This factory was difficult to recruit people in Beijing and moved to Suzhou. When it is difficult to recruit people, they tell candidates that there will be some obvious changes in salary and treatment. (Physical examination 100, time card fee 20, locker fee 80. * * 200 yuan) forgot to swipe his card once, and the money will be deducted directly at the end of the month. This is different from Japanese companies sending emails to various departments every day to swipe their cards. If they want to live in a dormitory, they have to pay 400 yuan every month. No provident fund, 600 performance discount, 500 skill allowance, no housing allowance and transportation allowance, no suggestion box. If you have dissatisfaction and opinions, you will only submit to humiliation. When you are training, you will say how excellent you are, but often for various reasons, you have not fulfilled your promise. This is a small private enterprise. They talk about humanized management, which is actually inhuman. Solder is not discharged directly in the workshop like electronics factory. The whole workshop smells strong and pungent, regardless of the health (life and death) of employees. In order to reduce labor costs, many jobs are done by two people in Beijing and one person in Suzhou. The most irritating thing is that some people in the group are busy to death, and some people are idle, but they turn a blind eye and have no team spirit. This is the work of the lean department. Some workstations obviously sit or work indirectly, which can reduce employee fatigue without affecting efficiency. They want you to stand up ... it's not as human as stingy Taiwanese companies. If the packing team meets the shipment in the afternoon, it is not allowed to eat during the meal time, and it must be eaten after eating. One day, I didn't finish eating until noon 1 1: 45, and didn't finish eating until 7: 30 in the evening. It was still a girl who complained in front of Vice President Ma that she was hungry and tired and the task was delayed. It is said by Vice President Ma and some people in Beijing that Beijing will be delayed to 10 pm, and the top-down distributed production management in the United States will lead to fatigue. Lean production department is responsible for this work, and their understanding of 5s is cleanliness, which can be reflected in the training of newcomers and on-site management. They only know a little about fur, 5s saves costs, makes full use of resources flexibly and effectively, and ensures quality. They simply don't understand the essence of efficient production, such as the generality of their garbage classification and so on. They assign processes to employees according to time regardless of physical strength. The purpose of the distribution system is that everyone works equally, but people have strong and weak points. For example, when assessing time, they ignore people's differences, don't consider the time distribution, and don't change the position of people, you can see the so-called uniformity, but when the positions of people are all disrupted, you can see the so-called unevenness. No matter how you adjust, as long as the positions of the staff are constantly changing, you will always see someone busy and someone idle. This is the rigidity of the distribution system in the United States, even in workstations with relatively low physical strength. I don't feel tired after a day's work, and the stronger I am, the more tired I will be when I get off work (and mopping the floor for half an hour every day takes up the rest time after eating, so I work all day except eating). There is no difference in wages, which is quite different from the formal Japanese enterprise management system. The characteristic of Japanese enterprises is to maximize the potential of each different person and decide different subsidies according to your actual situation in the workplace and personal ability. The leaders here are basically post-90 s. They have no management experience in foreign companies or regular large enterprises, but they say every day that although we are small companies, we don't engage in small companies. We should learn from the management methods of large enterprises. Their management method is to meet with employees every day, which is characterized by long speeches and neglect of key points. The way they treat some people with difficulties or weak abilities is to dismiss them. The manager often says that he will go directly to Zhu Gongban next time. This just reflects the incompetence of managers. A competent manager can make you obey all kinds of people and make you willing to work hard. If you fire him, it means that you have no choice for him. That's your management failure. Their understanding of the rules and regulations is privileged, that is, shrimp must abide by it, while some people can blatantly violate it without any punishment. In Suzhou for several years, the advanced production management of the United States, Japan, Germany, Taiwan Province and Japan is serious and efficient, saving costs and resources and maximizing the potential utilization of personnel. They can maximize the potential of things. However, due to the lack of innovative research and development caused by the mentality of the island country, German enterprises have the advantages of reliable quality, durable products and technological research and development, but they have no quantitative advantage, which can be reflected in the elimination of dozens of German jet fighters by thousands of propeller fighters of the allied forces in World War II. The slogan of this factory is to have all the advantages of foreign companies. (Although Indians are like this, Tata also has such a slogan, but people at least have Land Rover. Empty slogans are not really powerful production management talents at all levels and pragmatic production systems. The lean department says it wants to hear the experience of foreign companies that absorb grass-roots employees, but when you really want to communicate with him, he is impatient, which can be reflected in someone in the lean department. Finally, the appearance design of Puyuan workshop is flashy and the workshop layout is unreasonable. The above is my personal experience in the on-the-job staff of Puyuan.