Training of front-line operators in chemical plants
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The post-90s generation hired these days is difficult to train; they’re not even willing to memorize those basic technical facts, let alone engage in in-depth research on them； 2. Work discipline: Having been spoiled at home, I tend to avoid doing the work required at the office; when it comes to tasks such as maintenance and cleaning, I feel that it’s a waste of my qualifications as a university graduate ； 3. Task execution: They don’t want to do things as soon as there are minor problems; they are always afraid of taking responsibility, and they don’t report issues promptly, which leads to delays in the project timeline. What are some good training methods to address these issues?
In today’s society, survival of the fittest applies; if a company offers good benefits, it won’t have trouble retaining its employees. Young people tend to be impetuous and unable to stay calm, but everyone starts as a young person.
With someone like this, it’s better to get them to leave as soon as possible. Not worth cultivating.
The key is that people born in the 1990s more or less all have these issues
It is not possible to operate in chemical processes independently right away; a training process is required. One should not be able to carry out these operations yet end up not being retained in the job. It is by relying on our insight and experience that we predict and assess the future of a new employee. There are indeed defects, but the issue is to focus on what those defects are.
Following the system, with clear rewards and punishments, of course, those who deserve attention should be given it, and those who deserve criticism should be criticized
It varies from person to person; they also have their advantages.
Functions change gradually and are developed slowly, but their essence is not easy to change
Change their shortcomings through their strengths.
This is a common problem; the key is to understand their thoughts better!