How to understand humanized management

1, humanized management is based on strict system and perfect performance appraisal, scientific and principled; In reality, most people are lazy. Many times, you can't believe in self-awareness at work, and you need corresponding constraints and pressures to have motivation.

The key to solve the problem lies in: perfecting work flow, norms and standards, strictly implementing rules and regulations, and implementing comprehensive and scientific performance appraisal.

"Humanization" is based on the assumption of "social man". Humanized management emphasizes "humanistic care" in management, so that management is no longer "cold" but full of care and consideration.

Humanized management is to attach importance to the most important resources inside and outside the enterprise-people, people-oriented enterprise management. Pay attention to and care for every team member in daily management, let everyone experience warmth and care, cultivate employees' sense of ownership and responsibility, and turn this enthusiasm into work.

When there is no supervision, no pressure and no goal, people are prone to inertia. To solve these problems, first of all, we need the effective supervision of department leaders, reasonable arrangement of employees' work tasks, clear work objectives, supervision of work process and assessment of work results. The specific work includes: doing basic work such as job analysis and job description of personnel in this department; Regularly check the progress and achievements of the work, conduct regular performance appraisal, maintain the company system and strictly implement the company's reward and punishment system.

Without system and assessment, a company will lose the cornerstone of its existence. Without humanized management, a company will lose its future development. In the current competitive environment, it is far more important for a small and medium-sized enterprise to establish and improve the system and mechanism and improve the assessment system than humanization.

First of all, humanized management ≠ slack management. On the premise of meeting the company's performance objectives, we should fully respect everyone's ideals, turn group management into individual management, and let employees play their greater potential while completing their jobs.

Secondly, humanized management ≠ employee-defined tasks. The ultimate goal of management is to serve the interests of enterprises. If we blindly pursue humanization and ignore the interests of enterprises, we will put the cart before the horse.

In short, every company's institutional and non-institutional constraints will let employees know what to do and what not to do. Employees with high quality and working experience in similar enterprises are easy to accept standardized management, but whether a set of humanized management can be implemented depends on the fact that the enterprise has an effective system.