System implementation experience 1

From xx to xx, I participated in the team execution training camp organized by the head office with several colleagues from driving schools and technical schools. At the invitation of the Head Office, this training was taught by the lecturer of xxx Cai Human Resources Management Co., Ltd. During the training, the lecturer explained the training contents such as business personality, customer value and 4r system execution with a large number of cases and stories, and explained the importance of execution and team spirit through humorous interaction. The novel training method deepened my understanding and mastery of theoretical knowledge, which made me feel deeply.

Driving school is the cradle of public transportation and shoulders the heavy responsibility of cultivating qualified talents for enterprises. As a coach, responsibility is particularly important. As Ma Yongqiang said, responsibility must be one-to-one. For example, a coach should be responsible for every student, establish a business personality based on responsibility and principles, and treat his work with the mentality of a businessman. First-line operating companies are our internal customers, and training excellent drivers is our high-value service for internal customers. Only by having excellent drivers can we win the recognition of external customers and passengers. Passengers' grateful words, grateful handshakes and moved tears are the biggest driving force for the sustainable development of our enterprise and the highest value we have won for it.

Command is the on-site command of the coaching team, responsible for implementing the training plan issued by the school and the safety inspection work at the training site. Implementing a good training plan can't be just verbal, let alone perfunctory. As a conductor, it is not easy to really do these jobs well. Teacher Xi An Wu Xian talks about "two stresses and three actions": explain the results and consequences clearly; Check, reward and punishment, and mechanism are all worth learning. Safety is the lifeline of public transport enterprises: the inspection of this link has become the core of safety management. Without serious safety inspection, training safety cannot be guaranteed. Without strict training assessment and rewards and punishments, the quality of training will not be improved. Only by explaining the importance of paying attention to safety and the consequences of not paying attention to safety can students' safety awareness be improved and good safety habits be formed. Only by establishing an inspection, reward and punishment system that runs through our daily work can our work get a virtuous circle of security and order.

This study and training, although not long, has benefited me a lot. Under the vivid and meticulous explanation of the teacher, I learned to be grateful to the society and the enterprise; I have a better understanding of the importance of team spirit, which has great inspiration for my future work. I want to apply what I have learned to my daily work and contribute to building a great bus company.

Experience in system implementation (2)

On the evening of May 29th and June13rd, the Human Resources Department of our company organized and arranged Yu Shiwei's "Execution Winning" study. The whole training is unique, which is unprecedented in our company. All the audience were very engaged and fascinated. Of course, what Dr. Yu said is simple, vivid, realistic and fascinating. It is easy for people to understand and empathize after listening. Although this training is a management course, it also exposes people to more novel things and understands what formal management and systematic training are. This training has benefited me a lot, which is refreshing and enlightening. Then the learning experience is as follows:

The content of Dr. Yu's lecture is "Winning in Execution", which is divided into six chapters:

1, the measure of execution;

2. Three cores of executive power;

3. "Employee flow" The lack of entrepreneurs in China;

4, the primary problem of decision-making;

5. We need an executive business leader more;

6. In a modern enterprise that emphasizes team division of labor, the ability to win people's trust is more critical than ever.

The first part: the measurement standard of execution. That is, the definition of executive power, to complete one's own work tasks according to quality and quantity. The key to victory or defeat lies in people, not weapons or anything else. Not other aspects, mainly people's ideas and thoughts. Only by transforming people's ideas and thoughts can we transform their execution. Put the right people in the right position and don't do things bureaucratically. Implementation should be done at one level, at each stage and at each link. Don't blindly blame subordinates or grass-roots units. It also depends on whether the execution is discounted from our middle-level leaders. Building the core competitiveness of Chinese enterprises. Always check whether you have the final say in the execution of subordinates. Form superiors and subordinates, form habits, and conduct self-examination and self-review.

The second section is the three cores of executive power: personnel, strategy and operation.

People are the foundation, strategy is the direction, and operation and tactics are the guarantee of execution. The goal is to achieve * * * knowledge, that is, everyone should know and understand this goal, everyone should think about this goal, and everyone should do it around this goal. This is the executive power, forming an elite team and carrying out every detail well. Personnel: use the right person; The strategy is to do the right thing; Operation is to do things right, and doing well in three aspects is the core of execution. Other chapters have vividly expounded the content of the argument. This class taught me what execution is and what is the core of execution! It has greatly improved my experience and theory. This will lay a lot of theoretical foundation for our future work, and let us benefit a lot and gain a lot! I hope the company will provide more such opportunities in the future to improve our management ability.

Experience of system implementation (3)

A phrase we often say. If an employee is not good at his work, we can criticize him for his lack of execution or execution. At this time, in order to improve everyone's execution, he usually likes to implement the punishment system, which greatly improves the execution and greatly promotes the work efficiency! This is the role of external pressure, just like when the army is attacking, there is a team behind with a gun to the soldier's ass. No one is allowed to retreat, soldiers can only rush forward, and their execution is super strong! But if this army is not fighting a just war, I think no amount of overseers can make their soldiers play the highest executive power! Then where is the internal motivation of employees' execution! The team's execution can't unilaterally consider the employees' problems! You can change one employee, two or three employees, but many employees have problems. You should consider changing supervisors! The internal motivation of employees needs to be stimulated by company leaders and middle managers, especially middle managers (such as our department managers), because they are closest to employees.

Imagine, if employees feel that there is no hope of development in this company, how can they have the motivation to work? Let alone implement it. I think department leaders should give their subordinates a certain degree of recognition. This kind of recognition is the recognition of value, which can be given from a few ordinary words (of course, various forms of praise are better), so that employees feel that they are still useful! Full of confidence and energy in yourself. So don't be stingy with your employees! Another point is to respect the wishes of employees who want to express their opinions, and don't interrupt employees' speeches easily, so that employees who are full of passion will become inactive. As a department leader, on behalf of the company for ordinary employees, but also need to take the lead. Imagine that if the manager doesn't start well, I believe the subordinates are not much better. If leaders are working hard, I believe subordinates will follow suit. Department leaders should also have strong communication skills, keep smooth communication with subordinates, and ensure ideological mobilization at any time! In this way, under the system of clear rewards and punishments, the team's execution can be better played!

Of course, there are many reasons that affect team execution, not just managers or leaders. Employees themselves are a key participant, because the "building" of execution is composed of grains of sand, and each grain of sand should be closely United, so that this "building" can be built higher. As an employee, we should have a correct attitude, understand the company's various systems and policies, combine our own goals with the company's goals, and work hard to complete the task. As long as the company is good, we will be good!

Experience of system implementation Part IV

I read an impressive story: It is said that an international student in China posted two signs of men and women on two adjacent telephone booths in order to verify the stereotype of Germans. As a result, to the surprise of China students, Germans walked to the corresponding telephone booth according to their gender. Sometimes there are many people in the "male" telephone booth and there is a long queue, while the "female" telephone booth is empty, but no man goes. Later, they found that even German professors lined up in the "male" booth, so China students gathered around and asked them why they couldn't play in the empty "female" booth. The German professor shrugged: "No matter students or professors, the system should be observed by everyone."

This may be one of the most representative cultural differences between Germany and China. In daily life, we often see many examples of China people who are unruly, unruly, free and loose, and go their own way. For example, there are a lot of red light running. Why did you run a red light? There are three reasons: first, I am lucky and think that I can avoid danger; Secondly, it is herd mentality. When you see others running a lot of red lights and doing nothing, you will follow suit. Third, the road administration department is lax in control and punishment. Since ancient times, China has a tradition of being informal, and our social consciousness is not surprised by such a thing as running a red light. It is on this summary that the gap between our national quality and other nationalities is revealed.

Our factory in China has many good rules and regulations, but they are often not well implemented. For example, if you don't wear a helmet at the production site and use a sling with corresponding specifications when lifting heavy objects, you can't always act according to the principle in quality issues ... Therefore, we can't guarantee 65,438+000% safety and 65,438+000% qualified products, which will affect personal safety, product quality, corporate reputation and personal injury or corporate profits.

Some enterprises will prohibit littering of cigarette butts, but we will generally see such a situation: this phenomenon has basically been eliminated at the work site, and cigarette butts thrown by addicts are still seen from time to time on both sides of the road in the factory or in unsupervised places. Leaving it at the job site will be fined, so people do better. When there is no supervision, it completely exposes how our rules and regulations are implemented.

Our goal in China is to build a world-class enterprise. In terms of execution, we should not only learn from the Germans, but more importantly, never throw cigarette butts and wear safety helmets, and cultivate our own execution in bit by bit.

Experience of system implementation (5)

In the atmosphere of the company's "reading summary" activity, I recently read the book "Team Execution". I first read the brief part of the preface of this book, mainly explaining "what is executive power", which gave me a lot of inspiration, gave me a new understanding and understanding of future work management and self-execution, and played a good ideological guiding role in my work.

The book simply and vividly explains some common problems in our work through some small examples. Tell us not to blindly position our thoughts on ourselves, but to look at the direction of the team. If we can't do it ourselves, we can work as a team. This reminds me of my job. I make many plans for myself every day. But in my daily work, a phone call from the marketing department and an email from the development center are always disrupted and I can't go on according to my own plan. I always feel that some things should be done by myself, so I do it myself, for fear that the subordinates will not complete the work in place and the accuracy of the completed data is not high, which has a great impact on the later work and the company. In fact, it will not only affect the work plan of the day, but also cultivate the team, promote the growth of the team and improve the business level of the team. You know, when the team is strong, your strength will be strong.

The explanation of execution in the book:

1, execution means doing the right thing with the right person.

2. Execution is the strict implementation of the enterprise reward and punishment system.

3. Execution means that every link is carried out to the letter, including process, inspection system and reward and punishment standards.

Personally, I have a deep understanding of the first sentence and the third sentence, and the execution is the right thing for the right person to do. This also makes me think, position myself, what should I do, and how to do it specifically. I want to make a process so that everyone in the same major can see it and know when to do something. There is also the implementation of each link, including the process, inspection system, reward and punishment standards. I've always planned to check the system backup after each data update to see which data is unreasonable, whether it's because we didn't do enough in the past or other reasons, which caused the need for data update and adjustment, and those who need to continue to strengthen their study in the later stage.

After reading this book, I feel a lot. In my future work, I will adjust my mentality, be strict with myself, and let every link of my work be carried out to the letter.

Experience of system implementation Part VI

Executive power is the strength of an enterprise's decision-making, and the quality of executive power determines the strength of its competitiveness. The strategy and planning of an enterprise are important, but only the execution can make it embody substantive value, and the implementation of execution is the fundamental guarantee to win in the competition. On the other hand, in the absence of execution, it is difficult to reflect all the advantages of an enterprise. Execution determines the survival and development of enterprises, and determines the rise and fall and success or failure of enterprises. Only the idea of implementation has a way out, and the strategic decision of implementation has a result.

Some excellent enterprise organizations listed in the book all have one thing in common: they have established a culture of execution. The core processes of executive organization are personnel flow, strategic process and operational process. Through personnel to complete the plan, through the plan to achieve the strategic objectives of the organization. Today's major enterprises are not short of business ideas and ideological decisions. To be in an invincible position in enterprise operation, execution culture is still needed.

Executive power: The executive power of an enterprise is the strategy of how to allocate existing resources and finally achieve strategic goals. In the organization of execution, the three core processes of personnel, strategy and operation are closely linked, and personnel is the key element of execution. Managers of enterprises make clear goals and strategic routes, have ideas and decisions, determine the direction of implementation, and assign each task to the right team members to complete. In this process, managers communicate effectively with members, pay attention to the implementation process, fully understand the value of time and make rational use of time through effective time management.

The development of enterprises also needs to stimulate employees' sense of competition. Building a good employee incentive mechanism is a means for enterprises to turn strategies and plans into concrete facts. It is necessary to arouse everyone's enthusiasm, "water does not excite people, and people do not excite people", set high goals to encourage competition, stimulate employees' strong execution, make employees change jobs challenging, and create a sense of crisis appropriately, which can stimulate employees' enthusiasm and execution, adhere to fair, just and open employee evaluation, and enhance the execution of enterprise members and the whole enterprise through performance appraisal and spiritual and material incentives.

Execution is still a discipline and the basis of strategy. The operation of enterprises can not only rely on the executive power of managers, but also require the participation of all employees. We should unify our thinking and achieve * * * knowledge. Managers lead their subordinates to move forward together. The cohesion of the team is the combat effectiveness of the whole enterprise, and the level of the team also reflects the competitiveness of the enterprise. Only excellent teams have good execution, and only with continuous improvement of execution can enterprises create brilliant achievements.