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About UsFujian Changyuan Textile Co., Ltd. was established in February 2006. It is a modern large-scale private textile enterprise that mainly produces and operates various high-end textile yarns, and the industrial chain connects knitting, dyeing and finishing, clothing and home textile industries.
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ProductsChangyuan Textile has an annual output of 100000 tons of pure chemical fiber, pure cotton and various functional fiber blended products, and more than 60 kinds of yarn. The dry level of the product strip can reach between 5% and 25% of the "Uster 2001 Bulletin.
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HRChangyuan has long insisted on treating customers, employees, peers, and society with integrity, and its good reputation has effectively improved the company's competitiveness and sustainable development capabilities.
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NewsFujian Changyuan Textile Co., Ltd. was established in February 2006. It is a modern large-scale private textile enterprise that mainly produces and operates various high-end textile yarns, and the industrial chain connects knitting, dyeing and finishing, clothing and home textile industries.
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Contact UsTel: 86-591-62199953/62199955 Fax: 86-591-62199953 Address: Airport Industrial Zone, Changle District, Fuzhou City, Fujian Province (Hunan District) Website: www.fjcyfz.com
News
[Changyuan Textile Group] Talent Team Construction System
Release time:
2019-07-29 14:34
Source:
In order to in the fierce competition, enterprises to seize the commanding heights of the market, seeking rapid and sustainable development, talent has become a key factor. In order to vigorously promote the strategy of strengthening enterprises with talents, the company has established four major working systems.
1. the establishment of a scientific introduction and cultivation system, comprehensively optimize the structure of the talent team, combine the introduction and cultivation of talents with the actual development of enterprise production, and change from quantity to level and quality. The enterprise pays attention to the cultivation of four hierarchical teams, namely: a high-level decision-making team with strategic vision, strategizing and controlling the overall situation; a team that implements the company's high-level decision-making and understands production and operation; a team of production management personnel who are conscientious, have strong skills, can grasp and constantly enrich the core technology of the enterprise; and a team of technical workers who are multi-professional and proficient in various operation skills.
In the training of talents, first of all, according to the different characteristics and growth laws of all kinds of talents, classified guidance and training are carried out, so that talents can do their best. Secondly, through paid study, internal training, training with teachers and apprentices, post training, personal self-study and improvement, etc., to speed up the cultivation of talents. The third is to speed up the adjustment of the talent structure, optimize the allocation of talent resources, promote the rational distribution of talents, and give full play to the overall function of talents. The fourth is to put the training of high-level talents in an important position, accelerate the training of high-level talents with the improvement of innovation ability and modern management level as the core, and effectively prevent the loss of high-level talents. In the introduction of talents, it is necessary to attract, discover and play the role of talents as a foothold, and form an environment and atmosphere that respects knowledge and talents in the enterprise. It is necessary to attract all kinds of talents to join in through multiple channels and levels, especially the introduction of high-level, high-skilled, and high-quality compound talents, increase the reserve of technical forces, build a talent highland as soon as possible, and lay the foundation of human resources for the sustainable development of enterprises. High-level talents should be able to be brought in, retained and used well. At the same time, it is necessary to establish and improve the mechanism for the introduction of college graduates. Not only academic qualifications, not only professional titles, not only qualifications, as long as they have certain knowledge and skills, can carry out creative work, and contribute to the construction and development of enterprises, they must be discovered, selected and cultivated.
2. Establishing a Reasonable Personnel System, Creating a Good Environment Favorable to the Growth of Talents The vitality of talents depends on the mechanism and environment. Enterprises should create a good atmosphere conducive to the healthy growth of outstanding talents. Specifically, one is to create a new environment where talent is worth it. Vigorously improve the living and working conditions of talents, implement high-intensity incentives, and attach great importance to solving the problem of talent treatment. Establish a competitive compensation system so that the ability wage or benefit wage is several times the basic wage. Encourage talent to make bold innovations, pursue new technologies, and create high benefits. We will implement special distribution and reward methods for outstanding talents, stabilize the team of key talents, and implement practical measures to solve their worries. In terms of talent incentives and safeguard measures, it is necessary to follow the principle of acting according to one's ability and taking into account the general principle, and appropriately widen the income gap between talents, especially special talents with expertise and unique skills, and ordinary employees, so as to reflect that the capable work more and the capable get more. The second is to create a new environment for career retention. Including providing enough opportunities for talents, building advanced corporate culture, and supporting talents with firm beliefs. Enterprise leaders should focus on the overall situation of enterprise development, be willing to be a guide, be a paving stone, and be a mentor for talents to achieve their careers. The third is to create a new environment for emotional retention. Enterprise leaders should take stabilizing the talent team as the focus of their work, strengthen communication with the talent team, build emotional bridges, condense emotional bonds, be close to the vast number of talents, and create a good environment for keeping people tied to their hearts.
3. the establishment of a performance appraisal system, strengthen incentives for talents, and improve the employment mechanism with the market mechanism as the core, we must pay attention to deepening the competition mechanism, incentive mechanism and restraint mechanism for the use of talents, and strengthen the concept that talents "have status. According to the actual situation of enterprises, we should formulate and improve the performance appraisal system, and combine qualitative assessment with quantitative assessment. At the same time, it is necessary to combine the enterprise's employment system to establish an effective promotion and promotion system and a flexible incentive mechanism to reflect the principles of fairness and justice, so that rewards and promotions can play their due incentive role. The appraisal system must comprehensively analyze the characteristics of talent behavior and work results. Performance appraisal must pay attention to the requirements of "fairness, openness and recognition". The appraisal criteria should be unified in nature, but targeted appraisal items must be designed for different positions and jobs. It is necessary to establish a reasonable and relatively stable system and standardized operating procedures in order to make performance management continue to carry out effectively. On the basis of performance evaluation, the enterprise talent information database is established to provide the basis for the cultivation and use of talents. Through the establishment of a scientific employee compensation system, performance appraisal system to form a unique enterprise talent incentive mechanism.
4. the establishment of a talent integration system to enhance the comprehensive competitiveness of the team The development and utilization of human resources, in the final analysis, is for the development of the enterprise, is to enhance the comprehensive competitiveness of the enterprise team. Therefore, it is necessary to form the joint force of the talent team while giving full play to the individual effectiveness of talents, so as to achieve complementary advantages. To this end, it is necessary to advocate team spirit, do a good job in the organic collocation of talents, and form a joint force.
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From April 20 to April 26 this year, the National intellectual property publicity week was jointly organized by the intellectual property Office, the Central propaganda Department and the General Administration of Market Supervision, together with the Supreme people's Court, the Supreme people's Procuratorate, the Ministry of Foreign Affairs, the Development and Reform Commission, the Ministry of Education, the Ministry of Science and Technology, the Ministry of Industry and Information Technology, the Ministry of Public Security, the Ministry of Justice, the Ministry of Agriculture and Rural Affairs, the Ministry, the Ministry, the Ministry, the Ministry, the Ministry of Commerce, the Ministry, the Ministry of Culture, the Ministry, national synchronization. The theme of this year's publicity week is "intellectual property transformation and application to promote high-quality development".
Fenji set sail again and ride on the dragon to compose a new chapter.
On February 16 (the sixth day of the Spring Festival in the Year of the Dragon), CCTV 13-News Channel broadcast the news that employees of Changyuan Textile and other key enterprises took the Spring Festival charter flights led by Fuzhou Human Resources and Social Security Department to return to work one after another. As of today (February 18), the employees of Changyuan Textile who have returned home for the New Year have basically returned to the company and devoted themselves with full enthusiasm to the production and operation of "setting sail again and making a new chapter on the dragon" after the festival. On the production lines of Changyuan Textile's 9 workshops, workers have concentrated on patrol inspection and operation. Thousands of spinning equipment have been operating at full capacity in the production processes of flower cleaning, carding, slimming, roving, spinning, winding and packaging. In the main control room of the digital system, the large LED color display screen scrolls and updates the real-time data of production quality, as well as scene information such as labor, equipment, energy consumption and production environment temperature and humidity. The Spring Festival of the Year of the Dragon is in good luck. In 2024, various production and operation management tasks and KPI performance indicators will be further broken down and issued for implementation.
Recently, the China Textile Industry Federation announced the results of the 2023 National Textile Industry Labor Skills Competition. Sun Yuanxiu, the head coach of the spinning operator of Fujian Changyuan Textile Co., Ltd., won the honor of "National Textile Industry Technical Expert". The competition results were 18. Ranked first among the winners of the National Textile Industry Labor Skills Competition with this honor.
[Changyuan Textile Group] Talent Team Construction System
Release time:
2019-07-29 14:34
Source:
In order to in the fierce competition, enterprises to seize the commanding heights of the market, seeking rapid and sustainable development, talent has become a key factor. In order to vigorously promote the strategy of strengthening enterprises with talents, the company has established four major working systems.
1. the establishment of a scientific introduction and cultivation system, comprehensively optimize the structure of the talent team, combine the introduction and cultivation of talents with the actual development of enterprise production, and change from quantity to level and quality. The enterprise pays attention to the cultivation of four hierarchical teams, namely: a high-level decision-making team with strategic vision, strategizing and controlling the overall situation; a team that implements the company's high-level decision-making and understands production and operation; a team of production management personnel who are conscientious, have strong skills, can grasp and constantly enrich the core technology of the enterprise; and a team of technical workers who are multi-professional and proficient in various operation skills.
In the training of talents, first of all, according to the different characteristics and growth laws of all kinds of talents, classified guidance and training are carried out, so that talents can do their best. Secondly, through paid study, internal training, training with teachers and apprentices, post training, personal self-study and improvement, etc., to speed up the cultivation of talents. The third is to speed up the adjustment of the talent structure, optimize the allocation of talent resources, promote the rational distribution of talents, and give full play to the overall function of talents. The fourth is to put the training of high-level talents in an important position, accelerate the training of high-level talents with the improvement of innovation ability and modern management level as the core, and effectively prevent the loss of high-level talents. In the introduction of talents, it is necessary to attract, discover and play the role of talents as a foothold, and form an environment and atmosphere that respects knowledge and talents in the enterprise. It is necessary to attract all kinds of talents to join in through multiple channels and levels, especially the introduction of high-level, high-skilled, and high-quality compound talents, increase the reserve of technical forces, build a talent highland as soon as possible, and lay the foundation of human resources for the sustainable development of enterprises. High-level talents should be able to be brought in, retained and used well. At the same time, it is necessary to establish and improve the mechanism for the introduction of college graduates. Not only academic qualifications, not only professional titles, not only qualifications, as long as they have certain knowledge and skills, can carry out creative work, and contribute to the construction and development of enterprises, they must be discovered, selected and cultivated.
2. Establishing a Reasonable Personnel System, Creating a Good Environment Favorable to the Growth of Talents The vitality of talents depends on the mechanism and environment. Enterprises should create a good atmosphere conducive to the healthy growth of outstanding talents. Specifically, one is to create a new environment where talent is worth it. Vigorously improve the living and working conditions of talents, implement high-intensity incentives, and attach great importance to solving the problem of talent treatment. Establish a competitive compensation system so that the ability wage or benefit wage is several times the basic wage. Encourage talent to make bold innovations, pursue new technologies, and create high benefits. We will implement special distribution and reward methods for outstanding talents, stabilize the team of key talents, and implement practical measures to solve their worries. In terms of talent incentives and safeguard measures, it is necessary to follow the principle of acting according to one's ability and taking into account the general principle, and appropriately widen the income gap between talents, especially special talents with expertise and unique skills, and ordinary employees, so as to reflect that the capable work more and the capable get more. The second is to create a new environment for career retention. Including providing enough opportunities for talents, building advanced corporate culture, and supporting talents with firm beliefs. Enterprise leaders should focus on the overall situation of enterprise development, be willing to be a guide, be a paving stone, and be a mentor for talents to achieve their careers. The third is to create a new environment for emotional retention. Enterprise leaders should take stabilizing the talent team as the focus of their work, strengthen communication with the talent team, build emotional bridges, condense emotional bonds, be close to the vast number of talents, and create a good environment for keeping people tied to their hearts.
3. the establishment of a performance appraisal system, strengthen incentives for talents, and improve the employment mechanism with the market mechanism as the core, we must pay attention to deepening the competition mechanism, incentive mechanism and restraint mechanism for the use of talents, and strengthen the concept that talents "have status. According to the actual situation of enterprises, we should formulate and improve the performance appraisal system, and combine qualitative assessment with quantitative assessment. At the same time, it is necessary to combine the enterprise's employment system to establish an effective promotion and promotion system and a flexible incentive mechanism to reflect the principles of fairness and justice, so that rewards and promotions can play their due incentive role. The appraisal system must comprehensively analyze the characteristics of talent behavior and work results. Performance appraisal must pay attention to the requirements of "fairness, openness and recognition". The appraisal criteria should be unified in nature, but targeted appraisal items must be designed for different positions and jobs. It is necessary to establish a reasonable and relatively stable system and standardized operating procedures in order to make performance management continue to carry out effectively. On the basis of performance evaluation, the enterprise talent information database is established to provide the basis for the cultivation and use of talents. Through the establishment of a scientific employee compensation system, performance appraisal system to form a unique enterprise talent incentive mechanism.
4. the establishment of a talent integration system to enhance the comprehensive competitiveness of the team The development and utilization of human resources, in the final analysis, is for the development of the enterprise, is to enhance the comprehensive competitiveness of the enterprise team. Therefore, it is necessary to form the joint force of the talent team while giving full play to the individual effectiveness of talents, so as to achieve complementary advantages. To this end, it is necessary to advocate team spirit, do a good job in the organic collocation of talents, and form a joint force.
