Under the premise of limited time and resources, it is necessary to meet the interests of most employees, realize the beautiful vision of grassroots employees, and ensure the operability of their systems.
Therefore, the task of system makers is very arduous.
The cake is so big that it is really difficult to ensure that everyone can get the cake that suits them.
Therefore, before the company system comes out, it is necessary to establish the company's organizational structure, and at the same time formulate the post responsibility book, so that each employee can clearly define his post responsibilities and their respective rights.
1. scientifically divide the powers and responsibilities of the three associations and implement a democratic management model. The "paternalistic" style of the family governance model of private enterprises makes the board of directors and the board of supervisors in the enterprise exist in name only, and the business affairs of the enterprise are subject to the "parents" of the business owners, which is inconsistent with the requirements of the corporate governance structure of modern enterprises.
Therefore, private enterprises should scientifically divide the powers and responsibilities of the board of directors, the management team and the board of supervisors: the board of directors is responsible for deciding the development strategy, guidelines, long-term business plans, personnel arrangements and other major issues; The enterprise management team is responsible for management; The board of supervisors of an enterprise shall supervise the relevant decision-making behaviors of the board of directors and managers, enterprise finance and investment through relevant system construction and other measures.
At the same time, private enterprises should implement democratic management in the course of operation and constantly absorb the participation and decision-making of human capital.
This requires business owners and employees to establish a consultation and dialogue system.
2. Abolish the "cronyism" employment mode and establish a scientific and reasonable personnel arrangement mechanism.
With the continuous expansion and development of private enterprises, business owners must give up the "internal and external differences" system of employing people.
On the premise of ensuring family control, family members and non-family members are treated equally, and posts are arranged scientifically and reasonably according to employees' abilities and talents.
Especially in talent cognition and talent structure, it is necessary to ensure the rational allocation of professional managers, technological innovators and other employees, so as to maximize the overall benefits of human capital.
3. Unified information disclosure system.
A unified information disclosure system is an important means to improve the transparency of enterprises and achieve the goal of fairness, and it is also a prerequisite for investors to fully grasp the real situation of enterprises.
Information disclosure includes internal information disclosure and external information disclosure, and the disclosure degree is different.
Enterprise information should be fully disclosed to the board of directors, but not all information can be disclosed to the outside world, and there should be a unified standard for information disclosed by the society. I think the above points are the difficulties and key points in the mid-term system construction. After these are completed, we can straighten out all aspects of the company, plan the company's future, clarify the company's development strategy and the system of employing and knowing people, and improve the company's centripetal force and cohesion.
At the same time, a company structure chart with decision-making, management and operation as the main parts is formed.
Effectively avoid the operation of the dual-track system to ensure the implementation and relative fairness of the company system, improve the enthusiasm of employees and their attention to the company's operating conditions and development prospects, reverse the long-term accumulated disadvantages of personnel appointment in general family businesses, strengthen the company's humanistic construction and communication mechanism, reduce the brain drain, and make full use of talents and give full play to the real value of talents.
And prepare for the financing problems in the future development of the company, provide reasonable equity distribution and capital structure, strengthen the construction of the company's credit system, maintain the relationship between the company and banks, provide support for the company's future capital turnover, and emphasize the importance of streamlining the army and reducing the company's operating costs.
Once the system is completed in the middle and late stage, it will be relatively simple. A template for integrating managers' opinions and professional managers' professional opinions appeared in the medium term. At this time, all the business owners of the company left. In the formulation of the system, we need to focus on employment, financing and other related issues, and at the same time, we should promptly answer and join the opinions of the business owners on the system and the places that need to be changed.
If nothing happens, the system text can be published and bound into a book.
The company's major policies have been formed, and some things that need to be expanded and interpreted in the system can also be carried out accordingly. During the probation period, the feedback should be tracked and revised in time to ensure the integrity and rationality of the system.
(2) Attach great importance to staff training from a strategic perspective. Enterprise education and training is not only a means of technical education, but also an important way to unite employees' centripetal force and an important embodiment of management level.
Through proper training, employees' enthusiasm and potential for the development of the company can be greatly stimulated.
As business operators, we should realize that training expenditure is a very important investment in the new economic situation. This kind of investment not only promotes the intellectual development of workers, but also has the same return as other investments, and the return is higher and more important.
(3) Scientifically analyze the training needs of employees and make a reasonable training plan. Training demand refers to the gap between employees' work ability, performance and work requirements and standards. Enterprise training is to find out these gaps and narrow them through various training means. Training demand analysis is the basis and premise of establishing and perfecting training system and compiling training plan. Generally speaking, the analysis of enterprise training needs must include the following three links: (1) organizational needs analysis; (2) Job demand analysis; (3) Analysis of employees' personal needs.
The demand analysis of these three aspects provides a comprehensive basis for the formulation of enterprise training plans and the selection of training projects.
In the process of enterprise employee training, it is the key to complete the training task and realize the expected benefits to make a careful employee training plan.
Enterprises must pay attention to the following aspects when formulating and implementing training plans: (1) Enterprise training plans must conform to the needs of enterprise production development and cannot be divorced from the strategic development direction of enterprises; (2) The training plan provided by the enterprise must be able to coordinate the organizational goals of the enterprise and the personal goals of the employees.
(3) Training plan, like other management and production plans, must pay attention to the combination of time and space; (4) Short-term training and long-term training should complement each other, and pre-job training, on-the-job training and off-job training should be coordinated with each other.
Enterprises should make a predictable training plan according to the progress and development of science and technology to meet the needs of in-depth development of enterprises; (5) The training plan should be based on the statistical analysis of enterprise human resources and the quantification of demand forecast.
(4) Adopting scientific and effective training techniques and methods In view of the present situation of personnel training in state-owned enterprises in China, training methods and technological innovation will become the focus of the training system.
The training methods of employees in state-owned enterprises can be divided into two categories: the first category is "please come in", that is, the enterprise comes forward and invites professors or experts specializing in training to the enterprise, organizes various training courses, seminars or simulated training, and conducts special training for enterprise managers and technical backbones.
In order to give full play to the effect of "please come in", enterprises should also encourage employees who participate in the training to pass on their knowledge and skills to other employees in order to promote the improvement of the overall quality of employees.
The second method is "sending out", which is the most commonly used training method for international multinational companies. Although China's state-owned enterprises can't provide more overseas training opportunities for their employees due to economic capacity, enterprise scale and other factors, it is feasible to jointly organize classes with universities to train employees or send young and middle-aged people with development potential to some outstanding enterprises for management training and internship.
At present, with the increasing attention of enterprises to training, more and more enterprises apply modern technology and means to employee training. For example, the world-famous IBM company has established a special training place called "Training Space", where employees can participate in various skills training and management technology training through videophone or computer network.
Practice has proved that the use of these flexible and convenient modern training methods can not only make the enterprise training plan smoothly implemented and improve the training efficiency, but also greatly broaden the contact surface of enterprise employees and create much richer training opportunities for them than traditional methods.
In the training operation of state-owned enterprises, we can learn from the experience and technology of multinational companies, improve training methods and technologies, so as to improve training efficiency and increase employees' sense of identity in training.
(5) Strengthen management, establish and improve the incentive and assessment system of enterprise training. It is necessary to establish a scientific human resource management system and form a good employment mechanism and incentive mechanism for employing, respecting and developing people.
Professor James of Harvard University made a special study on motivation, and suggested that without motivation, a person's ability can only play 20% ~ 30%, and if he is encouraged, he can play 80% ~ 90%.
It can be seen that motivation plays a great role in improving employees' ability.
The establishment of employee training incentive mechanism can improve the enthusiasm of employees to participate in enterprise training, fully tap the potential of employees and make contributions to enterprises and society.
The incentive mechanism of enterprises includes two aspects: first, training itself is regarded as a necessary means for enterprises to motivate employees to be positive.
Talents have the opportunity to exercise and "recharge" in the enterprise, which will make them feel that the enterprise attaches importance to personal development and voluntarily serves and contributes to the enterprise.
Therefore, in the distribution of training opportunities, we should follow the principle of "fair competition and merit-based training" so that potential people can get certain training opportunities.
Second, according to the effect of training, give participants material, spiritual or promotion incentives.
People who participate in enterprise training often hope to apply their knowledge and skills to practical work as soon as possible. If the enterprise can provide them with the conditions and environment to display their talents, it will be the greatest incentive for them.
Enterprises should provide appropriate opportunities for those who have received management training, so that they can give full play to their strengths in certain management positions. In order to improve the enthusiasm of workers to learn technology, enterprises can adopt the method of regularly evaluating and hiring workers and technicians to ensure that every skilled worker who has participated in training and passed the examination can obtain the title of technician.
In a word, the application of any training incentive method must adhere to the principle of providing development opportunities for talents, so that technical managers who are useful to enterprises can apply what they have learned.
It should be noted that training, like other work, is an indispensable management link. Strict assessment is a necessary measure to ensure the quality of training and also a necessary means to test the training effect. It is the most difficult thing to arouse the enthusiasm of employees in training.
Enterprises must closely combine the training assessment with the employment, grading, use and professional title evaluation of employees and make overall consideration.
Enterprises can make employees understand the far-reaching significance of vocational training through formulating rules and regulations and extensive publicity, and let employees realize that the skills they have learned are of great significance to the country, enterprises and individuals in their future work, promotion and reward, thus improving their learning enthusiasm.