I still remember reading such a passage that there are four topics in the life exam: study, career, marriage and family, and the average score is high to pass. For me, a newcomer who has just left the university campus and entered the workplace for one year, I have waved goodbye to my studies, and now I am facing life problems as a career. Career is not only the sublimation of learning, but also the solid foundation of marriage and family. 20xx 10, I graduated from university and started my first job in xx company. Blink of an eye, a year has passed, and I proudly sum up the past. I am not only proud that I have learned a lot of new knowledge and gained rich and valuable workplace experience from this year's work, but also proud that I can become an employee of xx Company.
I am very glad to have the opportunity to exchange the experience of induction training with you here, and I feel very honored to be a member of xx Company! Although I have worked in the company for a year, I have always felt care and warmth and the pragmatic and uplifting atmosphere of the company during this short time. This is a broad career stage for me to display my talents and create a wonderful life! In the company, I believe my ability can be improved and my value can be reflected. I will make my own contribution to the development of the company with excellent work performance!
For some time, I have gained a lot from my work. The attention and support of my immediate superior leaders, as well as their personal support and care, enabled me to enter the working state smoothly, straightened out the horizontal and vertical working relations, reorganized the departmental structure, made the departmental establishment more scientific and reasonable, and greatly improved the work efficiency.
The Spring Festival is coming soon, and how to carry out our work better should be the core issue we are thinking about now. I want to sum up the following points and encourage my colleagues:
1, agree with the company's corporate culture and core concepts.
Corporate culture is the foundation of a company's development and growth. When we choose a company, in a sense, we choose a corporate culture, so we must identify with its corporate culture and core concepts. If a company does not adhere to its own culture and core concepts, it will certainly not develop for a long time and will be eliminated in the tide of social development. The so-called "different ways, insufficient planning", if you can't even agree with the company's corporate culture, you will lose the need to stay in the company.
2. Work attitude
We will inevitably feel uncomfortable in the process of integrating into the new team, but this cannot be an excuse for us to escape. We should be stricter with ourselves. In the new job, we should have the courage and determination to start from scratch and have a solid and serious work attitude. Attitude is everything. Whether a person can succeed depends on whether he has a solid and serious attitude, but ability may be secondary. Find your own position in the company, enter the working state, straighten out the working relationship and integrate into the big family of the company.
3. Corporate loyalty
Since we chose the company, the company not only gives us salary, but also a big stage for us to display our talents and realize our self-worth. Therefore, we should work with a grateful heart, put loyalty to the company first, and have a master's attitude. Only by putting yourself in the position of the master and truly taking the company as your home can you be absolutely loyal to the company and have the greatest enthusiasm for work. Good execution is the key to the success of a team and a company.
Only when the executive power is improved can the work efficiency be improved and more value be created. The future work may be very complicated, and even encounter difficulties of one kind or another, but I believe that with the care and correct leadership of leaders at all levels in the company, with the careful help of colleagues in the company and with our own unremitting efforts, any difficulties will be overcome. Let's go forward hand in hand and strive for a better tomorrow for the company and ourselves! We will certainly create an impressive performance worthy of ourselves and Jinyu Puhui Company!
I often ask myself this question: "Are you ready for the development of the enterprise?" Some people may say that I am just an ordinary employee. What can I do in an ordinary post? Here I want to say: "You are wrong!" The development of the company needs everyone's unity and cooperation, and the growth of the enterprise cannot be separated from the joint efforts of you and me. Maybe you and I are both in ordinary posts, just like a drop of water in the sea, and it is these countless drops of water that converge into the vast sea. You and I will be a solid foundation for the development and growth of the enterprise. It is often said that if you are born at the wrong time and can't keep up with the era of heroes, then even if you do your best, it will be difficult to be famous all over the world. Yes, born in peacetime, most people are engaged in extremely ordinary jobs, and we are really ordinary. But I want to say, why can't greatness live in the ordinary, and the ordinary can hold its head high, because in the ordinary, we can also make contributions. Since I have chosen to take security escort as my lifelong career, to work in the command center and to be the "eye" of a company, I will unreservedly dedicate my ideals, beliefs, youth and intelligence to this solemn choice, so that we can turn our love for the motherland, society, life and family into a kind of motivation and put it into work! This kind of love makes us choose dedication without hesitation.
What is love and dedication? Love and dedication means respecting your work, being loyal to your work, and making extraordinary achievements in ordinary posts. Whenever it is dead of night, the personnel on duty in the command center keep their keen eyes on the closed-circuit TV of xx Road, skillfully switch pictures by hand and patrol every corner of the company. Because we respect our work, we are careful about it. Because I am loyal to my work, I want to unify my personal interests with the interests of the enterprise, think about my work everywhere, and actively do my own work from the interests of the enterprise. We all know that we should be loyal to our loved ones, and the growth of enterprises also needs the loyalty of all employees. "Creating first-class service and ensuring financial security" is our aim. The smooth development of enterprises needs our loyalty, and enterprises need our loyalty even more when they are in trouble. It is this loyalty to the enterprise that has made today's growing company.
What is the value of life? How to realize the value of life in an ordinary post? I believe many people are thinking, many people are pursuing and many people are confused. There is an advertisement that says well: the stage is as big as the heart. A person's value orientation determines a person's goal and is also the driving force for life progress. I don't want to talk about vague theories, and I don't expect much. My values are actually very simple: stand well in every post, do everything well, and combine what I have learned with the construction of enterprises. Serve the enterprise construction, take root in the enterprise, be loyal to the enterprise and be a dedicated employee. The company is an enterprise with brand influence in the escort industry, and it is an enterprise with continuous innovation, pursuit of Excellence and very bright prospects. Such an excellent enterprise, such a lofty cause, what reason do we have not to work hard for it? Let's work hard for the development and growth of the enterprise!
Understand the development and practice of enterprises (3) First, fully understand the employees of enterprises.
Everyone is so simple to himself, but so complicated to others. As a manager, it is not easy to fully understand your employees. But if managers can fully understand their employees, the work will be much smoother. As the saying goes, "a scholar dies for a bosom friend." A manager who can fully understand his employees will be a first-class manager in terms of work efficiency and interpersonal relationship.
Understanding employees is different from the primary stage to the advanced stage, which is divided into three stages:
The first stage: understand the background, education, experience, family environment, background, interests and expertise of employees. At the same time, we should also understand employees' ideas and their enthusiasm, sincerity and sense of justice.
The second stage: when your employees encounter difficulties, you can realize the expected reactions and actions. And it can help employees in time, which shows that you know employees better.
The third stage: knowing people and being good at their duties. Can let each employee play the greatest potential in the job. Give your employees some challenging jobs that can test their abilities and give them appropriate guidance in the face of such difficulties.
In short, managers and employees should understand each other and communicate with each other psychologically, which is particularly important for the managers of a small and medium-sized enterprise.
Second, listen to the voices of employees.
Managers of small and medium-sized enterprises have strong self-assertion ability, which helps to solve problems decisively and quickly, but on the other hand, it also makes managers go their own way and refuse to listen to other people's opinions, leading to decision-making mistakes.
In enterprise management, listening to employees' voices is also an important way to unite employees and mobilize their enthusiasm. An employee's mind will lose his enthusiasm for work except problems, and he can't accomplish the tasks you give him well. At this time, as a manager, you should listen to his voice patiently, find out the crux of the problem, solve his problems or enlighten you patiently, which will help you achieve your management goals.
People who make mistakes should also be treated in a listening way, instead of blindly accusing them, and they should be given a chance to explain. Only when you know your personal situation can you prescribe the right medicine and handle it properly.
Third, management methods are often innovative.
Managing employees is like driving a car. When driving, the driver should carefully observe the indicator and the road surface. When the road surface changes and the indicator pointer changes, he should turn the steering wheel to prevent the rollover from hitting people. The same is true for managers. If managers want employees to run on the established track, they should carefully observe and adjust frequently to prevent employees from making mistakes. In a stable large enterprise, managers should pay more attention to the changes of employees and flexibly use various skills to manage subordinates within the basic management framework. For active SME managers, their responsibilities are heavier. They not only can't stick to the rules to manage their subordinates, but also can't use the crying mode to involve the blueprint of the enterprise.
Managers must have a year's time and the ability to transcend stereotypes if they want to constantly adopt new methods to deal with new situations in employee management. In the late 1970s and early 1980s, Ford's business philosophy became increasingly conservative, and the company's performance declined step by step, eventually sliding to the edge of loss. After Iacocca became the president of Chrysler, he actively explored innovation and inspired the enthusiasm of employees. In less than two years, he finally miraculously brought the company on the verge of mass production back to life.
Fourth, have both ability and political integrity, and only use quantity.
Everyone has his own strengths and weaknesses in ability, personality, attitude, knowledge and cultivation. The key to employing people is applicability. To this end, as a manager, when employing people, we must first understand the characteristics of each person, that is, there are ten employees, some of whom do things neatly; Some are cautious; Some are good at dealing with interpersonal relationships; Others like to work silently in statistics.
In the personnel appraisal forms of many enterprises, there are some evaluation items about the correctness and speed of doing things, and getting full marks is an excellent employee. As a manager, we should not only see the scores on the personnel assessment form, but also observe them in practice, and give due work in combination with the strengths of each employee. Observe their attitude, speed and accuracy in the process of work, so as to truly measure the potential of subordinates. Only in this way can a manager manage his employees flexibly, effectively and successfully, and make his career flourish.
Fifth, dilute rights and strengthen authority.
The management of employees should ultimately be implemented in the obedience of employees to managers or subordinates to superiors. This relationship of leadership obedience can come from two aspects: right or authority. Managers have high status and great power, and those who do not obey will be punished. This obedience comes from power. The personality charm of managers, such as virtue, temperament, wisdom, knowledge and experience, makes employee resources subordinate to their leaders. This obedience comes from the manager of an enterprise who wants to successfully manage his employees, especially those who are better than himself. The authority of personality charm is more important than administrative power.
Six, allow employees to make mistakes
The real world is full of uncertainty, and it is naturally impossible to succeed in everything in such an environment. A person who can do more right things and less wrong things is an excellent person. As a manager, if you ask your subordinates not to make any mistakes, it will inhibit the spirit of adventure, make them timid and make it possible for them to succeed in business opportunities.
Adventure spirit is a valuable entrepreneurial quality, and adventure requires courage and capital. If you can take risks from the spirit of uncertainty and rely on some inspiration, you may have a chance of success, but it may also lead to failure. If managers don't allow employees to fail, and risk failure will be severely punished by superiors, then employees will return to the idea of not doing well, so enterprises are an important driving force for development.
Therefore, as managers, employees should be encouraged to take risks, innovate and seize business opportunities rationally, and employees should be allowed to fail. Don't be too responsible when subordinates take risks and make ordinary small mistakes; When the adventure is successful, you must praise it and give it a corresponding reward.
Seven, guide employees to compete reasonably.
In small and medium-sized enterprises, there is also competition among employees, and there is a difference between fair competition and unfair competition. Fair competition means taking appropriate measures or positive ways to compare. Unfair competition refers to restricting, suppressing or attacking competitors by unfair means. As a manager, it is an important duty to pay attention to the psychological changes of employees and take timely measures to prevent unfair competition and promote fair competition. Therefore, personnel management has a correct performance evaluation mechanism, and its ability should be evaluated according to its performance, not according to employees' opinions or superiors' preferences and interpersonal relationships, so as to make the evaluation of employees as fair and objective as possible. At the same time, establish normal and open information channels within the enterprise, so that employees can have more contacts, exchanges and positive communication with opinions.
Eight, stimulate the potential of employees
Everyone has different potentials. For people with different characteristics, it is possible to achieve good results by adopting different stimulation methods.
Medical research shows that people's thinking and acting force come from the activity of cerebral cortex, which is divided into medial and lateral parts and has different functions. Managers should apply this principle to enterprise management and adopt different incentive methods according to different people's characteristics.
I am deeply moved and encouraged by the study of corporate culture. Corporate culture is a cultural concept, cultural form and behavior pattern with its own characteristics, as well as the corresponding system and organizational structure formed in the process of material production under certain social and historical conditions, which embodies the value standards, business philosophy, code of conduct, common beliefs and cohesion of enterprises and their members. Therefore, as long as the enterprise exists for one day, corporate culture will coexist. The core of corporate culture of xx Company is "concentric culture", and "full of heart, strong popularity and positive atmosphere" is the basic feature of concentric culture. Building an excellent corporate culture is to manage the enterprise with advanced ideas, so that employees can think in one place and make efforts in one place. No matter how advanced the technology is, it is difficult to play a role if it is not mastered by well-trained and enthusiastic employees. A truly advanced and scientific corporate culture enables every employee to identify with the corporate goals and strive for them.
The establishment of corporate culture is not only a propaganda means of the company, but also the most important thing is how to implement it, so that every employee of the company can deeply understand the importance of corporate culture to the company's development. Only when employees are deeply aware that their actions meet the requirements of corporate culture and are strict with themselves everywhere can corporate culture really play its final role.
Enterprises have formed an excellent corporate culture, which has also created a high-quality workforce for enterprises, and the employees armed with this excellent corporate culture are the real core competitiveness of enterprises. The function of corporate culture is to boost morale, cultivate sentiment, mold knowledge workers, cultivate dedication, and provide strong spiritual motivation and intellectual support for improving grassroots cohesion and combat effectiveness. To achieve this function, we must constantly enhance the attractiveness and appeal of corporate culture. This is because the function of culture lies in whether it can play the best program, and ultimately depends on whether it can attract and inspire people, be accepted by the broad masses of workers, and be transformed into a powerful spiritual motivation. To enhance the attraction and appeal of corporate culture, we must solve the problems of people-oriented cultural construction and service for employees. The purpose of developing enterprise culture is to provide rich and colorful spiritual and cultural products for the broad masses of workers and constantly meet the growing spiritual and cultural needs of cadres and workers. The construction of enterprise culture, only closely around the spiritual and cultural needs of the broad masses of workers, can really condense them into the construction of advanced culture.
The "people-oriented, Excellence, harmonious development and concentric leap" of xx Company fully embodies the humanity, harmony and sustainable development of xx culture. Among them, the core values of "people-oriented, harmonious and efficient" have played an important role in promoting the development of the growing xx company. By studying the core values of enterprises, I know what values are. What is the connotation of corporate values? I also have a better understanding of the core values of the enterprise. Values are the core of corporate culture, and modern corporate values are the soul of an enterprise, which provides a measure of cohesion. Enterprises without core values are like scattered sand, while enterprises without correct values are like ships lost in the sea. It plays a leading role in establishing brand, goodwill and credibility of enterprises. If you want to be a bigger and stronger xx enterprise, you must determine your own corporate values and meet the ever-changing market challenges with unchanging corporate values. Facing the vast market, we should establish unique values that can guide the collective behavior of enterprises. The most concentrated expression of the role of core values is what enterprises or individuals should do when facing contradictions and dilemmas in the course of business operation. This can be done and that can be done, but there must be a decision, which is supported by core values. Our values of "people-oriented, harmonious and efficient" do not refer to achievements, but a spirit, a motivation and a work ethic. It holds the life and soul of a person or an enterprise, and makes it successful, so that all the work of the enterprise can be completed with excellent results and truly "go up a storey still higher". In a word, the construction of enterprises ultimately deals with people's thoughts, and the ultimate goal is to arm, shape and inspire people. Through the core of xx company, it embodies the value of the enterprise, realizes the harmony of the enterprise and promotes the development of the enterprise.
These are some of my personal experiences. In my future work, I will use the corporate values of xx Company to remind and motivate myself, and integrate the corporate values into my work to truly become a farewell dinner for corporate culture.
The core values of xx corporate culture are "people-oriented, efficient innovation, selfless dedication and * * * happy enterprise". Someone once made such a metaphor that an enterprise is a school, an army and a family. This metaphor tells us that an enterprise should create and own an environment for employees to continuously improve their own quality through learning, which is the best way for enterprises to recruit talents. First of all, we should realize what kind of talents are excellent talents of enterprises. An outstanding talent of an enterprise should know the culture of the enterprise like the back of his hand, be able to integrate into the culture of the enterprise ideologically and become a whole, and at the same time have the ability to complete his work creatively and brilliantly.
Corporate culture needs corresponding innovation and adjustment, which is helpful to enhance the cohesion of enterprises. The way of thinking and behavior of enterprise members can stimulate the morale of employees and fully explore the potential of enterprises. After the establishment of a good corporate culture atmosphere, it brings the wisdom of the group, the spirit of cooperation and fresh vitality, which can provide a steady stream of spiritual motivation for the innovation and development of enterprises. Moreover, we should understand its development direction, make conscious adjustments and choose the appropriate corporate culture to meet the challenges. Only in this way can we rely on culture to drive productivity in the fierce market competition, thus improving our competitiveness. Therefore, it is extremely important for the development of enterprises to persist in corporate culture innovation, which can abandon the original unreasonable thinking and behavior and create new achievements with unprecedented new thinking.
We should implement the principle of "love and dedication, selfless dedication" in our work process, instead of taking it as a slogan, which requires us to integrate it into specific work and the company's business activities. Innovation, transcendence, unity and pragmatism are a manifestation of corporate culture, which is based on corporate values and culture such as obedience to organization, teamwork, responsibility and dedication, honesty and self-criticism. This culture and management mechanism is the accumulation and precipitation of years of experience in the company's development process.
I think there is no fixed model for an enterprise to establish its own corporate culture. We should continue to learn through work practice, actively absorb the advanced ideas of other enterprises, and establish a culture with our own employees in combination with the company's reality. The company's corporate culture is open, inclusive and constantly developing, so we continue to inherit and carry forward this culture, unite collectively and work together. Xx will continue to grow and develop in a harmonious corporate culture atmosphere.