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随着企业整顿的深入,职工的技术、文化水平低的问题已成为产品质量管理、企业科学管理的一大障碍。单靠思想动员,行政命令去“赶”“逼”职工学习技术、文化,效果是有限的。因此,很有必要利用一些经济手段鼓励职工学习,使每个职工懂得技术,文化水平的高低与本企业经营成果好坏关系密切,与个人经济利益相关。在这方面,上海医疗器械七厂从去年下半年起,作了初步尝试。做法是:从利润留成的奖励基金中提取一部分,设立技术奖励津贴,对一线工人进行“应知”“应会”“实例操作”的技术考核,凡合格者每月可得技术奖励津贴。技术等级高于现在标准工资一级的三级工,每月得津贴3元,四至六级工每月得津贴4元,七至八级工每月得津贴5元;技术等级高于现行标准工资二级以上的、在上述标准上再加3元。
With the deepening of corporate reorganization, the problem of low technology and cultural level of employees has become a major obstacle to product quality management and scientific management of enterprises. Only relying on ideological mobilization and administrative orders to “catch up” and “force” employees to learn technology and culture, the effect is limited. Therefore, it is necessary to use some economic means to encourage employees to learn, so that each and every employee knows that the level of technology and culture is closely related to the quality of the business results of the company and is related to personal economic interests. In this regard, the Shanghai Medical Device Seven made preliminary attempts from the second half of last year. The practice is: to withdraw part of the profit retention fund, set up technical incentives allowances, and perform technical assessments for front-line workers that are “should know”, “should” and “exemplary operations”, and those who are eligible can receive technical incentive subsidies every month. A three-level worker whose technical level is higher than the current standard wage will receive a monthly allowance of 3 yuan, a 4-6 worker monthly allowance of 4 yuan, a 7-8 worker monthly allowance of 5 yuan, and a technical level higher than the current standard. For wages above grade 2, add 3 yuan to the above standard.