At that time, all employees of state-owned enterprises were provided with iron rice bowls. If they lost their positions, it would be tantamount to risking the disapproval of the world. The workshop director Lao Su raised this issue. Although it was a bit malicious, it also served as a reminder to Fang Hanmin. .
Before the end of the meeting, Fang Hanmin asked Xu Hui and Jiang Guoxin to organize employee examinations as planned. After the meeting, he would report this situation to Factory Director Yuan as soon as possible.
When Fang Hanmin came to the factory director's office, Lao Yuan had just returned from the conference room. He looked at him and said, "Hanmin, do you have anything to do with me?"
"Director Yuan, there is something I urgently need to report to you." Fang Hanmin recounted the staff training situation in the first workshop, "Because some positions have realized automatic control, the new process requires fewer manpower than before. Those who pass the exam We can eliminate redundant workers, but how to arrange these workers?"
The question raised by Fang Hanmin made Lao Yuan feel very sudden, "How many surplus workers are there? Yes, yes, how to arrange them... I haven't thought about it yet."
"However, the first workshop is about to resume production. This problem is before us. I think a solution to the problem should be found as soon as possible."
"However, this issue did not attract enough attention before!" Director Yuan felt a little unprepared.
"Actually, after the second workshop adopted the new process, there were also surplus staff. Because there were not many people, they digested it within the workshop and did not bother the factory leaders. The situation in the first workshop was more serious. According to preliminary estimates, the new process was officially put into production. In the future, there will be dozens of redundant personnel, which the workshop itself will definitely not be able to absorb, and I am afraid the factory will need help."
"Yes, with the adoption of new technologies and automated operations, there will inevitably be redundant personnel. But, what help can the factory provide them?" Director Yuan had no idea for the moment.
"New processes and automation are the general trend. As long as old products and old processes undergo process transformation, there may be redundant personnel. The longer a company has built a factory, the more serious this problem will be."
"But the most thorny problem right now is how to find a way out for the dozens of redundant workers in the first workshop. Regardless of their failure to pass the training exam, these people are also employees of state-owned enterprises. They cannot be laid off and unemployed. Otherwise, there is no way Account to society.”
"Theoretically, as long as we look at the problem from a development perspective, any difficulties, including redundant personnel in enterprises, can be solved."
Factory Director Yuan was very interested in what Fang Hanmin said, "Can you be more specific about your vision for development?"
"Actually, in one sentence, if the company can continue to grow and develop, how many surplus personnel will not be a problem."
After taking a closer look, Director Yuan felt that what he said made sense, "Yes, development is the last word! As long as the company continues to grow and develop, it will not only solve the problem of surplus personnel, but also need new employees to join. The Red Star Pharmaceutical Factory has not had any new employees for many years. The product has come out. In terms of product variety, it can be said that we have stayed still in the same place over the past few years. The process transformation of the first and second workshops only solved the original problems and the product variety has not increased. Your idea has given us a wake-up call!"
"The current situation is like sailing against the current. If you don't advance, you will retreat. If you don't develop, Red Star Pharmaceutical Factory will be left behind by other companies."
"Enterprise development should indeed be put on the important agenda. However, for the dozens of redundant personnel in the first workshop, the development of new products is a long-distance problem. The current problem is how to arrange them?"
Seeing Director Yuan's very embarrassed look, Fang Hanmin was actively trying to find ways to solve the problem in order to help the leader. After a few minutes, he said thoughtfully: "Actually, the placement of these thirty or forty surplus personnel is also It’s not a difficult problem to solve, but it requires support and cooperation from the factory.”
"Oh? Tell me what you think. Our support is inevitable. How can the factory cooperate?" Director Yuan immediately showed great interest.
"At the end of August, or at the latest in early September, the palladium-carbon catalyst in the second workshop will reach the end of its service life. According to the previous plan, the replaced spent catalyst must be metal recycled and harmlessly treated, and a special recycling facility will be built. The processing device will definitely require some operators, and then these redundant personnel will be able to be accommodated.”
Director Yuan nodded, "This is a good way to solve the problem, but recycling and processing the spent catalyst requires experiments, and the construction of the device will also take some time. From now to the official operation of the device, it will not be about a year? This period? Time, what to do with those surplus personnel?”
"One year at most. If progress goes well, the spent catalyst treatment device is estimated to be put into use in about ten months. During this period, the surplus personnel can be directly placed under the management of the Human Resources Department, and the Human Resources Department can organize the surplus personnel to study cultural classes, but it requires The factory assured them that their wages would remain unchanged during their studies.”
"It's a good way to organize surplus staff to learn cultural knowledge. It can be done without changing wages and benefits, but...the cultural foundation of those employees is generally very poor. I'm worried about whether they can learn it?"
"The surplus workers in the first workshop are front-line workers who failed the training exam. It is precisely because they have a poor cultural foundation and failed to meet the training exam standards that they have to be trained from the cultural foundation. Because the foundation is too poor, some people may be afraid of learning culture They may not understand the class at first, but their salary and remuneration are very good. During this period, learning cultural knowledge is their only task. Even if they can't understand it, they still have to learn it. The worst is to ask the teacher to speak slower. Just educate them about cultural literacy.”
"Okay, let's do it! I will convene a meeting in the next two days to coordinate the placement of surplus personnel." Director Yuan fully agreed with Fang Hanmin's suggestion.
At about 8:30 a.m. on the third day, in the conference room on the second floor of the Red Star Pharmaceutical Factory, Director Yuan presided over a coordination meeting for the resettlement of surplus personnel of the company. Except for the factory-level leaders who were on a business trip, all other members of the team attended the meeting. In addition, the technical department, personnel The person in charge of Kehe No. 1 workshop also attended.
"With the adoption of new processes and new technologies, and the realization of automated operations in some production units, there will inevitably be some redundant personnel in the production units. The placement of these employees should attract our attention. Today's meeting is dedicated to this issue Let’s discuss and coordinate. Now, I’ll ask Comrade Hanmin to explain the relevant situation.” Director Yuan made a few opening remarks and then handed over the time to Fang Hanmin.
Fang Hanmin first reported on the employment situation of the new technology in the first workshop, then introduced the assessment results of on-the-job training, and finally put forward suggestions for the placement of surplus employees.
As soon as he finished speaking, Deputy Director Wang, who was in charge of production, immediately complained, even a little gloating, "I have long said that any new technology or automation will eventually lead to redundant personnel. Just focusing on advanced technology, regardless of the actual situation of the company, now If there are laid-off workers, trouble will come to your door, right?"
"Director Wang, the adoption of new processes and new technologies is the general trend for the development of any industry. Even if there are redundant personnel, this trend is unstoppable. Otherwise, enterprises rely on the tactics of a sea of people for production, and it is only a matter of time before they are eliminated." In In front of Lao Wang, Fang Hanmin is not as humble as before. Now he can be neither humble nor arrogant.
"The big principles you talk about may have some basis, but how do you deal with the emergence of these surplus personnel?" Lao Wang spread his hands.
Factory Director Yuan reminded: "It seems you didn't pay attention. Comrade Hanmin has already given a solution to the surplus workers."
"I heard it. Isn't it just to organize employees to study cultural courses? Even if those laid-off workers are willing to participate in the study, Comrade Fang Hanmin, I wonder if you have done the calculation. How much do they need per year for dozens of employees whose wages remain unchanged during the study period? ? You also need to hire a teacher to give lectures, which will cost money!" Lao Wang looked worried about the country and the people.
Fang Hanmin said unhurriedly: "This is a good question! Since Director Wang is so concerned about the economic costs, I will make a rough estimate in front of everyone. What Director Wang means is that these dozens of laid-off workers are studying The wages during the training period seem to have been wasted. It would only make sense to pay them if they were in production positions as before. But I want to say that although these employees were not in production positions during the training period, production was not delayed at all, because Using new processes, production efficiency is higher, and even if they are not at their jobs, the value created by the workshop is much higher than before."
"The problem is that the factory pays laid-off workers wages during their training period. What's the point? Isn't it a loss?"
"Director Wang, I just said that even if laid-off employees do not participate in production during their studies, the efficiency of the workshop will be better. This is just an economic consideration. What I also want to say is that through the training of these employees, we can improve Improve their quality, which is an increase in the value of intangible assets for the enterprise. After the quality of these employees is improved, the value they will bring to the enterprise in the future will be much higher than the salary given to them during the training period. This is the significance."
Lao Wang disagreed, "After training, will these laid-off employees be of greater value to the company? I don't understand what you are saying."
"The meaning is very clear. Please think about it. The reason why these employees were laid off is because their cultural quality is too low and they are not qualified for the new jobs. In a sense, they are almost useless to the company. , but they are employees of state-owned enterprises. Not only can you not make them unemployed, but you must also find ways to arrange positions for them and pay them every penny. Through learning and training, their cultural quality has improved and they can be qualified for new positions. For enterprises, , hasn’t their value increased?”
After hearing this, Deputy Director Liang, who was in charge of finance, nodded in agreement, "Well, Comrade Hanmin's words are a bit convoluted, but after careful consideration, I think they make sense. For those employees who have failed the assessment and cannot be employed, Apart from getting wages from the factory, it can be said that they do not add any value to the company. After learning and training, their quality has improved and they have become available talents. They can be qualified for new jobs and create value for the company. This is a big deal. It’s clear!”
After hearing the comments from Deputy Director Liang, Lao Wang had nothing to say, but Fang Hanmin used the topic to play on the topic, "Through understanding the grassroots employees of the whole factory, I feel that the front-line production employees of Red Star Pharmaceutical Factory, including those who have passed the training and assessment and are on the job, , the overall cultural quality and scientific literacy need to be improved, otherwise, it will be difficult for them to adapt to the needs of enterprise development."
Hearing a person without a formal academic degree talk about cultural quality and scientific literacy, Chief Engineer Lao Xia felt a little uncomfortable. "What Comrade Hanmin means is that the quality of the front-line workers in Hongxing Pharmaceutical Factory is too poor. So, how have our production been done over the years?" What kind of qualities do you think can meet the needs of enterprise development? "
Realizing that he had said too much, Fang Hanmin immediately took it back, "Mr.
