The current weaknesses of production technicians in our country
Thread Content
At present, the level of production technology among technical personnel in our country is closely linked to the overall level of industrial technology. China’s path to industrialization has not been smooth; from those involved in design and research and development to those working on the production front, there are typical contradictions between societal demands and available resources. For example, the contradiction between the demand for advanced technologies and the level of research and development, the contradiction between the compensation of production technicians and corporate management, and the contradiction between the societal demand for technical personnel and their own qualifications... However, in the area dedicated to production technology exchanges, we often find that there are very few highly skilled technicians. So where exactly are the skilled production technicians in our country at present? First, constrained by the overall industrialization process, the foundation of domestic technical personnel is weak, and their starting point is low ； Second, the current level of research and development has not had the desired positive impact on production technologies, and technical personnel do not think deeply enough about problems ； Third, current technical personnel generally lack modeling skills ； Fourth, please share your insights... This post was last edited by 3300 on 2007-12-18 at 12:02.]
Technicians should be able to think, but they don’t necessarily express their opinions in public. It’s possible that he is very knowledgeable in his area of expertise.
The domestic employment system, to a certain extent, restricts the selection and development of technical personnel!
I agree with the opinion above; the practice of prioritizing companies based on their financial resources is quite prevalent in China, and interpersonal relationships are also extremely complex. Having business skills is of no use if one doesn’t know how to flatter others. This wrong practice needs to be changed as soon as possible.
Two questions: 1. The issue of assessment methods; 2. Whether companies are willing to spend money on improving employee competence
CNOOC, Sinopec – there’s a whole series of them; why isn’t CNPC included?
The root of the problem lies in the unreasonable system of state-owned enterprises, the lack of incentive mechanisms, and the still-persistent practice of promoting people based on seniority. This has led to laziness among most technical personnel, a lack of ambition, and a tendency to muddle along.
It’s still a problem with corporate leadership; in some companies, when research and development encounters difficulties, the leaders assume that the company’s technical staff are not competent, without realizing that it is they who are failing in their research efforts.
The selection mechanism for technicians is inadequate; in factories, technicians are often regarded as managers as well, which inevitably limits the time they can devote to technical work, preventing them from fully utilizing their technical skills
The factory’s management system has issues; within the factory, technical staff are often regarded as managers as well. There are too many miscellaneous tasks, leaving them with no time to focus on technical work. As a result, the time they can devote to technical pursuits is limited, and they are unable to fully utilize their technical skills
For beginners, this is considered a pretty good website. The skill levels of the people who come here vary greatly; those who come here need to give something in return as well as receive something in return. If one has to help others without getting anything in return, they won’t be willing to come here. This is probably why there aren’t many highly skilled people here, or they don’t spend much time here. Everyone has their own job, and those who are truly willing to give without expecting anything in return are still a minority. Private companies do not have any policies to retain employees; they hire people when they need them and fire them when they don’t. Candidates leave as soon as they learn the job, and they work for whoever offers the highest pay. As for state-owned enterprises, it’s different – technology holds no value there; people are more focused on using their connections to get promoted or secure a good position. Not many people study *technology seriously. This post was last edited by woshiwo000 on 2007-12-17 09:34.]