Select and evaluate corporate culture cases.

Corporate culture construction implementation plan and annual implementation plan

First, corporate culture construction

Corporate culture is the soul and spiritual pillar of an enterprise and a strategic software resource. The essence of corporate culture is corporate values, which is the precipitation of the same value orientation and code of conduct formed by employees in the long-term labor and communication process. It is determined by the values of enterprise managers, affects the thinking of employees, affects the decision-making of employees at all levels, and directly determines the company's performance.

An enterprise is a profit-making organization, composed of all kinds of people, which realizes the production and sales of products through long-term labor and cooperation, thus creating profits. Enterprises cannot do without people. People in enterprises are both economic people and social people. On the one hand, as economic people, they have to earn money to eat through work to meet the urgent needs of survival; On the other hand, as social people, they have a strong will to seek self-development, self-realization and self-transcendence, which has become the driving force for people's spiritual pursuit.

Because the living environment, knowledge level and growth path of each employee in an enterprise are different, everyone's spiritual pursuit or outlook on life, values and ideas are also different, so how to form a recognized, positive, cohesive, attractive and credible value in our enterprise has become the core of corporate culture construction. Therefore, I believe that the construction of corporate culture is a process in which all employees from top to bottom tend to identify with a certain value through efforts and various ways, and then regard it as a belief, which is the core of corporate culture. This belief unifies the thoughts and actions of employees and gives the enterprise the motivation for sustainable development.

Because corporate culture is expressed through employees' values and behaviors, and employees in enterprises are both economic people and social people, corporate culture is manifested as material culture, behavioral culture, institutional culture and spiritual culture, so the construction of corporate culture must also start from these four aspects.

Enterprise spirit culture is the core content of enterprise culture, which is reflected by material culture, behavior culture and system culture and is the sum of enterprise ideology. Specifically, it includes enterprise spirit, enterprise goal, enterprise management concept, enterprise ethics, enterprise values, enterprise style and so on. To build enterprise culture, we must first determine the construction goal of enterprise spiritual culture, that is, we must first determine the contents of "enterprise spirit, enterprise goal and business philosophy" of our enterprise, and then refine these contents into material culture, behavior culture and system culture of the enterprise, which will be embodied through enterprise VI design, organizational structure, management system and employee behavior norms. Therefore, I think the corporate culture construction of our company should be carried out from the following aspects:

First of all, determine the construction goal of enterprise spiritual culture and refine it. At last year's annual meeting, the management of the company put forward the goal of building enterprise spiritual culture. According to the goal, it is necessary to organize all employees to conduct in-depth study and discussion, so as to make the connotation and extension of the goal concrete and extend to the material, behavioral and institutional levels. For example, our enterprise spirit is "creation and dedication", and I think its connotation is: First, fill the domestic gap through product research and development, so that enterprises can achieve sustainable development and benefit society at the same time; Second, while making profits, enterprises should not forget to invest in transforming the internal and external environment of the company (the environment here includes the hard environment such as office environment, employees' salary and benefits, and the soft environment such as personal development opportunities and self-realization opportunities) to build a platform and create opportunities for employees to realize their self-worth; Thirdly, while employees receive generous salary and benefits, they do not forget to work hard, creatively tap their personal potential, and contribute their youth to the development of enterprises and the technological progress of polishing and grinding materials. The connotation of these three aspects is embodied in the material level, that is, enterprises produce high-quality and low-priced products, make profits and provide generous salaries and benefits for employees; At the institutional level, it is to establish an efficient management system, a fair and just distribution mechanism and a reasonable employment mechanism to promote the development of enterprises and employees; Reflected in the behavior level is management according to law, people-oriented, selfless dedication.

The second is to build corporate culture from the institutional level. Through study and discussion, everyone unified their thinking and established the goal of enterprise system construction. With a clear goal, the existing system (such as quality management system, personnel system, financial system, etc. ) can be modified to make it more reasonable and promote the development of companies and individuals. For the current missing systems (such as employee code of conduct, departmental management regulations, information communication mechanism, etc.). ), instruct the relevant departments to organize the preparation according to the requirements of the enterprise spiritual and cultural construction goals.

The third is to build corporate culture from the material level. The establishment and perfection of this system provides a guarantee for enterprises to produce high-quality products. How to make our products have higher popularity and reputation, and enhance the brand value of products is the work that needs to be done in the material level of corporate culture construction. The popular "enterprise VI design and its application" provides strong theoretical and practical support for this work. Through corporate product identification, production environment, architecture, product packaging, post-it notes, PPT, folders, file bags and other office documents, we convey our entrepreneurial spirit and cultural connotation to product audiences and employees.

The fourth is to build corporate culture from the behavioral level. We believe in the values of "honesty and pragmatism, unity and cooperation, and Excellence". How to make every employee's behavior reflect these values all the time is the work that needs to be done in the construction of corporate culture at the behavioral level. We refine these values into the code of conduct of employees, and make these concepts deeply rooted in the hearts of the people by establishing internal publications, employee birthday activities, giving full play to the strength of party organizations, setting up typical figures, and spreading excellent deeds. Change passive acceptance into active implementation, thus forming a harmonious atmosphere of caring and sharing, trust and communication, cooperation and efficiency, diligence and concentration within our enterprise.

The construction of corporate culture can not be completed only by the personal charm of company leaders or the promotion of a certain department or a few people, nor can it be completed overnight. It needs the long-term efforts of all employees of the enterprise to achieve it.

Second, the implementation plan of enterprise culture construction

First of all, establish a "corporate culture construction Committee" within the enterprise. The Committee is composed of the management of the company, the leaders of the personnel administration department, the main party organizations and corporate culture specialist (cultural commissioners are appointed by the management or elected and recommended by various departments, one for each department). The Committee's duty is to formulate the goals and action plans of corporate culture construction, organize various activities to publicize corporate culture, and organize the implementation of corporate culture construction plans. The general manager and deputy general manager are the chairman and vice-chairman of the Committee, who are responsible for putting forward the objectives of corporate culture construction and have the decision-making power to determine the construction objectives, implement the plan and approve the required funds; The personnel administrative department and the person in charge of the party organization are the executive bodies of the Committee, responsible for drawing up the implementation plan and plan of enterprise culture construction, drawing up the planning cases of various activities and organizing their implementation, and supervising the implementation of the enterprise culture construction plan; Corporate culture specialist is responsible for implementing and supervising the implementation of the cultural construction plan, collecting and sorting out cultural construction materials, and has the right to supervise and report the refusal to implement the cultural construction plan.

Secondly, the corporate culture construction committee organizes a big discussion on corporate culture construction within the company. Organize "a slogan of an enterprise with prizes", so that everyone can put forward "a slogan of an enterprise" which they think best reflects the personality characteristics and profound connotation of our enterprise culture according to the corporate culture construction goals put forward by the company at present. The candidate titles will be determined through the primary election of all members, and the winner who wins the majority of members will receive appropriate rewards. The final slogan will be used in various publicity colorful pages and activities of the enterprise. Through this activity, not only can all employees participate in the construction of corporate culture, but the most important thing is to encourage employees to give full play to their imagination and creativity. Once the slogan is widely used, it will be the greatest encouragement to employees.

Third, set an example and spread outstanding deeds. In their daily work, corporate culture construction commissioners should pay attention to collecting and sorting out outstanding deeds and advanced individuals that can touch employees' hearts and fully embody corporate culture, and report them to the personnel administration department in time, which will organize all members of the corporate culture construction Committee to make comments, and the personnel administration department will reward advanced individuals and outstanding deeds members according to the company's reward and punishment system. At the same time, the corporate culture construction Commissioner should not let go of collecting and sorting out bad behaviors and events with bad influence, and should severely punish the parties involved in bad behaviors and events with bad influence.

Fourth, build a corporate culture publicity platform. Give full play to the propaganda function of the company's website, and establish the company's internal magazine. The company's network administrator is the artist of the internal magazine, responsible for layout design and content maintenance and update; All employees are contributors to internal magazines; The person in charge of the personnel administration department and the party group organization is the responsible editor of the internal magazine, responsible for organizing and planning the columns of the internal magazine, coordinating and urging all parties to ensure the timely issuance of the internal magazine; The chairman and vice-chairmen of the Corporate Culture Construction Committee are responsible for the review of manuscripts, the approval of internal publishing plans and the appointment of moderators of internal publishing columns; The moderators of internal periodical columns are fully responsible for their sections. In addition to the preliminary review of the content of the section and the proofreading of the manuscript, he can also write his own manuscript to ensure that the content of the section is updated in time. Corporate culture specialist is responsible for assisting the column moderators to collect and sort out the information needed for each section. In order to encourage everyone to contribute actively and ensure the smooth issuance of internal periodicals on schedule, a certain contribution fee can be paid to contributors who have been approved for publication, and the amount of contribution fee is determined by the chairman and vice chairman of the corporate culture construction Committee. By building this platform and establishing a communication mechanism, the current news, advanced deeds, typical figures, employees' voices and business development strategies within the company will be conveyed to every employee in time, which will enhance the communication and exchange among employees and between employees and enterprise management, and improve the cohesion and centripetal force of the enterprise.

Fifth, give full play to the role of party organizations. The Personnel Administration Department of the Communist Youth League, as the executive body of the corporate culture construction committee, should hold regular meetings to summarize the corporate culture construction of the company in stages, and organize and plan some entertainment activities that are conducive to corporate culture propaganda, such as employee birthday activities, corporate birthday activities, spring outing, autumn outing, speech contest, model contest, employee sports meeting, forum and singing contest, so as to enrich employees' lives, care for each other, narrow their spiritual distance and enhance mutual trust.

Sixth, carry out enterprise VI design. VI is a "visual recognition" visual recognition system. It is a complete and systematic visual expression system with signs, standardized characters and standardized colors as the core. It transforms our abstract concepts such as enterprise spirit, enterprise goal, enterprise management concept, enterprise ethics, enterprise values and enterprise style into concrete symbols, shapes a unique corporate image of an enterprise, has strong communication and appeal, and is easily accepted and remembered by our customers and employees. At present, there are many professional design companies that can help us realize this part, but the design and implementation costs are relatively high. According to the company's current specific situation, the company's network administrator is responsible for the design, and the completed design sample is submitted to the company's cultural construction Committee for deliberation and approval, and then transferred to relevant departments for implementation.

Seventh, continue to strengthen system construction. With the passage of time, the market environment and social environment of enterprises have changed, the quality of employees and the level and level of corporate culture construction have been continuously improved, and the original system needs to be constantly updated and revised, so it is necessary to keep up with the development of enterprises.