I have been in the company for half a month, and now I will report some problems and suggestions to you. If there are any mistakes, please criticize and correct them.
First, standardize attendance management.
It is imperative to standardize attendance management. Once there is a problem in the attendance management of the company, it will directly affect the accounting of each employee's salary and bring great difficulty to the work of the general affairs department. Now check the computer attendance, and find that some employees have clocked in, some employees have not clocked in, and some managers have not clocked in. As the manager of the company, he should take the lead in observing the company's rules and regulations; First, all employees of the company are required to punch in, and piece-rate employees and timekeepers should punch in on time. There are people who often go out or special people who need the approval of the general manager to punch in. Those who travel on business must fill out a business trip form, indicating the reason, specific time and place, and return to the General Affairs Section in time to terminate their vacation; Second, employees can't go back to the company to punch in on business trips. They must fill in the card replacement form and submit it to the General Affairs Department for review and filing after being approved by the department head.
Second, establish the internal and external image of the company.
All employees of the company are required to wear brand names and uniforms correctly to establish a good image of the company. Managers of the whole company are leaders of employees, and their words, actions and actions will affect employees' behavior. Haier president Zhang Ruimin said? Excellent employees are brought out by excellent management, and excellent quality is made by excellent employees? To manage employees well, we must start from ourselves.
Three, to further standardize the responsibilities and job descriptions of various departments.
In view of the existing problems in the company, such as confusion in work, unclear rights and responsibilities, shirking responsibilities, and inadequate cooperation between departments, it is necessary to further standardize and determine the rights and responsibilities of each department and distinguish the responsibilities of personnel in each department, so as to do a good job and be detailed; Will not be blamed for the problems of a certain department.
Fourth, standardize the company's rules and regulations.
Management is strict love, and system is the criterion and direction of the company's work. As the saying goes:? No standards, no Fiona Fang? . As a developing factory (enterprise), we must have a set of perfect rules and regulations to standardize the management of the company, improve the work efficiency of all employees and obey the organizational consciousness. For example, attendance management system, welfare system, reward and punishment system, employee recruitment, resignation, employment system, labor discipline system, labor contract management system and so on should be further standardized.
Five, establish and improve the employment mechanism and assessment mechanism.
Talent is the foundation of the company's development and survival. Especially when it is difficult to recruit people now, companies should respect talents, make good use of talents, put reasonable talents in a reasonable position and give full play to their potential and expertise. Give full play to the role of rational allocation of human resources, complement each other's advantages, improve the core competitiveness of all departments, encourage employees to work hard and actively, establish an effective incentive mechanism and assessment mechanism, and gradually improve the work efficiency of all employees in the company.
Sixth, establish a culture of gratitude and giving back to employees.
The construction of enterprise culture is a great project, and we should do this work well. All employees in the company must be integrated into the Gies team. For example, there are parties and competitions on major festivals, and employees with difficulties in life get care and condolences (such as work-related injuries, serious illnesses, emergencies, etc.). ). In addition, we should do a good job in the company's publicity, praise good people and deeds, and evaluate merits and awards. So that every employee can truly feel the warmth of the company's big family.
Seven, establish a learning enterprise team.
If you want to change the thinking of employees, you must start from the managers themselves. Because employees are simple-minded, especially employees are slow to get in touch with new things, managers must strengthen their study and improve their own quality to influence employees.
1, creating a strong learning atmosphere to infect employees.
2. Make a series of reasonable employee training plans.
For example, employees' pre-job training, rules and regulations training, safety education training, skills training and professional ethics training. Gradually educate and improve the overall quality of employees.
Eight, establish a perfect system of regular meetings.
1, the company's regular meeting, at least twice a month, attended by the heads of various departments of the company;
2, department meeting, once a week, department personnel to participate in;
3. Hold a quality meeting once a week with the participation of relevant departments;
4, early meeting, organized by the workshop director or team leader, held every day, foreman to attend;
5, factory staff meeting, once a month, all employees to participate in;
6. The year-end summary meeting (commendation meeting) is attended by all employees once a year or once every six months.
It is suggested that the company must strictly follow the company system in order to improve the company's work efficiency and gradually move towards the track of standardized management. I wish the company more prosperity and glory tomorrow!
Suggestions for improvement of employees' work Part II By participating in the joint inspection organized by the Safety and Environmental Protection Department, we found the following problems and rectification opinions:
First, the evaluation table should be used to facilitate summary and scoring.
1, single points will be deducted, and points will be deducted directly according to the deduction standard in the assessment form.
2. Spot check points. For an indicator, you can also spot check a certain number and take the points with the highest score, the lowest score or the average score.
3, assessment points, assessment team or assessment committee score, take the average score or the minority is subordinate to the majority score points.
4, one vote veto points.
5, the main points of leadership instructions.
Second, software management.
1, the file management is irregular, and the software mainly refers to documents, ledgers, records and reports. First of all, the documents should be put in a multi-page folder and put on a filing cabinet (desk). Files should be found in the directory and records should be consulted. Mainly divided into system documents, evaluation documents and operating procedures (standards, processes, responsibilities and plans). The company's administrative documents and departmental documents should be registered by numbers, and the numbers should be standardized, which is convenient for reading, searching and filing and meets the requirements of standardization. Secondly, the ledger should be placed in the tie rod clamp or offset printing and binding, and the important ledger should also be written with continuous page numbers and registered as required, and the ledger should be placed on the filing cabinet (table). Third, records should be placed in single-panel clips or pull-rod clips or booklets with bound covers. Important records need offset printing, and continuous page numbers should be compiled. Record and store it on the file desk as required. Fourth, reports should be stored in different categories, and should be placed in binders or iron clips. The above information shall be bound and filed monthly and annually as required (kept by the department or company archives).
2. Documents, forms, records, etc. There are no numbering, no filing, management confusion and other issues. They are fragmented and have no management standards. Finally, it is easy to cause unclear division of labor, unclear responsibilities and different standards, which is not conducive to the implementation and implementation of various assessment methods. There is an urgent need to establish standardized coding rules and file management systems for documents, forms and records. Establish a system for drafting, joint examination, finalization, distribution, use, revision, destruction and supervision of documents, forms and records.
3. Departments should set filing cabinets, and workshops should set filing cabinets, so that documents, forms and records can be placed in easy-to-operate positions, and file management should be safe, clean and compliant.
4, the implementation of the specialist is responsible for, management in place, training in place, assessment in place.
Software management is an important part of production management, an important basis for dividing responsibility, implementing responsibility and investigating responsibility, and a prerequisite for safe, orderly and stable operation of production. Therefore, not only software management should be standardized and legal, but also managers should be professional and dedicated.
Third, the assessment should be divided into work and cooperation to improve the assessment efficiency.
1. Train the assessment team to accurately grasp the assessment indicators, assessment contents, assessment standards, assessment regulations, reward and punishment methods and other assessment operation requirements to prevent the occurrence of assessment bias and injustice.
2. The assessment team members should have a clear division of labor, * * * assessment together, and finally summarize.
3. After the assessment of each department, conduct assessment feedback, point out the problems found, put forward improvement suggestions, put forward good practices and experiences, and the direction of future efforts.
4. At the end of the evaluation, an evaluation report should be written and sent to all workshops and departments to foster strengths and avoid weaknesses and improve the work. These are just personal feelings. From the perspective of enterprise management department, assessment and software management is a systematic project, which needs the support of company leaders and the cooperation of various departments. It is suggested to improve and implement it as soon as possible.
In order to implement the suggestions of the Party Committee of the branch on improving the staff work? Serving the grassroots and caring for employees? According to the specific work arrangement of the branch's trade union, the trade union of Xisi District held a democratic management forum attended by representatives of institutions affiliated to Xisi District on July 22nd. Before the symposium, we carefully arranged the trade union group leaders of various institutions to solicit the opinions of every employee, and extensively solicited the opinions and solutions of employees in their work and life from three aspects: business development, life welfare and employees' vital interests. Employees generally responded positively and enthusiastically to this opinion collection. In just a few days, various institutions collected more than 100 opinions and suggestions from employees, which fully reflected the concerns of employees.
Director Wang Yanchang presided over the symposium on democracy, and all the institutions affiliated to the four western provinces and autonomous regions sent representatives to attend the symposium. At the meeting, everyone spoke enthusiastically and put forward specific problems and solutions to accounting management, network management and logistics management. Everyone also put forward opinions and suggestions on the problems existing in trade union work, such as the physical examination of female workers and the participation of front-line workers in trade union activities. The heads of human resources, discipline inspection and supervision departments, relevant business management centers and logistics support centers attended the meeting and listened carefully to everyone's speeches. They made rectification arrangements for the problems that can be solved at the meeting site, carefully recorded the problems that need to be studied, and promised to take them seriously, actively reflect them to their superiors and study and solve them.
On the basis of listening carefully to the voices of employees, this democratic symposium provided a good platform for employees to express their opinions and suggestions, provided a smooth communication channel for management departments and front-line employees, promoted democratic consultation and democratic management, and achieved positive and good results in safeguarding the rights and interests of employees and actively carrying out the construction of democratic management in enterprises.
Employee's sense of belonging is related to the company's lasting vitality, which is a virtuous circle development of the company? DNA？ . The formation of a sense of belonging is a very complicated process, but once it is formed, it will make employees have inner self-discipline and a strong sense of responsibility, mobilize their inner driving force to form self-motivation, and finally return favor to others. Value added effect. Therefore, it is of great significance to cultivate employees' sense of belonging to the company.
It is suggested to create employees' sense of belonging from the following aspects:
Attractive treatment
Although some employees don't consider treatment, they can provide considerable treatment and benefits for the company, which can enhance employees' confidence and material satisfaction. This can also minimize the occurrence of employees leaving their jobs because of dissatisfaction with salary; Although money is not everything, it is absolutely impossible without money. Although the old saying is vulgar, it is true.
Second, enter into a spiritual contract with employees.
Usually when employees sign a contract with the company, they will also sign a spiritual contract with the company in their own hearts. This contract is buried in the hearts of employees, and it is an invisible contract between employees and the company. But it's not invisible and out of control. Conclude a psychological contract:
Let's start with recruitment.
To retain employees, it is necessary to provide them with real jobs in the recruitment process, so that they can fully understand the positive and negative information in their work; 8 B/ [8 Z: D" p* z2 m
2) Track employees' psychological changes and manage psychological contracts in time.
At work, employees will take the initiative to find some comparisons and make judgments and rulings on themselves. In this process, he may think that he has been treated unfairly by the organization. So at this time, we should pay attention to the psychological changes of employees, strengthen communication with employees, and eliminate the misunderstanding information of psychological contract;
Implement humanized management at work;
That is, respect employees' ideas and opinions, and rely on democratic management to stimulate the inherent potential of each employee.
4) Finally, if the psychological contract is violated, correct and reasonable attribution should be made.
Everyone will consider their position and value in the company. Pay more attention to their future value promotion and development in the company. Providing opportunities to help employees improve the above capabilities is an important means to enhance the company's charm and attract talents. It goes without saying that helping employees to design and plan their careers reasonably can not only make employees clear about their current job responsibilities, but also make employees clearly see their future and career path in the company.