Attached organization chart: Xiong Weiping: Chairman and CEO
Xiong Weiping, born in November 1956, is currently the general manager and party secretary of China Aluminum Company, the chairman and CEO of Chinalco Co., Ltd., the chairman of China Copper Co., Ltd., the chairman of China Rare and Rare Earth Co., Ltd. and the chairman of Chinalco Finance Co., Ltd. Doctor of Engineering in Mineral Engineering, Department of Mineral Engineering, Central South University of Technology, professor, PhD supervisor, doctoral supervisor in Peking University, young and middle-aged expert with outstanding contributions in China. President of China Resources Comprehensive Utilization Association, Vice President of China Nonferrous Metals Industry Association, Vice President of China Nonferrous Metals Society, Vice President of World Aluminum Association (IAI), Director of Management Committee of China Nonferrous Metals Industry Group, and Director of China Commercial Aircraft Corporation.
Luo Jianchuan: Executive Director and President
Luo Jianchuan, born in April 1963, is currently a member of the Party Group of China Aluminum Company, executive director, president and deputy director of the Executive Committee of Chinalco Co., Ltd., chairman of Chinalco International Trading Co., Ltd., chairman of China Aluminum Hong Kong Co., Ltd. and chairman of Southwest Aluminum (Group) Co., Ltd. Doctor of Engineering in Resource and Environmental Economics, Central South University, professor-level senior engineer. Deputy Director of Management Committee of China Nonferrous Metals Industry Group, and Executive Director of China Engineering Science of China Academy of Engineering. First of all, we should pay attention to the construction of management team including compound party workers. Go all out to carry out the "four good" team creation activities with the content of "good political quality, good business performance, good unity and cooperation, and good style and image". The leading group of the company takes the lead in creating "Four Good Teams" and taking the lead in achieving "Four Good Teams". All subordinate units actively responded to the call and deployment of the party group and carried out activities to create "four good" teams in various forms. Grasp learning, constantly improve the political quality of the team, firmly improve the confidence of state-owned enterprises, and establish the determination to "create a world-class enterprise and build a century-old shop of Chinalco"; Promote development and constantly improve the management ability of the team; Unite as one, constantly improve the cohesion and combat effectiveness of the team, and achieve unity of thought, coordinated action, full communication and strong command; Grasp the style, be honest and diligent, and set up a good image of the leading collective.
Secondly, we should focus on the construction of scientific and technological personnel. The company has studied and formulated the training plan for scientific and technological talents (Project 221 for the Development of Scientific and Technological Talents), that is, to train 2 professional leaders who can lead the development trend of disciplines and enjoy high reputation at home and abroad (the first level); Cultivate 2 technical experts with deep professional knowledge, rich practical experience and strong application ability, who can make outstanding contributions to the realization of major scientific and technological research and major technological transformation of enterprises (the second level); Cultivate 1 front-line scientific and technological workers with good professional foundation, strong hands-on ability and good at finding and solving scientific research and production problems (the third level). Firmly grasp the three links of training, attracting and using talents, adopt various ways such as "keeping people in business, keeping people in feelings and keeping people in treatment", take scientific research topics and projects as the carrier, gather a group of outstanding scientific and technological talents, cultivate a large number of scientific and technological experts and subject leaders with strong scientific and technological innovation ability, proficiency in business and mastery of new theories, new processes and new information in professional fields, and strive to build a scientific and technological talent with expertise, experience, level and achievements. The company set up scientific and technological achievement award, patent award, technical achievement transformation benefit linked award, new product industrialization commission award, and held a scientific and technological conference to reward outstanding company technicians, cooperative units and personnel, including foreign technicians, which further inspired the enthusiasm of scientific and technological workers to devote themselves to the company's scientific and technological undertakings.
thirdly, strengthen the construction of skilled workers, and create a team of skilled craftsmen who love their jobs and have strong practical operation ability. Driven by becoming a pilot unit for the construction of high-skilled talents in central enterprises, the company took the opportunity to participate in the skills competition of employees in central enterprises, and seriously carried out the skills competition, skills training, labor skills appraisal, technician and senior technician evaluation activities, which promoted the construction of the company's skilled workers.
around the needs of transnational operation, through internal secondment, on-the-job training, external introduction, study and training, exchange and training, the company has given full play to its overall talent advantages, attracted and gathered a large number of outstanding talents, and the international talent team has continuously developed and grown. People are the fundamental factor of enterprise development. In Chinalco, the concepts of "first-class enterprises need first-class talents" and "human resources are the first resource" are deeply rooted in the hearts of the people. The company has formed a leading group for talent work with the general manager as the head, and is committed to cultivating all kinds of talents with innovative ability. The purpose of training is not only for the development of enterprises, but also to improve the basic quality of employees, so that they can become workers who are happy in their posts, loved in their families and respected in society. Since 24, Chinalco has implemented the Three-year Plan for Talent Development of China Aluminum Company, which is called "3618 Talent Project". The core content of this plan is: in about three years, it will train 6 management talents who master modern enterprise management knowledge, master the aluminum industry situation and adapt to the requirements of international development, 1, scientific and technological experts and academic leaders who have strong scientific and technological innovation ability and are well-known at home and abroad, and 8, front-line technical engineers and senior technicians who are skilled and versatile. In order to smoothly promote this human resources development work, the human resources departments of the headquarters and subordinate units have set up corresponding leading groups and working institutions, and formulated hierarchical and classified human resources training and development plans.
the company implements the method of relatively centralized management of training funds, and the education and training committee of the company implements budget management every year. While ensuring the company's unified training expenditure, it allocates funds according to the training items of each unit, which is used exclusively for the training of all kinds of personnel at all levels of the company. The company's annual training fee is extracted and used according to 1.5% of the total salary, and the balance is retained for the next year. Since the establishment of the company, the average training rate of all employees is 94%. Based on the business philosophy of "benefiting employees", Chinalco has enabled employees to enjoy the fruits of business development on the premise of continuously improving economic benefits. In recent years, the income and welfare level of Chinalco employees have maintained a continuous upward trend. The income increased from 2,591 yuan in 21 to 23,736 yuan in 25, with an increase of 15.3%. Welfare income increased from 7276 yuan in 22 to 9132 yuan in 24, with an increase of 25.5%. Among them, the average annual income of employees in seven branches and one research institute ("seven factories and one hospital" with a total of 67,833 employees) of Chinalco Co., Ltd. increased from 24,875 yuan in 22 to 3,279 yuan in 25, an increase of 21.7%.
in order to stimulate employees' enthusiasm, initiative and creativity, and promote their all-round development, Chinalco, in accordance with the requirements of modern enterprise management system and international standardized management, has started to build an enterprise human resource management system since 23, that is, through scientific job analysis, job description, job value evaluation, performance appraisal and management, training and development, and gradually build a human resource management system that meets the requirements of modern enterprise management. This work has opened up three career development channels for employees: management, professional skills and technicians. It has broken the situation of single pursuit of job promotion in the past and crowded a wooden bridge with thousands of troops, and initially achieved the human resource management goal of "people can enter and leave, income can be high and energy can be low, and positions can be promoted and lowered", which has played a beneficial role in promoting the career development of employees.
The status of employees as masters of the enterprise has greatly stimulated their sense of responsibility, enthusiasm and creativity, and prompted them to create extraordinary achievements. For their achievements and exemplary behavior, the government and some social institutions and organizations awarded their representatives with honors corresponding to their contributions, which added gorgeous colors to their careers. From 21 to 24, 91 employees have been awarded the honors of "National March 8th Red Flag Bearer" and "National Youth Post Expert" by institutions at or above the provincial level. In 25, the company won the title of national model worker, including 8 people including Jiang Na.
the development of the company depends on all employees to form the same values. Excellent corporate culture can strengthen the cohesion and centripetal force of employees internally, establish the image of the enterprise externally and expand the market influence, which is an important part of the core competitiveness of enterprises. Chinalco pays attention to the enterprise spirit of "make great efforts to govern, innovate and strive for strength", and cultivates a team of workers with ideals, morality, culture and discipline. It is an important part of the corporate culture construction of Chinalco to display the corporate style and staff style of Chinalco and create a vigorous and inspiring cultural atmosphere by carrying out colorful and beneficial cultural and sports activities.
For example, in order to welcome the 5th anniversary of the founding of Chinalco (in 26), the company set up a touring performance group composed of employees, which concentrated on showing the great achievements made since the establishment of the company and the spirit of "making great efforts, innovating and striving for strength" of the employees, thus enhancing the confidence of creating a world-class enterprise. The performance troupe * * * has 5 cast members from 13 affiliated enterprises. Since the end of 25, it has performed 16 condolence performances in 18 member units, which was warmly welcomed by cadres and workers, including retired workers and their families. The tour traveled 11, kilometers and attracted more than 2, direct audiences. The audience watched by live TV and video was close to one million, which played a good role in uniting employees, rallying people and inspiring morale. In our country, the majority of employees have the status of masters in enterprises. Workers' congresses and trade unions are the main forms to reflect the status of employees as masters and give play to the democratic management, participation and supervision of employees.
The workers' congress is the basic form of democratic management of employees, and a special working committee is set up to formulate and improve the detailed rules for the implementation of the workers' congress, so as to ensure smooth channels for democratic management of employees. The company and its subordinate units hold employee representative meetings twice a year, and major issues involving enterprises and employees, such as enterprise system reform, institutional setup, medical insurance, wage reform plan, housing distribution plan, property management, commercial housing sales plan, education reform plan, internal retirement and retirement plan, must be reviewed and approved by the employee representative meeting to ensure that employees can effectively exercise their democratic rights.
The trade union is the working body of the workers' congress. Chinalco actively supports the trade union chairmen at all levels to participate in the discussion of state affairs in the party committee, the executive committee, the safety committee and the safety leading group, timely reflect the requirements of employees and the problems encountered in labor protection, and put forward suggestions for improvement.
1. The role of trade unions in protecting employees' rights and interests
1) According to the supervision and participation rights given by China's Trade Union Law, Labor Law and Safety Production Law, sign a collective contract with enterprises according to law, and put the provisions of the Trade Union Law and Labor Law on the protection of employees' health and safety, the rights and interests enjoyed by employees according to law, the legal responsibilities that enterprises should bear and For enterprises to perform the collective contract, regular inspection and supervision every year, and report the performance to the workers' congress.
2) timely participate in the work of the company's occupational health and safety management committee, regularly inspect, patrol and analyze the problems of safety in production and labor hygiene, and put forward improvement measures and opinions.
3) Actively safeguard the legitimate rights and interests of employees, protect their right to life and rest, and conscientiously do a good job in the labor protection of female workers. Give employees the right to stop and solve when they find obvious major hidden dangers and occupational hazards in the production process, endangering the life safety of employees and causing losses to state property.
4) Establish and supervise the implementation of the safety physical examination system for employees, inspect and urge the administrative departments to implement policies, conduct regular physical examinations for employees, conduct a general survey of gynecological diseases for female employees every two years, and conscientiously do a good job in the four-stage protection of female employees.
5) Establish a labor dispute mediation committee, formulate the working regulations of the labor protection supervision and inspection committee, and set up a rights protection education working committee at the workers' congress to play a supervisory, participation and rights protection role in workers' health and safety and labor protection.
In October, 25, the factory trade union of Zhongzhou Branch of China Aluminum Company organized an inspection team to conduct a comprehensive inspection on the implementation of the Collective Contract and the publicity of factory affairs in 1 secondary units of Zhongzhou Branch, conducted face-to-face communication with more than 5 employees, distributed 59 copies of the Evaluation Form, and collected 44 opinions and suggestions from front-line employees. The inspection covers labor contracts, working hours, rest and vacation, labor remuneration, employee insurance and welfare, labor safety and health, employee education and training, discipline and rewards and punishments. In view of the problems and shortcomings of grass-roots units, the inspection team carefully wrote written feedback and urged all units to make rectification.
2. Employees' participation in democratic management
In Chinalco, employees can also play a role in participating in, suggesting and deliberating major decisions of the enterprise in the following ways:
1) Employees, through employee representatives, deliberated and approved (or rejected) major reforms of the enterprise and major issues involving the vital interests of employees.
2) offer suggestions for enterprise reform and development through rationalization proposal activities, and provide good suggestions for enterprise decision-making.
3) directly participate in the determination of the correct decision of the enterprise by submitting proposals to the workers' congress.
4) As the first reviewer of the enterprise's factory affairs disclosure, he reviews the major decisions such as the production and operation of the enterprise.
in addition, employees can communicate with senior management simply and quickly through the general manager's hotline and general manager's mailbox.
3. Labor inspection and anti-corruption and bribery
Discipline inspection and supervision departments also play a unique role in safeguarding employees' rights and interests. Around the company's policy objectives and production and operation tasks, these departments cooperated with production, safety and environmental protection departments, went deep into the grass-roots and production lines, and monitored, tracked and investigated the implementation of various systems such as safeguarding employees' vital interests and occupational health and safety around the difficulties in production and operation, weaknesses in enterprise management and hot issues that employees were concerned about. The key points of supervision determined by the discipline inspection and supervision department of the company are: cases of corruption and bribery, misappropriation of public funds, damage to the interests of the company and employees and serious violation of financial discipline in various business activities and economic exchanges; Cases of serious abuse of power for personal gain, resulting in the loss of state-owned assets; Cases of serious dereliction of duty, causing great economic losses and waste to enterprises. At the same time, it also accepts letters and reports from employees, carefully verifies them, plugs management loopholes, and creates a good environment for the sustainable development of enterprises.
4. Shortcomings
The company has also fully noticed the current shortcomings in the protection of employees' rights and interests, which mainly include: the medical security system needs to be improved urgently, medical insurance in some enterprises is not in place, it is difficult to see a doctor, and medical expenses cannot be reimbursed in time, and the time for claim settlement is too slow after industrial injury; There are difficulties in nursery, school and employment for employees' children; There are still few training opportunities for employees; And we should shorten the medical examination cycle and arrange medical examinations for more employees. We will collect employees' opinions more widely and actively improve them.