the audit team of the national audit office in guangdong special commissioner office inspected the greatoo
createtime：2019-05-14on may 14th, accompanied by the director of jieyang city people's employment bureau li junxiong and the deputy director of jiedong people's social security bureau lu chuqun, the audit team of the national audit office's special commissioner's office in guangdong came to our company, investigated the company's employment and training in the first quarter of 2018-2019.
according to the requirements of the audit team, the exchange starts from four aspects, that are, the employment situation of the enterprise, the training of the employees, the expenses of the enterprise for employee training, and the problems that the enterprise hopes to solve in the employment and training of employees. director wu introduced that, with the development of greatoo, the company's board of directors has always attached great importance to the training of employees and the cultivation of core personnel, and has continued to implement the three strategic projects of human resources training, that are, the implementation of the "middle-level reserve cadre echelon training project" in the company's cadre system, the "advanced blue collar project" implemented in the administrative and technical system, and the "industrial worker knowledge engineering" implemented in the production system. in the past three years, the company has implemented the "full-certification" program for production. by 2018, it has obtained 1,268 person-times of different levels of skills from junior to technician level, and obtained the first "skills appraisal pilot unit" and "qualification of test questions" in jieyang. as well as the establishment of the first "technician studio", and many employees won the title of "chief technician". as we can see, the implementation of the "full-certification" has enabled greatoo to become a benchmark in the industry and a banner in the chinese manufacturing industry, and has been highly recognized by the provincial and municipal departments. in terms of school-enterprise cooperation, the company has carried out diversified and multi-level cooperation with guangdong university of technology, guangzhou electromechanical technician college, jieyang vocational and technical college, and jieyang senior technical school. among them, the cooperation with guangzhou university of technology to set up "professional promotion class" and "master class"; with guangzhou electromechanical technician college to carry out "order-style class"; and jieyang senior technical school to carry out "dual system" class; and cooperated with guangzhou electromechanical technician college to set up a "new apprenticeship class"， and this model puts forward the concept of a new apprenticeship system in front of the national policy. it draws on the german talent training model, recruiting and enrolling students at the same time. the project has been listed as a key cooperation project by guangzhou electromechanical technician college, and reported to the national education department for promotion to other schools as a key case.
when talking about the company's employment problems, director wu pointed out that, although the company has achieved certain results in recruiting people and training employees, it has also invested a lot of money, time and labor costs. the company sincerely hopes that the government can provide policy support in the areas of social recruitment fees, school-enterprise cooperation cost subsidies, skill subsidy categories and standards, and job title declaration policy subsidies to help enterprises further improve their employment.
according to the requirements of the audit team, the exchange starts from four aspects, that are, the employment situation of the enterprise, the training of the employees, the expenses of the enterprise for employee training, and the problems that the enterprise hopes to solve in the employment and training of employees. director wu introduced that, with the development of greatoo, the company's board of directors has always attached great importance to the training of employees and the cultivation of core personnel, and has continued to implement the three strategic projects of human resources training, that are, the implementation of the "middle-level reserve cadre echelon training project" in the company's cadre system, the "advanced blue collar project" implemented in the administrative and technical system, and the "industrial worker knowledge engineering" implemented in the production system. in the past three years, the company has implemented the "full-certification" program for production. by 2018, it has obtained 1,268 person-times of different levels of skills from junior to technician level, and obtained the first "skills appraisal pilot unit" and "qualification of test questions" in jieyang. as well as the establishment of the first "technician studio", and many employees won the title of "chief technician". as we can see, the implementation of the "full-certification" has enabled greatoo to become a benchmark in the industry and a banner in the chinese manufacturing industry, and has been highly recognized by the provincial and municipal departments. in terms of school-enterprise cooperation, the company has carried out diversified and multi-level cooperation with guangdong university of technology, guangzhou electromechanical technician college, jieyang vocational and technical college, and jieyang senior technical school. among them, the cooperation with guangzhou university of technology to set up "professional promotion class" and "master class"; with guangzhou electromechanical technician college to carry out "order-style class"; and jieyang senior technical school to carry out "dual system" class; and cooperated with guangzhou electromechanical technician college to set up a "new apprenticeship class"， and this model puts forward the concept of a new apprenticeship system in front of the national policy. it draws on the german talent training model, recruiting and enrolling students at the same time. the project has been listed as a key cooperation project by guangzhou electromechanical technician college, and reported to the national education department for promotion to other schools as a key case.
when talking about the company's employment problems, director wu pointed out that, although the company has achieved certain results in recruiting people and training employees, it has also invested a lot of money, time and labor costs. the company sincerely hopes that the government can provide policy support in the areas of social recruitment fees, school-enterprise cooperation cost subsidies, skill subsidy categories and standards, and job title declaration policy subsidies to help enterprises further improve their employment.
after listening to the report and suggestions of director wu yingxiong, the leaders of the research team gave high recognition and appreciation to our company's achievements and professional level in enterprise employment and corporate training, and fully listened to the opinion of director wu. after that, they will discuss and exchange related issues and strive to help enterprises develop faster.
