What are the methods to improve the knowledge management ability of enterprises?

Sixteen modules of effective management 1, excellent management team. 2. Scientific strategic decision. 3. Perfect enterprise system. 4. Reasonable salary system. 5. Effective incentive mechanism. 6. Effective communication mechanism. 7. Harmonious organizational atmosphere. 8. Detailed work plan. 9. A sound training system. 10, 5S management. 1 1, a learning organization. 12, innovative organization. 13, risk management. 14, quality management. 15, safety management. 16, patrol management. Wait a minute.

Six principles of effective management

First, focus on results.

Management focuses on pursuing or achieving results. A principle of inspection management is: whether the goal is achieved and whether the task is completed. Of course, this principle is not applicable in all cases, and managers should focus on what is effective.

Second, grasp the whole.

Managers become managers because they look at the overall situation, look at the whole, and take the overall development as their responsibility. Managers should understand their tasks, not starting from their posts, but focusing on how to use the knowledge, ability and experience derived from posts to serve the whole.

Third, get to the point.

The key to focusing on the main points is to focus on a few really important things. Many managers are keen to find the so-called "secret recipe", which is actually a risky behavior. If there is any secret recipe, it is that focusing on the main points should be the most important. Ability, skill, discipline and ability to focus on the main points are typical manifestations of high efficiency.

Fourth, make use of advantages.

Using advantages means using existing advantages, not those that need to be re-established and developed. But in reality, many managers are always committed to the opposite aspect, that is, developing new advantages instead of giving full play to existing advantages. If so, even if the management method is skillful and scientific, the management mistakes caused will be irreparable.

Verb (abbreviation for verb) mutual trust

How to create a harmonious and perfect working atmosphere in your own department or organization? Some managers follow textbooks in an orderly way, but the effect is not very good. In fact, as long as the manager can win the trust of the people around him, the working atmosphere of the department or organization he manages will be harmonious.

Sixth, think positively.

The key to positive thinking is to think in a correct or creative way. The principle of positive thinking enables managers to focus on opportunities. In fact, finding and seizing opportunities is more important than solving problems, but this does not mean that managers can ignore existing problems. Efficient managers can clearly see problems and difficulties, do not avoid them, but look for possible ways and opportunities first.

Effectively manage five tasks

The first task: set goals. Setting a reasonable goal is half the goal. The task as a manager is to find and set reasonable goals in the process of work. Middle managers should assign tasks to their departments and subordinates. The key to the goal is the content, not the form. The key to setting goals is to set personal goals. Set personal goals for a year, a quarter or even a month. Because only by decomposing the goal into individuals can there be a goal that is hoped to be achieved. How to set reasonable goals: The first principle is to set as few goals as possible. If there are too many goals, there is definitely no way to achieve them. It is important to set several goals and force you to determine that goal. The second principle is to set a challenging goal and pay attention to the reality of the goal. If you can't reach your goal by jumping, then most people's reaction is to "break the jar and break it"! As a boss, you should guide and manage the team by setting goals. The third principle is to quantify goals as much as possible. If a goal cannot be quantified, it is difficult for you to achieve it. The fourth principle is that goals should match measures and resources. The fifth principle is that the more difficult the situation is, the more short-term goals are needed. When you achieve your short-term goal ten times, twenty times and dozens of times, you will find that suddenly, your big goal has been achieved. Therefore, the more dangerous and difficult the situation, the more we need short-term, specific and small goals. The last principle is that the goal should be recorded in words, so that it is easy to check whether the goal has been achieved.

The second task: organizing implementation. Organizational implementation is how to design your own organizational structure and process. In this process, managers need to answer the following three questions: first, how to design the organization to better meet the needs of customers. Second, how to design, so that employees can better complete the task. Third, how to design the organizational structure so that senior managers can complete their tasks. At different stages of organizational development, it is necessary to find an organizational structure suitable for enterprises to complete tasks. The big organizational structure has been completed, how can we make things specific to individuals? In fact, there is a very simple method called transformation matrix. One is to list the things to be done, the other is to design some posts with specific responsible persons, and the third is to find ways to match the things to be done with these posts. Through this transformation matrix, we can hand over the tasks to each post and individual.

The third task: how to make a good decision, we need to pay attention to four points. First, we must find out the problem. Often the decisions made are invalid because the right questions are not found. Second, try not to make decisions under pressure. Decisions made under pressure are usually not good decisions. Third, you must know that there must be other choices besides knowing the choice. Making a decision is nothing more than finding the most favorable and least risky option among different options. If you try to find another option, you will usually find a better decision. Decision-making itself is important, but execution is more important than decision-making. Finally, in the process of decision-making, it is very important to understand different opinions. The premise of correct decision-making is that different opinions should be fully expressed. To make a correct decision, of course, we should pay attention to the decision-making procedure. To find the right problem, we must understand the preconditions for making decisions, know what options are available, know the risks and consequences after choosing, and make decisions according to the risks and consequences. After decision-making, implementation, and implementation, constant feedback. According to this feedback, adjust the decision. In fact, if you want to make the right decision, you need such a complete decision-making process.

The fourth task: monitoring why many things can't be implemented is because there are not enough monitoring tools and monitoring means. How to effectively monitor: First, I don't want to monitor too much, that is to say, I only monitor the most important links. If you supervise and control too many things, you will eventually miss the things that should be supervised most. Second, from the perspective of supervision, it is necessary to conduct spot checks, not one by one. One-by-one inspection means spending a lot of time and distrust of employees. Spot checks can play a good supervisory role. Third, the purpose of supervision and control is to achieve goals, not to collect information. Fourth, the purpose of monitoring is to change the future and let the future develop according to our wishes, not to correct it afterwards. The purpose of monitoring is to prevent unexpected things from happening, that is, we should control the future, not correct it afterwards, which is actually the essence of monitoring. Managers should complete six steps to complete closed-loop control: the first step is to determine the control range; The second step is to determine the key elements to be controlled; Step 3, determine the control standard; Step four, collect data and information; The fifth step is to measure whether the effect has reached our standards; The sixth step is to correct. In this iterative process, the key areas are cost control, business process control and risk control.

The fifth task: training talents is the most important asset of an enterprise. Managers just ask others to help you complete the task. Recruiting and cultivating talents is the most important task for top managers. We may face the choice of recruiting airborne troops from outside or training them internally. On the surface, the benefits of recruiting airborne troops are obvious, and everyone who finds them can use them. Self-cultivation seems to be a long and ineffective process. But from the perspective of the company's long-term development, the best way is to cultivate talents by yourself. Maybe at some time in some special positions, you can recruit one or two talents like airborne soldiers. However, we must not hope that these people can play a role immediately. Because it takes them about a year to get familiar with the company environment, he probably has some feelings and knows how to do it in the second year. It was not until the third year that his role could really be brought into play. And most of our entrepreneurs or managers can't wait for three years. It takes time to know that an outsider plays a role in the heart, and we will be more inclined to cultivate an inner person. It may take him two or three years from the beginning to do something on his own. But you can believe that the people you have trained in these two or three years are completely suitable for your company's environment. Therefore, the talents cultivated internally are better used than those cultivated externally. If you want the long-term development of an enterprise, you must try your best to cultivate internal talents. P&G's corporate principle is not to recruit managers from outside. Of course, this involves the problem that an insider is not qualified and must go to an outsider. In fact, a person's potential is great. Western proverbs say that when God gives a person a task, he usually gives him a talent.