On May 30, the "cohesion plan" launched by Shenzhen Federation of trade unions welcomed the second batch of students. This new project, which aims to establish a "continuous improvement of collective consultation mechanism and encourage enterprises and employees to solve problems together", has opened a door for mutual understanding between the two sides of labor relations, effectively promoted the harmony and stability of labor relations, and has become an important brand of innovative trade union work of Shenzhen Federation of trade unions.

What are the implications of the "Cohesion Plan" for today's trade union work? As a party, Wang Tongxin, the main person in charge of the "Cohesion Plan" project, deputy secretary of the party group and vice chairman of the Shenzhen Federation of Trade Unions, explained this.

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Compared with the first phase, the number of participating enterprises in the second phase of the "cohesion plan" increased from 18 to 24. Earlier, at the project launch briefing, an enterprise representative said bluntly, "I thought it was you who told us about it. Now it looks completely different, and I am full of interest and curiosity about the 'Cohesion Plan' that I will participate in."

"Interpretation 」

In the process of organizing the "cohesion plan", we heard more and more "true words", which is also the driving force that encourages us to continue the training.

I think the biggest reason why the "cohesion plan" can arouse everyone's interest is that although it is carried out in the form of training, the content is different from the previous "teaching", but emphasizes the principles, methods and mechanisms of communication and dialogue.

In my opinion, a harmonious labor relationship is a relationship in which both parties listen to each other, negotiate and cooperate. This requires institutional guarantees, as well as concepts and attitudes.

During the implementation of the first phase of the "cohesion plan" project, three collective discussions, two on-site enterprise training and one summary were carried out successively. Each link was progressive. Enterprise executives, trade union cadres and workers' representatives sat together to learn and master the methods and rules of dialogue, communication and cooperation. Only by embedding the consciousness of dialogue, communication, consultation and cooperation into the concept of dealing with practical problems and mutual relations among all parties, so that disputes, large or small, can be resolved within the enterprise, can the hidden dangers of conflicts be eliminated in the bud, and promote the formation of an effective dialogue and communication mechanism and mutual trust and cooperation platform within the enterprise, so as to promote the sustainable and stable development of the enterprise and protect the fundamental rights and interests of workers.

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On the office shelf of the Heping Community Federation of Trade Unions in Fuyong Street, Shenzhen, the archived materials of the "Cohesion Plan" are very detailed, and the problem cards written by the participants during the discussion, the daily summary records of the project organizers, and the on-site video data are all carefully preserved one by one.

"Interpretation 」

Yes, I can show you which training session you want to see and what is written on the students' cards. It is because we deeply realize that in the face of increasingly complex labor relations, it is obviously unrealistic to complete the task of building harmony only through administrative propaganda. In this case, the "cohesion plan" came into being, which is an important change in the working mode of Shenzhen trade unions. First of all, rigorous working attitude and professional working methods have won the recognition and respect of enterprises.

In the process of participation, enterprises, trade unions and workers all feel that the "cohesion plan" is useful to them. Secondly, during the "cohesion plan", the training of trade union cadres will be carried out at the same time, so that they can have a better understanding of the enterprise and learn more working methods and tools. Third, the "cohesion plan" is a continuous project for more than half a year. It participates in enterprises that have a leading role in the region and industry. Every positive change brought by the "cohesion plan" to these enterprises will have an important impact on the region and the industry. As far as we know, some enterprises in Shenzhen have also begun to spontaneously promote similar communication and dialogue projects. It can be said that our "cohesion plan" has the significance of the times.

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Among the trainees who participated in the first phase of the training, the general manager of Flextronics once mentioned in particular that he was "not afraid of workers reflecting problems and making demands, but afraid that everyone would say nothing". What he was most worried about was that workers "expressed their demands" in an unpredictable way, and the "cohesion plan" could just help him reduce such worries.

"Interpretation 」

Yes, we are very happy that the company has such an understanding, which shows that he is at least willing to communicate with employees, but may not have learned how to communicate more effectively. From the perspective of the later effect, the smooth implementation of the "cohesion plan" in Flextronics is a vivid epitome of the successful promotion of the whole project.

A business executive once said to me, I am willing to talk to workers, but even if we sit together, do they have the ability to talk to me? This reflects that companies are willing to talk, but they are not confident that the dialogue will succeed. We hope that through the "cohesion plan", enterprises will realize that without organized communication, they will lose the effect of communication because of the unequal status of communication subjects. The expression of bottom-up communication will eventually be suppressed and rejected by top-down administrative instructions. Especially for those large-scale enterprises with more management levels, the greater the difficulty of individualized communication, the worse the communication effect, and it is difficult for enterprises to hear the real ideas of employees.

At the same time, we also hope that through the "cohesion plan", workers can realize that the scattered communication and expression of individual interests are often difficult to get the attention of enterprise managers, and enterprises are neither capable nor willing to accept such scattered and numerous appeal information. Through the organization of the worker group, the interest claims and information of many individuals can be concentrated, summarized and refined, so that the same interest claims are superimposed, the opposite interest claims are coordinated, and finally a common voice is formed. This kind of appeal can be more valued by enterprises and have a substantial impact on enterprise management policies. Therefore, the role of trade unions in enterprises is crucial, relying on the communication of trade unions in enterprises can be truly institutionalized and sustainable.

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On May 8, 120 workers in Shenzhen were divided into 10 teams to volunteer to promote the trade union in the scorching sun. The blue greenhouse was surrounded by staff and workers involved in various activities and consultations. These 120 workers are all trade union activists of the Heping Community Trade Union Federation in Fuyong Street, Shenzhen.

"Interpretation 」

It is not easy to mobilize 120 workers to join the voluntary promotion of trade unions, but this is the biggest change brought about by the general reform and innovation of trade union work in Shenzhen.

Trade union work is the work of people. Trade union cadres must first have workers' positions and feelings, and be able to unite and influence workers.

In 2014, Shenzhen Trade Union, adhering to the tradition of reform, set up two "Pilot Areas for Source Control of Labor Disputes" in Fuyong and Guanlan respectively, allocated special funds of 4.5 million yuan, and requested relevant district and street trade unions to arrange supporting funds, so as to move down the focus of trade unions, strengthen the network of grass-roots trade union organizations, and build a cadre team of professional trade unions.

At the end of 2014, we recruited 17 professional trade union workers with high academic qualifications, good quality and deep feelings of workers from all over the country, and sent them to the trade union federation in the experimental area to perform their duties. Judging from the practice in the past year, this group of professional trade union workers have devoted themselves to it, which has become the basis and foundation for the smooth implementation of the "cohesion plan. They have proved one point with their own efforts-trade union work is a cause that pursues fairness and justice, and there has never been anyone who has dedicated and struggled for it; as long as a platform for real business is created, more people can be attracted to realize their self-worth in the post of trade union cadres.

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"Mass is a characteristic of mass organizations. Mass organizations should be centered on the masses in their work and activities, and let the masses be the protagonists, not the masses as supporting actors and spectators." At the Central Party's Group Work Conference held in July 2015, Xi Jinping, General Secretary of the Central Committee of the Communist Party of China, President of the State, and Chairman of the Central Military Commission, emphasized that group work must keep eyes downward and face the grassroots, and reform and improve the organization and management model., Operating mechanism, insist on the allocation of strength and service resources to the grassroots.

"Interpretation 」

In accordance with the requirements of the Central Committee of the Communist Party of China for group work, to seriously consider how to innovate trade union work, we must first answer what is the goal of innovation? It should be said that "mass character" is an important feature and requirement of trade unions, which means that trade unions are neither administrative organs nor ordinary social organizations. The main body of the trade union must be the working class, the service object must be the masses of workers, and the way of work should be directly oriented to the workers, go to the workers, and represent the interests of the workers.

The "cohesion plan" is the embodiment of Shenzhen trade union innovation source governance. Most of the 42 enterprises participating in the "cohesion plan" are manufacturing enterprises above designated size, with at least thousands of employees. The trade unions of 42 grass-roots enterprises have stronger communication ability and smoother communication channels, which is to guide the establishment of harmonious and win-win labor relations within the enterprises. In fact, from the past lessons, the conflicts of labor relations in large-scale enterprises will bring greater social impact and economic losses. Therefore, the "cohesion plan" should be tried first in key enterprises and large-scale enterprises, which can serve as a model and demonstration for the ecological construction of labor relations in Shenzhen.

We cannot "go up and down" or "top-heavy", let alone go to the grassroots level, the weaker the organizational foundation of the trade union. Therefore, the reform and innovation of trade unions must open up the "last mile" of contacting and serving employees ".

In the next step, Shenzhen trade unions will continue to make great efforts in reform and innovation, and do a good job in the construction of trade union organizations in a number of key enterprises, so that they can play a better role. At the same time, continue to vigorously promote the "cohesion plan", strengthen the work of various service employees, and focus on solving the "last mile" problem. This includes investing more resources in the community and industrial zone level trade union organizations to achieve a downward shift in the focus of trade union work; forming a full-time trade union cadre who can work at the grassroots level for a long time, and continuously improving the professionalism and professionalism of trade union cadres; attracting And mobilize a wider range of social forces to play a leverage effect in the work of grassroots trade unions; to achieve institutional breakthroughs in corporate democratic management and collective negotiation, make corporate unions more attractive and more representative.

We believe that as long as these problems are solved, the trade union can really strengthen the grass-roots level, be further trusted and relied on by the masses of workers, and play an irreplaceable role in building harmonious labor relations.