Investigation report on the work of rural labor transfer training

Investigation report on the work of rural labor transfer training

Extensively carrying out rural labor transfer training is an important part of improving farmers' bourgeoisie, enhancing the employability of migrant workers, accelerating the transfer of rural labor, and increasing farmers' income. It is also an important basic work to deal with the market economy and enhance the competitiveness of industry and labor. In order to further carry out the training of rural labor transfer in the future, we conducted some investigations on the rural labor transfer training in our city, and analyzed the current situation and existing problems of rural labor transfer in the city. Suggest countermeasures and suggestions for reference in leadership decision-making.
I. Current Situation of Rural Labor Transfer Training Work The situation of rural labor resources in the city: The current situation of rural labor resources in our city is mainly characterized by “large quantity, low quality, light age, more males, wider distribution and poor skills”. .
1. In terms of quantity, according to the statistics of rural labor resources system in our city, by the end of 2004, there were 588,462 agricultural population in the city, including 326,178 rural laborers and 220,171 rural laborers aged 16-45, and the rural labor force has been transferred 12 Ten thousand people, there are 45,665 rural laborers.
2. From the perspective of gender composition, the effective male labor force in the city accounts for 60.6% of the total rural labor force; the effective female labor force accounts for 39.4% of the total rural labor force.
3. From the perspective of age structure, about 12% of migrant workers under the age of 18, 44% between 18-30 years old, and 35% of 30-40 years old, only 9% of those over 40 years old. The young and middle-aged migrant workers account for the vast majority.
4. From a cultural perspective, nearly 90% of the rural labor force has only a national level and below, and the education level of high school and above is less than 10%; the number of non-agricultural skills in the rural labor force is less than 10%. According to the survey results, among the transfer of labor, the cultural level below the national level accounted for 41.2%; the national middle school education level accounted for 49.2%; the high school education level accounted for 8.6%, and the secondary school education and above accounted for 0.08%.
5. From the perspective of increasing revenue channels, the main focus is on planting and labor income, and some of them also operate some sideline businesses.
6. From the perspective of employment, at present, there are less than 10% of the more than 120,000 rural laborers transferred out of the city. Nearly 87% of them are in the middle and below, and nearly 75% of them are engaged. Simple manual labor, hard work, long time, and low pay.
7. From the perspective of industry distribution, among the 326,178 rural laborers in the city, about 220,000 laborers are engaged in the primary industry, accounting for 69.9% of the total rural labor force, down 3.2 percentage points from the previous year; there are more than 40,000 laborers engaged in the secondary industry. It accounted for 13.2% of the total rural labor force, up 1.9 percentage points from the previous year. Nearly 60,000 laborers were engaged in the tertiary industry, accounting for 16.9% of the total labor force, up 1.5 percentage points from the previous year.
The basic characteristics of the rural labor transfer situation in the city
1. The transfer of rural labor is dominated by young and middle-aged people. According to the survey statistics, among the migrant workers in 2004, the number of people under the age of 30 accounted for 56.7%, the age of 30-50 years old accounted for 37.1%, and the age of 50 years old accounted for 6.2%.
2. The order of labor transfer has gradually increased. In the past, peasants went out to work, mainly relying on the relationship of blood, karma, and geography. According to the survey, in the rural labor transfer in 2004, the number of people transferred through the government and relevant departments has grown substantially, with an increase of more than 5%, while the number of people who have introduced through the intermediary organizations, pro-intimate, neighbors or other means has declined. 2.5%.
3. The transfer of labor force is still dominated by coastal economically developed regions and the central and western regions. With the adjustment of the national economic structure and the vigorous development of the western development, the demand for labor in the western region has increased rapidly. The transfer of rural labor is still dominated by coastal economically developed regions and the central and western regions, but the proportion has declined and shifted to the east and central regions. The proportion has increased. According to the survey, in 2004, 35.5% were in coastal economically developed areas, 46.8% were in the western region, 3.6% in the eastern region, 4.2% in the central region, and 10.1% in other regions.
4. The secondary and tertiary industries have become the main channels for rural labor transfer. In 2004, the proportion of rural migrant labor transferred to the primary industry was still 5.1%, down 2 percentage points from the previous year; 56.6% transferred to the secondary industry, up 10.2 percentage points over the previous year, of which: The mining industry accounted for 6.7%, the manufacturing industry accounted for 5.6%, the electricity gas and water production and supply industry accounted for 1.7%, and the construction industry accounted for 37.6%. 38.3% transferred to the tertiary industry, down 8.2 percentage points from the previous year, of which: transportation and storage, post and telecommunications accounted for 6.2%, wholesale and retail trade accounted for 2.7%, accommodation and catering industry accounted for 15.9%, other services 5.6% and the others 8.1%.
5. The transfer has obvious concurrent business. In the non-agricultural industry in Chongqing, the labor force has to go home to engage in agricultural production during the busy season, which is also an agricultural and agricultural transfer. The length of the concurrent business is different due to the size of the family labor force and the income of the labor service. Under normal circumstances, there are more family laborers, longer working hours outside the labor, and higher labor income, and vice versa.
, the city's rural labor transfer training situation
1. Main results. Since 2004, the city has implemented the rural labor transfer employment training project. Through the joint efforts of all member units and designated training schools, the expected results have been achieved. 1) Exceeded the work goal of “training 4,000 people and transferring 80%” issued by Chongqing Municipality. 7348 people were transferred from rural labor transfer, and 6543 people were transferred, of which 5,916 were Sunshine Engineering training, 5,252 were transferred, the transfer rate was 88.8%, and the financial subsidy fund of the higher level was 1.35 million yuan. In the first half of this year, the situation was: by the end of May, the city had completed 3,027 training completions and guided 2,447 jobs, respectively completing 50.45% and 50.9% of the annual plan. A new transfer of 5015 rural laborers was completed, and 50% of the annual plan was completed. 2) The school's changed school philosophy. In the past, it was heavy training, light transfer, heavy quantity and light quality. Now it is learning well, losing, stable, and high income. 3) Broaden the channels for rural labor transfer. In the past, due to the lack of technology, migrant workers went to work in cities to earn money with hard work and sweat. Nowadays, through the training of Sunshine Engineering, they all master a skill, can generate income with brain power and skills, and gradually expand employment. 4) Increased labor income for transferring migrant workers. Most of the migrant workers trained through Sunshine Engineering have become skilled workers and even high-level workers in related industries, and their labor income has increased substantially. According to incomplete survey statistics, the rural labor force participating in the sunshine engineering training output is 40-100% higher than the non-trainers.
2. The main practice. In 2004, the city's rural labor transfer training work progressed rapidly and exceeded the task, benefiting from the following measures.
First, strengthen leadership and rationalize working relationships. The municipal party committee and the municipal government recognized the position of the rural labor transfer training work and attached great importance to it. At the rural work meeting at the beginning of the year, the “Sunshine Project” was positioned as one of the three “heavy plays” of agricultural and rural work in the future. The Municipal Labor Development Leading Group has set up an office with 23 member units. In order to reduce the intersection and duplication of work, straighten out the working relationship, and improve work efficiency, in August, the "Labor Office" and "Sunshine Office" will be merged. The leading group held five special meetings throughout the year, and all the questions were resolved and all the pieces were implemented.
Second, all parties coordinate and improve the resource system. The rural labor resource system is the basis for the transfer of rural labor, and it is the basis for the higher level to formulate policies and guide implementation. In order to do a good job in the construction of the city's resource system, the municipal government issued relevant archives, organized and organized the rural labor resource system construction work conference in time, and the labor office immediately conducted business training for more than 60 resource system managers in the city. All townships and towns and related departments have overcome difficulties in inadequate personnel, inadequate equipment, and tight funding. They have taken overall care and coordinated, and have thoroughly investigated the situation of rural laborers aged 16-45 in the past six months. In December, the computer data of basic data was fully completed, and the "family" of the rural labor resources in the city was found out. The basic information was provided for the targeted training and transfer, and the information was provided for the Chongqing Municipality. The most informative and reliable information.
The third is to strengthen process supervision and carefully organize training. In the training process, the training school is required to combine its own reality to open a professional with certain market competitiveness to meet the needs of market employment; adopt independent training, school-school joint, school-enterprise joints, etc., with skill training as the main guideline. The training is supplemented by high-quality teachers and meticulous training. After the training, arrange the theoretical examination and skill assessment, and issue the “Certificate of Completion” printed by the Labor Affairs Office to the qualified personnel, and carry out the vocational skill appraisal work under the premise of the volunteers, and issue the appraisal certificate to the qualified personnel.
The staff of the training schools are often convened to discuss how to improve the quality of training and enhance the transfer effect, improve the political responsibility of specific business personnel, strengthen work responsibilities, and improve work efficiency. Strengthen program management and strictly implement the spot check system in training. Fill out the spot checklist in detail, point out the problems reflected in the training in a timely manner, and ask the training unit to rectify in time to guide the training. Instruct the school to establish a ledger as required, and collect information such as student cards, photos, and photocopy of ID cards. Carefully review the contents of the account, remove the personnel who do not meet the financial subsidy conditions from the list, and urge the school to strengthen the output of the training shift with low transfer rate, and the training shifts that fail to meet the transfer rate are not recognized, thus realizing the supervision of the training process. . Keep abreast of the output of each designated training unit, supervise them to follow up the output after the investigation, and provide assistance to the output staff.
The fourth is to collect information on labor and maximize output. Each designated training institution also arranges special personnel to be responsible for the output work, making full use of the output network established for a long time, collecting employment information extensively, order-based, multi-form multi-channel implementation of batch output, training a batch to export a batch, by special personnel Send the trainees to the export destination, contact and handle the relevant labor procedures, sign the employment contract, and better protect the rights and interests of migrant workers. The output locations are mainly concentrated in Guangdong, Beijing, Shanghai, Zhejiang, Chengdu, Chongqing and other provinces and cities. More than 80% of the trainers have transferred employment on the spot or off-site.
Second, the problems in the rural labor transfer training work is that the students are generally low. The quality of the students is uneven and the overall situation is low. The training generally reflects the difficulty of learning, resulting in low quality training and relatively low transfer rate.
Second, the propaganda is not deep enough. Many farmers do not know enough about relevant policies, and they are skeptical about implementing some preferential policies in rural labor transfer training, and little is known about the training methods. Although some publicity effects have been achieved through radio and television, technology, field, propaganda materials, slogans, etc., the publicity and strength are not enough.
Third, the amount of financial funds subsidies is relatively low. Farmers’ income is low, their economic base is weak, and there is not enough money for training or learning technology. Especially for the long training period and costly work, this contradiction is more prominent, so the low subsidy standard is attractive to farmers. Not strong. The standard of Chongqing in 2005 has slightly improved, but it is difficult for the city to fulfill the new standards, because Chongqing plans to have 4,300 people, and Nanchuan’s “people’s heart” project aims at 6,000 people, and it will use 6,000 people to complete 6,000 people. Training, so the subsidy standard can only be maintained to the level of 2004.
Fourth, the vocational skills appraisal work is difficult to carry out. On the one hand, farmers are not willing to participate in the appraisal due to lack of money.
The fifth is the uneven development of training work. Farmers in Pingba or economically developed areas have a strong sense of participation in training, and the intensity of training is relatively strong. On the contrary, farmers in mountainous areas or economically underdeveloped areas have a weak sense of participation in training, and are self-enclosed and conservative. Training is relatively lagging. The phenomenon of transfer is outstanding.
There is a big difference in the quality of training between training schools. During the inspection, it was found that the training system of some training schools was not perfect, the training procedures and methods were not standardized, the training work was arbitrarily large, and there was a phenomenon of passing through the scene. It did not pay attention to the quality of training, and there was no completion of the compression time of the teaching plan. If there are incomplete files in the "prescribed actions", there is no difference after the training, and the farmers have little effect.
Sixth, file management is not perfect. Some training schools do not set up files in advance in file management, and make up files afterwards; all kinds of basic figures and materials are not available; some even do not implement special person management files.
Seventh, there is a lack of working expenses. In accordance with the state implementation of the Sunshine Project fund management method, the same level of finance is required to arrange a certain amount of work funds, other districts and counties are equipped with work funds ranging from 30,000 to 50,000. So far, the city's Sunshine Office has no corresponding work funds. This has seriously affected and restricted the normal development and implementation of the Sunshine Project in our city.
Eighth, the contradiction between training and employment is outstanding. First of all, it is expressed in "cultivating non-energy". Participation in labor transfer training is often rural surplus labor, there are also a small number of laid-off and unemployed people, farmers who have been requisitioned, etc. The rural surplus labor force has a low cultural level and many illiterates; “Structural unemployment” laid-off and unemployed people and The left-behind workers in land-expropriated farmers are often older, have older concepts, and have lower cultural levels. The effect of these people participating in the labor skills training is not very obvious, and the employment difficulty is relatively large. Even if they are in the industry, they are “returned”. Followed by "the use of Peifei." Because of the small number of jobs and restrictions on employment conditions, the nitpicking of employers or unfair treatment, the phenomenon of training and the object of training being “abandoned” is widespread. The third is "use non-cultivation." Some personnel who have reached the employment intention with the enterprise have not been arranged by the enterprise to the corresponding positions after being trained to obtain the certificate of competency or the grade certificate, but are arranged in the labor-type position, and the positions that originally reached the intention are often later Occupy college students.
Nine is not forming its own labor brand. Because the training strength, the type of work is scattered, the output is not concentrated, the quantity is not large, and the group output is not formed. The "after-sales service" and follow-up investigations have not kept up. The subjects are not high-quality, the professionalism is not strong, and the legal system and honesty are not strong. The labor market is not well-known, so there is no Chongqing local brand such as “Jiangjin Fuqiao Health Care, Dazu Hardware Craftsman, Banan Shilong Technician, Minjiang Port Loading and Unloading”, etc. There is no nationally famous such as “Lantian Chef, Mizhi Po” Brands, there are no world brands such as "Filipino Maid, British Housekeeping". Without a brand, there is naturally no brand effect, profit and return.
Third, in the investigation of rural labor transfer training, the revelation of leadership attention, departmental linkage is a guarantee. According to the survey, all the places where the training and transfer of farmers have been well done reflect that the local party committees and governments attach great importance to and publicize the positive departments, agriculture, finance, labor, education, trade unions, the judiciary, townships and sub-district offices and other relevant departments. Supporting cooperation, some local party committees and government leaders pay attention to themselves and provide a good policy guarantee and social environment for the transfer of farmers. In the future work, we should earnestly implement the "three in place", that is, the ideological understanding must be in place; the policy support should be in place; the work measures should be in place. It is necessary to benefit farmers as the starting point and destination of the implementation of the Sunshine Project, with particular emphasis on the implementation of responsibility as an important guarantee for the implementation of the Sunshine Project.
Vigorously promoting and creating an atmosphere is the forerunner. Using various news media to make public opinion, timely explore and publicize the new situation and new features of labor transfer, promote new experiences in accelerating labor transfer in various places, establish new models, and play a role in fueling the training of rural labor transfer in the city. In the society, the concept of “labor can get rich” and “honorable labor” has been gradually established. Farmers voluntarily go out of their homes and participate in training transfer.
Sunshine Office and various training units should further increase their propaganda through various channels, such as radio, newspapers, television, internet, enrollment advertisements, etc., so that the majority of agricultural science and education workers and farmers can timely understand the spirit of implementing Sunshine Engineering. Understand the purpose, significance and requirements of the implementation of the Sunshine Project, timely announce the telephone number, training base and training tasks of the Sunshine Office, enhance the transparency of the training work, and enable the farmers to fully understand the Sunshine Project and help them to choose independently. Training content, training time and training institutions. Among the vast number of agricultural workers, we must actively inculcate the concept of "grasping the transfer of rural labor is to increase farmers' income", mobilize the enthusiasm, subjective initiative and creativity of the broad masses of cadres, and guide more farmers to transfer to the secondary and tertiary industries. Promote the process of urbanization and industrialization in our city.
Standard management and transparent operation are the key. Management benefits, transparency and fairness, from the project declaration, base identification, supervision and implementation, funding subsidies, inspection and acceptance, etc., there must be a stylized process. We must strictly manage the funds of the Sunshine Project as much as the direct payment of grain funds. The financial transfer training subsidy funds are used for the training tuition of farmers, and the project funds are managed strictly for special purposes.
In order to standardize the implementation of the Sunshine Project, enhance the transparency of the operation of the Sunshine Project, facilitate supervision and inspection, and improve the quality of training and transfer output. Participants who are required to participate in the training shall register with the training unit of the rural household registration book and their ID card to the Sunshine Office cloth. The training unit must register according to the actual registration. Each training unit undertaking the project shall establish a rural labor transfer training account and transfer employment account.
Improving training and improving quality are the foundation. The past results were reviewed and approved as process supervision, and the learning conditions of the students were actively improved, the contradictions in engineering and learning were resolved, and efforts were made to improve the quality of training. Sunshine Office put forward the "three enhancements": strengthen the curriculum setting, set the curriculum according to market demand, and closely cooperate with the employer; strengthen the integration of teaching content, meet the requirements of employment, increase the content that can improve the ability of hands-on; strengthen the management of teaching process, teaching Focus on practice links, increase internship time arrangements, and improve the ability of students to solve practical problems.
Establish a competition and elimination mechanism for designated training institutions. Each year, the designated training schools will be re-certified through bidding, and schools that fail to meet the standards will be eliminated, and schools with training capabilities will be allowed to enter the training session.
In the mode of running a school, there are usually two ways of running a fixed location and a mobile class. However, as long as it is convenient for the students, there is no fixed-form for the class. Most of the time, the class is set up in the township. In this way, letting the students live and stay at home and study in the local area greatly facilitates the students and reduces the cost of the participants.
In the teaching arrangement, carefully formulate the teaching plan, teach students in accordance with their aptitude, focus on operation, combine theoretical study with the practice of the machine, and always adhere to the high starting point and strict requirements.
In terms of teachers, the training schools are required to carefully plan and organize teachers with good thinking, rich teaching experience, strong practical skills, and good management to serve as class guides and classroom teachers.
In the teaching curriculum, we will arrange a series of public courses such as the guide to work in cities, the legal knowledge of migrant workers' rights, the common sense of urban life, and professional ethics. At the same time, according to different professions and different orders, the corresponding professional theory courses are determined. The series of training materials prepared by the Ministry of Agriculture and the relevant departments of Chongqing for the transfer of rural surplus labor are selected.
In the examination and assessment, do not go through the field, and try to do both. Let the students pass the customs and let the students learn the knowledge. At the end of each period of study, the examinations of theoretical knowledge and skill operation are organized. For those who pass the examination, Sunshine Office has issued a certificate of completion and certification issued by Chongqing Municipality, and recommended to the municipal labor department for post certificate and occupation. The qualification certificate provides convenience for the majority of the students at the time or behind the employment.
In daily management, standardize operations, strengthen process supervision, and improve the quality of training. After the bidding, Sunshine Office signed a letter of responsibility with the training base in a timely manner, clarifying the objectives, rights and obligations of each training unit, and further enhancing its sense of responsibility and mission; the responsible comrades of the Sunshine Office contacted the training unit and asked the contacts to at least monthly. Go to the training base twice, urge the training unit to complete the task on time, and provide necessary services for it; implement irregular sampling and unannounced visits, mainly to make unannounced visits to the students' free conditions, training quality and transfer output, and standardize Training requirements; implementation of the monthly reporting system, the training unit must report to the Sunshine Office on the monthly schedule on the 25th of each month, accurately report the number of new students in the month, as well as training completion, training transfer progress, report progress, in order to facilitate timely discovery Problems, take measures, and deal with them quickly.
Integrating resources and working together is a shortcut. Rural labor transfer is a systematic work that requires all aspects of coordination and collaboration. If we can integrate limited resources, such as departmental functions, training resources, output networks, funds, projects, supply and demand information, industry needs, and brand integration, then the various problems faced in rural labor transfer training will be solved. In the future work, efforts should be made to geographically coordinate departmental functions, share training resources, and create conditions for rural labor transfer training.
1. Rationalize departmental functions. The close cooperation of all parties and the coordinated operation of the departments are the linkage mechanism to ensure the efficient operation and smooth advancement of the “Sunshine Project”. Propaganda and public opinion departments should strengthen the propaganda of policies; the Agricultural Office is responsible for the coordination, guidance and supervision of labor transfer training; the agricultural department carefully organizes and regulates implementation, is responsible for the formulation of project management measures and implementation plans, and leads the bidding of training units. Identify the training unit, supervise and inspect the training of the training unit, carry out the spot check and training evaluation and acceptance of the student's employment situation, establish the project file, etc.; the financial department is responsible for supporting and implementing the project funds, supervising and inspecting the use of training subsidy funds, and participating in the formulation. Project management methods and implementation plans, participate in the supervision and inspection of training work, evaluation and acceptance of training effects, and spot checks on the employment situation of the students; the labor department actively builds a platform for the transfer of rural labor, provides labor employment information, and regulates training. The peasants' occupational skills appraisal, lowering the charging standards, earnestly benefiting the people, as well as the cultivation of the labor market and the tidying of the labor environment; the education department has multi-channel solutions to the difficulties of the children of migrant workers, which has effectively promoted the rural labor force to work in cities; Road offices should give full play role as a link, the majority of rural youth organizations active employment training; trade unions, legal department to actively organize the work rights of migrant workers.
2. Share training resources. The training resources referred to here include both tangible and intangible. All training institutions that have qualified vocational training qualifications and independent legal person status, and have the ability to contact employers, including secondary vocational training schools, vocational schools, technical schools, agricultural and general schools, and township adult schools, can participate in the bidding. On the basis of voluntary application, the evaluation team composed of relevant departments shall, according to the vocational training unit, undertake the basic conditions of training places, teaching facilities and equipment, training bases and teachers necessary for the corresponding positions of rural labor transfer training, and arrange employment channels and capabilities. , unit credit, charging standards, etc., the survival of the fittest, the choice of excellence.
It is also possible to merge some educational institutions with small scale, poor equipment and insufficient teachers to form a special training center. It is also possible to engage in "strong and strong" alliances to enhance the scale and grade of training. The main contents of the integration include: organization of peasant vegetarian training, development of training plan, determination of implementation plan, selection of training materials, appointment of faculty, effective management and use of funds and funds, training-transfer-service system, reputation, Brand effect, etc. Other places took the lead in integrating training resources. Practice has proved that integrating training resources can not only enable the training assets that have not been effectively utilized to be revitalized, but also effectively utilize educational resources to effectively overcome the political problems that have emerged in the past training work. There are many cases, non-uniform teaching materials, repeated training, low-level, low-efficiency training, etc., especially the centralized management of the training funds allocated to the relevant departments at various levels of finance, greatly improving the efficiency of fund use. At the same time, it has enhanced the standardization of training, improved the efficiency of training, and played an important role in safeguarding rural labor transfer training.
It is also a good idea to jointly implement the project and bundle funds. For projects that are similar or related to the training of migrant workers, they can be jointly implemented, such as poverty alleviation training, pre-employment training for enterprise workers, adult reemployment education and training, agricultural comprehensive development, industrial development, small town construction, industrialization proposals, and agricultural industrialization. And other projects. Once you find the right opportunity or the combination point, it is inevitable to achieve a win-win situation or a win-win situation.
Strengthening supervision and focusing on implementation are the means. Supervision is the key link to ensure the benefits of farmers. In order to ensure the smooth operation of the Sunshine Project and the smooth implementation, it is necessary to intensify the supervision work. Focus on supervising the five aspects: the leadership pays attention to the situation; the matching funds and working expenses are in place; the open, fair, fair and transparent operation of the project operation; the form of grant funds; the quality of training and the transfer of employment of the students . Carry out eight investigations and eight observations: check the propaganda and launch, see whether the propaganda is in place; secondly, check the organization measures to see if the measures are effective; three check the training accounts and see the training of the trainees; four check the students attending the school to see if the students are enrolled; Check the quality of teaching, look at the training effect; six check the order signing contract, see whether the labor transfer employment unit is implemented; seven check the transfer of employment, look at the training transfer rate; eight check the transfer of labor wages, see whether the trained farmers increase income. Through regular inspections, we will promote the smooth implementation and overall advancement of the Sunshine Project.
4. Suggestions for continuing the training of rural labor transfer
1. Reasonable underground work plan. The city's rural labor transfer training work plan is as consistent as possible with Chongqing. If “small and big”, the higher-level policy will be compromised during the implementation of the city.
2. As appropriate, supporting work funds. As much as possible to solve the funds required for rural labor transfer training. As the supervisory and guiding body for the rural labor transfer training work in the city, the labor service has 4 fixed staff members. In the process of implementing supervision and guidance, the necessary expenses must be incurred. However, the labor service has no source of funds, and the higher-level policy also clearly stipulates the training subsidy. Funds cannot be used as work funds for the labor service, and the solution can only be resolved through municipal finance.
3. Further decompose and implement responsibility. Further clarify their respective job responsibilities, work in a division of labor, and perform their duties.
4. Establish an incentive mechanism for training output. Incentives for the advanced training and output work, and the necessary punishment for the backward work.
June 2005