Publicity of rationalization proposal:
Rationalization proposal work is the inner motive force of enterprise development, is the link and bridge for workers to participate in enterprise production and operation management, is an important means to promote the enterprise production and operation management, is the requirement of the enterprise to continuously improve itself, and is the embodiment of the vitality of the enterprise. Rationalization proposal activity is a regular, long-term work, is an effective carrier and platform for the economic and technological innovation activities of the masses of workers, is the embodiment of the spirit of mastery of the workers, the creation of skilled workers and advanced models of an important way.
The rationalization proposal work has taken shape, and the rationalization proposals of the workers have made positive contributions in promoting the development of the enterprise, improving the management level of the enterprise, and reducing the operating costs of the enterprise, reflecting the vitality of the Group.
Leaders at all levels should first of all have a good understanding of rationalization suggestions, have a good mechanism to activate the enthusiasm of the staff, so that the staff take the initiative to put forward suggestions for the enterprise, and have a better platform to collect and feedback the opinions of rationalization suggestions in a timely manner. At the same time, we hope that all cadres and workers will give full play to their talents and put forward more and better rationalization suggestions to promote the development of the company. On the whole, it was very successful, with the plan in place, tight organization, many participating workers and high quality of rationalization suggestions. This fully proves that there are still great enthusiasm and enthusiasm in the staff. They are based on their own positions, around the quality, variety, cost, safety, efficiency, management and other major aspects of the relationship between the development of the enterprise, and the highly responsible for the enterprise's spirit of ownership, and actively develop their brains, give full play to their individual ingenuity. According to personal ability and practical experience, from a broad perspective, pay attention to product quality, technological innovation, equipment upgrading and transformation, energy saving and emission reduction, enterprise management, etc., and from a small perspective, pay attention to the water, electricity, oil, gas, etc. around the "running, bubbling, dripping, leaking" and other phenomena, and do to promote the development of the enterprise "! The company's main goal is to provide the best possible service to its customers.
By carrying out the "rationalization proposal" activities, stimulate the potential sense of ownership of the workers, so as to establish a "factory prosperity I glory, factory decline I shame," the concept of the factory as a home. Employee's personal future, interests and the fate of the enterprise is closely linked to the formation of the interests of the **** the same body, we all want to think and work together, the enterprise is bound to thrive. Rationalization of the content of the proposal to see, these rationalization proposals will play a positive role in promoting the production and management of enterprises. To improve product quality, improve production efficiency, improve the technical level of enterprises, saving the production cost of enterprises will have a great impact. These rationalization proposals are the majority of workers in their daily work, dedicated, mindful of the enterprise, hard thinking, good at innovation results. It is worthwhile to continue to carry forward and adhere to the work.
1, with the rationalization proposal platform, improve the enterprise's fine management level, promote product quality upgrading, improve enterprise efficiency, energy saving and emission reduction into practice to catch the effect.
2, in the front-line workers to carry out "each person to put forward a rationalization proposal, each person to solve a practical problem of production, each person to find a hidden danger of safety," the activities of the leadership at all levels to pay attention to each employee's proposal, the valuable suggestions for the rapid implementation of rectification.
3, assessment and recognition of the "Golden Idea" proposal, so that the staff to the attitude of the master of the enterprise, enthusiastic participation in the development of the company's ideas, motivate employees to learn knowledge, research and technology enthusiasm, to create a platform for outstanding employees.
4, the establishment of communication channels, so that everyone puts forward the proposal can be declared in a timely manner, can get positive feedback, evaluation and timely rewards, so that the staff have the motivation and enthusiasm.
5, increase the rationalization of the proposal activity publicity, promotion efforts to play the subjective initiative of the staff, only the spontaneous action of the staff, the rationalization of the proposal activity can be carried out sound, sound.
6, the rationalization of the proposed activities into the future model evaluation, post adjustment, promotion and salary promotion work.
7, the rationalization of the work as a systematic project to carry out, the formation of a long-term mechanism, to be standardized, to be more targeted and targeted.
The task of creating a century of famous enterprises is arduous, only firm confidence, group efforts, all the will to become sincere, overcome the difficulties and work together, we will be able to achieve the grand goal of creating a century of famous enterprises.
If an enterprise is disorganized, its development will not last long. Mr. He Zhiyi, the president of the company, pointed out in the first sentence of the publication of "The Golden Rule" that: the transformation of an enterprise's prosperity lies in its culture! And the ultimate purpose of enterprise culture construction, I think it is to enhance staff cohesion. So, how to enhance employee cohesion through rationalization proposals? I tried to income, job satisfaction, affinity, employee security psychology, personal development and personnel assessment of the six aspects of the elaboration, combined with the two years engaged in human resources management practices, to talk about my personal views.
I, income
People are economic animals. Thus, in the process of talent flow, economic factors will certainly occupy a large proportion. The amount of income, not only can be reflected in the materialized things, more importantly, the personal value of a certain degree of certainty, so as to achieve the staff's sense of self-satisfaction. However, purely high income, may be able to temporarily attract talent, but may not be able to retain talent for a long time, the key is also to look at the income distribution process in the fairness, reasonableness and incentives through the rationalization proposals to enhance. There are two enterprises, A enterprises, regardless of position, type of work, monthly salary uniformly set at 3,000, and B enterprises according to the individual ability of employees and the size of the contribution made, the income is divided into several grades, although the highest monthly salary of less than 2,500, but from the realization of self-worth point of view, B enterprises have a more competitive advantage than the A enterprises, and also more able to obtain the favors of talented people. Therefore, my first point of view: pull apart the income bracket, use quantitative economic indicators to measure the different abilities and values of employees, and establish an ability to prioritize the mechanism within the enterprise.
In wage distribution, we should also prevent income sclerosis by making rationalization suggestions. I am more opposed to the kind of unchanging wage system, but more inclined to the implementation of the annual salary increment system according to the years of service, so that employees actually feel that the growth of seniority and personal interests are closely related. There is a fable about a monkey who has a tendency to change his total amount of work. The total amount of money did not change for the monkeys, but the monkeys were angry when they went towards four and three, and they were happy when they went towards three and four. I think that if it were two and four, the monkeys would have been even happier. Transplanting this theory into wage distribution will surely produce great incentives. Sometimes, sheer volume growth does create a bubble of satisfaction in the employee's psyche.
Two, job satisfaction
Job satisfaction is also known as the degree of satisfaction of employees with their jobs. Prof. Liao Quanwen, in his article "Active Planning in the Process of Career Matching", regards the decline of job satisfaction as the third obstacle in the process of career matching, which shows that Prof. Liao is also more concerned about job satisfaction. How to improve job satisfaction is an issue that I often come into contact with in my actual personnel management work.
1. Enhance the creation of a beautiful and quiet office environment for employees through rationalization suggestions. Comfortable office environment can not only improve the efficiency of the staff, but also to establish the company's own image, inspire the pride of the staff. Poor office environment will make employees feel inferior, produce inferiority complex, which seriously dampen the enthusiasm at work.
2, through the rationalization of the proposal in the conditions permit, as far as possible to provide commuter car services, both for the convenience of employees to and from work, but also to the practical action to show that the company cares about the employees. At the same time, containing the company's name and logo of the shuttle bus on the street, itself is a kind of advertising effect.
3, through the rationalization proposals in the company to form an atmosphere of respect for the work of employees, especially leaders, can not easily negate the fruits of the staff's labor. It must be known that the development of staff motivation is like a snowman, to destroy it, a pot of water is enough, but to recover, it is not a day's work.
4, through the rationalization of the establishment of the staff suggestion system. I have always felt: perfect staff suggestion system is very feasible, when the staff's suggestions are valued, can get great satisfaction, and then improve the enthusiasm of the staff and job satisfaction. Kodak Company in the United States can be said to be effective in this regard, they are from the general manager to the grass-roots management of the proposal system is quite important, and set up a special proposal office in each department. The company's general manager George Eastman even believes that: the success or failure of a company has a lot to do with whether the workers can put forward constructive suggestions.
5, through the rationalization of the implementation of employee participation system. The ancients believed that: "the people can be made by the, not to know. But in modern society, people want to know everything that happens in the environment to which they belong. According to Maslow's theory of needs, people have security and self-actualization needs. If employees are kept abreast of the organization's operation and encouraged to actively participate in management to satisfy their self-realization, it will surely increase their sense of responsibility and improve their morale. Thus, that old saying I think should be changed to: "The people should be made to know before they can be made to go by."
6, through the rationalization of work rationalization and work enrichment. The so-called work rationalization, is through scientific measurement, to determine the reasonable workload and process flow, to avoid employees because of overburdened or too easy to lose interest in the work; work enrichment is to add a little fun in the monotonous work, stimulate the enthusiasm of employees and sense of responsibility, such as beautifying the name of the work, an appropriate increase in the content of the decision-making process, with the same characteristics of the work of the position of the regular rotation and so on.
Three, affinity
Enhanced through rationalization proposals to improve affinity, in essence, is to extend the tentacles of management to the private sphere of employees, through interpersonal interaction to enhance cohesion.
1, the creation of internal newspapers and magazines, to provide employees with a park to express their views and exchange of ideas. In the enterprise design, the most important should be MI that is, corporate philosophy design, and internal newspapers and magazines is the best carrier for MI design.
2, in the staff birthday to send a bouquet of flowers or give other material blessings, will let the staff y feel the company's family-like warmth and harmony. This is more powerful than empty sermons. If the company's size is not large, the birthday party will be more unforgettable to the staff.
3, the implementation of a regular exchange system, so that the leadership and staff **** get together, summarize past experience, planning for future development. If the company is large, you can let employees in the company's unified arrangements under the premise of free combination, take turns to participate in the company's various meetings. The reason why I advocate free combination, is to take into account the existence of informal organizations within the enterprise may have *** with the language of the employees to participate in a piece, you can lift their psychological burden, so that their real ideas are frankly said, so that the company's leadership can truly grasp the psychological trends of the staff, so as to find management gaps, and to strengthen the management of the staff.
4, try to enrich the spare time of the staff, organized a number of planned activities, such as singing competitions, movie packages, visits and so on. About the visit, the United States Roger Mee's practice is worth learning. He believes that sending 150 employees rather than 2-3 representatives, spend a full 10 days to visit an industry exhibition, both effective in improving the overall quality of employees, but also to enhance the affinity of employees.
Four, employee protection psychology
Through the rationalization proposal to provide employees with a full life security, enhance the employee protection psychology, for the enhancement of the company's cohesion plays a powerful fundamental role.
1, for employees to put medical and pension insurance. The role of social insurance lies in lifting the staff's worries, and actively engaged in their own work.
2. Provide housing subsidies or interest-free housing loans in accordance with common practice. In the modern concept, housing occupies a considerable proportion. Solve the housing problem, it is the same as unloading a big burden on the employees, so that they can be more at ease in the work. I work in Qingdao, Zhengda Group, has developed a set of housing programs, eliminating the idea of many people jumping ship.
3, the establishment of seniority system. Many people think that in the three capitals, private enterprises work, the boss said, there is no job security. The establishment of the seniority system, in the old age of the staff or lack of ability can not be competent, according to the number of years of service and the position of the staff to give a certain amount of severance pay, will to a certain extent to stabilize the mood of the staff, change the staff's mindset, and thus more comfortable to devote themselves to the work.
4, the establishment of wage fund system. State-owned enterprises and institutions to establish a wage fund is to facilitate monitoring. And private, three-funded enterprises to establish a wage fund, the purpose also lies in the elimination of employee instability. I have worked in a private environmental protection enterprises, due to the lack of establishment of a wage fund, the entire staff two, three months of wages in arrears. It would be a miracle if such a company could still retain talent.
5, improve the vacation system. Vacation in the life of employees is also a very important element. In the vacation system, not only should include national holidays, but also according to the company's actual and the number of years of service to the corresponding vacation treatment. For example, those who have worked for two years can take a half-month paid vacation. Vacation and the relationship between work, my personal understanding of the martial arts way, a relaxation, both can not be compromised.
6, to solve the problem of employee records. In China's specific political and economic environment, the file is also a serious constraint on the free flow of talent in the full sense of the word. I have jokingly said: people are alive, the file is dead, but in China, the living still have to follow the dead. According to the contradictory point of view, things always have its two sides, if a different way of thinking, in fact, this is not a shortcut for us to retain talent, that is, in the Talent Exchange Center to set up a special account, all the files of the employees transferred over by the company to pay a unified file management fees, unified control, both lifting the flow of talent psychological complex of the file, but also conducive to the company's unified control and management of the staff. In addition, for the conglomerate, I have a bold idea: can all the branches of the outstanding talent files all transferred to Beijing or Hong Kong, by the group headquarters unified control, unified management? Of course, this is only my personal vision, whether it is operable is still difficult to determine. Fifth, personal development
A company that can provide employees with adequate space for development, so that the personal capabilities and qualities of employees with the development of the company's growth, the company and the employees of the higher the sense of mutual identity, the cohesion will be stronger. Personal development for the company is the ability to develop, now there is a talent bank point of view, that the amount of talent is the hard bank, the quality of the aspects of the soft bank, human resources development is to make the company's soft bank quot;Fixed Assetsquot; can continue to value-added.
1, encourage employees to participate in continuing education, as far as possible to obtain various types of certificates, and to give certain rewards for good results, such as increasing the assessment points, reimbursement of tuition, etc..
2, for the large group of enterprises, can learn from the practice of Zhengda Group, the establishment of a unified training base, local branches can be arranged in accordance with the headquarters of the phased batch of staff to participate in training. As a result of collective training, not only reduces the cost of training, but also conducive to exchanges between the branches.
3, to encourage employees to a higher level of development, to make outstanding contributions to the staff, the company not only does not make things difficult, but also will give some reward.
Some people have disagreed with me that these initiatives will only encourage centrifugal force among the staff, but I insist: it is impossible to take any initiative without paying a small price. In the initial stage, these initiatives may lead to the loss of some of the best employees, but will certainly attract more and better employees to join us. For the development of the company, we should focus on long-term planning, rather than stick to short-term interests.
Sixth, personnel assessment
In the field of personnel management, assessment is the most fundamental work, other personnel management, such as salary distribution, incentives, deployment, promotion, training, etc., have to be assessed by the scientific conclusions and then against the implementation of the assessment, therefore, in order to enhance the cohesion of the staff, we must put forward rationalized proposals for the establishment of a set of scientific and fair personnel assessment system. In the past, the assessment, with a strong personal color, the assessment process is simplistic, the assessment method is dictatorial, the assessment of the elements of random, the assessment results are naturally distorted, and even a large deviation. The systematic personnel assessment will be based on the different positions of the staff standards for differential assessment, both to ensure the uniformity of the assessment standards, but also take into account the differences in the assessment of the target. Due to the relative fairness of the assessment, the employee's complaints about their position and enjoyment of the treatment generated by the minimization of the natural and effective elimination of internal friction and enhancement of employee cohesion.
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