Current situation and countermeasures of professional technical teams in mines with complex geological conditions

The continuous development and innovation of coal science and technology has a huge promotion and guarantee effect on improving the safety production conditions of mines and increasing the comprehensive economic benefits of mines. As the pace of world economic globalization continues to accelerate, the penetration of high and new technologies into the coal industry has become a historical necessity. Whoever has high-tech talents can obtain better corporate benefits and remain invincible in the competition. At the same time, the market economic system has also posed a severe test to the technical staff of Xiangshan Mine. Hopes and difficulties coexist, and opportunities and challenges coexist.

As we all know, the coal production enterprise of Xiangshan Mine has very poor natural geological conditions, and the five natural disasters of water, fire, gas, coal dust and roof exist to varying degrees, especially gas and water damage and Geological structures pose a serious threat to production safety, causing raw coal production to hover around 4 million tons. Adjusting the structural layout, increasing raw coal production, and creating maximum safety, economic and social benefits is a major issue facing the majority of scientific and technological workers and management cadres. Through the investigation, we saw that we still have gaps in technical equipment, scientific and technological teams, and the quality of technical personnel. This article takes Xiangshan Mine as an example to discuss the management of scientific and technological teams.

1 Survey on the Current Situation of Mine Scientific and Technological Personnel Staffing

As of December 2008, there were a total of 160 professional and technical personnel in Xiangshan Mine, including 56 people majoring in political engineering and management. There are 104 technical staff, including 17 female professional technicians.

The educational composition of engineering professionals is: 6 from university; 70 from junior college; and 28 from technical secondary school. Among them, 32 are taught by correspondence courses in junior colleges.

According to the age structure of professional and technical personnel, there are 5 people in their 20s and 30s, 43 people in their 30s and 40s, 53 people in their 40s and 50s, and 3 people in their 50s and above.

There are 46 professional and technical personnel serving as middle-level management leaders, including 5 at the mine level and 41 at the scientific team level.

At this stage, there are 9 senior engineers (excluding mine-level leaders), 26 engineers, 31 assistant engineers and 38 technicians with professional titles. Among them, there are 1 female senior engineer, 5 engineers, 5 assistant engineers and 5 technicians.

In the past five years, it has admitted 37 college and technical secondary school students, including 25 engineering majors, divided by year: 4 from 2004 to 2006, 2 in 2007, and 19 in 2008.

Transfer of professional and technical personnel in the past five years. There are 23 professional and technical personnel transferred from the production outlet, all with bachelor's degree or college education, including 5 people transferred from the second-level units within the bureau and 18 people transferred from outside the company.

The trend and problems of students assigned this year. In 2008, when the Hancheng Mining Bureau introduced some preferential policies when recruiting major coal majors, it introduced 19 students to Xiangshan Mine at one time. This was the largest number of students allocated to the Xiangshan Mine since 2000, including 14 engineering majors and undergraduates. Some of them are trainees from Xi'an University of Science and Technology's Orientation Committee, and the others are non-coal engineering majors.

From the above survey statistics, firstly, there are relatively few college graduates in various majors, and even fewer are actually engaged in engineering and technical work; secondly, there are a large number of college correspondence graduates; thirdly, there are many professionals The proportion is unreasonable, such as there are few geology, ventilation and mining personnel; fourth, the technical staff are generally older and the manpower allocation structure is somewhat imbalanced; fifth, there are more college students with experience and knowledge transferred out of the mines.

2 Main problems and performances of the scientific and technological personnel team

2.1 Insufficient enterprising spirit of being content with the status quo

Technical work itself is a process of continuous research, continuous summarization of experience and In the process of solving new situations and new problems, sticking to old rules and failing to carry out work dialectically and creatively based on actual production conditions will bring losses to mine production and operation. Some professional and technical personnel are not very proactive in their work. They work wherever they go, and their ability to think ahead and innovatively is insufficient. At work, there are also phenomena of simplistic handling of complex problems, non-standard implementation of technical standards and buck-passing. In terms of understanding of work guiding ideology, it is still unable to keep up with the development requirements of the enterprise, and its own initiative has not been fully exerted.

2.2 Stable job, slow updating of knowledge

After college graduates enter the enterprise, they initially want to master basic work skills to adapt to the new environment, and have dabbled in all aspects of knowledge. .

But after a stage, it is believed that the theoretical knowledge learned is only a very small part in practical application, and further learning and improvement are ignored. With the continuous development of market economy and science and technology, the theoretical knowledge in the past can no longer fully meet the requirements of modern enterprise development, and I have no habit of self-study, and I am not familiar with issues such as computer graphics, new technologies, new processes and new engineering theories. There is no more pursuit. Some scientific and technical personnel are learning and applying it now, that is, the knowledge they learned randomly is also lack of systematicity, and they often cannot apply it freely in their work, and cannot carry out their work efficiently or creatively.

2.3 Horizontal comparison of profits and downplaying the pursuit of motivation

Due to the rapid development of the knowledge economy era, affected by regional geological conditions and the distribution mechanism within industry departments, enterprises and enterprises, enterprises and localities There is a big difference in the income of technical cadres, enterprise technical cadres and management cadres. Sometimes, for technicians in coal mining enterprises, when they sweat the most and spend the most effort, the enterprise often suffers from poor economic benefits due to poor production technology conditions, resulting in a disproportion between income and labor. As a result, some highly educated and capable on-the-job technical personnel will have a large psychological gap and great mood swings. If the ideological and political work and economic security work of the enterprise are not done well, brain drain is most likely to occur. At the same time, the creativity and initiative of some on-the-job technical personnel will be affected. In addition, enterprises have not fundamentally changed their talent introduction policies. If they still introduce talents according to traditional methods, they will be unattractive and make it more difficult to attract or create a team of high-quality technical talents.

2.4 The cost of scientific and technological work is low and the work intensity is insufficient

Currently, various production units mainly rely on administrative means in technical management, which cannot adapt to the requirements of the development of the times. In recent years, due to the impact of the economic climate, the operating conditions of enterprises have improved. However, the funding for scientific research has been insufficient and very limited. There are many issues that need to be investigated or tested, but they have been shelved due to lack of funds and difficulty. Of course, Xiangshan Mine has made great achievements in carrying out some technological innovation and transformation projects. Larger scientific research activities have engaged relevant departments to jointly operate, and a feasibility technical report has been formed to provide leadership decisions at all levels. There are successful examples in these aspects. . But generally speaking, the secondary units of the mining industry are busy with production, and their efforts in implementing technical management documents are still not enough. Insufficient performance in giving full play to the creativity and initiative of technical staff to a great extent. Therefore, the development level of mine technical teams is uneven, and the overall quality of technical personnel is slowly improving.

2.5 The problem of the gap between the economic concepts and reality of grassroots scientific and technological personnel

First, labor quotas have been implemented among workers for many years, and distribution according to work is better implemented, but the professional skills of departments and districts There is a big gap between the basic salary of cadres and the income of workers in the same profession, and the salary level is relatively low. For operators, contracting awards, risk mortgages, annual salary systems, option incentives, etc. have been implemented for many years. However, for professional and technical personnel, there has not been a good way to implement the principle of distribution according to work that has been implemented for many years. Therefore, some technicians claim that they are hardworking but cannot get rich. Second, leaders generally have high incomes. Once scientific and technological personnel join the management group, their income can increase exponentially or even several times. It is common that the only way to succeed is to pursue an official career. Very few scientific and technical personnel who have contributed can earn as much as leaders. Third, it is common for technical staff to engage in a lot of entertainment activities after get off work and not to delve into business. Some people also use their energy to get an official position instead of a career. Fourth, due to the poor geological conditions of the mining environment and low wages, graduates from formal coal colleges are unwilling to work here, and some majors have already experienced a talent gap. Fifth, some scientific and technical personnel do not like underground technical majors and have changed careers one after another, or they have tried every means to transfer to productive units. Sixth, when the shortage of scientific and technological personnel in mines became acute, some correspondence graduates of various types were recruited internally. The overall technical quality was low and it was difficult to take on important tasks. Seventh, in order to increase economic benefits, coal colleges and universities have enrolled many children of employees who cannot get into good high schools. Eighth, some cadres believe that frequent transfer of professional and technical personnel is normal and will not affect the overall situation. In addition, most state-owned mine workers are unwilling to let their educated children work in coal mines. It is difficult to recruit workers in coal mines, and only farmers are willing to sign up. Imagine that if this continues, coal mines will no longer have professional and intelligent groups. The reasonable allocation and continued development of their talents is worrying. If corresponding countermeasures and measures cannot be taken, it will be difficult for the leading and core production and key technical talents of the mining (bureau) coal enterprises to develop healthily and sustainably in the future.

In short, the above-mentioned phenomena or problems involve technical personnel in different positions and different age levels. In terms of manifestations, they are both universal and particular. The degree of manifestation varies among units. All the same, this is mainly related to the business conditions of the company and the importance that leaders attach to scientific research work. Looking solely at the organizational structure and management personnel of scientific research management, the scientific research institution setup, staffing quantity, level, quality, and work level of each unit are also different. In addition, the preparation of annual science and technology plans for each grass-roots unit and the regularization and standardization of assessments have not been done or not done enough. There is no network of science and technology management responsibilities, and the atmosphere of relying on scientific and technological progress to revitalize coal enterprises is not strong. , publicity, supervision, assessment, and management are not strong.

Of course, overall, the Xiangshan Mining Technology Team is a new force that works hard and dares to overcome difficulties. Over the years, they have shouldered heavy responsibilities, sacrificed personal interests, pursued dedication, and created brilliant achievements for the development of the enterprise. After many years of ideological and political education and formal professional study and training by the party and the people, they have a common wish: to accomplish everything, to do a great job, to live up to the people's education and trust, and to realize the value of life. . How to further mobilize the enthusiasm and initiative of existing scientific and technological personnel, so that key technical personnel can settle down and take root to contribute to the enterprise? How can we recruit reserve forces with real talents, practical knowledge and comprehensive quality from key universities? This is It will become an important issue that leaders at all levels need to consider. It is also a major issue that the bureau and mines will face a gap in scientific and technological talents in the future and need to make further efforts to study and solve it as soon as possible.

3 Main methods and ways to improve the comprehensive quality of scientific and technological personnel

3.1 Introduce good policies to make scientific and technological innovation personnel rich and bright

Spiritual encouragement and material rewards , is a necessary means for scientific and technological workers to realize their ideal value. For this reason, when enterprises implement science and technology plans, they must allocate science and technology expenses per ton of coal every year, focus on giving full play to the role of economic leverage, determine the expenses through strict review and demonstration, and use limited funds to tackle key issues, that is, to make technical personnel feel that they are doing well. Scientific research activities can achieve a win-win situation, stimulate their work enthusiasm and high enthusiasm for scientific and technological innovation, and thus provide important technical support and power sources for the development of enterprises.

3.2 Strengthen political and ideological cultivation and position the correct direction of life

Organize engineering and technical personnel on a regular basis to conscientiously study Marxism-Leninism, Mao Zedong Thought, Deng Xiaoping Theory and the important thoughts of Jiang Zemin's "Three Represents" and an important discussion of the scientific outlook on development. Fully understand the important role of technical work in mine safety production from a theoretical perspective. In the process of understanding and practice, we must have the spirit of advancing with the times from beginning to end, and apply a developmental and dialectical perspective to carry out work. The purpose of scientific and technological work is to continuously reduce production costs and improve economic benefits. Scientific and technological personnel must establish lofty ideals and a pragmatic and rigorous work style. At the same time, management leaders and departments at all levels must always adhere to the correct ideological and public opinion guidance and encouragement of science and technology as the primary productive force and the scientific outlook on development. Through in-depth publicity, education and enlightenment of party and government policies, the scientific and technological personnel can establish a good outlook on life, values, ethics and sense of responsibility, contribute their talents to the development of the mining area, and lay a strong ideological foundation and spiritual motivation. .

3.3 Intensify on-site training and create industry pacesetters

Give full play to the role of technology centers and vocational schools and provide regular training to scientific and technological workers. ① There will be no less than 15 days of study time every year, and professors and experts will be hired to teach new knowledge and new technologies in order to expand their horizons and master work skills. ② Each unit should organize a technical seminar every year to evaluate outstanding papers and outstanding scientific and technological achievements or convene a major scientific and technological conference to reward them. ③ Strengthen publicity and guidance to create good opportunities for technical personnel to learn new knowledge and accept new things. Top-notch technical talents will continue to emerge and provide intellectual support for the construction of corporate culture. ④Scientific and technological personnel must often conduct in-depth on-site investigations and research, pay attention to production practice, and promptly discover difficult and important problems in the production and operation process. As long as scientific and technological personnel put down their bodies and constantly use their brains, they can come up with effective solutions to problems, that is, realize theory The perfect combination with practice is of great benefit to scientific and technological personnel in increasing their talents, skills and improving their overall quality, and also lays a good talent foundation for enterprises to take off.

3.4 Build a learning and exchange platform and carry out mass technical activities

According to the personality characteristics of engineering and technical personnel in different positions, focusing on the mine science and technology plan projects and small reform tasks, we will Engineering and technical personnel break down scientific research topics. Every quarter, month (or half a year), the scientific research department of the bureau and mine will hold special meetings at any time according to the technical problems in production to discuss or adopt technical bidding methods. At the same time, the department will conduct inspections, summarize and provide guidance on a regular basis, and provide timely feedback on the progress of the project. When necessary, Go out for inspections, invite professors to teach, carry out horizontal alliances in technology, adopt preferential policies, recruit talented people, and work together to make suggestions, contribute to the development of the enterprise.

4 Strengthen performance assessment and improve technology management efficiency

4.1 Scientific and technological personnel are the backbone of enterprises in creating brilliant performance

Long-term practice also makes the author believe that scientific and technological personnel are important in Businesses are indeed in a very important position. Scientific and technological personnel are of high quality. They can provide leaders with good management ideas and important technical solutions. They can provide advanced production processes and products to enterprises. They can guide and train employees well. On the other hand, if the quality of scientific and technological personnel is low, they will not be able to come up with good ideas and plans, nor will they be able to develop good processes and products. They will also be unable to be teachers of workers and lead a good team. If we really believe that technology is the primary productive force and that scientific and technological personnel are so important, companies should do everything possible to provide scientific and technological personnel with the motivation to continuously learn and combine work innovation, they should do everything possible to create a competitive environment to increase the pressure on scientific and technological personnel, and they should do everything possible to explore Scientific and technological personnel implement a mechanism of more work and more gain, which increases the income of those who contribute, and the income of those who contribute greatly is equivalent to or even higher than that of corporate leaders. This gradually forms the majority of internal scientific and technological personnel who consciously work hard in scientific and technological positions, and external talents naturally flow in. environment. Develop a practical plan and stick to it from beginning to end, creating an atmosphere in which everyone has burdens and pressure, and cannot do without learning, improving quality, or working hard. In this way, it is conducive to improving the professional level of scientific and technological personnel in various units in the mining area. It also provides a bright space for scientific and technological personnel who want to do things to spread their wings and innovate harmoniously.

4.2 Scientifically formulate equalization standards and implement refined performance appraisals

The mining team technical department should put the comprehensive assessment of technical and management cadres at all levels on the agenda, starting from the assessment There should be strict requirements on content and time, and the focus should be on implementation. For example, whether there are technical liability accidents among scientific and technological personnel each year, each person is required to write a scientific paper, or technical report, or a small reform, etc. as the main hard indicator for the evaluation of merit. Special assessments of survival of the fittest are also carried out based on morality, ability, diligence, performance, and learning effects. This assessment quantifies the performance of each professional and technical personnel into a unified score and implements a hundred-point system. For example, the mine (bureau) organizes 3 to 4 theoretical examinations every year, and 1/10 of the participant's paper score is added to personal performance points; those who participate in the letter and self-examination will receive extra points for each passing subject (higher scores will be awarded more); participants at all levels Winners of technical competitions will receive extra points. Award-winning science and technology projects will receive additional points based on grade and ranking; published or award-winning papers will receive additional points based on grade; additional points for service invention patents; additional points for winners in the quality evaluation of design drawings and operating procedures; technical reports, Work summaries and training lectures are awarded points according to the results of the materials; and so on, scientific and technical personnel are guided to do things that are conducive to improving their own quality and more conducive to the development of the enterprise. The various bonus points standards are clear, and you only need to apply for bonus points according to regulations and compare the standards. There is no flexibility in the bonus points. Only the individual's own work points are assessed by each unit, but each person's full score of 5 points per month can only be deducted but not added. The assessment summarizes rewards and punishments once a year and ranks them according to scores. 30% of the award recipients are: 3 first prizes are awarded 8,000 yuan each, 6 second prizes are 6,000 yuan each, 9 third prizes are 4,000 yuan each, and the fourth prize is 4,000 yuan each. Prizes are awarded at RMB 15 per point. Those who score less than 5% will have their intellectual technical allowance salary for the next year canceled or halved. It also stipulates that future technical subsidies, top-notch talents and other scientific and technological experts or advanced selections will be recommended based on the highest personal score in the previous three years. As for the scope of assessment, first all underground engineering series must be participated, and then all surface engineering series must be included in the assessment scope. Participation in the remaining series is voluntary. The full-time and mine-level leaders of each unit in the compulsory assessment series are required to voluntarily participate. The idea of ????doing this is: ① Explore ways to distribute professional and technical personnel according to their work, so that their income and contribution can be linked. ② Create a competitive environment and increase pressure on professionals. Many people don't care about the bonus, but more about the pressure of ranking.

③ Gradually overcome the problem that "technical personnel" cannot get rich even if they work hard, and move towards the goal of effective internal incentives and powerful external attractions.

4.3 Continuously improve the science and technology management assessment methods to make them more operable

The chief engineer is the first person responsible for the implementation of the assessment management methods. At the beginning of each year, the General Engineering Bureau, Mining Technology The management department shall conscientiously revise the management methods and issue relevant documents. The documents shall clarify the general technical work, scientific and technological research projects and minor reforms of the current year, and what contents shall be assessed respectively for the technical basic work and scientific and technological innovation project work of the mine subordinates. The content standards are What, who is the target of the assessment, and what are the standards for rewards and punishments are clearly stated one by one. The assessment objects are the deputy mine director, deputy general manager, production department chief, deputy section chief, technical supervisor, district team technicians and management cadres. The specific assessment objects are clearly defined for each item. The personnel department is usually organized to take the lead in conducting assessments once a month. The statistical results of the monthly assessments are sent to the mine supervisor. At the end of the year, the summary is sent to the mine party and government leaders for rewards and punishments. If the work is not up to standard and does not meet the required standards, not only will you be punished, but you will also be criticized, and you will be held responsible for the consequences if an accident occurs. This will enable the mine to standardize the working ideas of technical personnel according to technical standards, and carry out various technical work according to time, tasks and quality requirements.

4.4 Adopt targeted assessment measures to carry out effective technical basic work

Develop standardized technical basic work standards, let departments and construction departments implement them according to the set standards, and adopt evaluation, inspection, Assessment, reward and other methods will continuously turn backwardness into advancedness and make the completion of basic technical work and scientific and technological projects better and better. The assessment should also focus on process assessment. The assessment mainly focuses on technical basic work. If the technical basic work is qualified, even if there is an accident, you will be rewarded. If the work is not up to standard, you will still be punished if there is no accident. As long as the process is good, the result will be good. This approach essentially requires technicians to change old habits and form new habits that are conducive to technical safety production. Of course, in order to form a new assessment mechanism, this work needs to be carried out continuously for several years, and monthly assessments must be adhered to to make it a routine. Through technical basic work assessment, performance assessment, work task quality assessment, science and technology project establishment and other methods, as long as you persist for a long time, there will be significant results.

To sum up, the author believes that as long as scientific research funds are clarified, allocated reasonably, and the treatment of scientific and technological personnel is continuously improved, coupled with the implementation of a continuous scientific and effective assessment mechanism, it will not only inject new ideas into mine production technology management. Vitality will also provide important management tools for improving safety, improving coal quality, improving equipment, reducing labor workload, increasing scientific and technological operating efficiency, changing the image of coal mines, and attracting talents. It will also be conducive to the smooth implementation of the adjustment of the industrial structure layout of the mining area, and provide Hancheng Coal Industry will become stronger and bigger and embark on the road of healthy development to provide technical talent guarantee.