feel morally guilty, but what actual connection does that have to him? 3. As for those born in the 1980s, no matter what generation of college graduates you belong to, your top priority upon starting work is to master the skills required for that position as well as know how to handle emergencies. Training and assessments focus on these aspects; if you don’t make an effort to learn, who can you turn to when problems arise?

Among those who are learning how to do this now, there are a few who study seriously* and with an open mind*. And then there are those who can endure loneliness and study by themselves at home*

From a purely technical perspective, the first thing to consider is whether newly graduated students have received appropriate training at the third level, such as training in safety, equipment, processes, etc. If they have received such training, it is also necessary to check whether they possess the qualifications to operate independently; the 14 standards set by the Ministry of Chemical Industry explicitly prohibit apprentices from working independently! For special types of work, such as operating pressure vessels or lifting machinery, the requirement of having relevant certificates is also something to take into account! If working independently is an issue, then one must consider whether it’s a problem with responsibility, operations, equipment, or the existence of proper procedures, and so on! If analyzed from other perspectives, new college students appear every year. What is causing the situation where these students are getting worse over time – they don’t work as hard, learn things more slowly than previous generations of college students, and are unable to get along well with the more experienced workers? Should it be us who adapt to the new college students, or should the college students adapt to society and the broader environment? Or rather, mutual adaptation? In my opinion, it’s better for an individual to adapt to society and the broader environment! Always thinking that everyone else is drunk while you alone are sober proves there is something wrong with your way of handling things! Besides, learning new things isn’t as fast as it used to be for college students. How were college students so fast back then? Is it worth delving into?

I went through the same thing. To put it bluntly, today’s college students are not as good as those in the past; few of them are humble, and they are full of arrogance. They can’t tolerate too much hardship. I’ve had many apprentices, and many of them are like this, but there are also quite a few with good character, haha

I’m also a college student who has just started working; I’ve been at my job for half a year now. After arriving at the factory, no one acted as a mentor to guide us; we were just left in the workshop with no one to take care of us. We had to stay in each work section for over 3 months, which led to several of us leaving, saying that it was too boring to stay there since the managers didn’t pay any attention to us! ! ”

People say that those born in the 1980s have active minds and expressive personalities, and I am one of them. I’ve been working for two and a half years now, have worked on three different systems, and still have to work shifts! It can be said that they are all old now. Although I also feel that I’m not given enough attention by my superiors, sometimes I realize that I have many shortcomings. Not only do I need to learn about the production processes, equipment and instruments, as well as emergency plans, but I also have to learn how to handle various types of problems – there are countless such things, and sometimes it’s just that we don’t notice them. Complain less, read more, research more, and learn more*. Once you have the necessary skills, you can also create your own path in life. A word for the brothers who have just started working here: do only those tasks you are confident in; never take on tasks you’re not sure about alone – find an experienced worker to guide you. Safety first! This post was last edited by lince2007 on 2008-1-8 10:07.]

While the attention of leaders is certainly important, one must not overlook their own role. After all, there are so many people in a workshop – why should leaders necessarily pay attention to you? It’s true that educational backgrounds vary, but I believe that leaders should treat all employees equally, without giving preferential treatment to those with higher education levels. A mentor may show the way, but it’s up to the individual to make progress; if one is willing to work hard, endure difficulties, and start from the bottom up, what difficulties can there be? I myself rose to a management position after graduating from university, and the hardships involved are too numerous to detail. In short, one needs to be diligent and eager to learn, ask questions frequently, and combine theory with practice effectively – this way, learning will progress quickly.

There are so many replies, indicating that this topic is of interest to many people. I want to say something about the people born in the 1980s: it’s not that mentors won’t guide you or that managers won’t care about you – it’s you who need to adopt the right attitude. It is extremely important to learn with an open mind and to be a good person.

Though the master shows the way, it is up to the individual to practice. In our company, it’s stipulated as follows: for newly graduated employees, if any operational errors or safety incidents occur while they haven’t yet mastered the procedures fully, the responsibility lies entirely with the team leader. In other words, whenever any accidents or mistakes happen while these newcomers are not yet proficient in their tasks, the on-duty team leader is fully responsible! ! ! All the production staff in our company are quite young; they are all in their 20s, with the oldest being 28 years old. The oldest operator is 24 years old, and the production team leader is only 27 years old. So, generally, when new employees join the production line, it is the team leaders who are responsible for teaching them theoretical knowledge and related operations, while the more experienced employees in those positions take care of training them in on-site operations. So in our company, when a newcomer makes any mistake, the first person to suffer is the team leader.

There are quite a few advantages to being young; people born in the 1980s don’t necessarily represent all kinds of shortcomings and flaws. I am part of the post-80s generation; I graduated 2.5 years ago and have been working in a workshop ever since, and I’m quite satisfied with myself. :Lol :lol Over the past 2 years, there have been more and more people born in the 1980s in our workshop. The young ones have to pay a high price for it, but we still retain a youthful mindset. When an accident occurs, someone has to take responsibility for it; it has little to do with whether someone was born in the 1980s. Do accidents not happen if people were born before the 1980s?

Everyone makes mistakes. If something goes wrong, don’t be afraid. The key is to learn something. Learn to draw inferences from one instance and avoid making the same mistakes over and over again. Only by summarizing experiences and lessons can one grow and improve.

Once they are here, they need to be settled. Once they are here, they shouldn’t consider themselves to be some kind of top talent; if they don’t take the initiative, no one will voluntarily go out of their way to teach college students

Today’s college students have high expectations but low capabilities; they only want to learn the most advanced and prestigious topics, and their disdain for fundamental knowledge is probably one of the reasons for this phenomenon!!

Companies currently have a great need for young professionals and managers. However, the fact that many of those who are trained leave their jobs right away poses a serious problem for businesses. Young people generally find working in the same environment to be boring and lack opportunities for innovation. Additionally, some companies’ incentive systems are inadequate, making it difficult to provide capable individuals with a suitable platform to showcase their talents; as a result, many choose to change jobs in search of new opportunities. At the same time, some older employees see the newer generation as strong competitors, and they spread negative opinions at work, making newcomers feel that there isn’t much future in their jobs. I believe that people born in the 1980s are an excellent generation – they are quick-thinking, willing to break conventions and challenge themselves, possess broad knowledge, and have strong abilities to adapt to new things. The key issue now is how companies can make use of these talents, how they can arrange tasks properly, and how they can train them quickly