What is the management system of Shenzhen Henggang Guang Tai Electronics Factory?

Guang Tai Electronics is a Taiwan-funded enterprise. One: pay attention to details ~ strive for perfection. Two: Attitude is everything. Third, focus on vision and cultural shaping. Four: Good at learning and culture. One: pay attention to details ~ strive for perfection. Enterprises in Taiwan Province Province pay great attention to details, which are reflected in all aspects of management. For example, when recruiting personnel, they are very meticulous and examine a person from all levels. Why the turnover rate of employees in domestic enterprises is so high now is related to the fact that the personality of candidates can not be well examined during the interview. Recruiting a suitable person is not that simple. In contrast, enterprises in Taiwan Province Province are more meticulous. There is a Taiwan-funded training company, and they are very strict in recruiting employees (whether consultants, trainers or customer service personnel). They may spend a day communicating and inspecting with the candidates. The company will be specially explained by the supervisor to let them know the company's philosophy. From this process, you can find out whether a person's personality and values have been cancelled, such as whether this person is actively thinking, whether he has leadership ability, how logical and so on. After the first round of very strict and long examination, the person who is suitable for the company culture will enter the next round of interview, and then the department head will communicate with him face to face to understand his work ability and analytical level. Comparatively speaking, enterprises in Taiwan Province Province value a person's attitude and potential more than his experience, because they think that experience can be accumulated and ability can be cultivated, but attitude and potential are difficult to change. 2. Attitude is everything. Enterprises in Taiwan Province Province attach great importance to attitude, and generally regard "attitude is everything" as an important content of company culture. In local enterprises in Taiwan Province Province, bosses often think that cooperation with employees is based on trust, and many middle-level cadres do not have written employment contracts. "The boss gives you the enterprise, which in itself is trust. Even if there is a written contract, you have to leave if you can't do it well. I have been with my boss for decades and know what to do! " This is also the reason why most Taiwan-funded enterprises emphasize their attitude. "Bosses in Taiwan Province Province pay more attention to employees' attitudes. It doesn't matter if they are incompetent. Change their position and give them another chance. For employees with low desire to work, they must improve their desire to work, otherwise they can only leave. "This management philosophy is widespread in Taiwan-funded enterprises. However, this idea is hard to get recognition in Chinese mainland. Now, the relationship between companies and employees is more and more a contractual relationship, that is, "I will do as much as you give me", but in Taiwan-funded enterprises, this sentence should be reversed, "I will give as much as you give" and "If you want to be a leader, you should be a leader first and do what leaders do". Therefore, it is difficult to reconcile the conflict of this concept. If you want to get ahead in Taiwan-funded enterprises, you must suit their culture. (But at present, the mainstream culture in Chinese mainland is contract culture, that is, everyone is in a contractual relationship. I think I can get more salary. If you can't, I'll go to another enterprise. Then why do Taiwan-funded enterprises make great efforts to recruit people and often spend a lot of time training him, but when he matures, he often jumps over because of salary problems? Enterprises feel that they can't keep people, employees have no loyalty, and employees will complain about low wages and tired work. This is mainly caused by the differences in values and working methods between the two sides. This is also an important reason why Taiwan-funded enterprises have grown up. Third, focus on vision and cultural shaping.

Excellent Taiwan-funded enterprises often have a good cultural atmosphere and attach great importance to the construction of family culture. Some people say that enterprises in Taiwan Province Province developed by Confucian culture. Although this view is not necessarily correct, enterprises in Taiwan Province Province have indeed absorbed many Confucian ideas, such as "affection, affection, harmony and diligence", and the foundation of Lenovo culture is formed on the basis of learning from enterprises in Taiwan Province Province. It should be said that the corporate culture that pays attention to the "family" atmosphere is a very smart place for Taiwan-funded enterprises. It can unite staff morale and form loyalty to enterprises. Enterprises in Taiwan Province Province should learn from us in shaping their vision and building consensus. Some enterprises in Taiwan Province Province will take a long time to hire consulting companies to plan their vision and mission when they are just established. After the company's vision is determined, the most important thing is to implement it. After the approval of the top supervisor, it is passed on to the next supervisor, and it is passed down from layer to layer, so that talents can take the initiative to work for the company. This is the highest realm. Building employees' sense of identity with values and visions is the genius of enterprises in Taiwan Province Province, and they attach great importance to building family cultural atmosphere. Many enterprises in Chinese mainland have also proposed to mold family culture. Everyone wants the enterprise to be a big family, and all employees take the enterprise as their home. However, an important feature of family culture is that employees and superiors should communicate frequently, respect each other and have an atmosphere of mutual support. However, to establish such a consensus, senior leaders of enterprises must be able to set an example and care for grassroots employees, which requires courage. In addition, the "gratitude culture" in Taiwan Province Province is also worth learning. How to build employee loyalty? In fact, in the final analysis, employees should be grateful to the company, not grateful and grateful. That's the contractual relationship. How much does it cost? What you gave is different from what I wanted. Of course, I will leave. There is no question of loyalty or disloyalty. But enterprises in Taiwan Province Province have done much better in this respect. Bosses often emphasize that enterprises are a big family and work together with employees. Enterprises thank employees and ask employees to understand the company's difficulties. Most bosses in Taiwan Province Province have a good relationship with their employees. The boss often gives small gifts to employees and often praises them. Chen Anzhi, a successful scientist in Asia, likes to say "Don't be stingy with your praise and smile", which is their way of establishing affinity. However, many managers in Chinese mainland find it difficult to do this, which is related to our relatively closed culture. Praising others seems flattering, but in fact it is a sign of lack of leadership.

Four: Good at learning and culture. Enterprises in Taiwan Province Province are good at learning, which can be seen from their emphasis on training. There are many lecturers in Taiwan Province Province, and the training industry is relatively developed. Distrust has become the biggest bottleneck for the development of Taiwanese businessmen. Why do Taiwanese enterprises grow up in Chinese mainland? Besides political factors, some thinking modes of Taiwanese businessmen also make it difficult for them to integrate into the mainstream culture of Chinese mainland. A serious disagreement is about the salary of employees. The salary of Taiwan-funded enterprises is generally low, which is obviously different from that of European and American enterprises. This is because European and American companies don't think much about the cost of training, but directly look for suitable talents with higher salaries. Wages do not include other costs such as training, so they prefer people with rich work experience and profound qualifications. Taiwan Province companies tend to consider training employees who can share the same fate with the company, and tend to use fresh college graduates to give good training, so the comprehensive calculation work cost is higher than the work salary. General Manager BenQ said: "Enterprises in Taiwan Province Province are more concerned about the cost of jobs than the salary cost of employees. Because the cost of the position includes salary, office expenses, travel expenses and so on. For example, going to work from Taichung to Tainan can be completed on the same day. You can go from Suzhou to Beijing, or from Shanghai to Beijing to do something similar. It will be difficult to finish the day and the cost will be high. Don't let salary become a tool to attract employees. " This is the culture and values of enterprises in Taiwan Province Province, and it is difficult for us to change it, but it is difficult to integrate this culture with the values of mainland employees. More and more outstanding employees have entered European and American enterprises, private enterprises and joint-stock state-owned enterprises. Most of the compensation models of these enterprises are based on performance, focusing on education, qualifications and experience. Salary is increasingly becoming an important indicator to measure a person's ability. In such a big cultural atmosphere, Taiwan-funded enterprises seem to be out of place. They have a good way to shape their vision and a good atmosphere, but they are all "applauding and not calling for seats". It is difficult to attract and retain those excellent employees, which in turn leads to Taiwanese businessmen's distrust of mainland employees. So now many companies in Taiwan Province Province are complaining that they can't find loyal employees and are losing patience with mainland employees, which will lead to a vicious circle and enterprises can't grow and develop.