Individuals on the company's management rationalization proposals

Individuals on the company's management suggestions a

For a business, how to do bigger and stronger, I think the company's leadership on the future development of the company has a certain plan and decision-making. I have been to the company before and after four years, for the company's understanding of the work is limited to the practice, to make suggestions is just a fool's errand, if there is something wrong hope you can bear with me.

First, the company should take seriously the suggestions made by any employee, the organization of the rationality of the proposal to comment on the staff. Where the rationalization of the proposal, can be implemented must be arranged to implement the counterpart department.

Second, business leaders should establish harmonious exchanges and communication mechanisms with employees at all levels, uploading information from the top and uploading information from the bottom. Enterprises should encourage employees to dare to speak the truth, dare to tell the truth, and encourage employees to dare to express their different opinions. Enterprises should create a harmonious relationship between the upper and lower levels, the leadership of the enterprise should let every employee understand and understand the focus of the current work, the leadership should also be courteous and sensitive to the people's feelings. If business leaders and employees at all levels think alike, so that the enterprise has a solid foundation, the enterprise can do more powerful.

Third, the leadership should strengthen the understanding of the content of the work of the staff, to do every job requires a certain amount of time, especially the high technical content and professionalism, the time used will be longer. Leaders should not be in a hurry after arranging the work, and should not belittle the labor of the employees, or the results will be less than satisfactory.

Fourth, on the decision-making, the enterprise should establish a management consultative mechanism, especially on the development of the enterprise's major issues should be widely listened to by the masses, brainstorming, multi-angle argumentation of the rationality of the decision. A person's ability is limited, more experienced people also have to consider the time not well thought out, as the saying goes? A wise man must be infallible? , not to mention that we are not a wise man. As a leader, we should pay more attention to the collective wisdom, especially in the front line of the personnel, master are first-hand information, decision-making can be reasonable suggestions.

Fifth, the company's leaders should be decentralized managers to improve their management skills. Power is the tool of governance, to appoint a person as a leading cadre, he must have the corresponding power and ability. Managers without power is not a real manager, the efficiency of the work can never be improved.

Six, the company should grasp the scope of the work of the various departments and employees of the job responsibilities for a relatively clear definition, like the two countries to survey the border, as well as defining the unclear war. The department is responsible for the work of the task, should be responsible for him in the end, of course, some work in order to how to save costs under the premise that can be done by other departments

departments. Departments can help each other, but we must distinguish between you and me, who is who's work should be allowed to do, do not do well that is the ability and level of the problem. Otherwise, our still can not get rid of unclear responsibilities, management confusion. If all departments to minimize the error, the last out of things can also meet expectations.

Seven, the leadership arrangements for work to the department or group as a standard, to distinguish between positions, can not see who grabbed who, haphazard arrangements. Obviously should be Zhang San to do things, but let Li Si to do, this is the management of the taboo. Any position has its requirements, meet the requirements on, do not meet the requirements of the next, knowing that Zhang San is not suitable for this position, but put him in this position, so that it? In its position does not seek its politics? That is a problem with the company's method of employing people. Do more than not get more, do less not get less, all eat? Big pot rice? The management will never go up.

Eight, the company should grasp the management system construction. Since I came to this company, I have objections to the company's management system, in early 2006, I have also expressed the position, but then I just casually said that no one paid attention at that time. Now, the leadership put me in this position, I have to be responsible for my own work. Our company's management system has the following shortcomings:

1, the number of systems is too small. As has a certain size of the enterprise, there are no hundreds of management system, simply can not cover all the content of the work. Our system is even less than one-third of the system, and the system established in accordance with the law is few and far between. The cultural industry is a highly specialized industry, there are many relevant laws and regulations and standards to constrain its activities, the competent authorities also require the establishment of relevant management systems, but we have not done enough in this regard.

2, the direction of the cart before the horse. The system is a kind of downward spiral, is the superior constraints on the lower level of a kind of legal standard. Since it is called? Company management system? , we should establish a company-level management system. Our management system should be formulated at the departmental level, which is obviously a? directional error. The company system can be implemented throughout the company, but the departmental system can only be implemented in their own departments. Departmental systems must be developed based on the company's system, there should be a primary and secondary relationship.

3, the form of patchwork. System is the system, and job duties are two different things, do not confuse the concept. Job responsibilities belong to human resource management? Performance appraisal? Category, is the "job description" should have the content, can not be added to the system.

4, before the development of the system, the company's leadership to come up with the development of views or programs, especially in terms of quantitative content, is

to lead to determine. For example: the company's original painting department can be a month to draw rubbing once a month, or twice a month, but exactly how many times, according to the leadership intention to develop, so that in the implementation of the more in line with the requirements of the leadership. Otherwise, not recognized, there will be difficult to implement the problem.

5, the system in the development process, the work of each position should be identified, thorough consideration, the development of the corresponding system, and strive to make the system cover all the content of the work. After the system into a draft, it should be reviewed and recognized by the company's competent leaders.

6, once the system is developed, the whole company all people, including leaders, should be on the system to learn and master, strictly according to the system implementation. But this point, my company did not do well. Developed a system, the leadership does not take the responsibility, do not take the lead, can not play the role of an example, the staff will naturally violate the rules of operation. The hard work of the system has become a piece of paper, management and returned to the chaotic situation.

Nine, the company should seriously consider the construction of human resources. Human resources, including job analysis, human resources planning, staff recruitment and selection, labor relations, performance appraisal, compensation and benefits, employee incentives, talent training and development of eight boards, one without the other. If the company still maintains the existing fragmented management model, I recommend canceling the virtual performance appraisal, put more time on the existing work.

Tenth, the company should pay attention to talent development and talent protection. Enterprise competition is the competition for talent, no one will have no wealth. We always emphasize? People-oriented? Emphasis on talent, but from the company's talent turnover rate in recent years, our management is still stuck on the slogan. For example: excellent original artist is the talent we need, but we have not been well protected and utilized. Originally, the excellent original painting can be completed more than 300 seconds per month, while the actual only completed about 150 seconds, but did not dedicate all the energy.

Eleven, if the 20xx pre-department is still responsible for these jobs now, I suggest that the company for the pre-department to increase the number of new people, used to draw a separate sub-screen to enhance the strength of the pre-department. Outgoing can not be stable to ensure that the company has enough workload. Twelve, it is recommended that the company in 20xx years to organize management personnel to go to large enterprises to study, extensive study of advanced management mode, for the development of enterprises to open up new ideas.

Personal management of the company's proposals for the second

The following are some of their own simple ideas, may not be mature enough, but also some one-sided and subjective.

First of all, the state-owned large and medium-sized enterprises, these enterprises started early, coupled with state-owned, so the general human resources department is more perfect, but we all know that working in state-owned enterprises, promotion opportunities at the same time is also relatively slim, because the state-owned enterprises? Perfect? The human resource management system for the seniority of the staff to provide a great deal of? Welfare? The system of human resource management in state-owned enterprises provides great benefits to senior employees, but also restricts those who work at the grass-roots level for many years. The promotion mechanism within SOEs can be compared to that of government departments. Only up, not down, unless you make a mistake, their own lack of motivation, take the initiative to leave? But we have to admit that the state-owned enterprises of human resources management is more and more mature, the implementation of the various modules is also very rigorous, the enterprise to the human resources department of the importance of more and more.

Secondly, foreign enterprises, we all know that the original source of human resource management concept is foreign, so foreign enterprises have long been seen as the human resources department as one of the strategic departments of the enterprise, because the foreign talent concept compared to China is still very advanced, here I do not have to expand the human resource management of foreign enterprises to explain.

Then I will talk about my personal views on the human resource management of private enterprises in China. First of all, I said I have strong admiration for some of the founders of private enterprises, because most of the private enterprises are in the planned economy and the market economy of the track loophole in the growth of entrepreneurial hardship and risk is huge. And now the private enterprise also has the preliminary rely on the market consciousness of self-reliance and behavioral ability, preliminary conditions to become a real market business subject. In addition, most of the private enterprises in the initial stage rely on private funding or a number of like-minded colleagues voluntarily combined, which determines the enterprise to adopt the individual compensation center, to the family-oriented management mode, the entrepreneur's personal characteristics of the formation of the management of the enterprise has a far-reaching impact, the entrepreneur's private charisma and inspiration to become a major source of corporate cohesion, which ensures the high efficiency of the decision-making and the corporate Initial cohesion plays a decisive role. Now in the growing growth of private enterprises, one side to expand the business on the other hand, but also to improve their own internal management, most of the private enterprises for human resource management is only in the understanding of the exploration stage, for example: they believe that performance management is the completion of the task of the staff, the achievement of the goal of the performance appraisal, and then the results of the appraisal and wages, bonuses and then used to stimulate the enthusiasm of employees to work, and to achieve the maximum profitability of the enterprise. Profit of such a cycle of management process. As a result, most of the current private enterprises to staff performance appraisal is only applied in the salary distribution of this aspect. In fact, performance management in a certain environment, it can be transformed into a power to motivate and growth based on mobilizing employees' enthusiasm, initiative and creativity. Effective performance management based on? Compensation-based? The enterprise culture, through the staff to participate in the whole process of enterprise management,

so as to find talent, the rational use of talent, the full potential to tap the talent, to realize the enterprise and the staff of the win-win situation. The company has been able to achieve a win-win situation with its employees.

It can be seen that most of the private enterprises in the Chinese market on the concept of human resources management is still in the fuzzy exploratory period, although many enterprises are speeding up the human resources department to improve the footsteps, but then perfect the system is also very difficult to break the long-standing existence of some of the original interests within the enterprise and nepotism. This essentially restricts the development of human resource management concept. I have recently participated in many enterprises to carry out campus recruitment seminars found that the management of the human resources department of these private enterprises is the same, from the production of corporate publicity

film to the speech PPT, is nothing more than the enterprise after continuous efforts of the various departments of the perfect, the enterprise development and growth of the speed of how rapid, the future development of the vision of the grand, the concept of employing more enlightened, the promotion mechanism of how fair? How fair is the promotion mechanism? Ask the human resources department of each enterprise to really do the management of the department is linked to the fate of the enterprise? Simply deal with some labor relations, personnel transfers, recruitment and training work, which can only superficially solve the enterprise's problems. If you want the human resources department is really valued by the enterprise, really recognized by various departments, it should start from the human resources department itself to rectify. Some people will not understand why engaged in human resources-related work is not engaged in other work of people with high income? Most of the reasons are because the enterprise did not see the human resources department on the substantive role of the enterprise, in turn, is the human resources department did not make substantial results for the upper leadership and other departments of the company to see. Of course, this is a lot of state-owned enterprises in the human resources department is also very difficult to do. This is the contradiction that exists in human resource management in Chinese enterprises today.

Many companies have claimed that the company's attention to talent, the importance of the human resources department, I also know that today's college graduates in the job search process is also focusing on the enterprise will provide them with what kind of? The importance of the company's human resources department. (Here the importance of including salary and benefits, development space, etc.), but how many graduates in a very short period of time to join the choice to jump away from their once? But how many graduates choose to jump away from the company they have been looking for in a short period of time? But how many graduates choose to leave the company they used to work for after a short period of time? Especially in human resources related work graduates, now I have not really long contact with related work, may not be able to understand why there will be so many seniors jump ship. I think part of the reason is a personal problem, and part of the reason is that the human resources department to provide all aspects of their conditions and their personal childish ideas are far from the original.

The above is just a personal opinion, some offense between words and personal subjectivity please forgive me!

Individual analysis of the development trend of enterprise human resource management

Speaking of ? Personal? The analysis, I think even if the analysis of the network is only similar to the books written on the network, because after all, I now learn from the books of knowledge far more than I have accumulated from the practice of the experience of a lot more. Then the following can only read from the book!

A change in the concept of human resource management

? No satisfied employees will not have satisfied customers? , has become a foreign business community **** knowledge. Check the foreign long-term success of the enterprise's cultural system is not difficult to find, these enterprises, regardless of what language or expression, will be regarded as the most valuable asset of the enterprise staff, will be? People-oriented? As the core management concept; examination of the human resource management model of these enterprises is not difficult to find, these enterprises have abandoned the model of supervision and control-oriented, turned to leadership and incentive-based model.

These changes are ultimately derived from changes in the concept of human resource management, that is, no longer regard employees as ? avoiding work, like lazy people? The change in human resource management philosophy is actually a change in the way that employees are viewed as people who are willing to take responsibility and are able to direct and control themselves. The change of human resource management concept is actually a reflection on the traditional assumptions of human nature, which is not only the result of the progress of behavioral science and social environment changes, but also the result of the emergence of knowledge workers and customer-oriented enterprises

. There is no doubt that respecting, understanding, trusting and caring for employees will become an important part of the success of future enterprises? gene?

Second, changes in the understanding of human resource management

With the increasing contribution of knowledge to the enterprise, human resource management has received more and more attention, has begun to maintain the auxiliary transactional level, rising to the strategic level of obtaining competitive advantage, ? Strategic human resource management? has moved from theory to reality on a wider scale and to a greater extent. Human resource management is increasingly becoming a business at all levels of management (including line managers and even CEO) are closely related to the matter, and no longer just the human resources department; human resources department from the background to the front, no longer just a corporate development strategy of an executive, but in the process of participation and even dominate the decision-making process of corporate strategy play a role.

For example, the U.S. Cisco in each merger and acquisition action, are required to have human resources management experts to participate in the merger and acquisition of the human resources status of the object of a full range of investigation and evaluation, and more than once, just because the merger and acquisition of the object of the incompatibility with the Cisco's corporate culture, the workforce is difficult to integrate and led to the merger and acquisition of the action of the stranded. As Cisco's president Chambers said: ? Instead of acquiring companies, we are in the acquisition of talent?

Third, changes in human resource management orientation

How can we make strategic human resource management really put into practice? Influenced by the theory of total quality management and process reengineering, the U.S. business community put forward? Customer-oriented human resource management? The new concept. In some of the more advanced U.S. companies, senior human resources managers have begun to human resources management department as a strategic business unit (USB), and try to define the business content based on their customer base, customer needs and technology to meet customer needs and other conditions.

Fourth, changes in human resource management thinking

At present, advanced foreign enterprises, are human resource management as a long-term systematic project to consider, from the recruitment of employees, screening, hiring to leave the various aspects of the enterprise, pay attention to each other's articulation and support; in the introduction of each policy or the adoption of each strategy, we must consider whether it is conducive to the realization of strategic objectives and the effectiveness of the work of employees. The realization of strategic objectives and improve the effectiveness of the work of employees.

V. Changes in the focus of human resources management

The rapid changes in technology, the expansion of the knowledge workforce, so that the focus of human resources management from the original importance of availability to the emphasis on the development of the establishment of core competencies as the center of human resources management system has become a trend. More and more enterprises realize that organizational learning is the main way for human resource management organizations to continuously improve and sustain the ability to adapt to the environment, and begin to devote themselves to the construction of learning organizations and strengthen the management of knowledge, the effectiveness of organizational learning and the contribution rate of knowledge has become an important standard for measuring the performance of human resources

. At the same time, career design and succession planning has become an indispensable management tool for retaining core staff.

Six, changes in human resources management tools

Since the 1980s, in the face of a general decline in employee loyalty, but for the development of the enterprise's contribution to the reality of the rising rate, human resources management from the conventional management to innovative management, management tools can be said to be numerous innovations. In terms of incentives alone, not only has there been a shift from job and position-based to performance-, skill- and competency-based compensation systems, but also for the sustainable development of the enterprise and to meet the staff's development needs. Development needs, but also derived from the long-term incentives such as deferred income, stock options, profit *** enjoyment, and more personalized mental incentives such as work content enrichment, participatory management, flexible working hours system.

VII, changes in the scope of human resources management

The traditional human resources management, mainly limited to employees in the enterprise, the behavior of the management of work time; and modern human resources management, has begun to affect the performance of employees all factors are taken into account, greatly expanding the scope of human resources management. Focus on the quality of family life and work life, pay attention to the balance between family and career, is considered a more humane, and more conducive to improving the spirit of dedication of the staff of modern management concepts, in the employee incentive programs and career design has been fully embodied.

VIII. Changes in the field of human resources management

The globalization of the economy so that the global market is more and more closely linked, on the one hand, so that multinational corporations and even global enterprises have become the dominant force in the world economy, on the other hand, also makes the strategic alliance, the virtual type of organization has become a new and important form of organization. Accordingly, the boundaries of human resource management have also changed from clear to fuzzy, from closed to open, and international human resource management and the human resource management of flexible organizations have become a new field of human resource management. Break through the traditional sense of corporate boundaries and geographical boundaries, cultivate a global concept and teamwork spirit, the implementation of effective cross-cultural training and management, will become the ZI century enterprise human resource management must face the challenge.

IX. Changes in the ability of human resources management personnel

The value of human resources and the enhancement of the status of human resources management has become a decisive element of enterprise management, human resources managers themselves have put forward higher capacity requirements. The human resource management group in the modern enterprise should undertake four roles at the same time, namely, participants in strategic planning and implementation of managers, personnel and administrative management experts. The company's staff development guide and supporter, organizational development and change advocate and spokesman.

The above is my collection of books and the network to analyze the future development trend of human resources management of enterprises, I think these analyses should be more authoritative and specific.

Individuals on the company's management recommendations in three

1. Shenzhen City, divided into three districts, each district to send a person in charge of the site will be distributed according to the district, as far as possible to achieve the distribution of uniformity and rationality, in order to save the personal expenses of the supervisors, but also to improve the real-time efficiency of the supervisory work. The person in charge of each district is equipped with a digital camera, which is advanced by the head office and later deducted from the fine.

2. Each district is controlled by 2-3 people, the supervisor usually inspects individually, and fixes 2 collective inspections per week, to carry out effective remediation of key and difficult sites. Collective inspection a person is responsible for taking pictures, a person is responsible for issuing fines, and on-site notification of the project manager. It is recommended that 40% of the fines to the head office as a year-end incentive, 30% of the fines for the quarterly incentives for project managers and supervisors, 20% of the fines for the Ministry of Engineering's activities funds, 10% of the fines for personal incentives, a move of four, rewards and penalties, not only to promote the new project manager's motivation and supervisors fines, but also for the company's end of the year activities to set up a collection of funds.

3. Each regular meeting by the person in charge of each district will be the amount of fines in the district and the list of the announcement of the construction of the violation of the photo broadcast, and do a detailed registration, in order to query the project manager whether to commit the same kind of error. If a quarter of three consecutive notification of dismissal. To warn other project managers.

4. Quarterly management of good project managers to be commended, regular meetings to play the photos, and the amount and time of the award for the record, in order to observe the project manager in the future work whether there is a regression. And the poor management of the project manager to the excellent project manager site visits to learn.

5. The person in charge of each district should be the project manager's turnaround single and declare the number of model houses every week for the statistical record, and the good performance of the project manager should be reported for awards.

6. Each regular meeting by the person in charge of each district to summarize the work of the district, and recommend their own excellent project manager to introduce their management experience, to facilitate the exchange of ideas, **** with progress.

7. Supervisors should submit a weekly report on the work of the poorer and better project managers in the district to follow up, and find the relevant personnel to talk to help their progress.

8. Supervision of designers is given to the engineering department. Supervision by the supervisor of the drawings and quotations for random checks, such as the discovery of routine errors, reported to the manager of the Engineering Department to penalize the designer. Owner's payment by the designer tracking, supervised by the superintendent, if the owner refuses to pay for the project without a valid reason, the superintendent urged the designer to write a reminder notice, and the problem site in time to stop the work, in order to control the further expansion of losses.

9. The supervision of the material store to the Ministry of Engineering. Supervision of the site to track the quality of the materials used, if it is because of the materials delivered by the material store and affect the schedule, the supervision should be reported to the Ministry of Engineering to penalize the material store.

10. Supervisors have the right to criticize the project manager. Material store. And designers to be punished, if the units of the penalty is not convinced, can be reported to the Department of Customer Service for review, such as the Department of Customer Service commissioner to confirm the problem is true, to double the punishment of the relevant responsible person.

11. Supervisors in the districts of the site of the district assigned project managers to carry out construction, if the quality of the project problems lead to the failure to recover the project funds, the supervisor is jointly and severally liable.

12. Supervisors meet once a week to exchange their work experience, and new technologies and new materials are collected and organized, reported to the Ministry of Engineering for approval and implementation.

13. Supervisors should take advantage of the work to other decorative companies to visit the site and learn, see the construction of a good team to be reported to the Ministry of Engineering registration, the manager of the Ministry of Engineering is responsible for contacting and recruiting, in order to reserve talent for the further development of the company.

14. Supervisors should strictly investigate the project manager's speculation single behavior, once found, the company immediately dismissed and confiscated all funds and commission, in order to improve the project manager's responsibility for the existing work.

15. Customer Service Department set up two commissioners, specifically responsible for investigating the customer's home, collecting evidence, and tracking major issues. And the handling of related issues through the registration of the archives, in order to prepare for the training of new employees to learn.

16. management fee should be clearly divided into 1.5% of the supervision fee and 1.5% of the management fee. Each of them is responsible for the collection of the relevant costs

17. The company should pay close attention to the work attitude. Employees can not do a good job as part of the thing is to give someone face, can not meet friends and leaders of the work attitude is good, meet the general staff to give face or deliberately procrastinate, set up a general manager special reporting mailbox, tracked by the general manager of the relevant personnel to investigate and punish.

18. Organize the company's management status quo, each responsibility is divided into people, middle-level cadres and head office staff to play a practical role, not every day to dig out some results to find out to please senior leaders, not to let the project manager to the head office to do business with? Must worship a bodhisattva to pass a temple? The situation.