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With the rapid economic growth in China in recent years, China's auto market, Asia Pacific and China have become the world's largest auto market. Almost all foreign-funded markets attach great importance to the potential of China's auto industry and increase investment to build factories and expand R&D centers in various regions. With the rapid development of the automobile industry, the shortage of related technical talents has become a problem that is hard to solve for major manufacturers' HR.
Whether foreign or private, auto parts companies have found that the speed of the training and growth of Chinese auto talent can not keep up with the pace of industry development. The industry circle is small, and the talented people are always on the lookout for it. This has made the talent competition in the industry extremely fierce. . In particular, talent competition for R&D technology, project management, site management, and engineers is even more intense.
Even more plagued with HR, is not to play a talent war in first-tier cities such as Shanghai, but to second- and third-tier cities. In the past two years, component manufacturers are actively moving to second and third-tier cities. In second-tier cities such as Suzhou and Wuxi, HR can recruit more suitable talents, but if you go to a third-tier city to set up a factory, such as Eaton’s factory in Jining, Shandong, it is even harder to recruit people. “Even if you hired How long can it stay? This is the biggest challenge facing the auto parts industry HR,†said an automaker HR.
The remuneration report issued by the authoritative company shows that, due to the lack of talents in key positions in the automotive industry in China in recent years, the remuneration for talents in this position has continued to grow rapidly, which also puts pressure on upstream auto parts manufacturers. A person in charge of a car engine manufacturer told reporters, “The cost of buying a car is now more than 10 tens of thousands of cars is very good. Manufacturers to sell cars to make money, in the first year of new car prices a little higher, we live a little better. By the end of the year, Once we receive a manufacturer's notice, we must engage in price reduction promotions, which will be deducted from our parts and components manufacturers, and our profits will drop once and for all.So, we can only relocate to second and third-tier cities where costs are relatively low. â€
In the face of increasingly fierce competition in the human resources market, the HR of major auto makers is making every effort to ensure the full-fledged work and life of key technical positions. The reporter also found an interesting phenomenon in the interview. The focus of HR seems to have changed. It's very interesting. The core of regular HR work such as compensation, performance, labor, etc. is “stand by the side†and is replaced by employee retention and employee care. An HR said that in order to reflect the care of employees and achieve the goal of retaining employees, they now have to do things such as sick and sick children, children going to school, and parents to support the elderly, and even the maintenance of the staff's car must be managed. "Service is really home!"
The recruitment of talents has made it difficult for many companies to make corresponding changes in the recruitment system and the employment mechanism. For example, the establishment of a job-recruitment mechanism, internal employee recommendation success awards, and the signing of research and development cooperation projects with universities across the country, allowing employees to transfer positions within the company and digging parallel The development platform to reduce the hopping rate and so on.
The competition in the market and the upgrading of industries are all increasingly important for the role of relevant technical personnel in the production and operation of enterprises. This also requires that China's auto companies become more humanized in the employment system and the concept of employing people. Only in this way can companies continue to operate in a highly competitive market.