Editor's note: The transformation and upgrading of the Chinese economy towards the mid to high end requires supply side structural reform as an inevitable prerequisite. However, the urgent task after the reform is implemented is to implement a refined production strategy, promote the vigorous development of new technologies, industries, and formats, accelerate the transformation from "Made in China" to "Created in China", create "Chinese perfection", and achieve a high-end supply to the world. The essence of achieving such a magnificent transformation of the Chinese economy is a massive "craftsman project" to "create a perfect China". It is unimaginable to promote the implementation of this massive project without the support of high-quality labor force in the form of "craftsmen" for exquisite production. On the other hand, looking at the domestic market for high-level skilled workers, it can be said that it is difficult to find a "craftsman". Therefore, vigorously implementing the "craftsman strategy" and promoting the construction of a craftsman team has become a compulsory course for China's economic and social development.

Based on the strategic plan for the next five years, Xiamen Jinlu also needs to complete the transformation and upgrading of manufacturing. A high-quality and skilled team of skilled technicians will become the cornerstone of the company's future development. In 2021, based on the external talent supply, internal demand, and existing issues in the construction of the craftsmanship team, under the key guidance of the company's leadership, the Human Resources Department organized the construction of the qualification system and training system for the craftsmanship team, gradually exploring the development path of craftsmanship talents with Jinlu characteristics.

Starting from September 2021, the Human Resources Department organized 7 online and offline map training sessions, with a total of 88 trainees. Through multiple discussions with technical and skilled personnel from various departments, we have helped streamline and optimize the learning path for benchmark skilled worker positions in the manufacturing department, from new employees to senior workers.

On December 7th, in order to commend and motivate the advanced collectives in the work of learning map sorting in their positions, the Human Resources Department organized the development and evaluation of benchmark job learning maps for skilled workers. It is hoped that by setting benchmarks, more outstanding skilled workers can shine at Jinlu.

Wang Mingsheng, General Manager of Alloy Division 1, Xie Haiwei, Production Technology Director of Alloy Division 2, Dai Ping, Manufacturing Director of Cutting Tool Division, and Chen Suyi, Human Resources Director of the company, were invited to serve as judges on the evaluation committee. Fourteen major manufacturing departments from various business units of the company participated in this review. Managers and department heads of each manufacturing department presented in detail to the attending judges the training path, training content, improvement and innovation points, and course development of their benchmark positions. At the same time, they vividly demonstrated to the judges the important role of the job learning map in optimizing the training cycle and improving efficiency compared to the original training plan through examples. The attending judges had in-depth discussions with manufacturing management personnel from various departments regarding the problems existing in the existing training system and the difficulties that may be encountered in implementing the learning map. They proposed many constructive improvement measures and suggestions.

After evaluation, the following six departments/positions stood out and were awarded the "Benchmark Demonstration Position for Technician Learning Map Development".