This paper briefly reviews the company's entrepreneurial process, expounds the company's strategic objectives and development plans, and also shows the company's bright future to employees, so as to stimulate morale and lay a good foundation for the implementation of management by objectives.
2. Corporate culture. Corporate culture is the sum of ideology and behavior norms with its own characteristics, which generally includes corporate philosophy, corporate norms, corporate image and corporate spirit. Enterprise concept is the behavior guide of all activities of enterprises, and its core is values. Introduce the business philosophy of the enterprise in the employee handbook, that is, the values that are always followed, so as to unify the employees' thoughts and strive for the overall goal of the enterprise.
Enterprise spirit is the integration and sublimation of the internal norms and external image of the enterprise, which embodies the business philosophy and unique style of the enterprise and is the banner and horn of the company in the face of market storms. Enterprise spirit is a silent and intangible belief, but it can usually be expressed by short and loud slogans or slogans. The condensed enterprise spirit can be printed on the title page of the employee handbook to attract attention and boost morale.
3. Organizational structure. When employees come to the company, it is natural to have a general understanding of the company's structural framework. Generally, you can draw a department structure chart. Through this map, employees can not only know at a glance which departments the company includes, but also form an impression on the company's property rights composition, organizational management model and various systems (office system, production system, marketing system, financial system, etc.). ).
4. Department responsibilities. By reading the responsibilities of each department. Employees will understand what a department is responsible for, cooperate with other departments and participate in other work. The responsibilities and rights of each department are clearly defined, and the vertical and horizontal relations between departments are clear, which is helpful to answer the two basic questions of "Who do you want to talk to" and "What is my department in charge", and to help employees accurately position themselves and enter the role as soon as possible.
5. Policy provisions. This part contains a lot of content, involving the vital interests of employees, which can be described as the "highlight" of the manual; The first is the personnel policy, that is, the basis of employee selection, assessment criteria and promotion conditions. Employment (dismissal) procedures; Followed by wages, that is, wage structure and classification, calculation length. Various bonus and subsidy payment methods: trainee treatment, etc. There is also labor discipline, that is, the signing of labor contracts, working hours and leave system. Other systems, such as reimbursement system (referring to travel expenses, medical expenses, etc. ), vehicle use system, safety system, health system, confidentiality system, etc. , can be introduced in different details as needed.
Various social insurances (such as old-age insurance, medical insurance and personal insurance) and other benefits provided by modern companies for employees, such as providing work clothes, free lunches, books that are difficult to read, providing single apartments or granting rental subsidies, and providing annual leave, should also be included in this part to show the company's concern and the good working and living conditions and necessary guarantees created by the company for employees.
6. Code of conduct. The mental outlook of a modern company must be reflected in the appearance of employees (including dress, hairstyle, makeup, etc. Every word and deed and every move of employees represent the corporate image. The company's requirements in these aspects should be clearly and specifically written in the employee handbook, which is convenient for employees to constantly compare and improve their moral cultivation and civilized quality. Although the code of conduct for dealing with people is an organic part of corporate culture, it is listed as a separate section in order to attract employees' special attention and consciously strengthen daily training to realize "habit becomes nature".
Before the text of the employee handbook, the chairman can make a speech, express sincere welcome to the new employees, wish them success in their careers, and personally sign the book, which makes people feel more cordial. Appendices can be added after the text, including the factory logo, the interpretation of the factory emblem, the factory song, the name, location, person in charge, zip code, telephone number, fax number, website address, etc. The cover can be designed with meaningful patterns and photos can be published on the cover. If necessary, add a picture insert.
Second, the problems that should be paid attention to in writing employee handbook
Employee handbook is a guide for new employees to enter the enterprise, and it is also a window for employees to understand the enterprise. You must write and print carefully. In the process of writing, we should try to avoid the following problems, which can be called seven taboos:
Avoid greed and pursue perfection. The Employee Handbook is not an encyclopedia of enterprises, so it is impossible and unnecessary to cover everything. The contents contained in the manual should be the matters that employees are most concerned about and have the highest degree of correlation with their daily work and immediate interests, and are usually matters with high frequency and strong procedural treatment. The contents of the manual should not be too detailed to avoid confusion and inconvenience. As for the specific details involved in a certain aspect, employees can consult relevant documents or relevant functional departments.
Second, to avoid obsolescence, the basis of compiling employee handbook can only be the existing situation of the company.
Three avoid confusing the title. Some employee manuals have different titles, and we will use "Company Requirements ……" later. Then we use "We think ...". In fact, "we" here represents the company, so it is better to always use "company". Wouldn't it be better to use "we ..." when something needs the joint efforts of employees and the company? Some key words such as "employee", "employee" and "employee" appear alternately in the employee handbook. It is easy to cause unnecessary suspicion, and it is best to call it "employee".
As for calling employees "you" or "you", although it does not hinder the overall situation, it also has skills. For example, it can be handled like this: use "you" in the chairman's speech to show the respect and love of superiors to subordinates and to render a welcome atmosphere; In the text, you might as well use "you", which is more direct and friendly.
Four bogey paragraphs are long. The employee handbook should be as concise and fluent as possible, easy to understand and remember, so as to enhance its effectiveness.
Five taboos about grammatical mistakes. From frame to paragraph, from sentence to punctuation, the manual should be pondered repeatedly, not only concise and smooth, but also symmetrical and beautiful, and dedicated to employees.
Six taboos are blunt. Stiff tone is a common problem in some companies' "official documents". The employee handbook is not a general compilation of rules, so it is better to use "no" less. Words such as "prohibition" and "absolute prohibition" should be used more carefully, such as "out of date" and "at your own risk". It is undoubtedly a civilized move of modern companies to turn orders into communication and send spiritual calls to employees.
It not only requires employees to undertake obligations and abide by the system, but also explains the rights that employees can enjoy. The company aims to create a civilized, relaxed, safe and warm working environment, so as to give full play to the wisdom of employees, and use a few "please" and "let's ..." to narrow the distance between managers and subordinates, so as to integrate the company with employees and carry forward the team spirit, which is in line with the essence of establishing a modern humanistic enterprise culture. Why not?
Seven avoid rough printing. The employee handbook is the early written materials that new employees get, which undoubtedly embodies the company spirit and represents the company image. The quality of Employee Handbook is not only reflected in scientific selection and careful compilation, but also in printing quality and exquisite binding. Only in this way can we leave a good first impression on employees.
Reading the employee handbook often can not only find relevant information quickly, get useful information, but also get aesthetic enjoyment. Let employees enter the company with confidence under the guidance of the manual, which is the original intention of modern companies to write employee manuals.