2018 has fallen, and all gains and losses have evolved into data before our eyes.

Whether the development of enterprises should be the result or more attention to the process. The attitude of Cathay Group of European Industrial Park is: if we let ourselves go, as long as the result, the group is facing the position needed for the development of enterprises, unable to select and appoint from within in time, can only rely on subjective feelings, lack of objective basis.

As a result, when the Cathay Group compiled and issued its annual target for 2019, there were some changes compared with previous years.

Training is a long-term, sustained and persistent activity that runs through the changing development of enterprises. To do a good job in training, it is impossible to collect accurate domestic and foreign product and equipment inspection standards in time and translate them into relatively complete document system, process and form training materials within the enterprise in time. It is precisely because this work has been completed in 2018 that the group's qualification and position in 2019. The internal competitions of work skills have been carried out smoothly and laid a foundation.

Quantitative incentive mechanism, change lifelong system. Not only that, but also the organization construction is indispensable to the training work. At the end of 2018, the group has carried out the revision of the training system. The main points of the revision are: to establish the standard of employee skill level; to set the qualification and conditions for employee skill level declaration examination; to quantify the incentive measures that meet the standard of skill level and the withdrawal mechanism that fail to meet the standard; and to promote training for the group in 2019. Work, provide lubricant;

Change the lifelong treatment system and establish a long-term platform foundation. Another key point in the revision of the document is to establish an annual employee skills competition mechanism, but the validity period of the qualified employees is only three years, even if they reach the standard level. The objective reality facing this measure is that in the development of enterprises, new customers are constantly attracted, and new processing and production equipment, new technology and new mode of production and operation need to be introduced. For employees, the knowledge they learned also needs to be synchronized with the development of enterprises in order to meet the requirements of enterprise development and post skills.

Change the current performance model. The previous work, which was mainly done by human resources, was directly spread to the three levels of group-professional company-workshop supervisor. Through three-line linkage, the training indicators were directly decomposed from the original group level to the workshop supervisor, and the evaluation indicators were established from top to bottom. According to the different job division, only the weight of KPI was differentiated and introduced. In 2020, the group will introduce trainer assessment indicators, make requirements on the subject of teaching indicators for the directors of professional companies and group departments, ensure the various policies and business systems of the group, let the drafters of documents and supervisors of management explain, and make the explanation and revision of the system more operable;

Training changes the direction of development. In the past, in the development of small and micro enterprises, employees often changed their treatment in addition to promotion. From the revision of the group's training manual, the promotion mechanism of the administrative series and titles series of state organs and institutions is used for reference. The group has established a basic system according to the level of employees, according to the vertical and horizontal position of the job: the theory of one-post multi-function and post pyramid model has been introduced into the revised content of the system. Through this work, the group tries to gradually transition from a single skilled employee in the piecework era to a multi-position skilled employee. In order to explore new forms for the group, try to alleviate the difficulty of employment reasonably and legally.

Training is not a one-step job, the biggest difficulty lies in how to persevere for a long time, how to constantly improve, let more excellent employees join the team, and promote the development of enterprises, will be the eternal theme of enterprise development.