This article Article I have learned from my many years of Informatization experience in large state-owned enterprises. I mainly talk about how to create an excellent technology and scientific management, an enterprising and vigorous information technology team. I. Current status of information technology team construction 1. heavy workload. Under normal circumstances, the scope of technical work involves at least six categories: one is to provide services for dozens of server hosts, and the other is network security management. Including equipment configuration and maintenance; maintenance of dozens of application software and system software databases; management and maintenance of office equipment, such as hundreds of computer printers, in all units; category 5 is the O & M of storage and data security, and category 6 is the network access and software O & M of external organizations. There are only a few people (including some leaders) working in a large enterprise. They maintain various networks, software, and equipment throughout the organization, with a heavy workload and heavy workload. 2. The management mechanism is not conducive to talent development. The institutional and institutional environments of administrative agencies often cause technicians to gradually lose something unique to themselves, and it takes more time to maintain interpersonal relationships than to maintain equipment, many technical staff are reluctant to spend more time focusing on technical research. Sometimes there is not much to do. When the technical staff completes the development task, they often do not get the corresponding rewards. On the contrary, the technical staff suffer from jealousy. Most of them are career developers, there is a big gap between them in terms of political prospects and income. In this case, the enthusiasm of technicians is obviously not high if they want to keep working hard for a long time. After a long period of time, the technical staff's dedication and enthusiasm will be eliminated. 3. the quality of technical personnel needs to be improved. technical personnel lack professionalism and self-motivation, and the values and outlook on life still need to be guided in multiple ways. The graduates trained by the Educational Mechanism of colleges and universities often have less specialists and a weak foundation of professional knowledge, if you do not have the ability to analyze and solve problems, you need a transfer band mechanism. 4. Lack of innovative ideas. It is difficult to work, the knowledge is updated quickly, experience accumulation is weakened, and the work is high. It must be innovated at any time based on business innovation. 5. There are many contradictions in actual work. Complicated work, coupled with administrative institutional and Institutional Defects and other factors, lead to various contradictions and helplessness in the Construction of Information technicians: the contradiction between the increase in information processing capacity and the shortage of grassroots technical personnel; conflicts between the rapid development of information technology and the slow updating of knowledge systems of technicians; conflicts between insufficient communication and poor connection between technical and business processes; the leaders pay attention to the conflicts between business and information technology neglect; there is a conflict between the lack of R & D motivation of technical personnel and increasing business needs. problems such as insufficient technical staffing and low income also result in a lack of proactive work, as well as a sense of professionalism and responsibility. 2. How to solve problems constantly in the Process of Change 1. vigorously introduce high-level technical talents to improve personnel engagement. Vigorously introduce information technology talents. In view of the high requirements for technical posts, high difficulty, and strong professionalism, the information center should be given certain personnel permissions to participate in the recruitment of personnel departments, empower them to select competent and professional people to organize the team they want. The personnel department can be recruited based on technical positions such as network security management, database management and development, system analysis and design, and other functions. To take the relevant professional knowledge examination for the hired personnel, you must have the relevant qualification certificates, such as the network security certificate, the system analyst certificate, and the database administrator certificate. At the same time, the ideological quality of recruiters should be measured and interviewed in an important position, and they should be able to bear hardships and Stand hard work, innovate and study, and not take material as the only realm; it requires good team awareness and communication skills, good operation skills, strong innovative thinking, and certain text skills, so as to grasp these links and truly introduce talents who can do things. 2. Leaders Should Pay Attention to informatization, establish a talent pool, and formulate scientific job responsibilities. Leaders Should Pay Attention to and pay attention to information technology personnel in various occasions and systems. With the guiding role of leaders in attaching importance to talents, we can make all cadres respect talents and make talents truly willing to serve as officers and do what they want. An information talent pool should be established. Register and collect statistics on the Project Performance completed by information technicians each year; participate in large-scale project R & D; Conduct Informatization Construction at the same level and lower levels, and guide, coordinate, assess, and assess grassroots unitization, guides, coordinates, and assesses grass-roots units; increases the credibility of information departments within the Organization and establishes the authority of the information technology team. Establish a talent pool to improve the overall business talent reserve and informatization level. For example, in the face of various business needs, System Requirement Analysis designers must be good at in-depth discussions with business experts to deeply understand the innovation of business needs and give full play to the information technology's ability to develop business, be a bridge between actual business needs and future software systems. Therefore, demand analysts must not only have superb system analysis and design capabilities, but also have sufficient and comprehensive business knowledge. Therefore, such technical personnel must be relatively fixed, improve and deepen the training, which is related to the stable operation ability of the department's software and the ability to quickly recover after the accident. The network security administrator must be familiar with the network structure and theoretical knowledge and logical relationship of network security. In the face of problems, you must be able to analyze the problems, find the cause of the problems, and solve the problems through the guidance of self-study and professional companies, it also improves network and security policies, optimizes and enhances network structures, and comprehensively plans network security structures and devices. 3. Develop a feasible incentive mechanism and use the IT Enterprise Management Model for reference. In order to explore professional competence and talent, you can learn from the advantages of enterprise management and encourage technicians to concentrate on a specific project in information technology based on their own characteristics. This aims to create a good atmosphere of determination and competition for everyone. Charging by applying for system analysts, network planners, information system project managers, software engineers, network certifications, registration of tax agents, and other qualification examinations is also driving the development of the entire information technology team. Second, we should adopt a combination of material encouragement and spiritual rewards to establish an effective incentive mechanism, establish a special fund, Link Technicians to their projects and income, and provide space for the growth of information technicians, A mechanism for cultivating and focusing on talents is formed. Promote the sense of belonging of talents and stimulate their potential. 3. refine and quantify the informatization work and conduct assessment at the end of the year. To give excellent students the opportunity to study and give priority to high education, so that they have a sense of responsibility. Information technicians stand out from the crowd to make better use of their talents. 4. Improve the implementation of training and training mechanisms. You can use expert lectures and training exams, follow-up R & D and maintenance, group learning and discussion, conduct thesis evaluation, train talents based on project requirements, and go to advanced learning, these methods form a systematic continuous implementation, implement supporting funds and bonuses, and then form a benign talent culture mechanism.
