How to develop the potential of employees

"We should pay as much attention to human factors as we used to pay attention to mechanical factors." Henry? 6? 1 Ford II

Man is the source and decisive factor of all productive forces. For enterprise management, we must attach great importance to human factors, learn to respect employees, give full play to their enthusiasm, extensively absorb employees to participate in management, raise their awareness of participation, and strive to give full play to their potential in career development and career progress, so as to truly improve the value of human resources, improve the management level of enterprises and promote the healthy development of enterprises. First, the price once paid.

In the past, Ford's labor relations were very tense. At one time, employees were known for their tough attitude towards management, and they were very distrustful of management. The management does not pay attention to the requirements of employees, and the relationship between the two sides can be described as "incompatible", which leads to low production efficiency and huge losses.

In view of the fact that Ford employees have always been opposed to the management and have great distrust of the management, the management of the company has made efforts to unite the trade unions as the main goal. After several years' efforts, the trade unions changed from opponents to allies, turning enemies into friends, and finally Ford made a big turn.

Second, let respect resolve contradictions.

People are the most precious resources. Respect for people makes work a new human activity-love your employees, and they will love your enterprise doubly. From Ford's great success, we can find some universal principles applicable to all enterprises.

1, let the workers really feel their importance.

When talking about his attitude towards employees, Baker, the general manager of Ford Company, said: "Every time I meet someone, I will treat them meticulously and make them realize their importance. Absence of mind will only bring them harm. "

Therefore, when he got along with the workers, he listened to their conversation in a friendly and equal manner and helped them solve various difficulties. In this way, employees' work morale will be higher.

2. Listen carefully to the opinions of employees.

Workers working on the assembly line are naturally exposed to the production line, so they are often more familiar with the production situation than the leaders, and may think of unexpected suggestions from managers to improve labor productivity. At this time, it is very important for leaders to listen to the opinions of workers.

If an employee comes to you to talk about the company's production and operation, or other business-related matters, and you refuse, it will hurt his or her self-esteem and feel disheartened about his or her work, which will ultimately affect the labor productivity of the enterprise. Young people, in particular, often take revenge by being lazy and producing inferior products because they hold a grudge against their superiors.

Therefore, as a business leader, even if we don't consider it from the perspective of human feelings, we should also consider it from the perspective of economic benefits of enterprises and listen carefully to the opinions of employees.

3. Treat every employee sincerely.

If managers truly respect their employees, they must establish this time-tested friendship with them. But it is not an easy thing to think of this, which requires managers to insist on asking questions and get along with subordinates like brothers no matter what position they are in.

Ford once disclosed the accounts to employees, which made them very moved. In fact, this practice has undoubtedly produced a strong cohesion for employees, making employees feel that the company's profits and losses are closely related to their own interests, and the company's prosperity is their own honor. Sharing success will make their morale stronger, and it will also inspire their feelings of catching up. This is the magic of honest relationships.

Third, the unique employee participation plan.

In order to help employers and employees in the same boat. Baker, the general manager, and the chairman of the trade union have worked out an employee participation plan and set up a "problem-solving" group composed of workers in various workshops. Workers have the right to speak, which not only solves their living problems, but also plays a positive role in promoting the whole production work of the factory.

Workers have the right to speak, which not only solves their living problems, but also plays a positive role in promoting the whole production work of the factory. The unprecedented success of Langille truck and Brown II car is one of the outstanding examples. Before putting into production, the company boldly broke the convention that "workers can only build according to the drawings", but took out the design scheme for workers to "comment" and put forward opinions. Workers put forward 749 rationalization proposals, and 542 were adopted through research, of which two were very effective. In the past, when assembling the frame and body, workers had to stand in a ditch, holding a heavy wrench in their hands and screwing bolts and nuts with their heads down. Because the work is very hard, I often do it so-so, which affects the quality of the car. Worker gleim said: "Why can't the nut be installed on the frame first, so that the worker can screw the nut when standing on the floor?" This suggestion was adopted, which not only reduced the labor intensity, but also greatly improved the quality and efficiency.

With the continuous improvement of employees' sense of participation and cooperation, the production cost of a Ford car has been reduced by 195 USD, greatly shortening the gap with Japan, and these changes are all due to the exchange of needed goods between the upper and lower levels of the company; Internal management, workers and staff have changed their hostile attitudes in the past.

In addition to specific production, Ford also gives employees the right to participate in decision-making. It is often seen in Ford that leapfrog meetings are held at the request of employees. Employees can directly talk to managers who are several levels higher than themselves and express their opinions, and managers will give solutions as soon as possible. This has narrowed the distance between employees and managers, and the independence and autonomy of employees have been respected and brought into play, and their enthusiasm has also improved. The implementation of "full participation system" has stimulated the potential of employees and brought great benefits to enterprises. "Participation system" has been successfully implemented not only in Ford, but also in many enterprises in the United States and even around the world.

Fourth, build a new generation of autobots.

When it comes to workers on automobile assembly lines, people will emerge from the movie Modern Times. Chaplin's image as a worker. As the initiator of the assembly line, Ford puts special emphasis on the sustainable development of employees today.

They attach great importance to recruiting highly educated people, so the overall situation of their workers is that the proportion of highly educated people is on the rise. 13 or so went to college, about 4% had a four-year undergraduate degree, and about 97% had a high school diploma, all higher than the original workers.

Manufacturing is not looked down upon as before, and many people with higher education are willing to screw on the assembly line. Like William? 6? 1 Ward is a college graduate with a degree in history, but he entered an assembly plant in Ford. Although Ford doesn't expect all the new workers to be college graduates now, they undoubtedly want to recruit some workers who can save training and retraining costs while the factory continues to develop.

On the other hand, Ford is drastically reducing its management personnel, and letting workers take part of the responsibility to ensure quality, re-improve production procedures and improve products. Undoubtedly, people with high education level have certain advantages in this respect.

The entry of highly educated people into Ford shows that a new generation of American automobile manufacturing workers is on the rise.

Fifth, increase investment in employee development.

It is understood that the personal development of Ford employees has become an important part of the company's overall development. At present, employee development investment accounts for 65,438+00% of the company's total expenditure.

In Ford, the investment in employee sustainable development is divided into two parts: one is the investment in employee health and safety; The second is the investment in employee education and training.

On the one hand, Ford Company has specially set up employee health service project, and determined its mission: to protect the safety and health of employees from injuries and diseases. To this end, the company has set up many special posts, such as industrial hygiene engineer, toxic substance engineer, biological engineer, doctor and nurse. To formulate and implement health and safety projects in various fields.

Secondly, Ford Motor Company provides employees with more comprehensive education and training opportunities and resources, such as e-courses, face-to-face courses, leadership and management skills training and other business-related skills training on the website. The company is also very supportive of employees' further education.

Ford has a good general education program, which is simple and easy: the participants are every employee of Ford who receives the mail, about 654.38 million+people. Every Friday at 5 pm, the CEO describes Ford's new management method by email. This situation has been going on for two years.

Another important way that Ford also adopts is mutual education. They put forward and implemented "viewpoint education", that is, a learning mechanism, to express someone's understanding or summary of their own business or common business success factors and share them with others.

This mechanism is not necessarily to find a complete and correct answer, but to understand how a person thinks. He asked every employee to disclose his assumptions, beliefs or practices to leaders, colleagues and subordinates, trying to open the "black box" in everyone's mind and discover the embryonic form of good ideas or important insights that have not yet been discovered.

Sixth, pay attention to the influence of corporate culture.

The personnel management department of Ford Company has the function of communicating the relationship between employees and enterprises. Personnel department employees often participate in birthday, party and other activities, listen to employees' opinions on enterprise and personnel management, guide employees to understand the development goals of the enterprise, participate in enterprise management, satisfy employees' sense of accomplishment, and let employees feel their existence and influence on the enterprise.

Personnel department staff also reflect the concerns of employees to all management, propose solutions, and help enterprises establish an open, respectful, caring and cooperative working environment. These functions and work of personnel department create and promote the formation and development of corporate culture. The management concept contained in corporate culture and the corporate personality formed by corporate core values play a vital role in the business behavior of enterprises.