Rationalization Suggestions for the Company (2)

Reasonable suggestions for the company

Article 1 In order to encourage employees to actively put forward rationalization proposals, promote the company's management progress, mobilize employees to stand on their posts, improve the quality of enterprise management through improving daily work, promote the company's development, and make the rationalization proposal of "I speak for management" regular and institutionalized, this system is formulated in accordance with the spirit of relevant documents and the actual situation of the company.

Article 2 The rationalization proposal of "I make a word for the management" refers to the improvement and perfection of the operation process and business management by employees around their posts.

Article 3 The rationalization proposal of "I make a word for management" should focus on the company's operation, focus on improving the company's management level and work efficiency, and aim at improving the quality of employees and managers and improving the economic benefits of enterprises.

Article 4 Under the leadership of the Company, the Human Resources Department is responsible for evaluating the rationalization proposal of "I speak for the management". The Human Resources Department is responsible for the propaganda and launching of the rationalization proposal of "I make a sentence for management", regularly setting up publicity columns, reporting and announcing the progress of the rationalization proposal of "I make a sentence for management", announcing the results, promoting the exchange of typical experiences, and making a good summary, commendation and reward.

Article 5 The collection of rationalization proposals for "I speak for the management" takes the following forms:

Article 6 The Human Resources Department shall hold a "staff talk meeting" once a month to solicit the opinions of employees and find out the outstanding problems in the management and operation of the company;

Seventh, in the form of blackboard newspaper, encourage employees to express their opinions and suggestions in public, and arrange special personnel to collect and sort them out regularly;

Eighth, set up a mailbox to collect suggestions in various ways;

Article 9 The management center will hold regular review meetings to carry out criticism and self-criticism, carefully analyze the causes of problems, and boldly point out the shortcomings of management members in work style and work efficiency;

Article 10 The company management center shall demonstrate the declared "I will make a management statement" scheme. No matter whether the suggestion is adopted or not, the company should reply to every opinion or suggestion, and notify me, so that every piece has an echo, and the reply period should not exceed one month.

Eleventh declaration, approval and reward once a quarter, quarterly selection of "excellent suggestions", the year-end selection of "best suggestions".

Article 12 In order to encourage employees to care about the sense of ownership of enterprise development, all the reasonable suggestions of "I speak for the management" are presented as encouragement, and all of them are awarded bonuses in recognition of "outstanding suggestions" in the quarter and "best suggestions" in the year.

Article 13 The rationalization proposal of "I speak for the management" is an employee master education activity with spiritual encouragement as the main part and material encouragement as the supplement. Employees who adopt reasonable suggestions will be used as the assessment basis for year-end salary increase.

Article 14 this system shall be implemented as of the date of approval by the general manager.

This system is formulated and supervised by the Human Resources Department.

Reasonable suggestions for the company

I have been in the company for nearly a year. I reviewed my work in the past year and put forward some suggestions according to the actual situation of the company, hoping to do my bit for the development of the company.

First, people-oriented management allows the right people to do the right things.

Everyone has different characteristics, including personality, outlook on life, values, technical ability, knowledge ability, social ability, physical and mental endurance and so on. From the perspective of human resources, the employees of the company are screened to help them find jobs that suit their abilities and give play to their strengths.

Second, advocate the concept of all-staff marketing.

The marketing performance of an enterprise is directly related to every employee, and every employee should also have a sense of urgency. Enterprises have good benefits and employees can get benefits; On the contrary, if the enterprise crosses, everyone will be unemployed and have no guarantee of life. Therefore, it is suggested that employees vigorously advocate the concept of attaching importance to marketing, participating in marketing and service marketing, give full play to their customer relationship or marketing means, encourage everyone to go out and publicize the company's products actively, and find ways to attract group purchases or big customers.

Third, establish the concept of employee saving.

To do a good job, enterprises should not only improve efficiency, but also reduce expenses, establish a good habit of saving employees, such as 1, and accumulate paper written every day for secondary use for unimportant writing and daily office. This not only protects the environment, but also reduces office expenses. A box of A4 paper contains 10 packets of 250 yuan and 500 packets of paper. Each person uses 10 secondary paper every day, and 50 people save 500 sheets a day, that is, a pack of paper 25 yuan can save 9 125 yuan a year. 2. Get into the habit of turning off the lights and computer screen, especially when eating at noon or going out for a long time, which can save a lot of electricity expenses for the company (generally, large companies require employees to do so).

Fourth, open rewards and punishments.

Although the incentive measures in place can not be said to be the driving force of employees' sense of responsibility and enthusiasm, they are the most effective means. If employees are in a state of doing well, it is impossible for enterprises to achieve a grand blueprint for development. Company leaders should constantly criticize and encourage and set an example, because the power of example is endless.

5. Make clear the task standards and implement them effectively, so that employees can always treat their work with a responsible attitude. The company will not accept any excuses about the failure of the task.

At present, the working status of most employees in the company still stays at? what do i got to do？ Consciousness stage, isn't it? What should I do? This concept leads to passive work and lack of creativity. And in the process of target implementation, if employees deviate from their work tasks or fail to achieve the expected results, do leaders accept excuses and reasons? So, in the process of target implementation, when can the target be completed? Who will accomplish this goal? To what extent? (The above are the steps we have taken so far), but what measures will the company take if we can't reach it? In the past, the company's tolerant attitude towards reasons and excuses will definitely make our employees slack off or lucky, thus forming a vicious circle.

If the atmosphere of responsibility is not strong enough, everyone will find reasons and excuses when they encounter problems, difficulties and no achievements in their work, and rarely analyze how much responsibility they should bear in this matter, what is the cause of the problem, what remedial measures they have and how to avoid them in the future. Only by treating our work with a responsible attitude can our product quality and personnel quality be effectively improved, so the management of the company should not accept reasons and excuses, which will weaken the sense of responsibility of employees.

Sixth, the summary of corporate culture is refined into several corporate spirits.

Corporate culture should be precipitated through time and experience, and there should be no leaders to summarize and refine cultural concepts? Pat your head? Phenomenon, because the things summed up by a few people are lifeless and will not be accepted and recognized by employees. Summarizing and refining cultural ideas is not the responsibility and obligation of a department or even a leader. This is a project that requires the participation of all employees and should be based on the extensive collection of employees' opinions.

New enterprises should establish enterprise values (as simple as a few words) and enterprise spirit (as simple as a few words). Other cultures should be the integration of business purposes, values and moral codes of conduct with their own characteristics formed over the years, and must have the individuality of Acer Real Estate Company.

The above suggestions are for the reference of leaders only.

Suggestor:

date month year

Reasonable suggestions for the company

First, corporate culture

Although the company is small, it also has a unique style, and I can feel the mutual friendship of every employee in the company. We can cooperate well. No problem, we are definitely an excellent team. But only at a lower level, we need better communication and integration with wolves. Large companies rely on systems to manage enterprises, while small companies rely on the personal charm of their bosses, at least I think so. It may have something to do with your personality, so I said some things are beyond my comprehension. We really don't need to call you manager Zhang. Why don't we talk and laugh together? There is no barrier, so that you will not be silent when you come to the office, and you can go to KTV to dance when you are away. Everyone can be more natural. Of course, this is contradictory, and it is difficult to make mistakes in management and integration with employees. I can only suggest that it is really too difficult to do.

Second, it is the improvement of the reward and punishment system. There really needs to be a perfect system.

Punishment is a strict system of the company, and reward is really a booster of the company. People like you really need praise,

Even if there is no material reward, one sentence makes employees feel that their efforts are still rewarding. If necessary, I can try my best to make a reward and punishment system for the company.

Third, the company will grow day by day.

There will still be many problems. I hope to remind employees in the future that the company should make suggestions immediately if it has problems. In this way, you can make decisions early and avoid many mistakes. Don't wait for a bunch of problems to be solved after the meeting, which is inconvenient to implement quickly.

Fourth, the issue of sense of responsibility.

I thought of two ways to solve this problem.

1, constant reminding for a certain period of time helps to keep in mind with employees that everyone is different, and everyone may need reminding to pay attention to their intentions.

2. Only rewards can stimulate the enthusiasm of employees.

Verb (abbreviation for verb) overall work arrangement of the company

The whole company is a group, no matter which department, we need to let employees know what the company is doing.

So I hope the company will post the weekly general company work plan on the company's bulletin board.

I hope the company will have more group activities.

Seven. Company equipment configuration

I hope the company can make double sets of configuration and double insurance for some things that we have the ability to equip. This is a lesson that the thin man taught me. We took many detours because there was no DVD burning. Doing insurance can ensure that the company always has the equipment to deliver products to customers and ensure that it does not fall off the chain in front of customers.

Eight. promise

When people promise each other, I want to change their direction and give each other hope. It is a very disappointing and painful thing when the promise has no object, that is, when people's hopes are dashed. We should strengthen our trust, so we should honor our promise, even if it is a small matter.

Nine. Staffing problem

The company needs personnel deployment, and good steel is used in the cutting edge, hoping to integrate and utilize resources.

X. Our login problem

I hope the company can print a new attendance sheet, but it should have a column of when the employees left as a record. Overtime without pay is not a problem, but we hope the company has specific data.

XI。 The problem of learning

We are constantly learning ourselves, and we have been learning in our lives. I hope the company can learn something that you think is helpful to our overall work and life, even if it is to write a few words in English on the pasted version. Although many people have their own plans and can study by themselves, I hope this is the learning atmosphere in our company.