How to treat the inheritance and transformation of corporate culture?

The change of corporate culture will inevitably touch the old corporate culture and the interests of some groups, and it will be a long and arduous process to reshape or clarify the core values of enterprises.

Some people say: enterprise culture is entrepreneur culture. In an enterprise, it is very important for an entrepreneur to change his ideas and put forward innovative ideas. He can consciously infiltrate the company's core values and principles into the enterprise and play an exemplary role in his daily words and deeds. In the process of corporate culture transformation, whether corporate culture is closely integrated with modern human resources, and through the effective management of human resources, corporate culture can land.

Jack Welch, the former CEO of General Electric Company, once said: "If you want the train to be fast 10 km per hour, you only need to increase 1 horsepower; And if you want to double the speed of the train, you have to change the tracks. " Asset reorganization can temporarily improve productivity, but it is impossible to maintain the development of high productivity without cultural change. Then, how to treat the change of corporate culture can be understood and implemented from the following aspects:

Correctly understand the construction of enterprise culture

At present, many enterprises in the construction of corporate culture, the understanding, construction and transformation of corporate culture is vague, superficial, vulgar and other abnormal phenomena, there are formalism and two skins, mainly in:

1, "slogan culture", put up some publicity slogans in enterprises and offices; The meeting also emphasized the need for integrity and innovation; Use various loud slogans to remind people that the company's culture is like this, but it has not been confirmed, implemented and consolidated through daily behavior events.

2. "Empty culture", when enterprises put forward cultural elements such as core values, they put forward some ideas that are divorced from the actual direction of the company, which makes the corporate culture unable to reflect the characteristics and development needs of enterprises. Just looking at corporate culture can't reflect the vision and goals of enterprises, so they can do whatever they want.

3. "Writing culture". Nowadays, many enterprises pursue beautiful and gorgeous writing expression in corporate culture. In the same industry, they compare each other to see who has made beautiful things. For this reason, some foreign monks are invited to get some beautiful copywriting and cultural manuals, and then a column is added for file management, ignoring how to apply and realize them.

4. "Ritual culture", some enterprises focus on flag-raising, singing and other formalism, but ignore employees' real thoughts and force employees to abide by them, which makes employees unable to understand and very disgusted.

These phenomena reflect some information when enterprises promote the construction of corporate culture. Of course, it is not that these methods are useless. Making good use of these methods and making them well implemented will still play a certain role. For example, many slogans have played a powerful role in the application of slogan culture since ancient times. For example, "which would you rather have?" "Agricultural Dazhai, industrial Daqing!" "All reactionaries are paper tigers!" "Whether it's a white cat or a black cat, catching a mouse is a good cat!" Slogans like "carry forward Chinese civilization and build a harmonious society", "crack down on the manufacture and sale of fake cigarettes" and "report the manufacture and sale of fake cigarettes and reward XXX yuan" are a unique "landscape" in some areas where fake cigarettes are manufactured. These slogans have played a certain role in all stages of society and related aspects, but they are far from enough to play their role in depth. They must be accompanied by some measures, but they can be implemented. Therefore, the construction of corporate culture needs systematic planning and effective promotion. It is necessary to carry forward the slogan culture and pursue the landing of culture.

Second, play the role of entrepreneurial culture.

Entrepreneurs, especially the captain of a big ship. How to get to the enterprise? Did you walk well? Depends on the command of entrepreneurs. Entrepreneurs' thoughts, work styles, words and deeds all affect the development of enterprises. In the past, I often heard some friends in the industry talk about the styles and methods that business owners often do: for example, the company stipulated to go to work on time at 8 o'clock, but it slowly swayed to the company at 9 o'clock 10; Say when to have a meeting, but arrange other personnel or subordinates to wait in the conference room; It is stipulated that the company should wear the company uniform and dress neatly, but it is wearing a T-shirt and slippers and kicking to the workshop for inspection. Keep saying you want to be honest, but never keep your word. This kind of entrepreneurial behavior will only make employees less active and indifferent. How do they play the role of entrepreneurs?

You can also look at the entrepreneur management of excellent companies.

Since the development of Haier Group, from the very beginning, Zhang Ruimin has established a "brand strategy". In management practice, he combined the essence of China traditional culture with modern western management thoughts, and created a variety of management modes suitable for Haier's development. He said: "When managers sit down, subordinates will go down", so the enterprise has a strong brand of Zhang Ruimin. In the 20 years under the leadership of Jack Welch, GE led other enterprises to create one record after another in the domino collapse of the global economy. He revolutionized Ge's serious bureaucracy and redundancy and made elephants dance like squirrels. Until 200 1, he chose to retire, and his spirit continued to play a role in the company. The corporate culture he worked hard to create is still profound and profound in GE.

Third, pay attention to the efficiency of doing things

At the work level, enterprises should create the working habits and atmosphere of "doing what they really should do" and "doing efficient and effective things" within the company. Nowadays, when doing a thing, many enterprises only know that it needs to be completed, without paying attention to how, when and how much it costs. At present, many people like "form" too much, praise "diligence" and ignore "efficiency"; The pursuit of "quantity" does not ask about "income", and even the wages of many departments are simply based on the so-called "workload". Diligence is crucial to success, but it is meaningful only when you use the right method and do the right thing and you have to do it yourself. We might as well ask ourselves before "diligence": Is it necessary to do this? Must I do it myself?

How to examine whether what you do is efficient or inefficient? You can write down 10 jobs that will keep you busy for 20 hours a week. After careful investigation, you will find that 10% of the work is meaningless or can be done by others, so that you can effectively improve your work and make it efficient and profitable.

Fourth, we must have the determination to constantly surpass ourselves.

With the change of ideas, enterprises should have the determination to constantly surpass themselves, so as to accept new ideas and resist the obstacles brought by the old culture, and the corporate culture change can really bring practical results. The change of corporate culture needs to make the enterprise "leaner, faster and more confident" in order to make the enterprise successful.

"Simpler" means to make the process clearer, faster and more flexible through process reengineering, organizational optimization and clear responsibilities, so as to make the enterprise produce efficiency. Enterprises should cultivate employees' self-confidence through decentralization and respect, so that employees can "have more confidence" in their work and feel that they are the masters of the enterprise.

Verb (abbreviation of verb) gives full play to the role of human resource management.

The change of corporate culture is mainly the work of being a man, which requires that the words and deeds of corporate people conform to the core values of the enterprise, but people are lazy and thoughtful. Therefore, it is not enough to rely only on simple ideological education, but also to combine the concepts and functions of modern human resource management to make it land, so that human resource management can become a tool for corporate culture landing. From the following aspects, we can see the role of human resource management in corporate culture.

First of all, the enterprise should establish the employee competency model which is in line with the development of the enterprise, extract the core quality, general quality and professional quality which are in line with the actual situation of the enterprise, and apply the competency model to all aspects of human resource management. Through the regular testing of employee competency model, we can find out the shortcomings and improvements of employees and existing employees who meet the requirements of relevant positions, and develop and enhance employee competency in a targeted manner.

Secondly, enterprises should evaluate and adjust their own recruitment system, and take whether it conforms to the company's core values as one of the criteria for recruiting new employees.

Thirdly, in the company's employee training, it is necessary to increase the training of enterprise core values and company norms in the induction training course for new employees, share the benchmark events embodied in the company culture, help new employees understand and understand the company culture, and enhance their recognition of core values.

Finally, the company should truly establish a salary system that conforms to the core values and principles of the enterprise. Performance-oriented core values should be emphasized. In the design of salary system, it is necessary to widen the salary gap of employees with different performance and performance ability, and to clearly reward and promote employees with good performance, great contribution to the company and excellent performance, which must be constantly reflected through the adjustment of salary system.

In a word, the change of corporate culture needs to innovate in negation and surpass in innovation. Organization managers must have a far-sighted vision and a broad mind, in order to constantly innovate, surpass themselves and realize value in affirmation, negation and negation. At the same time, managers should also realize that seeking stability in the process of change is also something that must be considered. But they are never afraid of change, seeking stability and chaos, and the little rich do not seek progress. For the common development of enterprises and employees, we must constantly make changes according to the actual situation of enterprise development, so that enterprises can continue to glow with vitality.