What should the head of the corporate culture construction department do and how to achieve perfection?

What should the head of the corporate culture construction department do and how to make it perfect? 1. Responsible for refining the corporate culture of the company, formulating and improving the corporate culture system of the company, and comprehensively promoting the construction of the corporate culture system;

2. Revise the corporate culture construction plan and its implementation plan in time;

3. Make full use of various channels to publicize the corporate culture of all departments and subsidiaries of the company;

4. Be responsible for planning and formulating the corporate culture activity plan of the company and organizing its implementation;

5. Be responsible for the collection and arrangement of the original materials of the company's memorabilia, the interview, writing and editing of the manuscripts of newspapers and websites, and do a good job in publicity and reporting, so as to establish a good corporate image;

6. Regularly analyze the effect of corporate culture construction;

7. Responsible for the construction and management of corporate culture carrier, the innovation of communication mode and the creation of cultural atmosphere;

8. Be responsible for the publicity and promotion of the company's corporate culture, and do a good job in the publicity and dissemination of corporate culture;

9, complete other work arranged by the leadership.

That's all I can think of personally. See who has anything to add.

1. The main factors influencing the path selection of corporate culture construction II. The effectiveness of the path of corporate culture construction depends on whether the top management supports it. Corporate culture construction should be divided into several aspects:

1, the basic strategy of the enterprise

1. 1 corporate vision

1.2 Business scope of the enterprise

1.3 the growth direction of the enterprise

1.4 enterprise competitive advantage

1.5 strategic success guarantee of enterprises

2, the enterprise's value system

2. 1 total value

2.2 the value of shareholders

2.3 Value to customers

2.4 the values of employees

2.5 the value of partners

2.6 Community values

2.7 Public values

3, corporate behavior policy

3. 1 innovation policy

3.2 Quality policy

3.3 Service policy

3.4 Team Policy

3.5 Talent policy

3.6 Resource policy

3.7 Management policies

3.8 Performance Policy

4. Corporate image

4. 1 human image

4.2 the image of things

4.3 the image of things

5. Corporate Culture Association

5. 1 corporate culture slogan

5.2 enterprise songs

5.3 corporate logo

5.4 corporate stories

What way should China's corporate culture construction take? China's cultural construction is a process of self-awakening, which is becoming more and more perfect and sober. Equivalent to various misunderstandings in the current corporate culture construction, the future corporate culture construction in China will be improved in the following aspects:

① The fundamental purpose of corporate culture construction is to increase value.

The sustained and healthy growth of value is the fundamental purpose of corporate culture construction. The purpose of corporate culture construction is to adapt to the external competitive environment, shape the overall image, improve the core competitiveness of enterprises, and achieve sustained and healthy growth of business performance by summarizing success genes, clarifying core values, rationalizing value differences, unifying management ideas, and clarifying the same language and standards. The continuous growth of performance is the most important index to measure the management ability and work value of enterprises. Therefore, the infiltration and deep planting of culture in management (internal integration and external adaptation) is more important than the cultural system itself.

② Create an inheritable and adaptable corporate culture.

Corporate culture is inherited. Corporate culture is gradually formed in the long-term business activities of enterprises, which is a high generalization of enterprise management epistemology and methodology, and a comb of enterprise development history. At the same time, adaptability is also an indispensable feature, because corporate culture will constantly change with various influencing factors.

③ Eliminate the outstanding problem of "deep-rooted poor ability" in the construction of corporate culture in China.

"Deep-rooted poor ability" is a prominent problem in the construction of corporate culture in China. The main reason for the poor embeddedness is that the cultural system itself is inoperable and there is no scientific operation scheme, and the lack of embeddedness of the system itself is the main source of the problem. Some corporate cultures have become rampant formalism such as cultural collection, cultural planning, cultural CI, cultural pan-politicization, word games and cultural awards. Some so-called cultural theories are the researchers' own tendentious exposition of the ideal state of the enterprise, which can not face the management problems of the enterprise, and the enterprise culture has become the researcher's culture. To some extent, the construction of corporate culture in China is increasingly deviating from the value source of corporate culture, and has entered the superficial pan-cultural state of "can say but can't use" and "can see but can't do". Therefore, we should ensure that we face the problem of "whether culture can be deeply rooted" in the early stage of investigation and collation, and we can't consider the problem of deeply rooted after the cultural system is made.

④ * * * knows that "enterprise culture is based on entrepreneur culture and is a personality culture".

Enterprise culture is based on entrepreneur culture. The formation of corporate culture is a process in which the personality charm of entrepreneurs gradually spreads to teams, enterprises and society, that is, the personality charm of entrepreneurs (entrepreneurial culture) → team personality charm (team culture) → corporate personality charm (corporate culture) → social personality charm (competitive culture). Personality is the life of corporate culture. Corporate culture is first and foremost a personality culture. The development process of any enterprise must have its own distinctive characteristics, and it must have a commercial personality that supports the development of the enterprise, which is externalized into a personalized management model, code of conduct and brand characteristics. Therefore, cultural construction should first analyze the corporate personality through scientific analysis methods, and then through layer-by-layer verification, make the personality correspond to the corporate code of conduct and form the corporate group personality.

The core of corporate culture construction is recognition and enjoyment, and the corporate culture system should be clear and practical.

The core of corporate culture construction is recognition and enjoyment. A culture without identity has no value, and the key to identity is participation and enjoyment. All means must be recognized to be effective. Corporate culture is an enterprise management concept and model advocated by entrepreneurs and recognized by most employees, so employee participation is an important part of corporate culture construction.

The scientific corporate culture system is clear and practical. The key point of corporate culture system is to let employees know clearly how our "idea" came into being, why it is our culture and how I work according to cultural requirements. The main body of corporate culture is employees, not professors and award committees, and its purpose is to guide employees' behavior and work. Corporate culture can not be formed by giving a good lesson, writing a thick theoretical book, or exerting creativity and collecting a few concept words. Therefore, the huge cultural theory system can be used for research, but not for corporate culture practice.

The construction of corporate culture in China is a never-ending journey. The points mentioned above are only some important signs or stopovers on this construction road. But what is certain is that the road of corporate culture construction in China will be a promising one.

Discussion: What way should China's corporate culture construction take? Go your own way, inherit the tradition and face the future.

What have you learned about the corporate culture construction of beauty salons? Generally, large beauty salons can shape corporate culture. It's really time-consuming, such as shaping team cohesion, gathering for training in the morning and evening, and meeting and high-fiving; Create a sense of service, how to attract customers from details, and make a service process ... open a shop and communicate more.

How to speak perfect English?

reach the acme of perfection

Reach the perfection.

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What are the similarities and differences between enterprise culture construction and ideological and political work? First, the similarities between corporate culture construction and * * * ideological and political work

1, corporate culture construction and ideological and political work are advocating people to establish a correct world outlook, outlook on life and values;

2. The working method is to guide people's behavior changes by changing people's ideas; Specific methods: the educational form of reasoning. It is usually expressed in two forms: oral and written. The former is like speeches, reports, discussions and talks, while the latter is like theoretical works, newspapers, papers and news reports. This form is flexible, targeted, timely and effective. A visual form of education. Such as literature, art and entertainment. Putting employee education into cultural and recreational activities is easily accepted by people and plays a subtle role.

Second, the difference between corporate culture construction and ideological and political work

1, China's ideological and political work is guided by the ideology of * * * productism and centered on the Four Cardinal Principles, and carries out education on Marxist theory, socialist ideals and outlook on life, socialism and socialist morality, patriotism and internationalism. The guiding ideology of corporate culture is broader, which can guide enterprises to assume social responsibilities, provide better services to customers and motivate employees to work hard for enterprises without violating national laws and regulations.

2. Different purposes: the purpose of ideological and political work is to unify employees' thoughts in the direction of Marxism and productism; The purpose of corporate culture is to unify the ideas of employees with those advocated by enterprises.

What matters must be paid attention to in the construction of enterprise culture? Matters needing attention are as follows:

First, the politicization of corporate culture construction.

The most typical way is to highlight political slogans, stay away from the reality of enterprises, meet the political achievements of local leaders, and build so-called local model enterprises. Most of these enterprises are proud of leaders' visits, and the performance exhibitions or brochures are full of photos of leaders, but few employees. Should not be on the project, as long as the leadership said, according to do; For those who should not be arranged, as long as the leader hints that there is no post, one post will be added. Also euphemistically called to play a public relations role.

Second, corporate culture construction officialdom

Directors and section chiefs in enterprises have a wide range and strict levels. The main person in charge of the enterprise is divided into number one and number two, and the order cannot be reversed. At the seminar, whether right or wrong, let's compare the size of official positions. If you sign the approval and submit the report step by step, you may lose your future if you are not careful. The superior is always bossing around in front of the subordinate, while the subordinate can only grovel in front of the superior. Some enterprises even have detailed regulations on how to greet their subordinates when they meet their leaders. "Official position" has become the most important reward chip for such enterprises.

Third, the vulgarization of corporate culture construction.

Hidden rules prevail, flattery prevails, the boss is like an emperor, the supervisor is like a minister, the system is a decoration, and human feelings are greater than the law. The department is the mountain, and the work is divided into factions. The atmosphere at the meeting was pleasant and there was infighting behind the scenes. Whispering is popular, and telling the truth will suffer. Pray before God in the morning and behave like thieves and prostitutes at night. If employees are injured, medical expenses will be compared; Bribing officials, big envelopes are bulging.

Don't work hard on market expansion, and always use tricks on tax evasion.

Fourth, the normalization of corporate culture construction.

Obviously, the enterprise has only a history of three years, and it still needs to test the culture of three thousand years. Find someone to design a symbol, and it becomes a corporate totem. You are the sunrise in the east, then I am the Moon River. When it comes to the mission of the enterprise, it is an empty imagination. When it comes to the requirements for employees, it is an illusion of moral model, which is completely different from the reality of enterprises. Corporate culture handbook is beautifully bound, with beautiful corporate culture words and similar corporate culture contents.

How to give full play to the advantages of trade unions and promote the construction of corporate culture? At present, corporate culture, as the internal motivation and requirement to enhance the competitiveness of enterprises, plays an increasingly important and obvious role in the reform and development of group companies. Especially since the beginning of this year, the group company has attached great importance to it, carried it out extensively, and actively created the "demonstration base of enterprise culture in all coal systems". The call of reality requires the majority of trade union workers to fully understand the important role of trade union organizations in corporate culture construction, actively play their own roles and advantages, actively combine them in practical work, and achieve correct understanding, clear thinking and perfect plans in participating in corporate culture construction. Highlight the basic responsibilities of maintenance, play the role of "serving employees, shaping employees, organizing and guiding employees, and condensing and maintaining employees", and constantly improve the guiding function, upgrading function, cohesive function, incentive function and stable function of corporate culture in enterprise development and construction. Give full play to the advantages of its own masses, organizations, channels and positions, mobilize and mobilize members and employees to unify their thinking, strengthen measures and pay close attention to implementation, push corporate culture construction to a new level and achieve new development, strive to promote the management level and quality of enterprises, and continuously improve the core competitiveness of enterprises. First, vigorously strengthen the construction of high-quality staff and consolidate the humanistic foundation of corporate culture construction. The construction of enterprise culture should pay attention to the ideological and moral construction of employees. The goal of corporate culture is corporate vision, and the realization of corporate vision needs the unified action of all employees. As the core content of corporate culture system construction, its internal motivation comes from the ideological and moral realm of employees. Practice has proved that in class society, no matter who they are or what they do, they are inevitably influenced and bound by morality. Morality is the code of conduct and the motive force of human behavior, which plays an irreplaceable and inestimable role in human mind, thought and behavior. People-oriented corporate culture construction also embodies the principle of "people-oriented" and relying on employees to run enterprises wholeheartedly. The Miners' Association will give full play to the role of the trade union party as a bridge and link between the masses, give full play to the unique advantages and functions of the trade union in ideological and political work, strive to lead the public opinion orientation of the majority of members and workers, and continuously strengthen the construction of corporate culture. Trade unions at all levels in the mining area scientifically understand and grasp the characteristics and laws of enterprise culture construction under the new situation, respond to the call of the mining party Committee, and vigorously strengthen the education of "four virtues" and socialist concept of honor and disgrace. Vigorously promote the corporate values of "being responsible for society, doing our best for enterprises and doing our best for families", cultivate correct management concepts, business concepts and cost concepts, and mobilize the enthusiasm of employees to love their jobs and build a harmonious home; At the same time, ideological and political work should be integrated into the overall situation of enterprise development in a way that is more acceptable to employees, more specific in form and easier to implement by enterprise administrative departments, so that employees can closely combine their life vision with enterprise development and contribute to enterprise development with a brand-new era style and a high sense of ownership; At the same time, strengthen the education of employees' situation and tasks, * * * interests and * * * buildings, lead employees to be loyal to the enterprise, spend less money, burn more charcoal, take less demands and give more, take the initiative to solve problems for the enterprise, and advocate good professional ethics and social customs. 2. The technical quality and ideological and moral quality of employees are the core competitiveness of enterprises. Constantly improving the technical quality and ideological and moral quality of the broad masses of workers is the unshirkable primary task of trade unions. The development of enterprises needs a solid talent base and intellectual guarantee. Only by constantly improving the ideological quality and scientific, cultural and technical quality of the broad masses of workers can we meet the needs of the rapid development of enterprises and provide impetus for enriching the people and strengthening enterprises. Trade union organizations at all levels strive to cultivate a group of technical leaders with solid professional knowledge base, excellent practical skills and profound industrial theoretical accomplishment for enterprises through various forms of labor competitions, technical contests, rational suggestions and other activities; Through the establishment of workers' technical association, we will strive to build a loyal, competitive and practical team of coal miners. Gradually promote the benign competitive atmosphere of "no one has me, no one has me" and "catching up with learning and helping others surpass" in the workforce. Technical experts are the leaders of workers' technical quality, and model workers are the outstanding representatives of workers, the backbone of enterprises, the pillars of mining areas and the models of the masses. Their advanced deeds,

Excellent quality and noble spirit have strong appeal, influence and demonstration-oriented function, and are a powerful spiritual driving force to inspire the broad masses of cadres and workers. We should actively create a good fashion of "learning first, respecting first, advocating first and striving to be the first" and play the strong voice of the times of "glorious labor, lofty knowledge, precious talents and great creation". By giving play to the role of model workers, we will carry forward the sense of ownership, the spirit of hard struggle and selfless dedication among the employees, and carry forward the enthusiasm of selfless work and the spirit of hard study. Publicize the professional ethics of model workers among the staff, guide the staff to always maintain a high-spirited and enterprising spirit, spur themselves with a strong sense of professionalism and responsibility, work hard, and strive hard to accelerate the pace of enterprise reform and development. Gradually form and establish the professional ethics, life values and simple patriotism spirit of "love your post as yourself, love your post and be dedicated" among the staff.

Two, vigorously strengthen the construction of enterprise safety culture.

1. Build a working mode of mass safety culture construction. Through solid and meticulous basic work of mass safety, we will constantly optimize the organizational structure, staffing and quality of mass supervision organizations, and constantly strengthen the safety concept, safety vision and sense of responsibility of mass supervision organizations, co-management organizations and the majority of group supervisors and co-management personnel. Through the organizational system construction, organizational construction and quality education of group supervision and co-management, and in accordance with the mass safety culture model supported and guided by safety culture, with refined management, humanized education and institutionalized training as its basic characteristics, the basic training system of group supervision, the basic assessment system of safety inspection and reward, the basic working system of safety work rules of group supervision and co-management Committee and the activities of "No violation by yourself and no accidents around" have been initially formed. It provides the necessary manpower guarantee for the construction of safety culture and constructs the working mode of mass safety culture construction.

2. Theme activities are the main driving force to create a safety culture. In recent years, the activity of "Safe Time and Space, Send Blessing by SMS" of Cao Zhuang Coal Mine Union, as one of the brand safety work of Miners' Association, has been affirmed and praised by superior leaders; The creation and promotion of "Ten Vulnerable People in Comics" has led the new trend of innovation of safety culture carrier within the group company. The well-prepared and organized "Life Entrust" safety lecture, with innovative forms, high-quality speeches, full emotions of the lecturers and full indoctrination of the audience, has achieved good response. It has created a situation that is popular, the live broadcast effect is good and the appeal is strong. It clearly highlights the brand direction of strong penetration, wide coverage and humanization of Cao Zhuang coal mine trade union safety education, and constantly enriches the safety culture concept of Cao Zhuang coal mine's economic safety and happiness concept and family safety and happiness concept.

3. The formation and development of safety culture need a lot of mass safety basic work. Adhere to carry forward the core values of "being responsible for the society, doing our best for the enterprise and doing our best for the family" as the main driving force, taking the protection of workers' right to life and health as the greatest maintenance requirement, and focusing on strengthening workers' independent safety awareness, improving workers' safety technology operation skills and strengthening the protection of farmers' rights and interests, and carry out activities such as daily safety education, "ankang cup" competition, "Top Ten Farmers' Cooperation" selection and June Safety Production Month. Through various forms, such as safety symposium, safety exhibition, safety comic exhibition, "safety interactive talk", safety document knowledge examination, various training examinations, group supervisor training examination and underground condolences, four safety education activities, such as "formal task education, safety regulation education, independent safety education and knowledge education", were widely carried out to continuously strengthen the safety quality of employees.

Third, vigorously strengthen the construction of corporate mass culture.

1. Establish a sense of quality products and build a brand of popular culture. The same behavior and spirit formed in the long-term development of enterprises is the core layer of modern enterprise culture, which is manifested in the ideology and cultural concept with enterprise characteristics. The affinity, participation and universality of mass cultural activities have long played an irreplaceable role in the formation and development of corporate culture in large state-owned enterprises, and made indelible contributions to educating, rallying and shaping employees. Miners will persist in cultivating enterprise values through continuous and colorful mass cultural activities, twist all employees into a rope with the appeal of art and the cohesion of collective activities, strive to achieve enterprise goals and form a unique mass cultural brand.

How to create an environment for corporate culture construction has a far-reaching impact on corporate culture construction. When building corporate culture, we should pay attention to the construction environment of corporate culture. Generally speaking, we can comprehensively consider the influence of management behavior, incentive mechanism, assessment orientation and material edification. Creating an environmental atmosphere is the effective use of artistic expressions such as spatial layout, color and modeling, not just by setting up various working and living facilities, objects, photo exhibitions, billboards, advertisements and slogans. , but also take advantage of the subtle role of management. The environment of enterprise culture construction must be simple, generous and comfortable, giving people a sense of beauty. They are silent languages, which reflect certain cultural concepts and value orientations and play a role in rendering corporate culture. First, management behavior will affect the value orientation of enterprises. Seriously understand the concept of management culture put forward by enterprises and take it as the guiding ideology of daily management. In the process of management, the concept of corporate culture is highly embodied and the spirit of the concept is implemented. Improve the training mechanism, especially the training of new employees, instill management concepts into employees, so that employees can deeply understand and consciously abide by them. Improve the reward and punishment mechanism, commend and reward advanced individuals and individuals who practice corporate values, and criticize and punish people and things that violate corporate values, thus guiding employees to practice corporate values. Managers should set an example, take the lead in setting an example, strive to make their own behavior a direct embodiment of corporate values, and influence employees with exemplary behavior. Second, to carry out various forms of incentive mechanisms, first of all, target incentive, enterprise goal is the core of enterprise cohesion, and target incentive is to let employees see the bright future of the enterprise and themselves, thus stimulating a strong sense of professionalism and mission. The key to goal motivation is to combine the goals of enterprises with the personal goals of employees. Secondly, work motivation, that is, the attraction of work itself, such as meaning, fun, creativity, challenge, sense of accomplishment and so on. Designing career paths to improve employee satisfaction. Honor incentive, honor is a high evaluation of individuals or groups by people or organizations. Enterprises can stimulate employees' enterprising spirit by satisfying their sense of honor and respect. Thirdly, participate in incentives, respect and trust employees, fully communicate with employees the actual situation of the enterprise, let employees participate in decision-making at different levels and to different degrees, and actively absorb employees' reasonable suggestions. Care for employees, strengthen emotional communication with employees, establish equal and cordial feelings with employees, let employees feel the care of leaders and the warmth of enterprises, thus stimulating the sense of responsibility of ownership and love for enterprises. Finally, training incentives, training has an incentive effect, which can meet the needs of employees, especially young employees, to learn knowledge. Through training, employees' ability to achieve goals can be improved, and conditions can be created for taking on greater responsibilities, challenging work and promotion to more important positions. Third, carry out the construction of corporate culture oriented by performance appraisal. As an organization, enterprises use their unique values to guide the implementation of their strategies, so as to achieve their work goals in scientific enterprises, technical support and comprehensive services. As individuals, employees will act according to their basic beliefs and values when facing important moments in their work. Therefore, the activities of all departments and employees of the enterprise must be consistent with the values of the enterprise, so as to ensure that the work activities of all departments and employees of the enterprise can support the realization of enterprise goals. In order to transform values into a conscious behavior and successfully establish a strong corporate culture, human resource policy is a natural way to implement values within enterprises, in which the evaluation of values is the key. However, it is not easy to incorporate values into the performance appraisal system. The evaluation of values is different from the general performance appraisal, and the setting of evaluation indicators should proceed from reality. Fourth, let the construction of material environment and corporate culture be carried out simultaneously. The material environment of an enterprise refers to all dominant substances existing in the enterprise and its personnel, as well as the sum of products and various material facilities created by employees. They constitute the outermost layer of corporate culture-material culture, which mainly includes corporate working environment, employee rest and entertainment environment and employee cultural facilities. Material culture is a concrete reflection of employees' ideals, values and mental outlook, so although it is the outermost layer of corporate culture, it focuses on the external image of enterprises in society and is the starting point of social evaluation of enterprises as a whole. When its performance is consistent with the core concepts and values pursued by enterprises, it is conducive to the implementation of corporate culture in enterprises. When it hinders the core idea, it should be rectified and revised to make it conform to the overall cultural construction. V. Establishing a learning organization A learning organization can systematically and continuously combine learning and work to support the development of individuals, work teams and the entire organizational system. The main idea is that the way to deal with emergencies lies in learning, which is the basic law of survival competition.