First, the plan of the property management enterprise
The innovation management plan is formulated by the senior and middle managers of the enterprise, which transforms the extensive goals and policies in the enterprise strategy into definite goals and policies, and specifies the exact time to achieve various goals. The innovation of management plan should focus on strategic objectives. When making innovative plans, middle and senior managers of property management enterprises should generally listen to the opinions and suggestions of front-line employees of property management enterprises, because they are the direct providers and contacts of property management services, and only they know the needs of the clients best.
Second, the organization of property management enterprises
The organizational innovation of innovative property management enterprises is a management revolution to some extent. First of all, it is necessary to create an innovative public opinion atmosphere so that employees can fully realize the urgency and significance of organizational innovation; Secondly, it is necessary to make clear the arduousness and complexity of innovation, so that everyone can have a clear understanding of the difficulties of organizational innovation, so as to make ideological and psychological preparations; Thirdly, it is necessary to clarify the favorable conditions and opportunities for innovation, do a good job of publicity, enhance the confidence of innovation success, and mobilize all employees of enterprises to participate in organizational innovation; Finally, it is necessary to clarify the purpose, objectives, principles, procedures and methods of organizational innovation to ensure the scientific and stable process of organizational innovation.
Third, the control innovation of property management enterprises I. Staffing control
The innovation of staffing control includes two aspects: one is to select employees, and the other is to train employees.
The choice of employees mainly includes who to appoint, who to promote and who to mobilize. For example, when formulating human resources planning, the human resources department puts forward the development plan of human resources within the organization to the enterprise management according to the speculation on the development and changes of the labor market and the requirements of the organization's business development, including the changing trend of the number of personnel, age structure, cultural structure and professional structure within the organization, so that the enterprise management can grasp it as a whole.
Training for employees includes not only technical and business exercises, but also employee behavior and attitude exercises. Property management companies can start from the following aspects:
1. Innovation of training institutions. The training institutions of property management enterprises are generally divided into two categories: external training institutions and internal training institutions. External institutions include professional training enterprises, universities and cross-enterprise cooperation (that is, sending employees of this enterprise to other enterprises for on-the-job training, etc.) ); Internal training institutions include specialized training entities, or human resources departments perform their duties. Generally speaking, larger enterprises can set up their own training institutions. Small-scale enterprises can turn to external consulting institutions when the training content is more professional, or fewer people attend the training and lack economies of scale.
2. Innovation of training objects and methods. According to the different participants, it can be divided into senior management training, middle management training and ordinary staff training. According to different training objects, the corresponding training methods and contents are designed. Generally speaking, senior managers should mainly instill ideas and abilities, and the number of participants should not be too large, adopting short-term reinforcement and discussion learning; For middle-level personnel, we should pay attention to the practice and guidance of interpersonal skills, the training scale can be appropriately expanded, the training time can be extended, lectures, discussions, reports and other ways can be used to increase the learning effect by using interactive opportunities; For the training of ordinary employees, we should strengthen the cultivation of their professional skills, implement it in the form of "large class system", extend education for a long time, appropriately use simulation methods, enrich the basic concepts of employees and strengthen practical operation.
Second, the control of information communication channels.
Good communication helps decision makers to grasp all kinds of information related to enterprise operation correctly and timely, enhance the team spirit of employees in property management enterprises, and establish a benign interactive relationship with owners. Communication includes internal communication and external communication. External communication refers to the information transmission between property management enterprises and owners, property management enterprises and developers, equipment suppliers and service providers, property management enterprises and relevant government departments, gardens, hydropower and other departments. Among them, the most important thing is the communication between property management enterprises and owners. Newer means of communication include establishing a network platform and holding various social parties with the owners.
Internal communication refers to the information transmission in the internal management of enterprises. Internal communication mainly includes horizontal communication and vertical communication. Horizontal communication refers to the information transmission between parallel functional departments, managers at the same level and grassroots employees. Vertical communication is the information transmission between organizations, between organizations and employees, and between superior employees and subordinate employees. Vertical communication can be divided into downward communication and upward communication according to the order of information transmission. In terms of internal communication, some foreign-funded enterprises are ahead, such as introducing Microsoft office platform system and professional property management system software into property management enterprises, which greatly simplifies communication procedures, improves communication efficiency and saves communication costs.
Iv. Incentive Innovation of Property Management Enterprises I. Target Incentive
When employees are engaged in any work, they all hope that their enterprises can have a clear work goal, and guide employees to work around this goal, and finally achieve it. Therefore, property management enterprises must have a detailed development plan, and stipulate that the specific goal to be achieved every year is to create national excellent property management buildings (communities) or pass ISO9000 quality certification. Only when the goal is clear can employees have the direction of struggle and the motivation to work.
Second, motivation.
The main purpose of employees' work is to obtain the material foundation needed for [fs: page] survival, and the role of material rewards is very important. Therefore, to mobilize the enthusiasm of employees, we must fully embody the principle of fair distribution of "more work, more gains, no pains, no gains". We should give some material rewards to the outstanding employees of enterprises and use them to stimulate their enthusiasm and creativity.
Third, welfare incentives.
Welfare can relieve employees' worries about work and life and let employees devote themselves to their work. Now enterprises generally buy pension, medical insurance and housing accumulation fund for employees. According to the operating conditions of the enterprise, employees' welfare can be improved by implementing more abundant forms such as year-end double salary, paid vacation, birthday gift and food subsidy. This may mobilize the enthusiasm of employees to the maximum extent and enhance their loyalty to the enterprise.
Fourth, role model motivation.
The power of example is infinite, and the working ability and personality strength of an important leader of a unit will directly affect the enthusiasm of employees. As the leaders and main managers of property management enterprises, we should set an example everywhere, take the lead in setting an example, and influence and mobilize the enthusiasm of employees with our own examples.
Fifth, honor incentives.
People's needs and pursuits are hierarchical. When their basic work needs and material interests are met, they often yearn for various honors. Therefore, for employees with excellent work performance, high quality and strong business ability, enterprises should be promoted to senior positions to make their jobs consistent with their work ability; Awarded honorary titles such as "excellent service model" and "advanced individual" to employees who have outstanding work, abide by enterprise management regulations and are well received by users, and vigorously publicized their main deeds in relevant newspapers and billboards; You can send employees with high quality, good quality and development potential to study and train, and improve their business ability.
There is an old saying in China: "Every day is new, every day is new, every day is new." This shows that China people are very innovative. I hope that the property managers in China will also have the spirit of innovation, and strive to find a property management road with China characteristics and suitable for China characteristics.
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