How to Write Expectations and Suggestions for the Company (2)

Expectations and Suggestions for the Company (IV)

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.

Expectations and Suggestions for the Company (5)

When the company's competitive environment is more intense, in addition to asking the company? Buried in the cart? Besides pursuing Excellence, what else must be done? Look up? Do your own strategic planning. So, business strategy, development strategy, competition strategy, cooperation strategy, brand strategy, technology development strategy and human resources strategy? Wait? Look up? And then what? Seize the opportunity? It has become one of the daily work contents of entrepreneurs.

But the reality is that many companies only regard strategic management as the board of directors and top management? Elitism with minority participation? , resulting in poor execution. Therefore, the management of company strategy must go? Populism with full participation? Only by not becoming a paper strategy can the strategy really exert its power, which is the implementation of the company's strategy, powerful and appropriate.

There are also many views on the implementation of the strategy in China, such as enterprise resource planning, process reengineering and enterprise core competence. , and the balanced scorecard gradually popularized in China in recent two years. Its similarity lies in that it tells us that the implementation of the strategy must be promising? Value chain? Service content, and play a positive auxiliary role. Specific to human resource management, it involves organizational structure and post responsibility system, salary system, personnel selection and assessment, corporate culture and so on.

1. Expectation for corporate culture construction: employees with high value recognition can be transported for the implementation of the strategy.

Corporate culture is usually the precipitation of the company's past ideas, current codes of conduct and future inheritance, so corporate culture has a certain impact on the implementation of the strategy, especially its core content: values. The implementation of a certain strategy, which is specific to an employee, may be a task, and when employees think from the deep heart that the behavior required for this task and the value judgment in their own consciousness are Mao Dun, the implementation of the strategy will be discounted. For human resource management, it has become one of its main contents to publicize and guide employees to identify with company values and build and maintain a good corporate culture. First of all, in the talent selection stage, it is necessary to ensure the selection of talents consistent with the company's values, and at least 80% of employees are consistent; Secondly, the induction training for new employees; Finally, the company's internal publications. Of course, the words and deeds of managers at all levels and staff meetings are effective ways to publicize and guide corporate culture. So, even if the top management has made a good strategy, can't the middle and grass-roots employees do it? Do the right thing? Need to think about whether the company has differences in values; On the contrary, a good corporate culture and its implementation system will emancipate the mind and clear the way for the implementation of the company's strategy.

2. Expectation for the design of organizational structure and post responsibility system: it can provide matching organizational function suggestions for the implementation of the strategy.

The adjustment of the company's organizational structure is no longer a static thing. It is a thing of the past to change it every three to five years. During the rapid development and expansion of the company, it is sometimes changed once, twice or even three times a year. The major aspects include the adjustment of the group governance model, the adjustment of the management structure of the parent company and the head office, the establishment or change of business divisions and departments, and the minor aspects include the increase or decrease of posts and the deployment of responsibilities brought about by personnel changes, which are inseparable from the redefinition and adjustment of organizational functions.

For example, the company decided to reorganize its internal business to strengthen its specialized operation in a certain field. Before the announcement of this strategy, we should determine the new organizational structure and the candidates for the top leaders and deputies, so that the top leaders and departments can select employees, which is not only the right to stay, but also the right to go, which not only plays a role in optimizing talents, but also will not affect the normal operation of the business. If before the strategy is announced, the organization and key personnel are undecided, and the future of this manager and that manager is uncertain, how can we take into account the immediate business? Not to mention the average employee. It is very important to determine the structure and top leaders in the early stage, and it is also important to select the backbone and excellent employees in the later stage and determine the responsibility system. If there are professional suggestions and supervision over the implementation of human resource management in these aspects, the whole reorganization will be much more calm and effective. In addition, in the last new project, a new business was acquired, and the regional mixed sales and marketing organizations were adjusted to professional sales organizations, market organizations and service organizations, and the centralized financial management was adjusted to decentralized financial management or relatively decentralized financial management. The redesign of organizational functions will definitely play a decisive role in promoting the implementation of the strategy. It is worth mentioning that when cutting institutions or posts, in addition to the above problems, we must also consider the relevant issues in the labor law.

3. Expectation of salary and welfare management: it can provide appropriate incentive combination suggestions for the implementation of the strategy.

Salary is a comprehensive concept, which includes both cash parts such as salary, bonus, welfare and allowance, and special non-cash parts related to the position. In different enterprise life cycles, different combinations should be applied to achieve the incentive effect. For example, from the initial stage to the growth stage, companies can use wages higher than the industry average to gather talents to promote development; When the company develops to a mature stage, it can take a moderate level of wages and bonuses to develop steadily, aiming at profit; From maturity to recession, we can use below-average wages and incentives to control costs and exit or smoothly transition to other industries.

The high-tech field is a knowledge-intensive industry, with a high proportion of knowledge workers. It is the key to solve internal fairness to establish a salary system with specific ability and performance as the core, which is not as easy to calculate the value created by labor as piecework jobs. However, it is also a great challenge to explain why the salary difference between financial managers and personnel managers, especially software engineers, is based on post evaluation system and employee ability evaluation system. In addition, maintaining a certain competitiveness with the external level is also one of the key factors to retain talents.

In addition, the salary problem in group management, especially related diversified companies, can not be relatively fair in salary and bonuses can not reflect their respective performance, which is particularly worthy of attention, because it is difficult to find out the crux of the problem after the problem appears.

It can be seen from the internal causality of the balanced scorecard, a strategic implementation tool, that solving these problems and improving employee satisfaction as much as possible is one of the most basic requirements to ensure the company's performance level and good strategy implementation.

Fourth, the expectation of talent recruitment: we can recruit suitable executives to implement the strategy.

Can the company provide more suitable candidates for employers when they leave a new project or the core personnel of the project? Especially when the demand level is high. It is difficult to meet in time, but it is not impossible to meet in time if you have a deep understanding and strong sensitivity to the company's business development trend.

It is difficult to recruit talents and find jobs, which is a prominent problem in supply and demand today. Nowadays, the flow of talents is the view of many employers, but in fact, companies sometimes have ups and downs. For example, the criteria for employing people are gender, age, education, major, work experience, personality traits, etc. Some have to use this standard, and the requirements are extremely high; Some interviewers' interview criteria are too different from those of the second interviewer.

Therefore, it is the fundamental guarantee to recruit suitable talents to establish a post value evaluation system and an employee ability evaluation system based on post qualifications, pay attention to the company's business development and plan talents according to its own characteristics, keep a high degree of attention to the talent supply market, and establish a harmonious relationship with intermediaries.

5. Expectation of personnel training: A certain number of reserve forces can be trained for the implementation of the strategy.

The lack of excellent management talents is the easiest and easiest problem for many companies, especially those that have reached a certain scale. When a company merges a company, it needs to send managers abroad. When the company is ready to start a new project, when the company develops rapidly, it needs to increase managers. Carry dry? Compared with the existing personnel, the company always feels that there are shortcomings and it is not easy to recruit middle and senior management talents. It's not only hard to find, but also expensive and worrying. Therefore, the cultivation of reserve forces has been paid more and more attention by enterprises.