Established in 2000, Henan Jinlong Precision Copper Tube Co., Ltd. is the largest and most advanced precision copper tube manufacturer in China. Since 1994 began to manufacture precision copper tubes for air conditioning and refrigeration, it has been committed to providing customers with ACR copper tubes, high-efficiency heat transfer copper tubes, copper water tubes and various precision copper tubes with exquisite technology, excellent performance and low cost.
Jinlong Company is headquartered in Xinxiang City, Henan Province, covering an area of 6.5438+0.06 million square meters. There are eight subsidiaries in Shanghai, Shandong, Wuxi and Zhengzhou, and direct selling companies in the United States, Japan, Europe, Hong Kong and Dubai. Total assets/kloc-0.6 billion yuan, employees/kloc-0.580 people, including 780 professional and technical personnel. Jinlong Company not only pays attention to manufacturing copper pipes, services and reputation with advanced technology, excellent equipment, high-quality employees, harmonious corporate culture, modern management and international marketing concept, but also guides and promotes the technical progress of air conditioning and refrigeration industry, and builds water supply and gas pipelines with thin walls, small diameters, diversified teeth/fins on internal and external surfaces, high precision, high cleanliness, high performance and high heat transfer.
In August 2005, General Secretary Hu Jintao inspected Henan Jinlong Precision Copper Tube Co., Ltd. ..
Focus of inspection: to investigate and understand the construction of independent innovation system of Jinlong Group, learn from the successful experience of independent innovation of Jinlong Group, and interpret Jinlong corporate culture with the theme of innovation and its concept of unification and diversification, so as to provide reference for Huang Wei to deepen reform and sustainable innovation.
Background information:
Promoting diversified innovation of Jinlong with unified thought
—— Elaboration of corporate culture concept of Henan Jinlong Precision Copper Tube Co., Ltd.
Li Henan Jinlong Precision Copper Tube Co., Ltd.
1. Development and management of Jinlong Company
Jinlong Company is a high-tech enterprise that mainly produces precision copper tubes for air conditioning and refrigeration, and its main products have a domestic market share of nearly 50%. At present, the total assets of Jinlong Company are nearly 654.38 billion yuan, and the annual sales are 654.38 billion yuan. It is a leading enterprise in the domestic precision copper tube industry, one of the three pillar enterprises in Xinxiang, and also occupies a place in the international copper processing industry.
Leading enterprises have their own development track, and the growth of Jinlong Company has its own profound cultural background. Since the birth of Jinlong Company, glory and loss coexist, and its development is full of difficulties and twists and turns. Jinlong's history is saturated with the efforts of all employees, and its entrepreneurial culture is also somewhat frustrated and confused. Under the leadership of Chairman Li, from 65438 to 0995, Jinlong finally got out of the quagmire of losses and turned a new page in its history.
Recently, Jinlong's career is booming, the lithium battery project is accelerating the development and pilot test, and the planning of the Science and Technology Innovation Center is also beginning to take shape. The equipment installation of the 10th Plant is progressing smoothly, which was completed in May this year. Sino-Japanese joint venture pipe fitting factory is also stepping up the purchase of equipment and training personnel; Shanghai Longyang equipment installation is also stepping up; Water pipe and external thread pipe projects are also stepping up negotiations; German KME visited Jinlong in June 5438+10 last year; Vilander Company visited the factory in early June last year11; Japanese copper tube enterprises talk about cooperation with Jinlong.
The scale of Jinlong has expanded, products have increased, benefits have improved, and employees have expanded rapidly. In particular, people with lofty ideals with knowledge and ability have joined Jinlong in succession. Jinlong's employees have rapidly developed from more than 400 people around 1994 to the present 1330, and the enterprise has entered an unprecedented heyday. However, due to different sources of personnel and different channels of entering the factory, their ideological basis and working ideas are also different. They all belong to Yu Jinlong Company. How to integrate their ideas into Jinlong's culture and ideas, promote the long-term stability of enterprises, build a century-old enterprise, and support Jinlong's future with * * * is a problem that must be solved in Jinlong's development.
2. The corporate culture connotation of Jinlong Company.
Corporate culture is a set of ideals, ideas, values and codes of conduct shared by enterprises, as well as similar behavior patterns. It is the management thought, management mode, group consciousness and code of conduct formed by enterprises in long-term production and operation. In essence, the organizational structure, experience, personnel quality, cadres and even all economic behaviors of enterprises are the existence of culture. Therefore, as long as there is an enterprise, there is a corporate culture, and an enterprise without culture cannot be called a truly modern enterprise.
Enterprise culture is the pillar of enterprise spirit, which mainly includes enterprise spirit, enterprise goal, enterprise ethics, enterprise products, enterprise image and employee quality. Whether it is tangible organizational system, management, development, sales and service, or intangible personnel quality, employee mentality, tolerance for reform, sense of identity with the enterprise, or even a person's way of thinking and living habits, it is restricted by corporate culture.
Jinlong corporate culture is to create the company's ideological atmosphere with the golden dragon concept of "respect, learning, innovation and transcendence", and to create the innovative atmosphere of employees with the enterprise spirit of "dedication and dedication", forming a good operating mechanism focusing on unified thinking and employee post innovation. The foundation of Jinlong's corporate culture is the attitude of Jinlong people working silently. The connotation of Jinlong's corporate culture is the spirit of continuous innovation and hard struggle. Its core performance is the cohesion of enterprises, that is, unified thinking. This kind of cohesion and unity of thought does not depend on administrative orders or material money, but on emotional maintenance and spiritual support. It is a kind of cohesion inspired by entrepreneurial spirit, attracting people with an ideological belief and spirit.
Whether there is cohesion or not and whether there is a profound connotation of unified thinking is an important symbol of the vitality and vitality of an enterprise. Jinlong's corporate culture construction is to strengthen the cohesion of the enterprise, starting from the superficial material culture, and gradually developing into behavioral culture and institutional culture, pointing to the deeper spiritual culture to direct the actions of employees. We should constantly instill in Jinlong employees a kind of values that not only meet the needs of the main body-the needs of the survival and development of enterprises and employees, but also benefit the society. Enterprises can only stand out in the fierce market competition if they focus on shaping the strong spirit of Jinlong enterprise, guiding people's conscious behavior with unified thoughts and forming the internal strength of the group.
3. The idea of unity and diversification of Jinlong corporate culture.
What makes Jinlong develop to today's scale is high-quality products and high-grade culture. What are the shortcomings of Jinlong's future development? Chairman Li stressed at various occasions and meetings that the development of Jinlong is not short of money, projects and people, but of cultural atmosphere and values, which is a major issue related to Jinlong's future.
Li said that if an enterprise does not develop to a certain extent, it will talk about values and corporate culture, which is divorced from the reality of enterprise development. During the difficult climbing period in the past, Jinlong was busy running the market and getting loans. What about corporate culture? Jinlong's development has a certain foundation, and corporate culture has just begun to be discussed, but it used to be just a slogan and a facade, and now it is necessary to put it into action. With the accelerated development of Jinlong, the expansion of enterprise scale and the increase of employees, the problem of values needs to be solved urgently. Without unified values and team spirit, internationalization is empty talk, and there is still a long way to go.
To advocate a corporate culture that supports the long-term development of enterprises, we must have a unified thought as the commander-in-chief and carry out diversified innovation, that is, we must implement a "flat" management method in the company. "Flat" management is also called "spider web" management. Its management center is the network center, which is divided into units from the network center to the periphery, endless. Mesh and mesh are interdependent, attached and on the same plane. In order to make this net effective, many meshes must cooperate with each other. Our enterprise is a net, and every employee is a mesh and a unit. In order to make Jinlong flourish, some employees can't do it. We must work together in Qi Xin.
The center of "flat" management, that is, the network center, is the headquarters and information hub of the whole network and the center of issuing orders. In other words, on the same platform, all cells and units are equal and their thoughts are unified. Everyone can express their opinions on the same platform and put forward their own views on things, regardless of position or status, regardless of size or order, and the atmosphere is democratic.
The goal of Jinlong company is to cast fine products. From raw materials to finished products, physical or chemical reactions will occur in the ingenious combination of people and equipment, and finally fine products will be produced. The production process of high-quality goods is actually the innovative process of multi-position diversification of employees. Under the guidance of unified thinking, every employee in every position has very clear post responsibilities, rights and obligations. If an enterprise wants to develop, it can combine all kinds of personnel, divide units and cooperate with each other according to the specific situation and needs, and give play to its subjective initiative according to its post responsibilities, which is the diversified innovation of the enterprise.
"Flat" management and "pyramid" management are incompatible. The management methods and concepts of the two are absolutely opposite. The "pyramid" management mode embodies the bureaucratic system, with the management center above and the tower foundation below as the support. This system is very harmful to enterprises. What it shows is that you belong to me and I belong to you. Obedience is the first and necessary for survival. It is embodied in our enterprise that employees listen to the supervisor, the supervisor listens to the minister, the minister listens to the general manager, and the general manager listens to the chairman, and the first level is in charge of the next level, no matter right or wrong. Unequal status between superiors and subordinates makes employees blindly servile, and there is no initiative and innovation in post work, which is the taboo of Jinlong's development.
We should have a deep understanding of this "pyramid" management and resolutely oppose the breeding and spread of this concept in Jinlong, otherwise the prosperity and steady development of Jinlong will never be peaceful. To solve this concept well, we must first unify our thinking and return to the same plane; Secondly, the minister has a clear thinking, and the employees perform their duties. Everyone Qi Xin works together to give full play to their subjective initiative in their respective posts and carry out post innovation. This is the only way out for the development of Jinlong.
4. Establish Jinlong corporate culture with innovation as the theme.
How can Jinlong innovate and give full play to everyone's subjective initiative is, in the words of Chairman Li, to take me as the main body and do his own things well and accurately. As far as the post is concerned, it is 100% to implement the process and procedure documents, and it is absolutely not allowed to make any changes and play to the effective system, which is the basis of post innovation. If you don't understand the job specification, its innovation will be divorced from reality, which will not work in practice. At present, what Jinlong lacks is not that the compliance system is too serious and rigid, but that the post operation procedures are not implemented enough. Therefore, innovation should be based on familiarity with technology, process and system, and faults and problems should be found and corrected in time. At the same time, we should improve our ideological level, deeply understand the connotation of technology and system, innovate in production and management processes, and improve Jinlong's technological innovation ability and enterprise development level.
Establishing a good corporate culture and carrying out diversified innovation is the main theme guiding the development of Jinlong. In order to improve the tone, adjust the melody and sing a harmonious and loud song, we must do two things well:
First of all, we need to build a team of competent managers. They must have passion, energy, the ability to accept new ideas, the keenness and spirit to deal with problems, the ability to solve problems and the strong will and perseverance to support the development of the factory. As Chairman Li said: "A real manager should have a strong sense of pioneering, a fearless revolutionary spirit, a majestic momentum from a strategically advantageous position, and an overwhelming atmosphere and feeling of conquest." Otherwise, high-quality products will lack leaders, high-quality products will not be consolidated and improved, and enterprises will lose credibility. The company has established an independent platform for each supervisor. On this platform, supervisors should be clear about their responsibilities, rights and interests, clearly understand the work content and grasp the innovation goals. Executives in production, management and sales should make diversified innovations according to their own reality and the reality of the company. The company provides a superior living atmosphere for everyone, and executives must show your abilities and obligations. At present, the problem encountered by Jinlong is that the marginal part between the platform and the unit touched by the director is often due to unclear responsibilities, which leads to poor self-control and self-innovation awareness of some directors and more self-protection awareness. When encountering problems, they will take detours, or shirk their responsibilities, or avoid the heavy ones, leading to disorder in production and operation. Therefore, in order to change this shortcoming, we must advocate democracy and innovation, and at the same time, we must tear down two walls, one is the wall between the company and the outside world, so that enterprises can move from closed to open, and the other is to tear down the wall between internal units, departments and people, advocate innovation consciousness, and achieve the goal of diversification and infinity. Only in this way can we build a century-old enterprise and an eternal corporate culture.
The second is to build a team of high-quality employees who dare to fight hard. Jinlong grew up from small to large, from weak to strong, and entered the innovation stage from initial imitation. Jinlong should take the road of east-west integration, make full use of the advantages of east and west, and make good use of technical shortcuts to make our innovation. Today Jinlong is in the period of energy release, and its future development needs the support of Jinlong employees. As far as software and hardware are concerned, Jinlong not only needs sophisticated equipment and advanced technological processes, but also needs high-quality people to support the hardware, so that the IQ of employees can meet the requirements of high-quality products. However, the quality of our employees is not satisfactory, for example, the management on the production site is chaotic and there is no atmosphere of making fine products. The problem of mold management is outstanding, which can not achieve the accuracy required for high-quality products. Our post operators know very little about what their posts should know, which is far from the world-famous counterparts. At present, the company tries its best to create a comfortable living atmosphere for employees, and strives to make decision-makers serve management, management serves employees, and employees serve excellent products, forming a continuous loyalty chain; The company also provides an innovative workbench for each employee. Every employee should be passionate, sharp-edged and do his job well. However, it should be pointed out that our innovation is based on strict compliance with rules and regulations. Employees should cooperate without boundaries, give mutual understanding and support, be humble to each other in marginal areas, avoid detours when encountering problems and contradictions, go in, understand thoroughly and solve problems well; We should strengthen study and training. Recently, in order to improve the overall quality of employees, the company has trained employees in "5S" management knowledge and job knowledge, so that equipment and people, quality and people, technology and people can be better integrated. This practice is of great significance to improve the overall concept and quality of Jinlong.