Second, employees: help employees solve life problems, improve the quality of life, promote physical and mental health, improve employee welfare, meet employee needs, improve work enthusiasm, and help employees achieve self-growth and career planning.
III. Work: Stabilize human resources of enterprises, improve production efficiency and work performance, help employees solve problems encountered in work, reduce employees' anxiety, improve work mood and improve work morale.
Fourth, labor-capital relations: increase labor-capital communication and promote harmonious relations between the two sides.
EAP is the best internal training method of enterprise psychological assistance, not only for employees, but also for the mental model of enterprise management coaches, and more for enterprise diagnosis and internal training.
Specifically, you can learn about Yixi Enterprise Psychological Assistance Agency, which has many branches all over the country.
Question 2: What aspects should employees' mentality training include: positive attitude, initiative and responsibility, dedication, cooperation, empty cup learning, trust and appreciation, innovation and enterprising, and gratitude.
Question 3: What aspects should employees' psychological training include? Teacher He An thinks that the mentality training of middle-level management employees is paid more and more attention by enterprises, because mentality determines behavior and behavior determines results, so it is very necessary to train employees' mentality in order to improve the performance of enterprises. I often meet the person in charge of enterprise training or the sales staff of training institutions and ask me, "Mr. He An, what aspects should employees' mentality training include?" Let's talk about our views as follows:
Teachers who cultivate the mentality of middle managers have different views on this issue. I have carefully studied the world's top 500 enterprises. What are the requirements for employees' mentality? I collected a lot of data and made a statistical analysis. As a result, I found that the first item is "positive", and the first eight items are: positive, initiative, dedication, cooperation, empty cup mentality, trust and appreciation, willingness and method, and gratitude.
Positive energy seems to be the basis of all mentality. He An personally agrees with this. The first habit mentioned by Stephen Covey in Seven Good Habits of Highly Effective People is also "initiative", which coincides with the "initiative" I summarized at the beginning. Personally, I don't think this is accidental. Teacher He An believes that the design of any course should have internal logic, and the mental order of eight points has its internal connection.
Question 4: What are the professional qualities of employees? 1) Professionalization means well-trained and standardized behavior;
2) Professionalization is to treat work as rationally as possible;
3) Professionalization means that subtleties can reflect professionalism;
4) Professionalization means to be bold and unrestrained in thought, restrained in behavior and advanced in consciousness;
5) Professionalization means that the development of personality should adapt to the conditions of * * * *;
6) Professionalization means the right time, location and people;
7) Professionalization is the standardization, standardization and institutionalization of vocational skills.
Question 5: What are the contents of work attitude assessment? What is the attendance rate?
Whether to complete the task seriously
Do you work efficiently and follow the instructions of your superiors?
Whether to report the work to the superior in time and accurately.
Are you responsible and willing to take on more responsibilities?
Are you open-minded and eager to learn and ask for progress?
Question 6: What aspects should employees' psychological training include? Ppt you:
Words and deeds are like hoping that xu teacher will wait for his positive acceptance before putting it into action. Put the cart before the horse, follow the negative state of the line, and when he thinks he has a way, he always wants to be positive.
Second, we must have successful and positive thoughts. Who wants to take advantage of the farmers? I will be able to sow some positive and optimistic seeds in order to reap. I must stop watering some seeds, fertilizing seedlings, ignoring some negative weeds to seize the soil and even let crops die.
Third, influence the goal with aesthetic feeling and trust. Don't be positive, slowly get a kind of happiness with your behavior. The stronger the goal, the stronger it is, and then don't attract people who always like positive optimism.
Fourth, to make everything important requires every desire, that is, to feel self-important without stimulating my ordinary self-awareness. Nuclear energy has satisfied my other desires and created a situation in my family with a positive attitude.
Five, keep tears to watch the stars cut beautiful things, I want to keep the excitement and show the beauty.
Sixth, praise is different from communication. Praise is more harmonious, warm and beautiful, and value will definitely make it grow.
Smile, smile, self-confidence, self-confidence and friendship make you feel confident and friendly.
Eight, find a good new idea, recognize talents and ideas, facts, find ideas, rely on attitude, ability, thinking, creativity, which idea is going?
Nine, give up trivial things, and actively spend energy on everything to make it deviate from the main goal.
Ten, cultivate a spirit of dedication. Former head of General Flour Company, huh? Bliss once advised salespeople that whoever tries his best to help them be happier and more handsome will reach the high level of sales promotion.
10. Be confident that you can do what you want. Always think negatively that things can be done first, then try and find that they can.
Question 7: What should be included in the employee management plan? Five principles of employee management
1. The work assigned by employees should be suitable for their own work ability and workload.
Person-post matching is the goal of staffing. In order to realize the correct positioning of people, it is necessary to analyze employees and positions. Everyone's ability and personality are different, and the requirements and environment of each position are also different. Only by analyzing in advance and matching reasonably can we give full play to the role of talents and ensure the smooth completion of the work.
There are four ways to promote job matching: first, many senior managers meet a new employee at the same time to learn more about his interest, work ability and work potential; Second, in addition to regularly evaluating work performance, the company also has corresponding job descriptions and requirements; Third, use the electronic database to store information about job requirements and employees' abilities, and update them in time; Fourth, through the "power of attorney", senior managers recommend candidates for important positions to the board of directors.
2. Reward according to merit
The contribution of employees to the company is influenced by many factors, such as work attitude, work experience, education level and external environment. Although some factors are uncontrollable, the most important factor is the personal performance of employees, which can be controlled and evaluated. One of the principles is that an employee's income must be determined according to his performance. Whether employees' past performance is recognized directly affects the future work results. Merit reward can not only let employees know which behaviors should be promoted and which behaviors should be avoided, but also encourage employees to repeat and strengthen those behaviors that are beneficial to the company's development. Therefore, reflecting the wage difference on the basis of work performance is an important content of establishing a high incentive mechanism. In addition, BASF also provides different benefits such as meal supplement, housing and company stock according to employees' performance.
3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company.
Provide employees with extensive training plans, which are planned and organized by special departments. The training plan includes some basic skills training, as well as senior management training and training courses developed according to the actual situation of the company, with the ultimate goal of helping employees grow. With a clear organizational structure, every employee knows the position and role of his position in the company, and can easily understand what promotion channels are available and obtain relevant information. BASF has obvious internal orientation in promotion and tends to promote managers from within, which provides promotion opportunities for those who are interested in development.
4. Continuously improve the working environment and safety conditions.
A suitable working environment can not only improve work efficiency, but also adjust employees' psychology. Designing working environment according to physiological needs can speed up, save physical strength and relieve fatigue; Designing a working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Humanize the working environment, set up various car facilities near the factory, open a number of canteens and restaurants in the company, add toilets for manual workers, and keep the workplace clean and tidy. ...
Safety is the most basic requirement for working conditions, but it is a hidden pain that many enterprises are difficult to achieve. A large number of standard facilities have been established to ensure safety, which are in the charge of specialized departments, such as medical department, fire brigade and senior factory guards. , and be responsible for the safety issues within their respective scope of work. Provide regular safety guidance and protective facilities for all workers. Various security systems can also be established. For example, each floor of the building must have a specially trained employee on duty in turn. In addition to the guarantee of facilities and systems, safety in production is encouraged through incentives, and those workshops with the lowest accident rate can get safety award.
5. Implement the leadership method in a cooperative manner.
In the relationship between the leader and the led, the emphasis is on the cooperative attitude.
Leaders in the process of leadership, just like being led by themselves, frankly cooperate in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect information, check work, resolve conflicts, evaluate subordinate employees and improve their work level. Among them, the most important task is to evaluate subordinates, give a fair evaluation according to their work tasks, work ability and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses in their work. The principle of evaluation is "praise more and blame less", respect employees and help employees complete their tasks in a cooperative way. After the task is assigned, leaders must personally check, and employees should also personally check the interim work and final work results to promote the smooth completion of the work.
How to improve staff morale
How to improve staff morale
The factors affecting staff morale include at least three levels ... >>
Question 8: What does employee relationship management include? First, the management of labor relations. Handle labor disputes, interviews and procedures for employees' on-the-job and resignation, handle employee complaints, personnel disputes and external events.
The second is employee discipline management. Guide employees to abide by the company's rules and regulations, labor discipline, improve employees' organizational discipline, and restrain employees' code of conduct to a certain extent.
The third is the management of employee interpersonal relationship. Guide employees to establish good working relationships and create an environment conducive to employees to establish formal interpersonal relationships.
The fourth is communication management. Ensure smooth communication channels, guide timely two-way communication from top to bottom of the company, and improve the employee suggestion system. The fifth is employee performance management. Formulating scientific evaluation standards and systems and implementing reasonable evaluation procedures can not only truly reflect the performance of employees, but also promote their enthusiasm.
The sixth is employee situation management. Organize the survey of employees' mentality and satisfaction, prevent, find and deal with rumors and slowdowns, and solve the problems that employees care about.
Seventh, corporate culture construction. Build a positive, effective and healthy corporate culture, guide employees' values and maintain the good image of the company.
Eight is service and support. Provide consulting services on national laws and regulations, company policies, personal body and mind, and help employees balance work and life.
Nine is employee relationship management training. Organize employees to train in interpersonal communication and communication skills.
Question 9: What are the contents of employee relationship management? From the perspective of management responsibilities, employee relationship management mainly has nine aspects:
The first is labor relations management.
Handle labor disputes, interviews and procedures for employees' on-the-job and resignation, handle employee complaints, personnel disputes and external events.
The second is employee discipline management.
Guide employees to abide by the company's rules and regulations, labor discipline, improve employees' organizational discipline, and restrain employees' code of conduct to a certain extent.
The third is the management of employee interpersonal relationship.
Guide employees to establish good working relationships and create an environment conducive to employees to establish formal interpersonal relationships.
The fourth is communication management.
Ensure smooth communication channels, guide timely two-way communication from top to bottom of the company, and improve the employee suggestion system.
The fifth is employee performance management.
Formulating scientific evaluation standards and systems and implementing reasonable evaluation procedures can not only truly reflect the performance of employees, but also promote their enthusiasm.
The sixth is employee situation management.
Organize the survey of employees' mentality and satisfaction, prevent, find and deal with rumors and slowdowns, and solve the problems that employees care about.
Seventh, corporate culture construction.
Build a positive, effective and healthy corporate culture, guide employees' values and maintain the good image of the company.
Eight is service and support.
Provide consulting services on national laws and regulations, company policies, personal body and mind, and help employees balance work and life.
Nine is employee relationship management training.
Organize employees to train in interpersonal communication and communication skills.