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Construction plan of corporate culture wall and display of pictures

At present, the construction of enterprise system is the key to the construction of corporate culture. To speed up the development of enterprises, we must pay attention to corporate culture. Below is the construction plan and picture display of the corporate culture wall that I have compiled for you. I hope it will be helpful to everyone!

High-definition pictures of the corporate culture wall Picture materials of the corporate culture wall Construction plan of the corporate culture wall

1. The fundamental purpose of corporate culture construction

Through the construction of corporate culture, we can unify corporate thinking, standardize employee behavior, create corporate vitality, stimulate work enthusiasm, and boost employee confidence. Internally, it enhances the cohesion of the team and the work efficiency of employees; externally, it enhances the reputation of the company and its attraction to outstanding talents. Further enhance the core competitiveness of the enterprise and promote the sustained and healthy growth of corporate performance.

2. The guiding ideology of corporate culture construction

With the further advancement of "second entrepreneurship", our company's corporate management has realized a shift from "managing people" to "managing people through systems" The company has undergone a transformation and begun to gradually enter the stage of "culture management of people".

"People" are the first capital of our company. Therefore, in the process of corporate culture construction, we must adhere to the "people-oriented" management idea, pay attention to the value of people, and gradually cultivate and gather a group of people who can serve The company creates a team of professional managers who create value, builds a group of middle and senior managers who can become disseminators, inspirers, and practitioners of corporate culture, and trains employees to become followers of corporate culture.

Strive to create conditions and environment for talent growth, and fully promote the realization of self-worth by corporate employees. While employees realize their self-worth, they can continue to create value for the company and customers, achieving the simultaneous realization of personal value and corporate value.

3. Basic principles of corporate culture construction

1. Adhere to the principle of seeking truth from facts and obeying strategy

The construction of corporate culture must be based on the actual situation of the company. Proceed from reality, emphasize practical results, do not shout slogans, and do not engage in formalism.

Corporate culture construction must closely focus on the overall strategic plan of the enterprise. If corporate culture is developed without the overall strategic planning of the enterprise, such a culture will become a tree without roots and water without a source. Not only will it fail to create value for the enterprise, but it will also cause interference and obstacles to the development of the enterprise.

Therefore, our corporate culture construction must rely on the company's strategic deployment and specific work, starting from the company's strategic goals, development policies, management models, personnel conditions and other actual conditions.

2. Adhere to the principle of people-oriented, open and integrated

Love your employees, and they will love your company a hundred times. Use a grateful attitude to tolerate and accept everyone. employees. In the process of corporate culture construction, we must always regard building an excellent elite team and building a workforce with high quality, strong comprehensive capabilities, and efficient execution as our central task.

We insist on putting customers at the center, focusing on innovation and paying attention to employees. Through the construction of corporate culture, we create an internal corporate environment of teamwork, innovation and pragmatism.

3. Adhere to the principle of gradual progress and continuous innovation

The construction of corporate culture is to penetrate the corporate philosophy and standardize the behavior of employees through continuous publicity and guidance. Therefore, in this process, we The work of corporate culture construction must be coordinated and planned from the strategic perspective of the company's long-term development. It must be promoted step by step, in stages, with focus, focusing on quality, and being truthful and pragmatic.

The tools, methods and methods of corporate culture promotion must be realistic, constantly innovate, keep pace with the times, have the characteristics of our company, and meet the specific needs of employees at all levels, departments, and positions. .

Make full use of modern media functions to achieve integration, specialization and personalization of corporate culture promotion.

4. Adhere to the principles of guidance, adaptation, unity and coordination

Corporate culture construction cannot be achieved overnight. It is a process of continuous adjustment, improvement and penetration. In the process of corporate culture promotion , we need to introduce the "PDCA management cycle" tool to continuously review and improve each specific plan and program to ensure the effectiveness and adaptability of cultural promotion.

Corporate culture construction must be linked to the business of each functional department of the enterprise, correctly handle the relationship between cultural construction and department work, and coordinate the relationship between company strategy and department goals.

IV. The overall plan for corporate culture construction

Corporate culture construction is to combine the company's strategic development plan and goals from the spiritual, institutional, behavioral, and material cultural levels, through norms, Improve and promote various cultural constructions, and achieve long-term and healthy development of the company through the penetration of the company's vision, mission, values ??and various concepts.

1. Spiritual and cultural level

Based on the excavation, refinement and combing of our company’s existing corporate culture concepts and systems, our company’s vision, mission, core values, and corporate culture were formed. A series of concept identification systems (MI systems) including spirit, business philosophy, management philosophy, talent concept, quality concept, innovation concept, learning concept, market concept, team concept, etc.

Vigorously promote these related concepts and make them become corporate values ????and corporate core concepts that all employees of the company must abide by, shaping the soul of the company.

Through publicity and education, make it known and recognized by all employees, and internalize it into their behavior. And it is required that management-level employees (employees) have a concept level of above 98, and production-level employees (employees) have a concept level of above 95.

2. Institutional culture level

Establish and improve the company's complete and standardized management system and scientific and effective performance evaluation system. Revise the systems that are not in line with the core concepts of corporate culture and the objective requirements of corporate development, and abolish impractical ones in a timely manner, so that every system of the company can be implemented in every position, every link, and every person, instead of ?Hang on the wall system?. Strengthen the construction of institutional culture to effectively standardize the management behavior of enterprises, formulate governance according to law and regulations under the guidance of the principle of "people-oriented", and improve the overall management level of enterprises.

3. Behavioral culture level

Through the establishment of the early MI system, the concept is introduced into the behavior of employees, standardized employee behavior, and truly implemented the corporate culture. To standardize employee behavior, in addition to institutional guarantees, there must also be a set of quantifiable employee behavior assessment standards.

Based on the actual development of the company and the characteristics of the industry, the existing "Employee Code of Conduct" will be improved and extended. To carry out this work, we must refer to the company's BI system and improve the company's declaration of behavior, behavioral conventions, codes of conduct, and behavioral norms.

Specifically, as a support system for corporate culture construction, behavioral culture needs to be developed from six aspects

①Safety culture. Establish a safety culture system with scientific structure, flexible mechanism, strict assessment, efficient operation, standardized behavior and company characteristics. By gradually instilling and permeating the safety concept of "people-oriented, rules first", a safety concept culture of "prevention first, combining prevention and control" is formed; a safety behavior culture of "obeying rules and disciplines, and standardizing operations"; being scientific and rigorous, with practical operation. A safety system culture; a safety guarantee culture with complete facilities and standardized standards, and through safety production management and safety education and training, the purpose of safety production is achieved.

②Execution culture. Without implementation, all regulations and instructions are empty. We should continuously improve the overall situation awareness, responsibility awareness, team awareness, and execution awareness of all employees in the construction of corporate culture. Through the construction of execution culture, we should make job responsibilities clear, work processes clear, goal setting accurate, and implementation effective and actionable. Efficient business style.

③Team (team) culture.

The team is the basic unit of enterprise management. If we want to improve the company's execution capabilities and ensure safe production, we must consolidate this foundation. The construction of team culture is to improve the quality and skills of team members through the team cultural education and management system, and improve Their team awareness and collaboration skills enhance their sense of discipline.

④Service culture. ?Employees serve the company, and the company serves employees? Through the construction of corporate culture, everyone must establish a sense of service and a spirit of dedication. By establishing and improving the service system and guarantee system, enhance the service awareness of all employees. , Let everyone be a living Lei Feng, and let Lei Feng not suffer losses. The company is filled with a service atmosphere and establishes a good image of the company

⑤Integrity culture. Establish a long-term mechanism for preventive education, an institutional system for fighting corruption and promoting integrity, and a supervision mechanism for the exercise of power, and form a system for punishing and preventing corruption with company characteristics. Through cultural construction and system guarantees, we will enhance the integrity awareness of managers and purchasing personnel at all levels and strengthen their awareness of working with integrity.

⑥Etiquette culture. In the process of corporate culture construction, education and promotion of traditional Chinese culture are introduced so that every member of the company can be full of harmony and elegance in their words, deeds, and dealing with others, so that everyone can have peace of mind, respect God and love others. , and form a harmonious corporate culture, in order to achieve the harmony and unity of corporate culture and company strategy, the harmony and unity of company development and employee development, and the harmony and unity of cultural advantages and competitive advantages.

Through the above series of normative requirements, we promote the development of employees' behavior and the formation of norms, so as to adjust and standardize all employees' behaviors in work, study and life, so that every employee of Mingpu Company can Branded with Mingpu's mark.

4. Material culture level

Material culture includes the environment, conditions, facilities, etc. in terms of enterprise production, operation, culture, entertainment, etc. Strictly follow the company's VI system requirements and standardize various corporate logos (standard names, standard colors, standard characters, company flags, company emblems, company songs, etc.) to create an overall corporate cultural atmosphere and enhance the company's overall image.

5. Objectives and requirements for corporate culture construction

Formulate the corporate culture construction plan according to the corporate development strategy, and establish a pragmatic, scientific and systematic enterprise in a step-by-step and planned manner. The cultural construction system is promoted as a whole from the four aspects of material culture, behavioral culture, institutional culture, and spiritual culture to build a corporate culture planning system that is in line with the actual situation of the enterprise and highly operational, and incorporates it into the enterprise's development strategy to become the overall enterprise plan. part of.

VI. Development plan for corporate culture construction (2012-2014)

1. Three-year development goals

① Let the company have the characteristics of the company and reflect the core of the company The cultural concept of competitiveness is deeply rooted in the hearts of the people. Every employee of the company must be familiar with the company's philosophy, consciously practice it in specific actions, understand and identify with the company's vision, and have the same Action goals and a sense of mission.

② Vigorously enhance the visibility, credibility and reputation of the company. The internal recognition of the corporate logo and brand image must reach 100, the recognition among new and old customers must reach 100, and the recognition among the same industry audience must reach 90.

③Company owned Employees must be familiar with the company's vision, mission, and code of conduct system. Employees should consciously abide by the code of conduct, and their understanding of the vision and mission should reach 98. Employees should consciously abide by the code of conduct, and their understanding of the vision and mission should reach 95.

④ All employees of the company agree and can Practice the company's values ??and spirit in actual actions, and be proud of being a Mingpu person both inside and outside the company.

2. Three-year work plan

① Start the promotion phase (key work in 2012)

A. Do a good job in the corporate image identification system (VI), the enterprise Sort out and summarize the cultural concept system (MI) and corporate behavioral norm system (BI) to complete the expression and interpretation of the core concepts of corporate culture.

B. Establish a corporate culture leadership system and working mechanism in each department, and establish a working network for corporate culture construction.

C. On the basis of the CI system (including VI, MI, BI), formulate the "Quantitative Standards for Employee Behavior", "Employee Integrity Management Files", "Corporate Culture Construction Assessment Methods" and "Integrity Culture Manual".

D. Formulate the "Visual Identity System Manual" based on the VI system, fully introduce the VI system into the company's daily work and business activities, and incorporate it into the company's 7S audit content.

E. Complete the introduction of the CI system (including VI, MI, BI) and unify the corporate logo in accordance with the overall requirements of the CI system, and produce various promotional posters and cultural billboards for the corporate philosophy to make the corporate philosophy deeply rooted in the hearts of the people. , enhance the appeal of corporate culture.

F. Implement corporate culture training at all levels of the company and increase the promotion and implementation of corporate cultural concepts. The preliminary training content is as follows:

⑴Training content for middle and senior personnel

a. The rise and development trend of corporate culture management;

b. Relevant enterprises Understanding of the basic concepts of culture;

c. Understanding of the functions of corporate culture;

d. The relationship between corporate culture, corporate management, and corporate economic benefits;

e. Explanation and discussion of the "Corporate Culture Manual";

f. Analysis and discussion of corporate culture cases of famous domestic and foreign companies.

　⑵Training content for grassroots employees

a. The rise and development trend of corporate culture management;

b. Understanding of the basic concepts of corporate culture;

c. Implementation of behavioral norms in actual positions

d. Explanation of the "Corporate Culture Manual".

Explanation: The construction of corporate culture for grassroots employees should be combined with specific positions and businesses, and should be combined with the actual situation of the department.

②Comprehensive deepening stage (2013 work focus)

A. Improve the working mechanism and work network for corporate culture construction in each department. The outstanding departments in the previous year will be commended and used as demonstration points to promote throughout the company.

B. Implement the corporate culture theme year. Since 2013, we have focused on the company's central work every year, clarified a theme of corporate culture construction, carried out cultural construction in a planned and step-by-step manner, and implemented cultural projects.

C. Develop a systematic series of cultural promotion activities, adopt effective forms, and use multiple channels to publicize and promote the core connotation of corporate culture, forming a strong corporate culture atmosphere within the company.

D. According to the company's strategic deployment, the company's CI system has been introduced into each subsidiary to achieve a standardized and unified cultural system across all Mingpu Industrial companies and form a corporate synergy.

E. Summarize and promote typical examples and role models. Conduct in-depth analysis and vigorous promotion of typical examples and role models that have emerged in the process of corporate culture construction, and carry out multi-perspective, multi-level, and multi-dimensional literature promotion. On the one hand, it provides positive incentives to outstanding executors of corporate culture, and on the other hand, abstracts Complex ideas form vivid and profound intuitive communication.

③ Summary and improvement stage (2014 work focus)

A. Basically complete the construction of the corporate culture concept system, and make a comprehensive evaluation of the situation of corporate culture construction.

B. Convene seminars and experience exchange meetings on corporate culture construction. Commend the advanced figures, advanced models, and advanced deeds that have emerged in the construction of corporate culture, compile them into a volume, and circulate them within the company and in each subsidiary as a reading publication for corporate culture construction.

C. On the basis of summarizing the results, further improve the level and height of corporate culture construction, promote the long-term and in-depth development of corporate culture construction, establish an advanced corporate culture that is in line with the company's actual situation and development laws, and start Formulate a cultural construction plan for the next three years.

VII. 2012 work plan

1. Establish the organizational structure of corporate culture construction organization, leadership and promotion agency (2012.9)

Refer to the corporate safety organizational structure The model is divided into company level and department level.

①Description of organizational structure:

A. Company level. The chairman of the company is the first leader of corporate culture construction; the general manager is the direct leader of corporate culture construction; the corporate culture specialist is the specific implementer of corporate culture construction; and the directors of each first-level department are members of corporate culture construction.

B. Department level. The general manager is the first leader of the corporate culture construction of each department; the department director is the direct leader of the department's corporate culture construction; each department designates a person who is also the specific implementer of the department's corporate culture construction; the department manager (deputy manager) is the department's corporate culture construction member.

② Responsibilities of organizational members:

A. The first leader of corporate culture construction is responsible for the overall planning and guidance of corporate culture construction; grasping the direction of corporate culture construction; Signing of various policies and guidelines.

B. The direct leader of corporate culture construction is responsible for the final review of various policies and guidelines in corporate culture construction; signing of various policies and guidelines under the authorization of the first leader; Guidance on specific work; approval of various implementation plans for corporate culture construction.

C. Corporate culture construction specialist

a. Company level: The corporate culture specialist is the specific implementer of the company's corporate culture construction. Responsible for the formulation of various policies and guidelines in the company's corporate culture construction; implement various corporate culture construction tasks in conjunction with the company's development strategy; specifically implement various corporate culture construction policies and guidelines in the company and its subsidiaries; coordinate with human resources The department reviews, modifies and formulates relevant rules and regulations for the company and corporate culture construction; guides the development of corporate culture construction in various departments; reviews and improves various tasks in the process of promoting corporate culture construction; promotes various aspects of corporate culture construction Review the plan; coordinate the employee relations specialists of the Human Resources Department to promote typical events and role models in the process of corporate culture construction, organize and plan various publicity activities for corporate culture construction; coordinate the training specialists of the Human Resources Department to conduct publicity on corporate culture Training on various contents.

b. Department level: Each department designates a designated person as the department’s corporate culture manager to be responsible for the specific implementation of the department’s corporate culture construction. In the process of corporate culture construction, he is the window link between the company's corporate culture specialist and the department; cooperates with the corporate culture specialist to promote the company's various corporate culture construction policies and guidelines; specifically implements various corporate culture construction policies and guidelines in the department; and is responsible for this department. The department reports and publicizes typical events and role models in the process of corporate culture construction; organizes and plans the department's corporate culture construction activities, and submits them to the corporate culture specialist for review and then reports to the superior corporate culture leader for approval.

D. Corporate culture construction members are responsible for supervising the implementation of various corporate culture construction policies and guidelines in the department; cooperate with the company's corporate culture specialist (the specific implementer of corporate culture construction) to supervise the implementation of various corporate culture construction activities Carry out; the right to make suggestions on policies, guidelines, and promotion plans in the process of corporate culture construction.

2. Organize and launch corporate culture discussions in various departments (2012.10)

The discussion formats are freely carried out by each department (for example: debates, reading clubs, lectures, etc.). The main content of the discussion is "three checks and three looks".

Check your own strengths and see clearly your strengths and strengths so that you can carry out your work more advantageously and promote your own growth;

Look at the fine traditions and the existence of this department or enterprise excellent cultural concepts and behaviors.

Second, check your own gaps and look for areas that need improvement and bad behaviors in dealing with others;

Second, look at management deficiencies and what are the problems in the department or company that affect and hinder the development of the company. Wrong ideas, management models and management methods that need to be improved.

Thirdly, check your own positioning, clarify your career positioning and responsibility positioning, and grasp the direction of your growth and career;

Thirdly, look at future hopes, and conduct publicity and promotion activities for corporate culture construction The advantages and potential that this department possesses and can be unleashed.

The development of large-scale discussion activities must be implemented after the CI system construction work is completed and in the process of corporate culture promotion. In principle, all personnel in the department must participate in the "Three Checks, Three Looks" activity. After the department has completed the "Three Checks, Three Looks" activities, it must sort out and compile the written information of the department's "Three Checks, Three Looks" activities and give them to the corporate culture specialist. And published in "Mingpu Home".

3. Improve Mingpu Literary News Agency (2012.9)

Since the publication of "Mingpu Home", the sources of manuscripts have been narrow. In order to broaden the sources of manuscripts and enhance employee participation, To radiate the audience, we need to improve Mingpu Literary News Agency on the existing basis.

Each department must select 1-5 people to join the Mingpu Literary News Agency based on the number of people in the department. On the basis of the existing "Articles of the Mingpu Literary News Agency", each correspondent also has the responsibility and obligation to cooperate with the corporate culture manager of the department, promote the company's corporate culture in the department, and use the communication draft to express good people and good deeds in the department. Promote it in the company's internal magazine.

4. Build a good publicity platform

A. Use the company's website construction to build the company's website into a window for corporate brand promotion and corporate image enhancement. The person in charge of the website should promptly promote various activities and deeds that can enhance the company's image and reflect the company's core values ??on the website to improve the company's reputation among customers and various audiences.

B. Use the company’s OA and Skype internal network systems to publicize various activities and plans for corporate culture construction, as well as the company’s vision, mission, values ??and other concepts, so as to improve internal employees’ understanding of the company. cultural impression.

C. Organize and improve the company’s existing promotional materials. According to the requirements of the Zhengbang VI system, all promotional pictures, brochures, PPT, DVD, word documents and other text and audio-visual materials related to the corporate logo are standardized to ensure the consistency and standardization of the corporate logo and improve the recognition of the corporate logo. .

5. Develop an assessment system for corporate culture construction (completed before the end of November 2012)

According to the overall plan for corporate culture construction, break down the corporate culture construction indicators of each department, quantify the target responsibilities, and formulate Detailed annual indicator assessment form. Ensure that corporate culture construction includes inspection, supervision, assessment, rewards and punishments.

6. Organize corporate culture training

After Zhengbang Company’s CI system is fully delivered, Zhengbang Company will first conduct a training, and then based on Zhengbang Company’s training content and the company’s actual situation , conduct rotation training throughout the company (including subsidiaries), so that every Mingpu employee can clearly understand, understand and recognize the various contents of the company's corporate culture.

Add corporate culture training content to new employee training, so that new employees can begin to understand the various contents of the company's corporate culture from the day they join the company.

7. Carry out corporate culture promotion activities (October 2012, December 2012)

Try to carry out 1-2 corporate culture promotion activities at the end of the lunar calendar. The activities can be in the form of sports games, business competitions (job skills competitions, job knowledge competitions, clothing and etiquette shows), cultural festivals (speech contests, debates, calligraphy and painting exhibitions, cultural forums, essay contests, etc.), leisure activities (barbecues, fishing, etc.) Mountain climbing, wine tasting, corporate beauty pageants, bachelor parties, etc.), singing and dancing activities, etc.

For the promotion of cultural training and cultural activities, it is recommended to coordinate the training specialists and labor relations specialists of the Human Resources Department to implement it.

Postscript

Actions speak louder than words. Culture is meaningful only if it is unified with action. The greatness of organizational culture does not lie in the beauty of slogans, but in whether the organization adheres to its own basic values ??for a long time and penetrates them into the entire organization, forming a unified psychological contract among organizational members and naturally regulating the words and deeds of employees.

Any corporate culture, if there is no action, can only become a culture hanging on the wall and a kind of decoration. Therefore, only action can make culture come into effect, only action can make culture revitalize, and only action can keep culture with eternal vitality