First, the rationalization proposal activities must be combined with the actual production of enterprises.
Are employees part of the enterprise? Elements? The task of an enterprise is to develop production, and carrying out rational suggestions is undoubtedly to mobilize the enthusiasm of employees and give play to their wisdom and creativity for the survival and development of the enterprise. As pointed out in the Regulations on Rationalization Suggestions and Technical Improvement Awards revised and issued by the State Council on June 4th, 1986:? Rationalization suggestions refer to the methods and measures to improve and perfect the production technology and management of enterprises and institutions? . This clarifies the main purpose of employee rationalization proposal activities.
Undoubtedly, the rationalization proposal of employees is aimed at the actual production of enterprises, and its scope mainly includes the improvement and perfection of production technology and management. This requires employees to carry out activities around this content. The so-called must be combined with the actual production of enterprises, the macro aspect is to improve the economic benefits of enterprises through the improvement and perfection of production technology and management; The micro aspect is to carry out targeted activities according to the specific content of the enterprise in production technology and management. Because an enterprise includes several workshops and a workshop includes several groups, the nature and tasks of each workshop and workshop are different, especially among enterprises. As far as electric power enterprises are concerned, infrastructure, power generation and power supply enterprises have the same characteristics, but different personalities. Construction enterprises mainly focus on electric power installation, and how to improve the installation progress, quality and technology of units is the rationalization proposal of enterprises. Power generation enterprises take the full, stable and good operation of units as the main topics of rationalization proposal activities, while power supply enterprises take power supply guarantee and power sales service as the main topics of rationalization proposal activities. If you don't pay close attention to your own reality, or don't understand your own reality, it's like a blind man touching an elephant. If we can't find the right method, it will make the progress of rationalization proposal activities get twice the result with half the effort, or even fail to achieve the expected results.
It can be seen that when making reasonable suggestions, we can't just seek superficial knowledge and understanding, that is, we can't stay at the macro level. Doing so will often make employees fall into a strange circle of superficial articles and not seeking reality. On the one hand, we all know that rationalization proposals are aimed at production technology and management methods and measures, on the other hand, we are blind and at a loss. If we pay attention to guiding workers in production practice, closely connect with our own reality, decompose the main body into various positions, and let workers exert their imagination and creativity in the work practice that they are most familiar with, understand and are best at, we can exert greater potential under the premise of knowing fairly well.
Second, rationalization proposals must be combined with corporate culture construction.
Rationalization suggestion is not a simple concept. It is the product of modern socialized mass production, a scientific management method conducive to the development of enterprises, a magic weapon to be invincible in enterprise competition, an easy-to-manage secretary network and secret, and an effective measure to improve the quality of employees and develop their creativity. Rationalization suggestions can be classified according to nature, function and other aspects, involving all aspects of enterprises. All measures and ideas that are beneficial to the development and progress of enterprises belong to the category of rationalization proposals, so they are bound to be related to all the work and factors of enterprises. With this connection, the vitality of rational suggestions and the soil for their growth will be generated.
From this feature, there is an essential connection between rationalization proposals and corporate culture, which can be said to contain rationalization proposals. The so-called corporate culture is the cultural consciousness with the characteristics of the enterprise created by the enterprise in the process of operation and management. Specifically refers to a certain cultural concept, behavior mode, value standard, moral code, etc. , is the enterprise in the long-term development process, the unity of all the staff's various forces, the direction of the enterprise is the same. It is the sum total of ideologies that enhance the cohesion, centripetal force and endurance of enterprise employees.
Because corporate culture pays attention to people's values and behavior patterns, cultivates group consciousness, and re-stimulates people's enthusiasm and creativity, corporate rationalization proposal activities with all employees as the main target can find their own position in corporate culture.
Due to the knowledge economy and fierce market competition in the development of modern enterprises, the export-oriented opening has led enterprises to pay more attention to guiding and exploring people's values and personality, and to arouse the enthusiasm of employees, which can be reflected in the rationalization suggestions of enterprises all over the world. Physical rationalization suggestions are regarded as the secret of enterprise success and the secret of increasing enterprise efficiency and improving the relationship between managers and workers. In China's socialist enterprises, the rationalization proposal activities are carried out in order to give full play to the master spirit of workers as masters of their own affairs, and the connotation of corporate culture construction is precisely around the main body of enterprises-workers. In fact, the process of enterprise culture construction is a process of generating an internal spiritual kinetic energy and stimulating employees' enthusiasm and creativity through the connection with enterprise management and ideological and political work. For example, in electric power construction enterprises, because the frequency of safety accidents is relatively high, which brings difficulties to enterprise management, Henan Second Thermal Power Construction Company spontaneously guides the rear employees and their families to write letters to the front employees. Security letter? Activities have formed a unique culture of electric power construction enterprises, which is the same as mobilizing employees to make suggestions for the development and progress of enterprises. Therefore, the construction of corporate culture just proves the correctness of the formula (rationalization proposal = = ownership spirit+problem consciousness+new ideas).
It is not difficult to see that carrying out rationalization proposal activities for employees is a part of corporate culture construction, and attaching importance to corporate culture construction must include attaching importance to employees' rationalization proposal activities. To carry out employee rationalization proposal activities is inseparable from the development of corporate culture activities, which are an organic whole. Therefore, with the maturity and practice of corporate culture concept in enterprise employees, it is inevitable to carry out rationalization suggestions for employees and connect them with corporate culture construction. Only by inculcating rich corporate culture into employees can we more effectively stimulate their enthusiasm for rationalization proposals.
Three, the rationalization proposal activities must be combined with the actual interests of employees.
In enterprises in our socialist countries, employees are undoubtedly the owners of enterprises, but the real meaning of owners should be to let them get the benefits and rewards they deserve in production practice and creation, which should naturally be proportional to their efforts and contributions. At the same time, it also shows that when employees make reasonable suggestions, they must put forward constructive suggestions for the problems in production technology and management of enterprises, rather than being divorced from enterprises and having no specific personal intentions. Therefore, the rationalization proposal must have its own characteristics, namely feasibility, progress and efficiency. Who can reflect the above contents in the rationalization proposal activities? Three natures? He should be paid accordingly, which is an essential factor to mobilize employees to invest in rationalization proposal activities, and also an important embodiment of treating employees as business owners.
At present, some enterprises, with the in-depth development of reform, have a weak sense of ownership of their employees, or arbitrarily deduct their wages, and always want to impose economic sanctions? Disobedient? Some workers either think it is right to deal with the workers who have made and contributed, without giving material compensation. This unscientific practice, which is divorced from the concrete reality, has led to strangeness and contradiction between workers and managers over time, in other words, it makes workers feel sad. Because according to people's survival instinct, people pay for taking, and taking is for survival. On the basis of survival, it is undoubtedly reasonable and natural to pay more for greater happiness.
Then, inferring from this truth, in order to fully mobilize the enthusiasm of employees to invest in rational suggestions, the corresponding material rewards are essential, which in itself is related to socialism? Distribution according to work? The principle is the same. Japan is an island country with poor resources. After World War II, after several years of hard work, it suddenly developed from waste to empty into a world power. One of the important reasons is that enterprises mobilized employees to put forward reasonable suggestions. Due to the effective measures and methods adopted, Japanese enterprises are famous for their large number and high quality of rationalization suggestions, which have also brought huge economic benefits to enterprises. The most important thing is to pay the employees who put forward valuable suggestions in time, so that investors can enjoy the labor remuneration and feel the respect and support of superiors and managers for their work, and the sense of ownership will arise.
It is of great value to see that rewards are of great value to mobilize the enthusiasm of employees to invest in rational suggestions. 1950, the State Council, China adopted the Decision on Rewarding Production-related Inventions, Technological Improvements and Rationalization Suggestions. In the subsequent decades of operation, the incentive measures were constantly updated and improved, which made the decisions and regulations on rationalization proposals issued by China become a high-quality soil for enterprises and institutions to carry out rationalization proposals, effectively mobilizing the enthusiasm of the broad masses of workers in building socialism.
In our country, the rationalization proposals for enterprise organizations to mobilize employees are all led by trade unions and highly valued by enterprise party committees and administrations. This activity is not only significant, but also arduous. The more modern it is, the more urgent it is. This main system has brought great changes to the values of enterprise employees in the market economy of reform and opening up. The upgrading of science and technology has brought great challenges to the development speed of enterprises; The fierce competition in the market has brought great challenges to the viability of enterprises, especially in China, which is still a developing country. The comprehensive strength of enterprises in China lags behind that of developed countries. Facing the pressure of the world knowledge economy and joining the World Trade Organization, we have no choice but to hold our heads high, which shows the importance of giving full play to people's subjective initiative and the value of actively and effectively implementing rationalization proposals.
Of course, in order to mobilize the enthusiasm of employees to invest in rationalization proposals to the greatest extent and achieve the greatest results, we must speed up the pace of enterprise reform, improve the incentive mechanism of enterprises, and organically combine rationalization proposals with the actual interests of employees. What is the practical significance of this? Is this river full of water? The reason is to let the employees understand that only by actively investing in rational suggestions and creating economic benefits for enterprises can employees get benefits themselves, and the greater their contribution, the richer their income will be. If enterprises can realize and grasp the enthusiasm of employees, employees may develop from low-level sensibility to high-level rationality. Because if employees want to devote themselves wholeheartedly, they must exert all their abilities and wisdom, which are obtained through study and practice. This will certainly encourage workers to actively seek the commanding heights from scientific and technological knowledge, and whoever has more knowledge and new knowledge will be the biggest beneficiary.
It can be seen that as long as we grasp the implementation scientifically on the basis of correct guidance? Reward? These methods and measures can effectively mobilize the enthusiasm of employees, so that they can devote themselves to rationalization proposals and achieve twice the result with half the effort.
Staff rationalization suggestions (2) I have been in the company for nearly a year. When reviewing the work of the year and making a comprehensive summary, I also put forward some small suggestions according to the actual situation of the company, hoping to do my bit for the development of the company.
First, people-oriented management allows the right people to do the right things.
Everyone has different characteristics, including personality, outlook on life, values, technical ability, knowledge ability, social ability, physical and mental endurance and so on. From the perspective of human resources, the employees of the company are screened to help them find jobs that suit their abilities and give play to their strengths.
Second, advocate the concept of all-staff marketing.
The marketing performance of an enterprise is directly related to every employee, and every employee should also have a sense of urgency. Enterprises have good benefits and employees can get benefits; On the contrary, if the enterprise crosses, everyone will be unemployed and have no guarantee of life. Therefore, it is suggested that employees vigorously advocate the concept of attaching importance to marketing, participating in marketing and service marketing, give full play to their customer relationship or marketing means, encourage everyone to go out and publicize the company's products actively, and find ways to attract group purchases or big customers.
Third, establish the concept of employee saving.
To do a good job, enterprises should not only improve efficiency, but also reduce expenses, establish a good habit of saving employees, such as 1, and accumulate paper written every day for secondary use for unimportant writing and daily office. This not only protects the environment, but also reduces office expenses. A box of A4 paper contains 10 packets of 250 yuan and 500 packets of paper. Each person uses 10 secondary paper every day, and 50 people save 500 sheets a day, that is, a pack of paper 25 yuan can save 9 125 yuan a year. 2. Get into the habit of turning off the lights and computer screen, especially when eating at noon or going out for a long time, which can save a lot of electricity expenses for the company (generally, large companies require employees to do so).
Fourth, open rewards and punishments.
Although the incentive measures in place can not be said to be the driving force of employees' sense of responsibility and enthusiasm, they are the most effective means. If employees are in a state of doing well, it is impossible for enterprises to achieve a grand blueprint for development. Company leaders should constantly criticize and encourage and set an example, because the power of example is endless.
5. Make clear the task standards and implement them effectively, so that employees can always treat their work with a responsible attitude. The company will not accept any excuses about the failure of the task.
At present, the working status of most employees in the company still stays at? what do i got to do？ Consciousness stage, isn't it? What should I do? This concept leads to passive work and lack of creativity. And in the process of target implementation, if employees deviate from their work tasks or fail to achieve the expected results, do leaders accept excuses and reasons? So, in the process of target implementation, when can the target be completed? Who will accomplish this goal? To what extent? (The above are the steps we have taken so far), but what measures will the company take if we can't reach it? In the past, the company's tolerant attitude towards reasons and excuses will definitely make our employees slack off or lucky, thus forming a vicious circle.
If the atmosphere of responsibility is not strong enough, everyone will find reasons and excuses when they encounter problems, difficulties and no achievements in their work, and rarely analyze how much responsibility they should bear in this matter, what is the cause of the problem, what remedial measures they have and how to avoid them in the future. Only by treating our work with a responsible attitude can our product quality and personnel quality be effectively improved, so the management of the company should not accept reasons and excuses, which will weaken the sense of responsibility of employees.
Sixth, the summary of corporate culture is refined into several corporate spirits.
Corporate culture should be precipitated through time and experience, and there should be no leaders to summarize and refine cultural concepts? Pat your head? Phenomenon, because the things summed up by a few people are lifeless and will not be accepted and recognized by employees. Summarizing and refining cultural ideas is not the responsibility and obligation of a department or even a leader. This is a project that requires the participation of all employees and should be based on the extensive collection of employees' opinions.
New enterprises should establish enterprise values (as simple as a few words) and enterprise spirit (as simple as a few words). Other cultures should be the integration of business purposes, values and moral codes of conduct with their own characteristics formed over the years, and must have the individuality of Acer Real Estate Company.
Staff rationalization suggestions (3) When it comes to suggestions and ideas, there are actually many, some of which are very practical but some may not be realized. When the company first moved here, it was said that everyone could put forward their own suggestions and ideas. I wanted to make a few points at that time, but I didn't know why I brought them up later. Maybe I'm thinking that more is better than less. I really think our advice is really important, because we are front-line employees and we do things from the company's point of view, so there are very small things that really need to be heard.
First, corporate culture
Although the company is small, it also has a unique style, and I can feel the mutual friendship of every employee in the company. We can cooperate well. No problem, we are definitely an excellent team. But only at a lower level, we need better communication and integration with wolves. Large companies rely on systems to manage enterprises, while small companies rely on the personal charm of their bosses, at least I think so. It may have something to do with your personality, so I said some things are beyond my comprehension. We really don't need to call you manager Zhang. Why don't we talk and laugh together? There is no barrier, so that you will not be silent when you come to the office, and you can go to KTV to dance when you are away. Everyone can be more natural. Of course, this is contradictory, and it is difficult to make mistakes in management and integration with employees. I can only suggest that it is really too difficult to do.
Second, it is the improvement of the reward and punishment system. There really needs to be a perfect system.
Punishment is a strict system of the company, and reward is really a booster of the company. People like you really need praise,
Even if there is no material reward, one sentence makes employees feel that their efforts are still rewarding. If necessary, I can try my best to make a reward and punishment system for the company.
Third, as the company grows day by day, there will still be many problems. I hope to remind employees in the future that the company should make suggestions immediately if it has problems. In this way, you can make decisions early and avoid many mistakes. Don't wait for a bunch of problems to be solved after the meeting, which is inconvenient to implement quickly.
Fourth, the issue of sense of responsibility.
I thought of two ways to solve this problem.
1. Constant reminders within a certain period of time will help employees remember that everyone is different, and you may need reminders to pay attention to your intentions.
2. Only rewards can stimulate the enthusiasm of employees.
Verb (abbreviation for verb) overall work arrangement of the company
The whole company is a group, no matter which department, we need to let employees know what the company is doing.
So I hope the company will post the weekly general company work plan on the company's bulletin board.
I hope the company will have more group activities.
Seven. Company equipment configuration
I hope the company can make double sets of configuration and double insurance for some things that we have the ability to equip. This is a lesson that XX taught me. We took many detours because there was no DVD burning. Doing insurance can ensure that the company always has the equipment to deliver products to customers and ensure that it does not fall off the chain in front of customers.
Eight. promise
People's promises to people, I think what changes is to give hope to each other. It is a very disappointing and painful thing when the promise has no object, that is, when people's hopes are dashed. We should strengthen our trust, so we should honor our promise, even if it is a small matter.
Nine. Staffing problem
The company needs personnel deployment, and good steel is used in the cutting edge, hoping to integrate and utilize resources.
X. Our login problem
I hope the company can print a new attendance sheet, but it should have a column of when the employees left as a record. Overtime without pay is not a problem, but it should be recorded. We hope the company has specific data.
XI。 The problem of learning
We are constantly learning ourselves, and we have been learning in our lives. I hope the company can learn something that you think is helpful to our overall work and life, even if it is to write a few words in English on the pasted version. Although many people have their own plans and can study by themselves, I hope this is the learning atmosphere in our company.