How to do well in production management?

The following information is reproduced for the reference of the main modules of production management: planning management, purchasing management, manufacturing management, quality management, efficiency management, equipment management, inventory management, morale management and lean production management. Production management practice 1, standardization The so-called standardization means that there are various norms in an enterprise, such as rules, regulations, detailed rules, standards and essentials. , and these specifications form words are collectively referred to as standards (or standard books). Setting standards and then putting them into action is called standardization. Those who think that standardization is completed by compiling or revising standards are wrong, and standardization can only be considered as implemented after guidance and training. There is no end to the improvement of management level. Although many domestic enterprises have obstacles to standardization in system, system and consciousness, we must show the spirit of "knowing that there are tigers in the mountains, preferring to walk in the mountains" in order to truly make "Made in China" synonymous with high quality. 2. Visual management How to implement visual management largely reflects the on-site management level of an enterprise. Whether in the field or in the office, visual management is of great use. On the basis of understanding its key points and standards, extensive use of visual management will bring great benefits to the internal management of enterprises. The so-called visual management is a management method that changes people's consciousness through vision. Visual management has three main points: (1), no matter who can tell whether it is good or bad (abnormal); (2), it can judge quickly with high accuracy; (3) The judgment result will not vary from person to person. In our daily activities, we perceive things through five senses (sight, smell, hearing, touch and taste). Among them, the most commonly used is' vision'. According to statistics, 60% of people's actions begin with' visual' perception. Therefore, in enterprise management, it will bring great benefits to management to emphasize that various management States and methods are clear and easy to understand and abide by, so that employees can fully understand, accept and perform all the work independently. 3. Management Kanban Management Kanban is a manifestation of management visualization, that is, the status of data and intelligence is clear at a glance, mainly for the transparent management activities of management projects, especially intelligence. It reveals the information hidden in documents, in the brain or on the spot through slogans, status boards, charts, electronic screens and other forms, so that anyone can grasp the management status and necessary information in time, so as to quickly formulate and implement countermeasures. Therefore, management kanban is a very effective and intuitive means to find and solve problems, and it is one of the indispensable tools for excellent field management. The performance of production management is mainly divided into the following six main aspects: 1) Efficiency (P: productivity) Efficiency refers to achieving the maximum output under given resources. It can also be understood whether the tools and methods used for relative operation purposes are the most suitable and fully utilized. When the efficiency is improved, the per capita output per unit time will increase and the production cost will decrease. 2) Quality (Q: Quality) Quality is to decompose the customer's requirements into specific design data, form the expected target value, and finally produce products with low cost, stable performance, reliable quality and low price. Product quality is the foundation of enterprise's survival. For production managers, the effect of quality management and control is one of the important indicators to evaluate their production management performance. The so-called quality management means that in order to fully meet customers' requirements, enterprises gather wisdom, experience and other management means, make full use of all organizational systems and implement all management and improvement, so as to achieve excellent quality, short delivery time, low cost and excellent service to meet customers' requirements. 3) Cost (C: cost) Cost refers to various expenses incurred in product production activities. The benefit of an enterprise depends largely on its relative cost. If the cost occupies a large profit margin, the net profit of the corresponding enterprise will be relatively reduced. Therefore, production supervisors must take cost performance management as one of the main contents of their work when conducting performance management. 4) Delivery time (D: delivery) Delivery time refers to the timely delivery of the required quantity of products or services. In the current market competition, the punctuality of delivery time is very important. Punctuality means providing the required products and services at the time and quantity required by users. Even if the enterprise has advanced technology and advanced detection means, it can ensure the quality of its own products, and the products produced are low in cost and cheap in price. But without a good delivery date management system, you can't deliver the goods according to the delivery date specified by customers, which will directly affect customers' business activities and customers will not buy your products. Therefore, the quality of delivery management is the key to directly affect customers' business activities. If you don't strictly observe the delivery date, you will lose your right to exist, which is more important than quality and cost. 5) Safety production management is a series of planned, organized, directed, coordinated and controlled activities to protect the safety and health of employees, protect property from loss, carry out production safely and improve economic benefits. Safety in production is very important for any enterprise, because once an industrial accident occurs, it will not only affect product quality, production efficiency and delivery date, but also bring huge losses to employees, enterprises and even the country. 6) Morale (M: Morale) Employee morale is mainly manifested in three aspects: turnover rate, attendance rate and job satisfaction. High morale is the performance of enterprise vitality and an inexhaustible precious resource. Only by constantly improving the morale of employees can we give full play to people's enthusiasm and creativity, let employees play their greatest potential and make the greatest contribution to the development of the company as much as possible, so as to make the company develop as soon as possible. Therefore, if you want to test the performance of production management, you should make a comprehensive evaluation from the above six aspects. How to improve employee morale The factors that affect employee morale include at least three levels: company level, manager level and employee personal level. To improve staff morale, we should start from these three aspects: 1. There are many influencing factors at the company level, such as salary and welfare system, reward and punishment system, performance management system, employee promotion system, training and development system, labor protection and safety, working environment and so on. These factors will affect the morale of employees, so the company must take corresponding measures to meet the development requirements of the company in combination with the actual situation of the company. For example, in the salary and welfare system, we must conduct a detailed external investigation on the salary, comprehensively consider the salary level of the same industry, and also consider the local salary level to ensure the external fairness of the salary; On the other hand, it is necessary to carry out job evaluation, ensure the internal fairness of salary, set different salary levels according to the contribution value of the position, avoid chaos, and at the same time distance appropriately. 2. In addition to promotion at the company level, as a middle-level manager of the company, it is more important to master some skills to improve employee morale. It is suggested that middle and grass-roots supervisors should strengthen the following aspects when improving staff morale: 1) Understand the needs of employees in depth through usual communication, meetings, employee complaints, questionnaires and other forms. Only by deeply understanding the needs of subordinates can we effectively motivate them and fully mobilize their work enthusiasm. 2) Create a good working atmosphere. No one wants to work in such a working atmosphere: if you make mistakes at work, you will be accused of making mistakes; Ask for instructions on major issues and minor issues; The public/venue environment is in a mess; Chatting, making personal phone calls, quarreling, not working, all around; Team members undermine each other and are irresponsible; Complex interpersonal relationships; The boss always keeps a straight face. Everyone is willing to work in such a working atmosphere: a relaxed, harmonious and free atmosphere; Public/venue is clean and warm; Team members help each other and cooperate sincerely; Interpersonal relationship is simple and clear; Dare to try, will not be accused; Small progress and achievements have been recognized and appreciated by superiors and colleagues. Therefore, creating a good working atmosphere is one of the important tasks of our middle and grass-roots supervisors in daily management. 3) Recognition and praise It is human nature to like to be recognized and praised by others. For the slight progress of employees, we should give sincere recognition and praise in time. When criticizing employees, we should also pay due attention to skills and not hurt employees' self-esteem. In general, criticism should be carried out in private as far as possible. 4) Promoting the growth of employees is the expectation of most employees. As a supervisor, it is our important job responsibility to help employees grow. 3. At the personal level, the final determinant of employee morale is the employee himself, and only he can be the master of his own morale. Morale determines behavior, behavior determines habits, and habits determine fate. So our own destiny depends on our own morale. Only when each of our employees always maintains a positive attitude and is the master of their own positive attitude can our employees' morale be higher and their lives be more brilliant. The above three suggestions to improve staff morale need to be focused on the specific situation of the company. It's best for the company to investigate and understand the real needs of employees, and then take targeted measures according to the needs. Improving staff morale is a long-term task, and it is unrealistic to expect immediate results. The most important thing is to keep moving bit by bit. How to improve the sense of responsibility and enthusiasm of employees, and the methods and measures to mobilize the enthusiasm of employees, the development of enterprises needs the support of employees. Managers should understand that employees are not only a tool, but their initiative, enthusiasm and creativity will play a great role in the survival and development of enterprises. In order to get the support of employees, it is necessary to motivate employees, and mobilizing the enthusiasm of employees is the main function of management incentives. Establishing an effective incentive mechanism is an important way to improve the enthusiasm and initiative of employees. It is necessary to design and implement an effective incentive mechanism. The design of incentive mechanism mainly includes four aspects: first, the design of incentive system; The second is the design of position series; The third is the design of employee training and development plan; The fourth is the design of other incentives, including employee participation and communication. After designing a set of incentive mechanism, it needs to be implemented to test its effectiveness. Effective incentive mechanism, including various incentive methods and measures, can be summarized as: 1. The material need of wages is always the first need of people and the basic motivation for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. At present, the ability to provide generous salary (i.e. monetary reward) is still a direct factor affecting the enthusiasm of employees. However, generous salaries do not always satisfy employees. Under normal circumstances, the salary system of an enterprise cannot be fair and just internally, and it is consistent with the salary level of the external market, so employees are prone to dissatisfaction. If these unfair feelings of employees can not be solved in time, it will directly affect the enthusiasm of employees, and there will be negative slowdowns and even brain drain, thus affecting the quality of products and services of enterprises. Only by effectively solving the problems of internal unfairness, self-unfairness and external unfairness can we improve employee satisfaction and stimulate employees' enthusiasm. How can we solve these problems? Usually, when making salary decisions, we should comprehensively consider the relative value of posts, salary level and personal performance as the basis for formulating the salary system. Through the effective combination of the above three elements, employees can know in advance the specific impact of good or bad work on their salary income, which is conducive to fully mobilizing the enthusiasm of employees, making the direction of employees' efforts conform to the company's development direction, promoting the realization of the company's strategic goals, linking the company's business goals with personal goals, and realizing the common development of enterprises and individuals. In addition, the employee stock ownership system can also be used as a salary incentive mechanism. In the United States, 90% of the top 500 enterprises in the United States implement employee stock ownership. What is the role of employee stock ownership? The first function is to motivate employees to work hard, attract talents and improve the core competitiveness of enterprises. At the same time, it is golden handcuffs, which plays the role of retaining people. Whether there is a long-term interest incentive has a great influence on the traction of talents. The second function can obtain the source of funds. The purpose of employee stock ownership is actually that all employees take risks and make the enterprise bigger, because in this respect, employee stock ownership has a positive impact. 2. The operation of institutional enterprises needs various systems. Similarly, in order to effectively mobilize the enthusiasm and initiative of employees, it is necessary to formulate a reasonable system to motivate employees. Reward and punishment system: recognition and reward are the most important basis for employees' efforts or enthusiasm. There is a close relationship between high performance and reward. Rewards can promote members to achieve high performance, and only after achieving high performance can there be something worth rewarding. The two complement each other. The reward and punishment system should not only reward, but also punish, and punishment is also an incentive and a negative incentive. Negative incentives mainly include eliminating incentives, fines, demotion and dismissal. Competition mechanism: competition is another magic weapon to mobilize the enthusiasm of employees. Really realize the situation that the able are superior and the weak are inferior in the enterprise. The last elimination system is a specific form of competition mechanism. As far as the management level of Chinese enterprises is concerned, the last elimination system is feasible. Establishing a strict employee competition mechanism and implementing the last elimination system can put pressure on employees, create a competitive atmosphere among employees, help mobilize the enthusiasm of employees, make the company more energetic and vigorous, and better promote the growth of enterprises. Post system: that is, setting up appropriate posts to make the work challenging. The "job challenge" is to make every employee feel that his position is really a little stressful. How can we make the job challenging? There are two issues that need special attention: one is to do a good job setting, and the other is to be suitable for suitable jobs. Goal motivation: it is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As an inducement, goal has the functions of starting, guiding and motivating. Only by constantly motivating yourself to pursue high goals can a person inspire his inner motivation to make progress. In fact, everyone has other goals besides money, such as power goals or achievement goals. Managers should dig out this hidden or present goal in everyone's mind, help them formulate detailed implementation steps, guide and help them in the follow-up work, and let them consciously and diligently achieve their goals. 3. Emotional Stimulation Maslow, a humanistic psychologist, put forward five different levels of human needs in his book Motivation and Personality. These five aspects are: basic life needs-sense of security-sense of belonging-status and respect-self-realization. Enterprises should strive to meet the needs of employees, such as providing stable and reliable employment and satisfying employees' living needs and sense of security. Sense of belonging means that employees can feel at home in the enterprise. At this level, emotional and humanistic factors are greater than economic factors. Close communication and cooperation between employees, harmonious relationship between superiors and subordinates, and common interests all contribute to enhancing employees' sense of belonging, which is the basic condition of enterprise cohesion. Status and respect mean that people's sociality makes everyone demand social recognition and respect. In current society, economic income and status are often the reflection of social status. Self-realization means that when the previous needs are basically met, people will have the need to further develop and exert their potential, that is, self-realization. People's needs in these five aspects are gradually deepening, and only when they meet the needs of the previous level will they pursue higher-level needs. In addition to the basic needs of life, the other four aspects are emotional needs. Therefore, emotional motivation is of great significance for mobilizing the enthusiasm and initiative of employees. There are many ways of emotional motivation, mainly these: respect motivation: the so-called respect motivation requires managers of enterprises to pay attention to the value and status of employees. If managers don't pay attention to employees' feelings and respect them, they will greatly dampen their enthusiasm, making their work only to get paid, and their motivation will be greatly weakened. Respect is a catalyst to accelerate the explosion of employees' self-confidence, and respect motivation is a basic way of motivation. Mutual respect between superiors and subordinates is a powerful spiritual force, which contributes to the harmony among employees and the formation of corporate team spirit and cohesion. Therefore, respecting incentives is an important way to improve employees' enthusiasm. Motivation to participate: The practical experience and research of modern human resource management show that modern employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. Through participation, employees can form a sense of belonging and identity to the enterprise, thus further satisfying the needs of self-esteem and self-realization. Work motivation: work itself has the power of motivation! In order to give full play to the enthusiasm of employees, we need to consider how to make the work itself more meaningful and challenging, so that employees have a sense of self-realization. This requires managers to design the work of employees to enrich and expand the work content. What is job enrichment? Western scholars put forward five standards, that is, employees should find five kinds of feelings: first, employees should feel that their work is very important and meaningful; The second is to let employees feel that the boss has been paying attention to him and attaching importance to him; The third is to make employees feel that their positions can best play their talents; The fourth is to make employees feel that everything they do has feedback; The fifth is to let employees feel the integrity of the work results. Training and development opportunity incentive: With the arrival of knowledge economy, the world is becoming more and more informationized, digitized and networked, and the speed of knowledge updating is accelerating, which makes the unreasonable knowledge structure of employees and the problem of knowledge aging increasingly prominent. Through training, they can enrich their knowledge, cultivate their abilities, provide them with opportunities for further development and meet their needs for self-realization. Honor and promotion incentive: Honor is a lofty evaluation of individuals or groups by people or organizations, and it is an important means to meet people's self-esteem needs and inspire people to make progress. From the perspective of human motivation, everyone has the need for self-affirmation, glory and striving for honor. It is a good method of spiritual encouragement to give necessary honor rewards to some outstanding advanced employees. The cost of honor incentive is low, but the effect is good. 4. Establish an excellent corporate culture In the process of development, enterprises should consciously strengthen human resource management by establishing the same values and professional ethics, so as to unify the thinking of employees, make people work towards the same goal, and promote the development of enterprises. To create an excellent corporate culture is to let enterprises establish the idea of "people-oriented" and respect the value and status of employees; Enable employees to establish a sense of responsibility as the "protagonist". Problems that should be paid attention to in the process of implementing incentives. Establishing a reasonable and effective incentive mechanism is one of the important issues in enterprise management. Although domestic enterprises have paid more and more attention to management incentives in recent years and tried to reform the incentive mechanism, and achieved certain results, there are still some misunderstandings in the understanding of incentives. 1, incentive is incentive. In a complete sense, it should include two meanings: incentive and constraint. Reward and punishment are the two most basic incentive measures, which are the unity of opposites. However, many enterprises simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures one-sidedly, ignoring or not considering restraint and punishment measures. Although some have also formulated some restraint and punishment measures, due to various reasons, they have not been resolutely implemented and become a mere formality, making it difficult to achieve the expected purpose. 2. The same incentive can be applied to anyone. Many enterprises do not carefully analyze the needs of employees when implementing incentives, and adopt the same incentive method for everyone "across the board", which is counterproductive. In management practice, how to implement effective incentives for individuals in enterprises is first based on the understanding of people. Through the analysis of different types of people, it is most effective to find their motivation factors and motivate them in a targeted manner. Secondly, we should pay attention to controlling the incentive cost, and we must analyze the expenditure-income ratio of incentives and pursue the maximization of benefits. 3. As long as the incentive system is established, the incentive effect can be achieved. Some enterprises have found that after the establishment of the incentive system, employees are not only not motivated, but their efforts have declined. What is the reason? In fact, a scientific and effective incentive mechanism is not isolated, it should cooperate with a series of related systems of enterprises to play a role. Among them, the evaluation system is the basis of motivation. Only with accurate evaluation can targeted incentives be carried out, and egalitarianism and "one size fits all" must be opposed, otherwise incentives will have negative effects. 4. The research on incentive fairness shows that incentive fairness is also a powerful incentive factor for employees.