Question 2: What should be included in the employee management plan? Five principles of employee management
1. The work assigned by employees should be suitable for their own work ability and workload.
Person-post matching is the goal of staffing. In order to realize the correct positioning of people, it is necessary to analyze employees and positions. Everyone's ability and personality are different, and the requirements and environment of each position are also different. Only by analyzing in advance and matching reasonably can we give full play to the role of talents and ensure the smooth completion of the work.
There are four ways to promote job matching: first, many senior managers meet a new employee at the same time to learn more about his interest, work ability and work potential; Second, in addition to regularly evaluating work performance, the company also has corresponding job descriptions and requirements; Third, use the electronic database to store information about job requirements and employees' abilities, and update them in time; Fourth, through the "power of attorney", senior managers recommend candidates for important positions to the board of directors.
2. Reward according to merit
The contribution of employees to the company is influenced by many factors, such as work attitude, work experience, education level and external environment. Although some factors are uncontrollable, the most important factor is the personal performance of employees, which can be controlled and evaluated. One of the principles is that an employee's income must be determined according to his performance. Whether employees' past performance is recognized directly affects the future work results. Merit reward can not only let employees know which behaviors should be promoted and which behaviors should be avoided, but also encourage employees to repeat and strengthen those behaviors that are beneficial to the company's development. Therefore, reflecting the wage difference on the basis of work performance is an important content of establishing a high incentive mechanism. In addition, BASF also provides different benefits such as meal supplement, housing and company stock according to employees' performance.
3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company.
Provide employees with extensive training plans, which are planned and organized by special departments. The training plan includes some basic skills training, as well as senior management training and training courses developed according to the actual situation of the company, with the ultimate goal of helping employees grow. With a clear organizational structure, every employee knows the position and role of his position in the company, and can easily understand what promotion channels are available and obtain relevant information. BASF has obvious internal orientation in promotion and tends to promote managers from within, which provides promotion opportunities for those who are interested in development.
4. Continuously improve the working environment and safety conditions.
A suitable working environment can not only improve work efficiency, but also adjust employees' psychology. Designing working environment according to physiological needs can speed up, save physical strength and relieve fatigue; Designing a working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Humanize the working environment, set up various car facilities near the factory, open a number of canteens and restaurants in the company, add toilets for manual workers, and keep the workplace clean and tidy. ...
Safety is the most basic requirement for working conditions, but it is a hidden pain that many enterprises are difficult to achieve. A large number of standard facilities have been established to ensure safety, which are in the charge of specialized departments, such as medical department, fire brigade and senior factory guards. , and be responsible for the safety issues within their respective scope of work. Provide regular safety guidance and protective facilities for all workers. Various security systems can also be established. For example, each floor of the building must have a specially trained employee on duty in turn. In addition to the guarantee of facilities and systems, safety in production is encouraged through incentives, and those workshops with the lowest accident rate can get safety award.
5. Implement the leadership method in a cooperative manner.
In the relationship between the leader and the led, the emphasis is on the cooperative attitude.
Leaders in the process of leadership, just like being led by themselves, frankly cooperate in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect information, check work, resolve conflicts, evaluate subordinate employees and improve their work level. Among them, the most important task is to evaluate subordinates, give a fair evaluation according to their work tasks, work ability and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses in their work. The principle of evaluation is "praise more and blame less", respect employees and help employees complete their tasks in a cooperative way. After the task is assigned, leaders must personally check, and employees should also personally check the interim work and final work results to promote the smooth completion of the work.
How to improve staff morale
How to improve staff morale
The factors affecting staff morale include at least three levels ... >>
Question 3: What are the specific contents and tasks of enterprise human resource management? Enterprise human resource management mainly includes the following specific contents and tasks: 1. Make a human resources plan.
According to the development strategy and business plan of the organization, evaluate the present situation and development trend of the organization's human resources, collect and analyze the information and data of human resources supply and demand, predict the development trend of human resources supply and demand, and formulate policies and measures such as recruitment, deployment, training, development and development plan of human resources.
2. Human resource cost accounting.
The human resource management department should cooperate with the financial department to establish a human resource accounting system to calculate the input cost and output benefit of human resources. Human resource accounting can not only improve human resource management itself, but also provide accurate and quantitative basis for decision-making departments.
3. Job analysis and job design
Analyze every job and post in the organization, and determine the specific requirements of each job and post for employees, including technology and type, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc. This specific requirement must be written, that is, the job description. This manual is not only the basis for recruitment, but also the standard for evaluating employees' performance and the basis for employees' training, deployment and promotion.
4. Recruitment and selection of human resources
According to the job requirements and job descriptions in the organization, we use various methods and means, such as accepting recommendations, advertising, holding talent exchange meetings, registering with employment agencies, etc., to attract candidates inside or outside the organization. After qualification examination, such as education level, work experience, age, health status, etc., a certain number of candidates are initially selected from the candidates, and then the final candidates are selected through strict examinations, such as written examination, interview, evaluation center and scenario simulation. The selection of human resources should follow the principles of equal employment, two-way selection and merit-based employment.
5. Employment management and labor relations Once an employee is employed by an organization, it forms an interdependent labor relationship with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the salary, welfare, working conditions and working environment of employees and sign a labor contract.
6. On-site education, training and development
Any new employee who applies to join an organization (mainly an enterprise) must receive factory education, which is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The main contents of factory entrance education include the organization's historical development and future development planning, professional ethics and organizational discipline, labor safety and health, social security and quality management knowledge and requirements, post responsibilities, employee rights and interests, wages and benefits, etc.
In order to improve the working ability and skills of employees, it is necessary to carry out targeted job skills training. It is necessary to improve the training and education for managers, especially those who are about to be promoted, in order to promote them to have comprehensive knowledge, skilled skills, management skills and adaptability as soon as possible, so as to be competent for higher-level jobs.
7. Job performance evaluation
Job performance appraisal is a process of evaluating employees' business ability, work performance and work attitude according to job descriptions and work tasks, and giving quantitative treatment. This evaluation can be self-summary, other evaluations or comprehensive evaluation. The assessment result is an effective basis for employees' promotion, acceptance of rewards and punishments, payment of wages and training, which is conducive to mobilizing employees' enthusiasm and creativity and checking and improving human resource management.
8. Help employees develop their careers.
Human resource management departments and managers have the responsibility to encourage and care about employees' personal development, help them make personal development plans, and supervise and inspect them in time. Doing so is conducive to promoting the development of the organization, giving employees a sense of belonging, thus stimulating their work enthusiasm and creativity and improving organizational efficiency. The human resource management department needs to consider the coordination or consistency with the organizational development plan when helping employees to make personal development plans. Only in this way can the human resources management department provide effective help and guidance for employees, and promote the smooth implementation of the personal development plan and achieve results.
9. Employee compensation and welfare protection design
A reasonable and scientific salary and welfare system is related to the stability of employees in the organization. The human resource management department should formulate corresponding and attractive salary and welfare standards and systems for employees according to their qualifications, grades, positions, actual performance and work achievements. Works >>
Question 4: What does the enterprise administrative work include? Enterprise administrative work generally includes: administrative affairs management, office affairs management and human resources management.
Specifically, it includes: the formulation and implementation of relevant systems, daily office affairs management, office supplies management, document management, file management, conference management, foreign affairs management, living welfare, vehicles, safety and health, etc.
Question 5: What does administrative work include? Administrative work can be said to be complicated. Every day, corporate executives face a lot of trivial and insignificant affairs. However, these affairs are just branches and leaves on the big tree of administration. To sum up, administration has three main functions in enterprises: management, coordination and service. Among them, management is the backbone, coordination is the core and service is the foundation. In a word, the essence of administrative management is service. In order to become a qualified modern enterprise manager, the administrative department must further improve its management, coordination and service. From the aspect of "management", the administrative department can not be satisfied with being the "staff officer and assistant" who leads in daily affairs. We must also think about the company's business philosophy, management strategy, enterprise spirit, enterprise culture, employment policy and other major issues, and implement them in practical work from a strategic perspective, thus becoming an indispensable "senior consultant and arm" for the leadership. This requires the leader of the administrative department not to be satisfied with being a transactionist, but to be a thoughtful, innovative and energetic leader; In other words, he should not only be content to be a tactician, but also strive to be a strategist. Obviously, only those who have ideas, understand strategies, dare to innovate and have momentum can do administrative work better and make it by going up one flight of stairs. From the aspect of "coordination", managers can not simply be satisfied with conveying the orders of leaders and completing the tasks assigned by leaders; Nor can we rely on our unique position in the enterprise to dictate to various departments and oppress people with power. The administrative department should take the initiative to communicate up and down, left and right, and coordinate well on the basis of full communication. Coordination without adequate communication will not become real coordination. In terms of "service", the administrative department should be willing to play the role of a hero behind the scenes. Because the administrative service is excellent, after all, it is the ultimate goal of serving enterprises. The work of administrative departments, especially logistics services, must not be expected to become the "center" of enterprises' attention. Not only is it impossible, but it should not be. Because if the focus of an enterprise unfortunately falls on the administrative department, it can only show that the administrative work is really bad, affecting all aspects of the work of the enterprise, affecting the realization of the ultimate goal of the enterprise, and even attracting everyone's attention. The ideal realm of administrative management should be "keeping things quiet". The administrative department is most taboo to show its existence everywhere and compete with other departments for cameras and honors. The administrative department should be like a highly automated machine, where raw materials (tasks) go in and finished products (results) come out; Many twists and turns are absorbed by the administrative system. It is forbidden to set them up for your own evaluation, publicize them everywhere, and waste others' time, energy and feelings. We should oppose using our control over the company's resources to seek personal gain or convenience for ourselves, especially against turning the administrative department into an "awkward, ugly and difficult" bureaucratic yamen. Management is to implement the system; But the implementation of the system is also an art, so there is no need to sell yourself short. Especially in places where high-quality talents are concentrated, we should pay more attention to respect for people. Administrative work should have a human touch. As an administrative manager, train the front desk staff etiquette and fix the face of the enterprise; It is important to keep the office tidy; The safety in production of enterprises and the personal and property safety of employees should be given necessary protection. If there is a canteen and a dormitory, there are many such things. Manage office supplies, such as computers, telephones, and even paper and pens and garbage; Meetings, documents, documents. Come to think of it, the administrative manager does almost everything my mother does at home. In fact, in modern enterprises, when personnel and administration are not completely separated, you have to do what no one does, and you have to do what someone does.
Question 6: What is enterprise management? What are the main tasks and contents of enterprise management? Business management:
1. Opening up the market and finding new customers is equivalent to the responsibilities of the marketing department and sales department of large companies. If you have a brand, you should also be responsible for brand promotion;
2. Track and develop existing customers, expand the number of orders (P/O), be responsible for reviewing orders or contracts, feed back the reviewed orders or floating contracts to customers, and at the same time, convert them into specific work instructions for internal implementation and communicate them internally, be responsible for supervising the implementation of orders (i.e. procurement-production-delivery results), and be responsible for dunning to ensure the payment arrives on time;
3. Maintain customer relationship, accept and handle customer complaints or complaints or returns; Investigate customer satisfaction regularly, report to management and organize all departments to improve and improve customer satisfaction.
As for the job content, it is actually related to the business model of your enterprise. Whether your business is aimed at individuals or enterprises, there are differences in operating modes.
In fact, any management concept or method should be appropriately adjusted according to the specific situation of the enterprise.
Question 7: What does administration include? Administration:
1. Organization of meetings and activities:
Responsible for the corporate culture construction of the company, including the organization, publicity and arrangement of various public relations, publicity, demonstration, style and other activities inside and outside the company; Responsible for the organization, arrangement and service of various meetings of the company.
2. Commodity management:
Responsible for the procurement, registration and write-off management of office supplies, low-value consumables and office equipment; Make a plan for office supplies and report it to the director for approval; Do a good job in monthly distribution, deployment and storage, establish a complete registration system, and ensure that the accounts are consistent with the facts.
3. Environmental sanitation:
Responsible for the supervision and management of office order and environmental sanitation of the company and the field headquarters.
4. Safety:
Responsible for the safety and security of the company. Formulate safety and fire prevention system, and be responsible for the company's fire prevention, theft prevention and other safety work; Arrange holiday cleaning and security work.
5. Dining in the canteen:
Responsible for the supervision and management of the on-site canteen.
6. Annual inspection of license:
Responsible for the annual inspection of company business license and organization code certificate.
7, equipment management:
Responsible for the management and equipment maintenance of auxiliary equipment (generators, boilers) in the field headquarters.
8. Transaction work:
Responsible for paying telephone and property fees, ensuring the drinking water supply of all departments and offices of the company, and handling related affairs between the company and customers.
9. Complete the tasks temporarily assigned by the leaders.
Question 8: What stages can management consulting be divided into according to its objectives and tasks, and what are the specific tasks of each stage? According to the objectives and tasks, management consultation can be divided into five stages: preliminary consultation-investigation and diagnosis-diagnosis report-implementation design-follow-up effect: 1, preliminary consultation: this stage is the start-up stage of the consultation task, and the project consultant will make preliminary contact with the customer to understand the general contents of the entrusted task. It can be an independent project or a stage of a complete consulting project. 2. Investigation and diagnosis: Work content: First, the re-diagnosis of the problem and purpose, which usually requires on-the-spot investigation to the customer enterprise; The second is to conduct comprehensive research and analysis, clarify the relationship between the questions raised and the enterprise goals, and clarify the effectiveness and potential of enterprise innovation. Objective: To deeply examine the problems faced by enterprises, find out the root and main points of the problems, and find out the solutions to the problems. Work results: submit an interim report, introduce research results, analyze and draw conclusions. The problems diagnosed at this stage do not include the solutions to the problems, and the interim report does not involve the solutions to the problems. 3. Diagnose, analyze and submit a report: Work content: research solutions; Optimize the solution; Give advice to customers; Prepare to implement the scheme selected by the customer. The characteristics of the work need more internal personnel to participate, so that the solution can adapt to the unique environment of the enterprise to the greatest extent; The cooperation and participation of customers can provide a good training opportunity for employees of customer enterprises. Submit one or more solutions to the problem and arrange oral reports. The customer is advised to choose a scheme, but it is up to the customer to decide which scheme to choose. 4. Implementation design: Work content: Training the customers' employees, and monitoring the changes of the organization and environment during the implementation with the customers. The implementation stage of job characteristics is an important stage in the consultation process. Because there may be technical difficulties in the implementation, customers may not understand the problem clearly and need to adjust the implementation plan in time. 5. Follow-up effect: The end of the consulting task does not mean the end of the cooperative relationship. The project consultant will pay a short visit to the customer regularly for a long time after the completion of the task, during which he will comment on the implementation process, assist the customer to take necessary corrective measures, and study whether there are new problems.
Question 9: What are the contents of employee relationship management? From the perspective of management responsibilities, employee relationship management mainly has nine aspects:
The first is labor relations management.
Handle labor disputes, interviews and procedures for employees' on-the-job and resignation, handle employee complaints, personnel disputes and external events.
The second is employee discipline management.
Guide employees to abide by the company's rules and regulations, labor discipline, improve employees' organizational discipline, and restrain employees' code of conduct to a certain extent.
The third is the management of employee interpersonal relationship.
Guide employees to establish good working relationships and create an environment conducive to employees to establish formal interpersonal relationships.
The fourth is communication management.
Ensure smooth communication channels, guide timely two-way communication from top to bottom of the company, and improve the employee suggestion system.
The fifth is employee performance management.
Formulating scientific evaluation standards and systems and implementing reasonable evaluation procedures can not only truly reflect the performance of employees, but also promote their enthusiasm.
The sixth is employee situation management.
Organize the survey of employees' mentality and satisfaction, prevent, find and deal with rumors and slowdowns, and solve the problems that employees care about.
Seventh, corporate culture construction.
Build a positive, effective and healthy corporate culture, guide employees' values and maintain the good image of the company.
Eight is service and support.
Provide consulting services on national laws and regulations, company policies, personal body and mind, and help employees balance work and life.
Nine is employee relationship management training.
Organize employees to train in interpersonal communication and communication skills.
Question 10: What are the main tasks of modern production management? Complete the production tasks assigned by the company with good quality, quantity, safety and on time.