What are the main contents of the management and control system design of group human resources and corporate culture?

What are the main contents of the management and control system design of group human resources and corporate culture? China Group Management Research Institute: The design content of this step may include the multi-level human resources planning of the group, the design of human resources management and control mechanism of the management team and core talents, the output plan of human resources management of the group, the human resources monitoring mechanism of subsidiaries, the reform plan of human resources management in investment merger and acquisition, the design of human resources management system of the group headquarters, and the construction of corporate culture system at the group level.

The importance of human resource management and control to group enterprises In the human resource management of enterprises, human resource planning is not only groundbreaking, but also strategic, so it plays a decisive role in the realization of the overall development strategy and goals of enterprises.

Man is the most active factor among all the factors of productivity. Contemporary enterprise management is people-centered management, and people are the carriers of knowledge, information, technology and other resources. Human resources are the most valuable resources of enterprises, and the competition between enterprises is ultimately manifested in the competition for talents. Carnegie, the American steel magnate, once said, "If my business is burned, but I keep people, I will still be the steel magnate in 20 years." This shows that enterprises as the main body of the market must attach great importance to the management of human resources.

Nowadays, more and more small and medium-sized entrepreneurs and enterprise managers have gradually realized the importance of human resource management to enterprise development, but there are still many problems and puzzles in human resource planning.

The management and control project of China Renmin University relies on the strong advantages of disciplines, majors and teachers of the National People's Congress, conducts in-depth research around the development of collectivization, spreads more scientific management and control knowledge, guides enterprises to continuously optimize and upgrade the management and control mode, and obtains a systematic solution for the group's human resources management through years of educational experience.

1. Establish optimized and efficient human resource governance of the group.

2. Key points of the Group's human resources strategy and planning.

3. Key points of building a group human resource sharing service platform.

4. Establish management team and leadership development for different industries of the Group.

5. The main points of human resources and cultural integration in M&A..

6. Key points of building a group human resource system.

7. Establish a group performance management system.

8. Remuneration and incentives for group executives.

9. Key points of group human resource management and control.

10, Huawei's road to development

1 1, Huawei's four magic weapons

Necessity of Group Human Resource Management and Control Mode Design The necessity of Group Human Resource Management and Control Mode design includes:

1. There are many branches in the group, which are widely distributed in the region, and the branches have become "islands" of human resources information;

2. The human resource management of the branch is varied and the management level is uneven;

3. The business of each branch of the Group is very different, but the human resources policy is "one size fits all";

4. The branches of the Group have a high degree of business relevance, but the human resources policy is "one country, two systems";

5. The branches of the Group cannot share, learn from and cooperate in management;

It is very important to strengthen the control of human resources in the group, so how to control it? Hongjing Software believes that the eHR of the Group is mainly divided into three categories:

1, centralized mode. Its characteristic is "unified platform and centralized implementation", which realizes the high concentration and unification of data and processes on the same platform, and requires all subordinate enterprises to conduct human resources business operations in a completely unified mode, and all data is naturally concentrated on the unified server of the group.

2. Distribution pattern. Its characteristic is "data centralized and distributed implementation", and all subordinate enterprises can implement it in a decentralized way on different platforms according to their own conditions, and all subordinate enterprises can report data according to the requirements of the group to realize data centralized.

3. Centralized mode. It is characterized by "unified platform and distributed implementation", and all enterprises in the whole group set different business processes for different modules of human resource management on the same platform according to their own needs to realize data concentration.

What needs to be pointed out in particular is that the human resources management and control mode adopted by most groups is not single, but a centralized-decentralized moderate management mode based on the overall strategy, ownership structure, industrial sector, maturity and management level of subsidiaries, enterprise scale and other factors, so the division of responsibilities, management methods and business processes of human resources management and control of different enterprises will be different. Therefore, the centralized-decentralized model has the strongest adaptability and can meet the needs of most enterprise groups.

Therefore, the human resources department of the group must pay attention to the construction and promotion of management and control ability to avoid being unconsciously led to excessive management and control by all parties. First, it is necessary to find out what is the group management and control mode, what is the human resource management and control mode, what is its own value, and what specific means are used to play a control role; Don't blindly stick to the end and abuse "great concentration" regardless of the situation. Only the e-HR system, which is suitable for the group's human resources management and control mode, can truly exert its management value and promote the improvement of the group's human resources management and control level.

What is corporate culture specialist? Is it human resources? What skills are needed is also a frontier and important position in human resources. If you want to know more about human resources, you'd better know more about human resources in Peng Zhong.

What impact does the existing human resource model of enterprises have on corporate culture? Human resource management based on corporate culture, the realization of basic functions of human resource management, such as acquisition, control and encouragement, training and development, and integration, are directly or potentially affected by corporate culture, and the realization of these functions will adversely affect the formation, maintenance and development of corporate culture.

Enterprises should strive to build a reasonable and effective knowledge sharing system and a matching human resource management system, but we need to be clear that this will not happen overnight. Only by correctly handling the relationship between individuals, individuals and organizations, supplemented by appropriate policy incentives, can we give full play to their real strength and seek benefits for enterprises.

I want information about human resources, from the beginning to the corporate culture. Between you and me, there is too much information.

Combined with famous enterprises at home and abroad, the main contents of their corporate culture are briefly described. You can write about McDonald's corporate culture and analyze its characteristics of employee training in combination with corporate culture. Here are some contents you can refer to: The first part is a little introduction about the role of corporate culture and the relationship between pens and pens.

Corporate culture training is an important part of training employees.

In the final analysis, the competition of modern enterprises is the competition of talents. Accelerating the development of human resources and improving the quality of workers have become the "first priority". Naturally, employee training has become an important way for enterprises to develop human resources and cultivate talents. Therefore, it is particularly important to do a good job in employee training, and corporate culture training is an important part of employee training.

With the deepening of China's economic system reform and the development of market economy, corporate culture has attracted more and more attention from theoretical and business circles. The so-called corporate culture is a management method that embodies people-oriented management thought, and it is a synthesis of ideological concepts and behavioral concepts based on the values of all members formed in the long-term production and operation activities of enterprises. Enterprise training is mainly aimed at the training of employees' skills and cultural quality. With the advent of the world and the era of knowledge economy, enterprise training has also risen to a new height in terms of intellectual development, skill upgrading and all-round development, and at the same time, it has injected deeper and newer connotations into factories and given more new ideas to human resource development and management. It provides strong intellectual support for the economic development of enterprises.

Therefore, it can be said that enterprise training is the basis and premise of creating enterprise culture. Without a good enterprise training mechanism, it is impossible to create a good enterprise culture, but establishing a good enterprise culture can effectively improve labor productivity, establish a good social image of enterprises and enhance their competitiveness. It is also the soul of enterprise development strategy.

Only successful enterprise training can shape a good corporate culture. This is because: first, enterprise spirit is the core and cornerstone of enterprise culture and the intangible assets of enterprises. Therefore, through training and other means and ways, we should make positive entrepreneurial spirit take root in employees' hearts, stimulate their professionalism and sense of responsibility, so as to effectively guide employees to do what they want to do according to the requirements of market economy, guide enterprises to closely combine their own development goals with enterprise reform, and guide employees to coordinate their work around the central work and value orientation within enterprises, so that the development of enterprises has endless power. Second, improving the cultural quality of employees is helpful to enhance the competitiveness of enterprises. The era of knowledge economy is an era of all-round innovation. As the production, dissemination, exchange and utilization of knowledge, human capital will evolve into the most active, creative and valuable factor among the production factors, and will surely become the core resource for the sustained growth of the world economy in the future. Therefore, to strengthen the training of enterprise employees, we should comprehensively establish modern enterprise education and training and human resource development and management mechanism according to the requirements of modern enterprise system, and improve the comprehensive quality of enterprise employees. Third, enterprise training should pay attention to the connotation of enterprise culture and form a system. Only in this way can we better establish a good corporate image and enhance the radiation of enterprises.

From here, you can talk about how McDonald's corporate culture affects employee training in combination with McDonald's training.

Teaching values and skills.

Enterprise values are one of the factors that affect the training effect. The most important values of McDonald's are "people-oriented" and fast service restaurants. How to bring McDonald's "people-oriented" values into everyone's dining experience? In the training process, if people have some interaction, care and feelings in the process of delivering services, they will make better results, which will also.

Extending the main value of McDonald's "people-oriented", McDonald's personnel training is to "teach values and skills that will be used for life." In such a working environment, every learner learns the values and skills that will be used for life in every different experience, which is a very important concept for McDonald's to train employees. It is under the guidance of this kind of values that the quality of enterprise employees is constantly improving.

The president of McDonald's often emphasizes to managers at all levels that "McDonald's should be a school for educating people first, and then a fast food restaurant". This view also profoundly shows that the first priority of McDonald's is to educate employees' quality. While recruiting new employees, McDonald's has a unique way of educating people in management and training. On the first day of working in McDonald's restaurant, employees need to learn a lot, including ordering food for customers, getting familiar with the unit price, operating the cash register, preparing meals, operating the frying oven and so on.

McDonald's believes that people are the most important resource of enterprises, and McDonald's is committed to becoming the best employer in the eyes of employees. McDonald's regards employees as a member of the McDonald's family and an asset of McDonald's. Not only provide training and promotion opportunities, but also provide perfect employee benefits. The core values of McDonald's talents are mainly embodied in acting for the best interests of the system, open communication, active listening, accepting personal responsibility and advising others to learn from others.

In most service companies, trainees will get a new set of work clothes on their first day at work, and then the boss on duty will tell him to do this or that. But this kind of thing is impossible in McDonald's, and new employees must undergo strict training to serve customers.

The first lesson of basic training for new employees is "McDonald's corporate culture education". The spirit of "Q, S, C and V" is the corporate culture of McDonald's.

"Q" stands for excellent quality and takes quality as the center. In order to ensure quality, McDonald's has formulated various rules and details. Its operating principle is never to sell food that tastes bad. Krogh stipulates that hamburgers should be discarded immediately if no customers buy them 10 minutes after baking.

"S" stands for excellent service. McDonald's services mainly include the comfort of storefront buildings and the service attitude of salespeople. Clough attaches great importance to the selection of department managers. According to relevant data, in the global fast food industry, Mai Lao's service attitude is the first. Like Hilton Hotel, McDonald's service is also a "smile service". In this regard, the company has formulated detailed codes of conduct, such as dressing the, not arguing with customers, etc.

"C" stands for clean environment. McDonald's hygiene standards are very strict: no long hair, female employees must wear hair covers, cigarettes and newspapers are not allowed to be sold in the store, stainless steel tableware must be used, and the environment in the store must be elegant and spotless.

"V" stands for value. McDonald's has a slogan: "Provide customers with more valuable items". Every employee should be educated in "values".

Traditionally, McDonald's waiters are called "crew members" and managers are generally called "captains". These appellations make the new students feel that they are all in the same boat with all the employees, and the key to navigation safety lies in whether all the sailors can cooperate, communicate, cooperate and coordinate with each other. Mcdonald's handbook requires every student to be infected with this atmosphere on the first day of entering the restaurant and quickly integrate into this group.

The training of new "crew members" is generally the responsibility of trainers. The trainer introduced McDonald's, with special emphasis on its management principle: "Quality, Service and Cleanliness" (QSC). At the beginning of training, freshmen always hear the trainer say:

"The greatest satisfaction of customers is the highest goal of McDonald's."

"In order to achieve this goal, we have QSC."

"It is our waiter's most honored job to let customers enjoy the highest level of QSC."

McDonald's basic requirements for new employees can be described in three words: can do, want to do, can do. What we need to do is to provide services that satisfy every customer and be full of enthusiasm; Want to do means that people can be inspired, but they must like to do it. If they want to do it, they will have the motivation to do what they want to do most and make good use of the company's favorable resources. Being able to do means being able to do your job well, even before the customer asks for help. Moreover, new employees should take this job as a career, face it with a relaxed mood and learn to find happiness in their work.

After new employees get familiar with McDonald's culture, they should start training the second project: requiring employees to be responsible for every job. The trainer will tell these newcomers that all employees of McDonald's may become the "timing team leader" (deputy manager) in charge of the whole store management in the future, or even become managers. Therefore, it is very important to be able to take responsibility independently.

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In addition, McDonald's has a strong training system. In addition to the University of Hamburg in the United States and the University of Hamburg in Hong Kong, McDonald's has six training centers in China. Among them, the Advanced Operation Course (AOC) of McDonald's Hamburg University in Hong Kong is creative and practical, and has won academic evaluation from many internationally renowned universities, which fully demonstrates its success and credibility.

The reason why McDonald's takes the training of employees at all levels as the top priority is because they always believe that the diversity and professionalism of employees can provide the greatest opportunity for enterprises to gain competitive advantage. Like ray, the founder of McDonald's? As Mr. klock said, McDonald's is a collection of all McDonald's people, that is to say, McDonald's is created by all employees.

Of course, you can also compare some differences between China and other countries to emphasize McDonald's emphasis on talents. At the same time, some examples from other countries are cited to illustrate the similarities with China, so as to better emphasize how his chain standardization management works.

Good luck!

What is the main content of the new corporate culture construction outline issued by China Petrochemical Company? Overview of Corporate Culture Construction of China Petrochemical Group Company

(Revision 20 14)

Since 20 1 1, the party group of the group company has put forward many new development concepts and determined new development goals, strategies and models such as marketization and internationalization, and the company culture needs to adapt and support them. At the same time, the Party Committee of the State-owned Assets Supervision and Administration Commission requires the central enterprises to mold the corporate culture with "corporate mission, corporate vision and core values" as the core, and enhance the matching ability of corporate culture to corporate strategy. To this end, the Party Group revised the Outline of Corporate Culture Construction of China Petrochemical Group Company issued in 2009, and formed this outline.

First, the significance of continuously promoting the construction of corporate culture

At present, China Petrochemical is in a new stage of building a world-class energy and chemical company. On the basis of inheriting the fine tradition of "loving China and revitalizing petrochemicals", we need to keep pace with the times, highlight marketization and internationalization, highlight green and low carbon and social responsibility, further adjust and improve the corporate culture connotation of the company, and better play the leading and supporting role of corporate culture in the company's reform and development.

(1) is conducive to unifying thoughts and cohesive forces.

Corporate culture has a good guiding function, which can make cadres and employees accept the same values in the subtle influence of culture, which is conducive to unifying thoughts and coordinating actions, implementing the company's development strategy and development model, and forming a strong joint force to promote reform and development.

(2) Conducive to international operation.

In the process of international operation, cross-cultural management will promote the communication between employees with different cultural backgrounds, help to establish a relationship of mutual trust and respect, and reach an understanding of business philosophy and management mode.

(3) It is conducive to improving the management level of enterprises.

Cultural management is one of the most effective management methods in modern organizations and an important way to improve the management level of enterprises. By promoting the construction of institutional culture, characteristic culture and grass-roots culture in an orderly manner, the management level of enterprises will be continuously improved.

(4) It is beneficial to improve the professional quality of employees.

With the continuous promotion of corporate culture construction, employees will gradually reach the idea identification and behavior formation. Encouraged by the corporate mission and driven by corporate vision, the cultivation of cultural concepts and behavior patterns is conducive to the formation of dedicated and efficient professional quality of employees.

(5) It is beneficial to improve execution.

Corporate culture has the function of inspiring and condensing people internally. Understanding the mission of the enterprise and pursuing corporate vision are conducive to establishing a long-term driving relationship between employees and enterprises, encouraging employees to work for the same goal consciously and spontaneously, and constantly improving their execution.

(six) is conducive to shaping the corporate image.

Corporate culture is the internal foundation of corporate image and brand, and corporate image and brand are the external manifestations of corporate culture. Corporate culture spreads to the outside world through business relations, products and services, which helps the group company to establish a good corporate image and brand.

Second, the guiding ideology and basic principles of corporate culture construction

(1) guiding ideology.

Inherit the fine traditions of the Chinese nation and the petroleum and petrochemical industry, follow the requirements of the core values advocated by the state, absorb and learn from the excellent achievements of modern enterprise management and cultural management at home and abroad, and build a corporate culture that matches the world-class enterprises, blends with social values and has the characteristics of an international company. Focus on cultivating the core value concept system that leads the company's reform and development; Strengthen the construction of institutional culture, characteristic culture and grass-roots culture, and give play to the leading and promoting role of corporate culture in the company's reform and development; Pay attention to environmental protection and social responsibility, and create a good social image of enterprises.

(2) Basic principles.

1. Originated from practice, leading development.

Insist on refining cultural ideas and management models from the practice of enterprise reform and development, and lead the new practice of enterprise reform and development with advanced enterprise culture.

2. Inherit the tradition and keep pace with the times.

Inherit and carry forward the fine traditions and management experience of enterprises, combine the requirements of the times, learn from the cultural management models of advanced enterprises at home and abroad, and constantly optimize and promote the construction of corporate culture.

3.* * * Outstanding and compatible.

On the premise of adhering to the unity of the corporate culture of the group company, we should respect the differences of the member companies, cultivate and shape the characteristic corporate culture in line with the actual situation of each unit, and realize the organic integration and complement each other between the corporate culture of the group company and the individual culture of the member companies, local culture and overseas culture.

4. Overall planning and orderly progress.

The construction of enterprise culture is a long-term and complicated systematic project. It is necessary to focus on the key tasks and outstanding problems of reform and development, identify the starting point and focus, and enhance the systematization, pertinence and timeliness of the work.

5. Leadership takes the lead and full participation.

Leaders at all levels are advocates and promoters of corporate culture construction, and they must take the lead to give full play to their exemplary role. All employees are the main body of corporate culture construction, so we should constantly learn, practice and spread in practice to jointly build and develop corporate culture.

Third, the main tasks of corporate culture construction

(1) Cultivate the core values of the group company.

Values are the core and soul of corporate culture. Guiding all employees to recognize, identify and consciously practice core values is the primary task of promoting corporate culture construction.

1. Corporate mission.

China Petrochemical takes "refueling for a better life" as its corporate mission. Adhere to the human yearning for a better life as the direction of enterprise development, and strive to provide more advanced technology, better products and more thoughtful services to help social development; Adhere to the road of green and low-carbon sustainable development, accelerate the construction of industrial structure and production methods conducive to saving resources and protecting the environment, and make contributions to promoting the construction of ecological civilization; Adhere to the development concept of win-win cooperation, so that the company will continue to grow and bring benefits to all stakeholders.

2. corporate vision.

China Petrochemical regards "building a world-class energy and chemical enterprise that people are satisfied with" as corporate vision.

-Committed to becoming an enterprise that people are satisfied with. China Petrochemical should pay more attention to the development of quality and efficiency, technological progress, green and low carbon, people-oriented, strive to provide first-class products, technologies and services, display first-class social responsibility image, satisfy employees, customers, shareholders, the public and the people in the country (region), and strive to become a highly responsible and respected great enterprise.

-Committed to becoming a world-class enterprise. World-class enterprises not only need first-class scale, quality and benefit, but also need first-class enterprise management and social image, and more importantly, first-class marketization and international competitiveness. According to the standards of world-class enterprises, China Petrochemical should make unremitting efforts to become an advanced enterprise with standardized governance, efficient management, advanced culture, high degree of marketization, strong international operation ability, and world-class technology, talents and brands.

—— Committed to becoming a green and efficient energy and chemical enterprise. Focus on energy and chemical industry, and do a good job in strategic layout and business structure optimization. While developing traditional business, we will continue to develop and efficiently utilize emerging energy sources such as shale gas, geothermal energy and biomass energy, develop new chemical materials, and promote the clean utilization of coal resources, so as to become a green and efficient energy and chemical enterprise.

The organic unity of the above three aspects reflects the requirements of enterprise development under the background of economic globalization, the essential characteristics of international enterprises and the development trend of energy industry, which is the conscious pursuit of China Petrochemical's reform and development.

3. Core values.

China Petrochemical takes "humanity, responsibility, honesty, delicacy, innovation and win-win" as its core values.

People-oriented-people-oriented, developing enterprises. Starting from the needs of customers and the public, determine the development direction of enterprises, develop first-class products and provide first-class services. Take employees as the main force of enterprise development, create conditions for the all-round development of employees, and make employees live happier.

Responsibility-serving the country for the people and benefiting mankind. While fulfilling the responsibility of state-owned enterprises and making contributions to the country, we should make contributions to the country (region) where our business is located and fulfill relevant economic, legal and charitable responsibilities; We should also fulfill the responsibility of an international company, develop first-class products, provide first-class services, and strive to benefit all mankind.

Honesty-keep your promise and keep your word. Adhere to the principle of "every drop of oil is a promise", take the establishment of an honest enterprise as the foundation of enterprise development, educate and guide every employee to be honest, tell the truth, do honest things, operate in good faith according to law, standardize operations, and establish a good brand image for enterprises.

Fine-fine and rigorous, stop at the best. With strict requirements and meticulous attitude, cultivate all employees' meticulous and rigorous work style, pursue intensive production, refined management, refined management and technical Excellence, and strive to improve the level of production, operation and management.

Innovation-based on orientation, pursuing Excellence. Run innovation through the whole process of the company's production and operation, and vigorously promote innovation in concepts, systems, mechanisms, management, technology, products and services. , lead the market development, build the industry benchmark and achieve excellent quality.

* * * Win-win cooperation and common development. Adhere to openness, tolerance and sincere cooperation, follow and respect the laws, regulations and cultural customs of the country (region) where the business is located, learn and integrate the excellent culture and advanced experience of partners, help customers enhance their value, and realize the common development and mutual benefit and win-win between enterprises and stakeholders.

(2) Guide and promote system construction.

1. Promote the change of values and ensure that the system construction reflects cultural concepts. Guided by the new concept of corporate culture, we will revise and improve the existing system item by item, guide the formulation of new systems, and establish an institutional system that reflects cultural orientation, covers all aspects, and has clear processes. All departments and units should sort out the existing culture and system to ensure coordination and complementarity with the group level.

2. Promote the cultural landing and ensure that the core concept becomes the conscious behavior of cadres and employees. Put the cultural concept into the whole process of production and operation, and put it into the post work of each employee, so as to enhance the execution and competitiveness with cultural strength. Continue to improve and implement the "Staff Code" and the "Regulations on Disciplinary Actions of Employees", and use the same code of conduct to guide and standardize the behavior of all employees.

(3) Promote the construction of characteristic culture.

Special culture includes the values, codes of conduct, and management models used by enterprises to guide management practice in a certain management field. Actively developing characteristic culture construction is an effective way to integrate enterprise culture into enterprise management practice, and also an effective way to improve the basic management level of enterprises. The group company will promote the construction of characteristic cultures such as safety culture, environmental protection culture, quality culture, legal culture and clean culture in stages and with emphasis.

(4) Enhance corporate image.

1. Unified identity. Standardize the use of group company image logo, and constantly enhance the value and influence of logo. According to the new connotation of corporate culture, the Visual Identity Manual of Group Company was revised in time and used in strict accordance with relevant regulations, effectively maintaining the overall image of the group company.

2. Strengthen brand planning. According to the new connotation of corporate culture, strengthen the research, planning, integration and dissemination of brand strategy, standardize the use and management of brands and trademarks, give full play to the market influence and radiation of China Petrochemical brand and joint brand, and continuously enhance brand value.

3. Fulfill social responsibilities. By providing safe and reliable products and services to the society, we strive to create jobs, pay taxes in good faith, actively participate in social welfare undertakings, and earnestly fulfill corporate social responsibilities.

4. Pay attention to image building. Taking the opportunity of promoting the new connotation of corporate culture, we should mobilize all employees to protect corporate reputation as they care for their eyes, strengthen the positive publicity of corporate image, maintain social public relations, improve their ability to deal with emergencies and create a good public opinion environment.

Four, the organization and implementation of enterprise culture construction

The corporate culture construction of the group company is a long-term process, which needs to follow the laws of corporate culture construction step by step, persevere and deepen step by step, and also needs to be constantly adjusted and improved with the evolution of the company's development strategy and the change of the business environment.

(1) key links.

1. Promotion. Make use of various propaganda means, set up special columns, and carry out lasting and in-depth publicity. Make relevant slogans, courseware and advertisements, and incorporate them into the training courses, and concentrate on 1-2 years for strong publicity to ensure that the core values are in mind. Choose typical characters, tell good corporate culture stories, and guide employees to consciously practice core values.

2. overall improvement. Promote the construction of system culture and behavior culture, and improve the business process, rules and regulations and behavior standard system of the group company. Standardize the use and management of brands and trademarks. Promote the construction of characteristic culture, strengthen the construction of overseas corporate culture, and form a relatively perfect corporate culture system of group companies.

3. Consolidate the promotion. Carry out the selection of enterprise culture construction demonstration unit trees and cultivate a number of enterprise culture construction demonstration sites. Investigate and summarize the work of corporate culture construction and make new work plans.

(2) forming a carrier.

Carry out corporate culture construction activities with distinct themes and various forms, sum up and promote the experience of corporate culture construction, and guide employees to consciously practice core values. By providing high-quality products and services, we plan to carry out social welfare activities, strengthen brand promotion, and display and spread the image of China Petrochemical Company.

(3) Safeguard measures.

1. Organization guarantee. Under the leadership of the party group of the group company, establish and improve the working system of overall planning by the competent department of corporate culture, division of responsibilities by relevant departments and timely feedback. The main leaders of the party and government in all units are the first responsible persons for the construction of enterprise culture, and all tasks of enterprise culture construction should be implemented in time.

2. Mechanism guarantee. Building enterprise culture according to the basic requirements of enterprise management. Constantly improve the transformation mechanism of core values, and integrate advanced ideas that contribute to the sustainable development of enterprises into the company system; Gradually establish and improve the evaluation mechanism of corporate culture construction, pay attention to process management, and incorporate corporate culture construction into the company performance appraisal system; Improve the exchange mechanism of corporate culture construction and learn from the outstanding achievements of corporate culture construction.

3. Talent protection. The construction of corporate culture has a strong theoretical and professional nature. It is necessary to speed up the training of corporate culture construction talents and improve the level of corporate culture construction through special training, investigation and exchange.

4. Financial guarantee. Group companies and member units shall set up special funds for corporate culture construction and incorporate them into the annual budget to provide necessary financial support and material guarantee for corporate culture construction.

Do you know the corporate culture of Qingdao Haina Human Resources Company? It is honest, innovative and efficient. I hope my answer can solve your problem.