Hot spots, difficulties and Countermeasures of tra

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In recent years, with the deepening of the reform and development of power enterprises, the internal organization and staff structure of enterprises have been greatly adjusted, and the organizational form, interest relations and distribution methods have undergone profound changes. These changes have brought many difficulties and challenges to the work of trade unions in grass-roots power enterprises. In order to play a good role as a bridge and link in building a harmonious society and harmonious enterprises, the trade unions of grass-roots power enterprises must thoroughly implement the scientific concept of development and solve outstanding contradictions and problems with the vision and ideas of development, so as to create a good "soft" environment for the sustainable development of enterprises and play a powerful role in boosting

I. new situations and problems faced by the current trade union work in grass-roots power enterprises

1. The trade union organization does not meet the needs of enterprise reform and development. Enterprises are economic organizations. In the establishment of enterprise institutions, there are still more or less prejudices against the work of trade unions. Some even think that the less the work of trade unions, the better, and avoid adding chaos. They do not realize the role played by trade unions in the reform, development, and stability of enterprises, although they are guaranteed by the trade union law and the regulations on the work of trade unions in enterprises, However, the understanding of the importance of trade union organization "I don't know is still not enough. There are fewer full-time and more part-time trade union cadres at the grass-roots level, and they don't have time and energy to study and think about trade union work. Due to the lack of staff, they muddle along and cope with things. Some grass-roots trade unions have become a" brand "for dealing with tasks in the work of the party and the masses

2. The traditional working mode and methods of trade unions do not meet the requirements of sound and rapid development of enterprises. It is mainly manifested in the lagging ideology and lack of innovation and vitality; Work is used to the deployment of the superior. If the superior does not deploy, the grass-roots trade union does not know what to do and how to do it; The working methods are not close to the needs of employees, and lack pertinence and effectiveness; In the way of work, we still focus on activities, and the way of activities is also routine; The work content also lags behind. The grass-roots trade unions have large and comprehensive functions, regardless of whether they are practical or not, and whether they are able to carry out the work in an all-round way, which leads to the work that workers hope to do not work well and are poor to cope with. At present, the most urgent requirement of employees is to hope that the trade union can safeguard their vital interests. In practice, trade unions often can't make decisions for employees, appear weak and weak, and the role of spokesmen for the masses of employees is not played enough

3. The staff team is divided into different groups. The beams and worktables should often be coated with anti rust oil, and the working objects of the trade union become complex. Under the planned economic system, whether state-owned enterprises or collective enterprises, the composition of employees is relatively simple, the political status of employees is basically equal, the economic income gap is small, and the work can cover the entire workforce. With the deepening of enterprise reform, different interest groups have emerged in the workforce, mainly reflected in the obvious gap between political status and economic treatment. First, the management group, which is mainly the party and government leaders of enterprises, uses polyurethane sandwich board as the guide of wall and roof materials; Second, the management group, mainly the staff and technicians of the functional departments of the organ; Third, the general staff group, which is the front-line staff engaged in specific production and labor, is also the group with the largest number of people; Due to their different positions, these different groups of workers have different needs and different requirements and hopes for the work of the trade union. Changes in the structure of the workforce have also led to changes and adjustments in the key points and methods of trade union work

4. The continuous expansion of the income gap among enterprise staff makes it more difficult for trade unions to safeguard their rights. In the reform of distribution system in power enterprises, the past equalitarianism and big pot have long been completely broken. At present, the annual salary system and post performance salary system are implemented, and the distribution methods and salary grades are diversified. In addition, in order to maintain sustainable development, enterprises pay more attention to talent training, and in order to attract and retain management and technical talents, they are inclined to formulate distribution policies. The orders of C919 and ARJ21 (7) 00 aircraft have reached 517 and 278 respectively, which widens the income gap between the enterprise's internal staff groups. Most of the workers engaged in front-line work are relatively in a low-income state, and the trade unions have no strength to solve the fundamental problems such as increasing the income of workers in terms of economic strength or methods. Trade unions can only participate, coordinate and help in caring for and safeguarding the interests of vulnerable groups. The work of safeguarding rights is getting bigger and bigger, and there may also be an embarrassing situation of "having to maintain and not maintaining more"

5. The introduction of the labor contract law has higher requirements for trade unions to coordinate labor relations. The most basic work of trade unions is to safeguard the legitimate rights and interests of workers. At present, profound changes have taken place in the aspects of enterprise labor, personnel, distribution system and so on, which makes labor relations complex and changeable, and the contradiction between managers and workers is becoming increasingly prominent. Due to the special working environment and tasks of power enterprises, sometimes the working hours are tight, the employees have no holidays, and sometimes the employees work continuously for more than ten hours. The problems of overtime pay and employee welfare are easy to cause labor disputes. As a grass-roots trade union, sometimes I feel helpless, and I am in a dilemma of having to maintain and coordinate, and I don't know how to maintain and coordinate

the existence of the above problems reflects the lack of attention to the work of grass-roots trade unions and the understanding of the development law of trade union work, and the insufficient investigation of the practical problems encountered in the work of grass-roots trade unions, which makes the work of grass-roots trade unions incompatible with the sound and rapid development of enterprises

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