Corporate culture division: a new navigation of career.

The resources of enterprises can be roughly divided into two categories: one is hard resources, such as production lines, patents, equipment, technology, factories, water and electricity, and the other is soft resources, such as management, culture, goodwill and brand. Corporate culture teacher: a new career navigation. In the primary and intermediate stages of enterprise development, hard resources are often in short supply, so they are urgently needed. In the advanced stage of enterprise development, soft resources such as corporate culture and corporate philosophy have become the most important assets. Gary, an American master of management. Hammer simply divides enterprise management into three levels: first, the operation of "manpower"; The second is the management of "human brain"; The third is the operation of "human heart". "manpower" refers to the labor force; "Human brain" refers to knowledge; "Human heart" refers to personality, charm, moral sentiment, values and so on.

Corporate culture is produced in the operation of enterprises, especially in the interaction with customers (external, internal and even social). Therefore, the role of the Corporate Culture Division, also known as the Corporate Culture Manager (CCO), is to be good at identifying what content can be promoted, summarizing and promoting it, and forming an organized concept to carry forward within the enterprise. For example, an enterprise is a unit engaged in strategic innovation, but strategic innovation generally starts from the individual's mind. Later, it needed a team, leadership, financial and material support, etc. , similar to "node". As the soul of core competitiveness, corporate culture mechanism is like a basic lifeline. Through its function, these nodes are connected in series to form a complete corporate governance network, which needs CCO to identify. For another example, the values of enterprises refer to the value orientation of enterprises and their employees, that is, the criteria for judging things: what is important and what is not; What is right and what is not; What do you want to give up and what do you want to fight for? In the different development periods of enterprises, to establish a unified standard of values for all employees requires us to refine, summarize and combine.

As the only training institution in Shanghai and the Yangtze River Delta, Shanghai University of Economics and Business launched a training course for corporate culture teachers, which was welcomed. According to Zhou, president of the hospital, the training course presents three characteristics. First, students' level is high. More than 50% of the students are senior executives such as party secretary and general manager, including 8 "bureau-level" students; Second, there are many students. Eight enterprises, including Baosteel Group System, Shanghai Automobile Sales Corporation, Shanghai Milk Group, Shanghai Mobile, Tianan Insurance, etc., sent many or even more than ten trainees to participate in the training in batches, and Shanghai Telecom System had 53 trainees. Third, in order to apply what they have learned, more than 20% of the students use the new corporate culture concepts they have learned to create, refine and integrate their own corporate culture development program. For example, Party Secretary and Propaganda Minister of Shanghai Port Machinery Factory put forward a new idea of "fulcrum" culture according to the characteristics of enterprises producing port machinery, which made the corporate culture of this unit "flesh and blood". Tang Yongxiang, stationmaster of Antarctic Great Wall Station, also participated in the training. The polar corporate culture he created through systematic training is being practiced in Antarctica.

Talking about enterprise culture

Jack. Welch: GE wins by the power of people and ideas.

Zhang Ruimin: Haier's technology, talents and equipment can be taken away, but Haier's success cannot be repeated, because Haier has its own culture.

Liu Chuanzhi: The "management" in management represents a strict management system, which is very strict in managing people, affairs and money. "Reason" represents a soft means, that is, straightening out behavior, straightening out thoughts and straightening out a person's whole work behavior.

Cheng Xiyuan, Chairman of Shanghai Telecom: In the face of challenges, capital and technology can be introduced, and only "culture" must be forged by itself.

Xu Zhengchu, Secretary General of Shanghai Corporate Culture Promotion Association: Excellent corporate culture is a culture suitable for enterprises. Without specific enterprises, it is difficult to distinguish between good and bad cultural models.

CCO students: Corporate culture is the guarantee and source for enterprises to create profits. Our enterprise has got rid of poverty and is far from "getting rid of stupidity". To get rid of stupidity, we must rely on the construction of corporate culture.

Test your corporate culture.

The following are five questions about corporate culture evaluation put forward by Harvard University. You can check the current situation and existing problems of your own corporate culture.

1. Does the company publicize its goals and values through policies, slogans and slogans?

2. Do managers often talk about their company's "ideas", "business models" or ways of doing things?

3. Does the company manager strictly require himself and his employees to strive to abide by the company's various systems?

4. Does the company operate according to its own long-term business strategy and behavior, or according to the business behavior and manners of the current president?

5. Will the company's culture and operating conditions change with the change of new leaders?

It can be seen that these five issues include a series of management issues such as culture, values, spirit, management mode, development and management of human resources. Every enterprise wants to prosper, and its development depends on the construction of a good corporate culture.