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2014 college summer social practice personal summary

On July 5th, a group of eight members from the School of Chemistry and Chemical Engineering went to Yichang to conduct a six-day visit to Yihua's production-related issues and management concepts.
We arrived at the destination that afternoon, and after a long journey of hard work, we finally arrived safely, and solved the problem of accommodation with the help of the school leaders, and then determined the relevant work. In the meantime, we interviewed the relevant technical director Han Ying on the topic of energy saving and emission reduction, participated in the report meeting with the cultural concept as the main topic, visited the Yihua headquarters and some production workshops, and went deep into the production plant area to visit the Yihua sewage treatment. The factory, accompanying personnel from the sewage into the factory to the entire assembly line for the detailed description of us. I have benefited a lot from the entire interview process. I am impressed by the rigor of the Yihua production process. I am amazed at the advanced energy-saving and emission-reduction measures. What is even more amazing and moving is the Yizheng people-oriented management philosophy, which truly regards employees as their own family members, and employees also invest in the company. As my own home, I never knew the extent to which a company and its employees could achieve such harmony.
During the interview, Han Ying explained in detail the specific measures for energy conservation and emission reduction, the source of the ideas and how to mobilize the enthusiasm of the whole staff, and turned the affairs of the enterprise into employees' own affairs, and the huge economic benefits brought by it. At the same time, it also briefly describes the aspects of Yihua production, safety protection, and environmental protection. Based on the principle of people-oriented, Yihua put forward a lot of warm and touching slogans, adopted a comparative management method in promoting progress, released a comparative results platform, and announced the first and last ones of the comparison results of various departments. Give corresponding rewards and punishments, fully mobilize the enthusiasm of employees. Even the unresolved issues will be brought out to let everyone discuss solutions, brainstorm ideas, reward employees with advanced solutions, and truly realize the principle of distribution according to work, and will never let the meritorious personnel bury them. This series of measures really transforms the company's affairs into employees' own chores.
Through a series of visits and personal experience of the living conditions of the residents around Yihua, we know that since the company launched energy conservation and emission reduction activities, it has greatly promoted the economic level of surrounding residents while achieving huge economic benefits. Let the surrounding residents feel the help of Yihua and let Yihua's brand penetrate the hearts of the people. Residents can organize visits within Yihua from time to time to supervise the environmental sanitation and pollution inside Yihua, and they are extremely satisfied with their health conditions. Yihua has even created a feat of no complaints for several years, which is very valuable for a chemical plant.
The interviews for several days made me deeply realize that a company needs to survive, develop, and be closely related to people. People-oriented enterprises can exist, employees can grow and develop with enterprises as their homes, and humanized management and humanized measures can make enterprises become trustworthy, dependable, and endless homes for employees.

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