How time flies! It's almost three months since I arrived at the company. While feeling the rapid development of the company, I also have an understanding of the bottlenecks and obstacles encountered in the company's development. In order to lay a foundation for the company's rapid development, smooth operation and create a modern, large-scale and standardized management model, I would like to make some suggestions:

First of all, in front-line operation, we should fully broaden market channels and make use of various effective resources on the premise of engineering construction. Seek better projects and strive for diversified development. ?

1. The functions of the contract department can be expanded and reorganized into the market contract department, and the elites in the industry can be recruited through headhunting and other channels. Mainly used to analyze the needs, opportunities, potential threats, internal and external advantages and disadvantages of various projects in the market, investigate the feasibility of each project, and be responsible for expanding the relationship between grandparents and market business; Be responsible for the foreshadowing and preparation of pre-project cooperation; Responsible for the payment after each project is completed; Responsible for signing and changing various contracts, agreements and contracts. ?

2. Implement the differentiation strategy in the business model and make your own brand and characteristics. (such as construction progress, quality assurance and post-service), and at the same time, we should make good use of various channels to publicize the influence to the society (such as large-scale public welfare activities, sending small souvenirs with Liang Xiu logo to employees who apply for the company's work, etc.) so that Liang Xiu Group can gradually cover the market. ?

3. Choose a good supplier to ensure the quality, safety and cost performance of all kinds of materials and goods, and win the good reputation of customers. ?

4. Adhere to the management policy for each subsidiary, fully mobilize employees' enterprising spirit and exercise their ability of self-management and self-financing, and provide broad space for employees' future development. ?

5. Upgrade the qualifications of enterprise construction units and construction units in a timely manner, implement external affiliation and internal project establishment, and undertake larger and more businesses; It can also be supervised and managed through cooperative subcontracting. ?

6. On the premise that the above steps are progressing smoothly, we can consider developing and managing business, education and training projects. Nowadays, people in the society are pursuing higher and higher quality of life and culture, such as choosing a good location to develop shopping malls or offering education and training, including curriculum counseling for primary schools, junior high schools and senior high schools, second degree training for adults, qualification examinations and so on. Nowadays, the society is a learning organization and a society of talent competition. President Hu Jintao once said that we should govern the country by culture, and education is a project supported by the state. ?

2. Suggestions on the implementation of (second-line organs and subsidiaries) system, staffing of posts, details of rights and responsibilities, performance management, and salary classification:?

1. In the implementation of the system, we should follow the principles of legality, rationality and reasonableness, resolutely put an end to the situation of one-person dictatorship, adhere to the people-oriented management concept, and resolutely put an end to the wrong decision-making that is constantly changing; Resolutely put an end to the misunderstanding that the system is a decoration. In the company, regardless of relatives and friends and other related employees, from the system, everyone is equal. Strictly follow scientific and institutionalized management. National statutory benefits and holidays, such as social security benefits, holidays such as National Day, New Year's Day, Spring Festival, Tomb-Sweeping Day, Dragon Boat Festival and Mid-Autumn Festival, and paid annual leave should be strictly implemented. For front-line personnel who cannot leave their posts due to work needs, overtime subsidies should be given according to state regulations. Sick leave should be paid in proportion to the length of work in the company. Let all employees truly feel fair and just treatment and warmth in the company, so as to stimulate and mobilize the enthusiasm and enthusiasm of employees and truly make employees feel a sense of belonging, instead of simply shouting empty slogans asking employees to take the company as their home. ?

2. In terms of post staffing, strictly abide by the company's staffing standards for departments, conduct unplanned recruitment under special circumstances, give full play to the initiative of each position according to the approval procedures for unplanned recruitment, maximize work efficiency, and return home with a full load; All business departments should cooperate with the human resources department to do a good job in pre-job and probation assessment to ensure the optimization of personnel quality. Reduce the replacement cost of human resources brought by the quality and quantity of personnel to the company. In addition, according to the principle of matching posts with abilities, the existing managers should be adjusted in time. Those who are not qualified for the post, regardless of their relatives and friends, and their contribution (because they once only represented the past), must be resolutely given new posts and salary adjustments. For those employees who really have the ability to work, high comprehensive quality and good conduct after investigation, they are assigned to specific posts according to their specialties. Health and promotion will stimulate employees' working motivation, let capable employees see the development space and retain more talents. ?

3. Clear the responsibilities of each post, and directly connect the superiors and subordinates with other departments. Give, restrict and balance the rights of each post, so as to ensure the normal operation of business within the jurisdiction without affecting the normal operation of other business departments. Because each department has a clear understanding of the work content and contact of its own post, it is necessary to write its own work flow and submit it to the Human Resources Department for compilation and examination paper. The positions of all departments should perform their respective management functions according to the newly divided organizational structure, and ultra vires and cross-departmental management are strictly prohibited. When other departments need to cooperate, they should first get in touch with their competent leaders and advocate mutual help, brainstorming and common progress without affecting the work of other departments. It is strictly forbidden to collude with each other and do things that are detrimental to the interests of the company. Any employee who violates company regulations should be dealt with seriously to ensure the authority of the system. ?

4. Performance management is evaluated according to the criteria of excellent coefficient 1.2, good coefficient 1.0, reaching standard 0.8 and passing standard 0.6. Evaluation score (90- 100 is excellent, 80-89 is good, 70-80 is up to standard, and 60-69 is passing), and evaluation result = performance salary base × evaluation coefficient. Evaluation indicators should be combined with the company's business development goals and tasks, and evaluated by the organs and outsourcing subsidiaries. The evaluation of subsidiaries refers to outsourcing contracts; Organ evaluation should have two systems. The first evaluation system: define the subject and audit object of performance evaluation; Set the weight index according to the business situation (the evaluation subject is divided into direct supervisor evaluation and self-evaluation, the direct supervisor weight is 80%, the employee weight is 20%, and the employee performance is the evaluation content); The second complaint system (performance evaluation team): employees should be given sufficient channels to provide complaints about the evaluation results. So that employees can give timely feedback when they are unfairly evaluated. (The receiver of performance complaints should be the Minister of Human Resources Department, the Assistant to the Chairman, the Vice President or the Minister directly in charge of the discipline inspection department, and handle employee complaints. The application of performance appraisal results should be linked to salary. It is suggested that the performance salary base of employees should be 65,438+05% of the total monthly salary, 20% for ministers and 30% for vice presidents. The organ adopts the monthly assessment method. According to the work plan of the department, ordinary employees are assessed in combination with the daily work completion, work attitude, work behavior, attendance and participation in voluntary labor; Employees at or above the ministerial level shall make a comprehensive evaluation according to the tasks arranged by the company's high-level meeting, daily work tasks, communication and cooperation with other departments, leadership ability and work behavior. Ministerial employees are assessed by the vice president in charge and himself (personal weight is 20%, vice president in charge is 80%); The minister directly under the director who is not in charge of the vice president is evaluated by the assistant chairman (personal weight 20%, evaluation team 80%); Assistant to the chairman and vice president in charge are evaluated by performance evaluation team, individuals and all employees (individual weight 10%, all employees 20%, evaluation team 70). The vice chairman or general manager shall be assessed collectively by the high-level meeting, personally by the chairman and all employees (collective assessment accounts for 20%, chairman assessment accounts for 50%, all employees account for 20% and individual assessment accounts for 65,438+00%). The evaluation of all employees refers to the evaluation of the performance evaluation team in the current month. If there is no effective report or complaint to the evaluated person, the weight is full marks. If there is a valid complaint, the weight will be deducted and handled according to the rules and regulations.

5. Salary management should conform to the principles of internal fairness, external competition, reasonable financial revenue and expenditure, and the risk and return of company executives, who must be able to bear certain responsibilities. First of all, we should do a salary survey of the same position in the same industry. Conduct post analysis and post grade evaluation under the company's conditions to determine the post salary grade. In order to ensure the fairness and rationality of the company's salary, job evaluation is generally determined by hiring external experts or senior human resources managers. Because external experts are not influenced by subjective factors of the company, they can give each position a fair score according to the size of responsibility, risk coefficient, work intensity, required qualifications and other indicators, so as to determine the relative value of each position, which is not easy to produce internal contradictions, and can let every employee know the value and promotion space of the position. You can also gradually raise the wage level standard according to the first preparation. If the salary standard is lower than or higher than the adjusted post salary standard, the adjustment will not be made for the time being, and the peer rating will be made after the post personnel are updated. The salary standard is fixed and adjusted once a year to ensure that the salary is competitive and reasonable. For employees who have achieved excellent performance for more than four times in the performance appraisal for half a year, they can apply for a salary increase of one level. For employees with outstanding annual assessment results, they can be promoted to one level, but they need to be inspected for 3 months, and the salary during the inspection period is paid according to 80% of the post salary. ?

The above suggestions are for leaders' reference, and please criticize and correct the shortcomings.

Suggestor:

Date:

reference data

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