In a groundbreaking move, frontline workers are now sharing patent rights with their employers while earning continuous royalties. Companies are building comprehensive ecosystem service circles to clarify career paths for industrial workers, with trade unions precisely matching needs to deliver high-quality services at workers' doorsteps.
At State Grid Jiangsu Electric Power Co., two frontline employees became the first to sign shared patent agreements. "If a patent generates ¥10,000 in revenue, I personally get ¥2,000," said Chen Hao from State Grid Nanjing Power Supply Company. His team's DC circuit fault diagnosis technology splits ownership as follows: 71% for the company, 20% for Chen, and 4.5% each for two other contributors. This initiative stems from a October 2024 regulation allowing employees to share patent rights for self-initiated innovations developed primarily during personal time.
Meanwhile, Wenzhou, Zhejiang is piloting worker development programs. At Zhejiang Josiny Holdings Co., employee bookstores now serve as multi-functional learning hubs. The city has launched digital platforms like "Industrial Worker Growth Online," revolutionizing skill competitions through AI-powered evaluation systems. By year-end, Wenzhou aims to establish 50 worker-development towns, 100 model enterprises, and 300 exemplary workshops.
Shandong's Zoucheng City has created targeted training networks. After identifying skill gaps through corporate surveys, the local trade union organized 300+ on-site training sessions in factories. The eight-month vocational competition this year helped workers obtain higher certification, with corresponding salary increases.
Automaker Dongfeng Motor unveiled its "Three-Core Six-Type" team model, integrating party, union and production leadership. The program has driven 120+ innovation projects generating ¥50 million in value. By 2030, Dongfeng plans to cultivate 30+ advanced units and 100+ model teams.
Yonghui Superstores (601933) implemented a "Master Craftsman Program," certifying 3,000+ frontline workers like pork butcher Lin Shiwen, whose income rose with his advanced technician certification. The retailer has distributed over ¥31 million in bonuses to employees at 41 pilot stores since 2025.
At Sinopec Hainan Refining, a "Four-Good Five-Transformation" training system has reversed learning attitudes. Using retired equipment for hands-on practice, the program reduced new hire training cycles from 36 to 18 months while achieving an 89% certification pass rate. The company now plans to share this model across Hainan's petrochemical industry.
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