Mr. Yu, a famous Shanghai writer, wrote a meaningful inscription at Baosteel 20 12: "Supporting a rising China requires both material and spiritual steel frames. Facts have proved that Baosteel people have the ability to make contributions in these two aspects. " Mr. Yu's inscription is not a compliment. Comrade Liu Guosheng, who served as Party Secretary of Baosteel Group for more than ten years, systematically expounded the spiritual steel frame of Baosteel Group in the Shanghai Library.

According to the author's study and understanding, in a word, the spiritual steel frame of Baosteel Group is Lu Xun's thought of "cultivating people".

Baosteel is no stranger to Shanghainese. Isn't it a steel plant built in Baoshan area? The super-large enterprise that grew up in Shanghai!

Baosteel is an iron and steel enterprise, and Lu Xun is a great thinker and writer in China. Can our respected Mr. Lu Xun run a business? What the hell is going on here?

With some doubts, I quietly listened to the report made by Secretary Liu Guosheng. After listening to the report, I not only dispelled my doubts, but also became interested in how Baosteel developed into a great history. When I got home, I immediately opened his monograph "Getting Far and Approaching-Revelation of Lu Xun's Thought of" Establishing Man ".

As the "spiritual steel frame" of Baosteel's development, how did Lu Xun's thought of "cultivating people" play a specific role and reflect its value in the process of Baosteel's development and growth? ? Secretary Guo Sheng's report and monograph have a very systematic and comprehensive exposition on this. The author believes that Baosteel, guided by Lu Xun's thought of "cultivating people", is undoubtedly a brilliant and effective measure to cultivate and practice the practical exploration of "people-oriented goal, serious culture and habit formation" in China enterprises, which is worth learning and learning from our enterprises.

1, humanistic goal

People are not only the means of enterprise development, but also the goal of enterprise development. Baosteel's vision is "to be a company model for the common development of employees and enterprises". Establish and improve the working mechanism of serving employees with "eight people" (including respecting people, understanding people, caring people, improving people, standardizing people, inspiring people, relying on people and rallying people) as the main content. Baosteel implements people-oriented policy. Baosteel clearly put forward the requirement of "two halves" at the leadership level. That is, leaders at all levels should put more than half of their energy into human resource development and more than half of their energy into human resource development training. (including offline training and online training, supplemented by offline training and mainly online training). Focusing on employee development, Baosteel strives to create conditions for the free and all-round development of every employee, and carries out targeted continuous employee training according to employee needs to continuously improve the quality and ability of employees. Encourage and support employees to participate in enterprise management and establish an independent workforce. Support employees to organize various cultural and sports associations, carry out various cultural and sports activities, enrich employees' spiritual and cultural life, and enable employees to realize their own life value in the process of creating wealth for enterprises, countries and mankind.

2. Serious culture

The development of Baosteel for more than 30 years is closely related to the promotion of "earnest" culture. We must seriously build a modern super-large iron and steel complex. The practice of Baosteel fully proves that "seriousness" is the unshakable cornerstone of Baosteel culture. Baosteel people realize that it is not easy to be serious and strict.

In modern enterprises, attitude and system are linked together. Therefore, the implementation of standardized management is an important basic measure for Baosteel to promote serious culture. In other words, what is serious and how to measure it does not depend on people's subjective will, but should conform to the objective law of considerable mass production. For example, in a production process, an industrial accident occurred, and the company decided to improve the original safety production standards, one of which was "Don't touch the running equipment and strip steel". This standard has been discussed for more than two months, and 87 problems affecting the implementation of the system have been sorted out, and solutions have been put forward at different levels such as operation supervisor, team leader, branch factory, workshop, safety and environmental protection group and company. Since then, the standard has been well implemented. The significance of honesty culture to modern enterprises lies not only in safe production. The independent technological innovation of enterprises needs serious culture, and the refinement of management cannot be separated from serious culture.

3, habit formation

Lu Xun attached great importance to the relationship between customs and national quality. Comrade Li Ming, who has been the main leader of Baosteel for a long time, has been carrying out activities to develop behavior habits since the establishment of the factory. Looking back at history, he said, "I mainly focused on two things at Baosteel." On the one hand, I focus on the overall situation, on the other hand, I focus on small things that many people ignore. He still remembers the director and party secretary of Baosteel's first No.2 Plant. He believes that behavior habits reflect people's quality. He said with emotion that Baosteel people should walk on the road and sit down.

Good behavior habits need to be cultivated through years of training. Leadership and strict requirements are two basic links. The behavior habits of leaders have a great influence on employees. Baosteel has established a self-management model consisting of eight behaviors, such as "obeying rules, being diligent, being good at reading, emphasizing practice, being close to the masses, being good at thinking, seeking tranquility and exercising diligently", which has enabled leaders at all levels to follow in the process of solving the important problem of employees' good behavior habits and urged them to "reform themselves first". Party organizations at all levels in Baosteel have decided to pass from two aspects: "taking the lead" and "driving" It is not easy to change bad habits and cultivate good behavior habits. Baosteel employees' good post behavior habits based on "standardized operation" have achieved practical results, and bad habits such as spitting and littering have basically been changed.

Baosteel's "spiritual steel frame" belongs not only to Baosteel, but also to China enterprises in the process of modernization.