Suggestions on company management

For enterprise management

Kenichi

Since I joined the company for a week on June 17, I have communicated with the company personnel in all aspects through careful understanding; Personally, I think there are three aspects that need to be improved: taking quality (production, product and service quality) as the foundation of enterprise survival, execution and cohesion.

Poor communication, disconnection, deviation of assigned tasks, failure to finish on time and low work efficiency lie in the strengthening of execution; The enthusiasm and responsibility of work lies in the construction of enterprise cohesion.

All of the above depend on perfecting the company management system, defining work standards, optimizing work processes and establishing an efficient team with caring corporate culture.

To implement and constantly improve the company's internal management should be a combination of institutionalized hard management and humanized flexible policy, which has both constraints and incentives to solve people's problems.

In view of this, for the improvement of internal management, the preliminary ideas and suggestions are as follows:

First of all, I would like to express my views on the execution and working mentality of employees in logistics functional departments.

1. What is corporate culture, management system and workflow, and what is the purpose and significance of its formulation? How to implement the company's system and workflow? I think most employees in the company will treat it with a negative attitude at present, so they don't obey each other, shirk their responsibilities, do whatever the leaders say, delay their work or even don't do it, and excellent employees dare to call a spade a spade, so there are complaints such as "doing well is the same as not doing it", "doing more and making more mistakes" and "deceiving the upper and deceiving the lower". Employees complain that their emotions are too heavy and their execution is poor.

Second, the reasons leading to the above situation: 1, individual employees have poor personal quality and poor work attitude, and a mouse excrement spoils a pot of soup; Accustomed to spreading negative emotions and information. 2. No one has interpreted, guided and passed on the understanding of the system and process. 3. Some people have low education level and poor comprehensive quality, so they can't look at the problem from the overall situation, misinterpret and implement the wrong information and processes. 4. Most employees are introduced by acquaintances and there are many related households, which objectively increases the management difficulty. 5. Some employees have a low level of education, so they can't absorb and use the training content well, which leads to the lack of suitable working methods and processes and low working ability, which brings unnecessary troubles to other departments or employees and brings negative effects. 6. The communication between the executive power and the department is not smooth. First, ask the company's management team and the executive team (that is, the department head).

The problem is that to make employees cohesive, we must first start from the department head.

Third, strengthen the construction of enterprise culture and make up for the deficiency of management system through spiritual guidance. Cultivating the consistent values of enterprises, standardizing and restraining employees' behavior through the mainstream values of enterprises, forming a strong corporate cohesion, has become the source of sustainable development of enterprises.

Secondly, I want to talk about some personal views on corporate culture and improvement measures.

1. Conduct a one-day training on corporate culture and other related issues for newcomers, and set relevant test questions for assessment and scoring, which will be included in the assessment items for employees during the probation period.

Second, read aloud before going to work early (morning meeting). The suggestion is not limited to a few words, but to learn a complete corporate culture. After that, you can arrange to do morning exercises or sing Zhendong company songs to gather combat effectiveness, or choose a more suitable morning meeting process.

Third, the cleaning work of personnel in logistics functional departments can be adjusted to before going to work in the morning or before coming off work in the afternoon. The pre-shift meeting time is fixed at 7:20 or 7:30 in the morning. Employees can swipe their cards before going to work and clean the office or tidy the office desk before the meeting time. The current situation is that employees have nothing to do, get together and chat, talk about things that are not good for the company and work, complain and so on. 10 to 20 minutes before the meeting. It is suggested that companies should try not to provide a platform for spreading negative thoughts.

4. Open the general manager's email address or other green complaint channels, so that employees can make comments or suggestions to the company anonymously, and prevent public complaints or vent personal emotions and negative information in bad ways.

5. Add relevant provisions on not complaining to the company's daily management system, and give warning to employees who have negative thoughts and like complaining. If they don't change after warning, they will be ordered to leave.

Thirdly, for suggestions on improving employee efficiency,

First, the recruitment interview should be matched with the post as much as possible, and the job competency requirements and work discipline requirements should be increased in the induction training.

Second, department heads should cooperate with the division of labor, strengthen internal training and improve employees' work skills.

3. With the participation of human resources and department heads led by the enterprise management department, the company will analyze the work of each post/type of work, make a post quantitative analysis table (subdivide normal work items and unexpected work items, give work weights to work items in stages, clarify work priorities, and facilitate employees to arrange their work reasonably), and sort out the work flow of each post; Department heads are responsible for communicating learning.

Fourth, strengthen daily management, supervise the working status of employees and give timely guidance. It is suggested that employees do a good job summary for the day and work plan for the next day, and quantify the time (hours/minutes) until the work item is completed. It will be useful.

Discipline and work attitude are the indicators of employee performance appraisal. Conduct timely assessment, train employees who are not suitable for the post, and then hire or dismiss them.

Five, select outstanding employees, set an example (selection criteria from performance, efficiency, responsibility,

Evaluation of special contributions, etc.), forming an atmosphere of learning from examples, standards and norms.

The intransitive verb implementer prepares a plan to cultivate and reserve management talents, backbone talents and technical talents for the company, avoid the influence of talent flow on the company, build a hierarchical talent team, and make the company develop orderly and efficiently.

Seven, the weekly meeting time is suggested to be Monday or weekend, and the participants are determined to be middle-level and above managers. The production system can determine the participants according to the needs, and the logistics management department does not have to attend all of them; The content of the meeting can focus on how to solve the problem, and the moderator should integrate the content of the meeting in advance to avoid invalid meetings; As for the spirit and requirements of the meeting, the department head can convey and supervise the implementation.

Eight, establish the authority of middle managers, layers of supervision of the work. At the same time, it requires and promotes the management ability and personal leadership charm of middle managers, and really plays the role of department leaders.

The above are suggestions for the overall management of the company. If there is anything wrong, please criticize and correct me. Finally, as a member of the human resources department, I have an unshirkable responsibility for the company's human resources management. I am still studying and analyzing the company's existing human resource management; However, I would like to express some personal opinions on my shallow qualifications in human resource management, as follows:

1. Suggestions on recruitment methods and processes,

Current recruitment methods:

It is suggested to consider the needs of phased and regional recruitment, and the following methods can be considered for the recruitment of people in production positions with a large amount of labor:

Second, suggestions for new employees' induction process:

1. The human resources department inquired about the personal career planning of the newcomers before they joined the company in detail, to find out their understanding of the company and their work in their new positions.

2. The human resources department introduces the work direction to the newcomers on the day of employment. The employing department is responsible for introducing new people, including work scope, division of labor, work flow and work requirements (comprehensive quality, learning ability and work attitude); Assign special personnel to take care of new employees; The employing department and helpers are responsible for training new people, resulting in the loss of personnel; At the same time, a certain amount of help bonus is set, which is included in the monthly salary bonus.

3. The Human Resources Department regularly organizes training for newcomers, covering corporate culture, company rules and regulations, production processes, safety and so on.

4. The Human Resources Department conducts probation talks and assessments one week, half a month, one month and two months after the newcomers join the company; Before the new employee becomes a regular employee, make a regular assessment and submit the assessment results for filing.

5. The Human Resources Department tracks the working status and psychological dynamics of the newcomers after they join the company, communicates with the employing department in time about the newcomers' work (including the evaluation of the newcomers by the employing department), and makes timely adjustments to ensure the matching of people and posts.

Improve employee satisfaction.

Third, the reasons for the loss of new employees and suggestions for improvement

At present, the company's situation is that newcomers basically enter the stage of self-learning and self-familiarity after completing the entry procedures. Sometimes, there will be old employees to guide them, but at the same time, some negative information of the company will be given to newcomers, causing them to be confused about the company and personal development, and most of them can't find a sense of belonging.

Here, it is suggested that the human resources department and the employing department track the newcomers and support the "soft landing". The specific implementation can start from the official registration of new employees, and the human resources department and the employing department will follow up with new employees until they are fully adapted to their jobs and start working independently. As an assessment cycle to track and support new employees, the human resources department and the employing department are also responsible for training new employees, which will be included in the assessment indicators of the human resources department and the employing department.

The reasons for the loss of new employees focus on the following aspects: insufficient care, great environmental pressure, the negative influence of old employees and the mentality of new employees to try.

Here, my suggestions are:

1, employ the active care of department leaders, talk with employees in time, understand whether their stress comes from spirit or work, and solve or help employees decompress in time;

2. The employing department arranges excellent employees to help and bring new employees to avoid the transmission of negative information. For some old employees with incorrect mentality who communicate alone and do ideological work and affect the principle, they can be dismissed.

3. In the interview stage, the human resources department clearly understands the applicant's application purpose, and filters out candidates with high job-hopping tendency and low loyalty. Besides the talent's ability, it pays more attention to personality.

4. Recruiters should truthfully reflect the company's situation to candidates, and must not exaggerate the company's strength for recruiting outstanding talents and lay hidden dangers for brain drain; During the interview, explain the ability requirements and job skills requirements to the candidates, and identify them accurately, which is suitable for the post.

5. A one-week probation period can be set for new employees who join the company with a "try it" mentality. There is no salary this week. After successfully passing the probation period, this week's salary can be included in the current month's salary and paid on time.

Fourth, suggestions on keeping people and reducing the flow of people.

1. Improve and implement the salary and welfare system. Try to make the salary and benefits paid consistent with the efforts and contributions of employees, keep a balance with the regional mainstream consumption level and quality of life, and maintain considerable competitiveness in the same industry. Pay attention to meet the needs of employees at different levels (material, spiritual, etc.). ), so that enterprises are full of talents and prosperous.

2. Strengthen internal communication. By establishing communication channels.