It is clearly pointed out in the report of the 18th National Congress of the Communist Party of China that ideological and political work should be strengthened and improved, humanistic care and psychological counseling should be paid attention to, and a self-esteem, self-confidence, rationality, peace and positive social mentality should be cultivated. ? Strengthening humanistic care and psychological counseling for employees is a responsible attitude towards employees, and it is also the need for enterprises to continuously develop and establish a good image.
In order to further explore effective ways to do a good job in ideological and political work for employees and provide a harmonious and stable mass environment for enterprise development, this paper takes a grass-roots redrying enterprise as an example to carry out investigation and study, explore ways and mechanisms to strengthen humanistic care and psychological counseling for employees, and put forward corresponding suggestions, with a view to providing reference for the ideological and political work of the industry, especially the grass-roots tobacco enterprises with certain characteristics.
In this survey, employees of various departments of the case enterprise were selected as the survey objects, and anonymous questionnaires 120 were distributed, and valid questionnaires 120 were recovered.
Among them, there are 76 front-line employees, 28 logistics employees and 16 managers; The age range is 465,438+0.67% for 20-30 years old, 365,438+0.67% for 30-40 years old, 25% for 40-50 years old and 65,438+0.66% for over 50 years old. It basically conforms to the classification ratio of the existing employees of the case enterprise.
What needs to be pointed out here is that compared with other industries, the mobility of employees in the tobacco industry is low. In the survey, 38.66% employees have worked in the case enterprise for more than 10 years, while only 10.08% employees have worked for less than 3 years (Figure 1). This feature is an obvious advantage for maintaining the stability of the workforce and further ensuring the stability and development of enterprises.
The overall satisfaction of employees is high. In the survey, 16.53% and 57.02% employees rated the enterprise as? Satisfied and? Basically satisfied? , accounting for 73.55% of the total sample. It can be seen that most employees of the case enterprise are satisfied with the overall situation of the enterprise.
Employee career planning is in place, and enterprise promotion channels are reasonable. In the survey, 6 1. 16% of the respondents believe that the enterprise provides good guidance and help for employees' career planning. 57.02% of the respondents expressed their views on the promotion mechanism and development platform provided by enterprises? Are you satisfied? , 3 1.4%? Basically satisfied? ,? Not satisfied? Only accounts for 1 1.58%. In the investigation of the reasons why they are dissatisfied with the current enterprise, only three people chose? It's hard to get promoted? .
Corporate cohesion needs to be strengthened, and employees' sense of belonging, accomplishment and happiness still needs to be further improved. According to traditional thinking, in a grass-roots tobacco enterprise, where the old employees account for 38.66% (working years exceed 10), the relationship between employees should be relatively close. However, in? Who do you talk to when you are in trouble? On the question, 75.63% chose family, 20. 17% chose friends, and no one chose colleagues (Figure 2). The conclusion of this survey shows that the acceptance and compatibility among employees are not high, which reflects that the cohesion of enterprises needs to be strengthened.
On the issue of employees' sense of accomplishment and belonging, 30.58% employees think that their current job can bring them a sense of accomplishment, and 36.36% employees have a sense of belonging to the current enterprise; Regarding employee well-being's question, 39.67% of employees think they work in an enterprise? Unhappy? Answer? Very happy? Only 10.74%.
There are many complicated reasons for the above problems. After investigation and analysis, the author thinks that the most prominent reason is the lack of communication with employees, including communication between managers and employees and communication between employees. Relevant research shows that 70% of the mistakes in enterprise management in China are caused by poor communication. Smooth communication channels and frequent information exchange between managers and employees, employees and employees can avoid misunderstandings among members at all levels of the organization, reduce the sense of job depression, enhance the sense of belonging, happiness and accomplishment, make employees' work easy to achieve results, and successfully achieve corporate goals.
Employees have low psychological capital and are eager for more humanistic care. In the investigation of the problems that enterprises need to improve at present, humanistic care is insufficient? (25.62%) ranked first, even exceeding? Low salary? (24. 17%) and? Poor welfare? (25%); Are you online? Apart from salary, what do you value most about the enterprise? Questions about ...? Care in life? (56.67%) is second only to? Welfare benefits? (60%) ranked second; Are you online? What are the important factors that keep you working in a company? (multiple choices)? About this problem, except? Good salary? And then what? Good welfare? What about outside? Humanized enterprise management? (59.66%) ranked first (Figure 3). The above three problems reflect that employees' demands for humanistic care are basically consistent with their demands for wages and benefits, and even exceed material incentives.
We must realize that today's enterprises are facing an important trend: employees pay more attention to psychological feelings while paying attention to salary and benefits, which requires managers to have the concept of psychological capital, strengthen humanized management, master employees' humanistic care and psychological counseling skills, and guide employees to work with positive emotions, thus stimulating team vitality and passion and promoting work performance.
Suggestions for Grass-roots Tobacco Enterprises
For grass-roots tobacco enterprises, on the one hand, there is an urgent need for a stable and harmonious environment to ensure development, and it is necessary to unite the wisdom of employees to promote development; On the other hand, with the deepening and development of reform, various challenges and difficulties may lead to some contradictions and hidden dangers that are not conducive to development, which requires that ideological and political work cannot relax the link of employee care. To this end, combined with the above analysis conclusions of case enterprises, the author puts forward the following suggestions on strengthening the humanistic care and psychological counseling of employees in grass-roots tobacco enterprises.
Meet the spiritual needs of employees and effectively solve problems for employees. The work of grass-roots tobacco enterprises is relatively boring, which is more likely to cause employees' psychological irritability, boredom and imbalance. Enterprises can regularly carry out colorful cultural and sports activities? Soothing? Pressure, such as organizing various sports competitions and cultural performances. It is necessary to effectively solve problems for employees. For example, caring for and helping employees with difficulties and their families, distributing heatstroke prevention and thermal insulation products to special posts in hot and cold seasons, encouraging employees to train their children to become talents, rewarding employees' children who have been admitted to universities, and organizing medical examinations for employees every year.
Build a two-way platform and a benign communication mechanism. The first is to establish a daily propaganda position. Improve the system of factory affairs publicity, such as opening a column in the publicity column to answer questions that employees care about. Establish a regular meeting system to promote equal communication between managers and employees. The second is to hold regular meetings of workers' representatives. The workers' representative meeting is attended by a certain range of managers and ordinary workers, and employees of different classes have direct contact and exchange, which is convenient for expressing opinions and brainstorming. The third is to establish an effective suggestion system. Encourage employees to express their opinions on issues of concern, and set up reception days and suggestion boxes.
Provide spiritual welfare and relieve the work pressure of employees. The first is psychological training for employees. Through regular psychological training, employees can obtain self-regulation methods, which can effectively alleviate their own occupational stress, job burnout and other problems. The second is individual psychological counseling. Can you arrange a special one? Emotional exchange station? Or psychological counseling hotline, through individual psychological counseling, to alleviate the work pressure of employees of different personalities, ages and other types. The third is to provide employees with appropriate psychological vent channels. For example, you can use experiential relaxation methods to organize employees to go on outings and walks regularly to ease their emotions.
Improve the incentive mechanism and pay attention to the career development of employees. First, pay attention to the personal development needs of employees. Say goodbye to the past? Where do I need to go? Model, care, support and encourage employees to design their personal career. The second is to strengthen human resources planning. Enterprises should be clear about their own human resources status and future human resources needs, provide timely career development information for employees, and give employees a fair opportunity to compete. Third, employees' career planning is regarded as an investment necessary for the survival and growth of enterprises. Draw up the personal development plan of core employees, find out the key training targets through careful evaluation and selection, carefully arrange their positions and promotion routes, let employees feel the care of the enterprise, and take the initiative to link personal career development with enterprise development.
Strengthen crisis intervention and establish psychological counseling mechanism. First, establish a dynamic contact system, regularly organize dynamic analysis of employees' thoughts, master employees' psychological changes, and classify employees' psychological changes. In view of the fact that employees' thoughts will change due to the adjustment of performance indicators, psychological intervention plans should be made in advance, and psychological counseling should be involved in advance to improve employees' psychological coping ability. The second is to cultivate the team of psychological counselors, mainly in the ideological and political work departments, give full play to the role of education, letters and visits, the Communist Youth League, women's federations and other relevant departments and organizations, set up employee care rooms, understand employees' demands, and enhance employee well-being.
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