From the beginning of reform, the east wind blows and the spring water is clear

West Aluminum - West Aluminum Industry Telecom: Since Xi'nan aluminum was selected into the "double hundred actions" list of state-owned enterprise reform, a wave of reform and development has blown to this "old brand" state-owned enterprise with a history of more than 50 years. "Double hundred reform" has given sinal a great historical opportunity to solve its historical problems and seek leapfrog development.

As one of the first batch of pilot units to carry out "double hundred reform" in Sinai aluminum, the melting and casting plant firmly seized the historical opportunity, started from the "pain point" of the employee salary distribution system, broke the "big pot" of the average distribution, started the "rice bowl" of quantitative assessment, and took the thorough emancipation of the thoughts of the cadres and employees as the starting point, fundamentally realized the transformation of the employees from "I want to do" to "I want to do".

First level assessment, breaking the "big pot"

For a long time, there have been too many surplus personnel, increasing contradictions of structural shortage, and low income level of employees. The long-term egalitarian "big pot rice" system makes the salary distribution mechanism rigid, single linked index, low marketization degree of salary distribution, and the connection between salary growth and performance appraisal is not close. This series of problems lead to the idea that the whole factory is more or less safe and comfortable from top to bottom.

"The group company has given us opportunities, policies, and hands and feet. We will break the conventions and make bold reforms with the help of this historical reform." Wang Jian, Secretary of the Party committee and director of the foundry, said.

In order to break the situation, salary reform is imperative. In 2018, the melting and casting plant initially set the leading idea of "salary reform and grading, first of all, quantitative assessment". Through external research in the same industry, the melting and casting plant understands the market salary level and salary structure of the same industry, learns from each other's strengths and complements each other's weaknesses, combines with the actual situation, works according to the case, takes the promotion of "marketization and distribution according to work" as the benchmark, and comprehensively carries out the quantitative assessment with the production as the "yardstick", so that the staff's salary distribution can be adjusted with the production, quality and efficiency, forming an effective incentive distribution mechanism, It further mobilizes the work enthusiasm of the employees, improves the labor efficiency, and truly embodies the principle of "more work, more work".

Gu Junhan, a member of the cast four Department staff, had some complaints and incomprehension when he was just carrying out the quantitative assessment in the factory. His enthusiasm and initiative were not high at ordinary times. However, when he saw that the income of his classmates was more than 2000 yuan than his own, he was greatly touched. Since then, he began to take the initiative to learn technology and ask the team to go to important posts. One year later, he not only increased his income, but also became the production backbone of the four casting departments.

"The increase in income is the biggest incentive for our grass-roots workers to work and work. In the past, I didn't understand or even reject the new salary distribution system. Now I am in favor of it with both hands. " Said Gu Junhan with emotion.

After the implementation of the first level quantitative assessment, the subjective initiative of the staff was fully stimulated, and the monthly production of the four parts of the melting and casting industry was rapidly increased from 12000 tons to 17000 tons. The annual production of the melting and casting plant increased from 296000 tons in 2017 to 365000 tons in 2018.

Second level assessment, recasting "job"

The first level of quantitative assessment breaks the big pot of eating "big pot rice", while the second level of quantitative assessment focuses on recasting the "big bowl" of eating.

After the implementation of the first level quantitative assessment, the melting and casting factory continued to implement the second level quantitative assessment in the four pilot melting and casting departments, so that the quantitative assessment can take root in the workshop, team and individual, and truly realize the in-depth implementation of salary reform.

"For the new quantitative assessment method, no one has a bottom in mind. In case that after the implementation of the quantitative assessment, the money collected each month is not enough to distribute the quantitative assessment, can the quantitative assessment be carried out?" Fan Lin, the director of the casting department, was puzzled.

In fact, fan Lin's doubts were also a concern of the foundry's leadership. In May 2019, the quantitative assessment system of the melting and casting plant was recognized and supported by the group company: as long as the output is high, the salary distributed by the group company will be higher and will not be capped.

In this way, the biggest problem of the two-level quantitative assessment distribution is solved, and it begins to take root and bear fruit. What kind of product costs 1 ton, how much employees do every day, and how much income they can get? You can see it in your eyes, and you can figure it out in your heart. In terms of management, the melting and casting factory divides the work from workshop director, foreman and team leader, implements the specific work of daily production completion, statistics, award and deduction identification, comprehensively carries out the quantitative assessment, rewards and punishments the staff with the team as the unit, truly breaks the cauldron from the source, achieves the quantitative assessment and assessment of wages, the number of external training, personnel selection and employment, and the year The final evaluation should be based on the best.

In 2019, the secondary quantitative assessment carried out by the melting and casting plant has achieved initial results. The employees have tasted the dividend brought by the reform, and the output has increased again. The monthly output of the four parts of melting and casting increased from 17000 tons in 2018 to 23000 tons in 2019.

(Chongqing Xialu Xinda Aluminum Industry Co., Ltd. Publicity Department collates contributions)

Source: Network

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