Methods to improve the performance of labor force

Methods to improve the performance of labor force

In the field of performance research at home and abroad, labor efficiency has always been a concern. I have sorted out some ways to improve the performance of the labor force for you, hoping to help you.

(A) improve the level of enterprise information, lean management of employees.

According to the data of Nomura Securities in Japan, only 28% of manufacturing enterprises in China are equipped with information and digital equipment, compared with 83% in Japan. Therefore, China's manufacturing industry still has great potential in informationization and digitalization. As we all know, in the past 20-30 years, enterprises in China have optimized the materials, funds, equipment and other resources in the supply chain through ERP and other information systems, and made the management process as automatic as possible. However, ERP can't give real-time feedback on the actual situation on the production line, such as non-production time such as production time, material waiting and equipment maintenance, and can't link production activities with the attendance and scheduling information of front-line employees. Therefore, the JIT model is adopted to manage employees, carefully track the working hours and tasks of employees, make employees complete tasks efficiently through reasonable and optimized implementation, make enterprises more lean and efficient through automatic centralized management and dynamic analysis of labor data, and finally improve competitiveness and service level. In this regard, kronos has provided labor management solutions through the cloud in more than 100 countries and regions around the world, and domestic enterprises are also trying. For struggling manufacturing enterprises in China, it is an important way to improve labor performance by adopting lean labor management methods, so that enterprises can understand and minimize those activities that do not add value, and improve production planning and deployment.

(2) Improve the professional quality of employees and build a high-performance staff team.

Starting from Taylor's scientific management, in order to improve the performance of the labor force, we must first ensure that the quality of employees in enterprises reaches a certain standard. It can be said that the standardization, standardization and institutionalization of employees' working conditions are the core competitiveness of enterprise development. Professionalization? Li Hongfei, the author of "2 1 The First Competitiveness in the Century", pointed out in the book that professional staff is an important guarantee for enterprise performance. Liu brothers of New Hope Group visited enterprises in South Korea and Japan, and found that flour mills in South Korea and Japan with the same conditions and output only need 20% domestic employees. Employees in domestic enterprises have nothing to do when their work is almost done, while employees in Korean enterprises will take the initiative to help other employees after finishing their work, and they will also take the initiative to find ways to improve work efficiency when they have time. Famous professional managers have repeatedly mentioned in his speeches and works that the poor professionalism of employees in China enterprises leads to low efficiency of enterprises. Therefore, strengthening employees' professional quality education, cultivating employees' professional work ethics, professional work image, professional work skills and professional work ethics, and building a high-performance workforce are another way for manufacturing enterprises to improve their labor performance.

(3) Strengthen the management of employees' career planning and realize the unity of psychological contract and labor contract.

With the development of information technology and the arrival of knowledge economy, the organizational forms of enterprises have undergone drastic changes, such as informationization, globalization, decentralization and flattening. At the same time, a new generation with rich knowledge and independent values has become the backbone of the enterprise, and they pay more attention to the psychological literacy gained from their work. After adopting lean labor management, enterprises can track the working hours and tasks of employees in detail and collect information on working hours and tasks through automation. The remaining key is to put the right person in the right position at the right time, which requires our managers to have a precise understanding of the quality of employees, which requires us to do a good job in employee career planning and management. In particular, we should make good use of all kinds of evaluation work, do a good job in the management of employees' competence, realize the matching of company needs and personal abilities, help managers communicate effectively with employees, form good partners of employees' psychological contract and organization labor contract, and link a wide range of human resources activities into a whole. At the same time, let employees know their development direction and path in the enterprise, mobilize the enthusiasm of employees and achieve the ultimate goal of improving labor performance.

(D) Strengthen the construction of human resources and environment, and create a good internal environment for enterprises.

From the perspective of management practice, employees' complaints, slowdowns and even resignations are closely related to the human resource management environment of enterprises. Employees often take the mutual expectation, commitment and sense of responsibility between themselves and the organization as the standard of their efforts, which determines the attitude and behavior of employees and organizations. For managers, their basic task is to create and maintain a good internal environment. For human resource managers, no matter how advanced methods we use, the most important thing is to form an automatic and spontaneous human resource management environment and create a? Good money drives out bad money, and capable people do it. Corporate culture, which is the fundamental guarantee to improve the performance of the labor force. Therefore, for manufacturing enterprises, it is an important means to establish a complete human resource management system and create a good human resource management environment from the aspects of employee recruitment, training, assessment and salary management.

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