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People-oriented corporate culture construction

With the transformation of modern enterprise business models and management strategies, major changes have also occurred in the content, focus, direction, and management methods and methods of human resource management. In this change, corporate culture has become the guarantee for the implementation of effective human resources management. Let’s take a look at the construction of people-oriented corporate culture. People-oriented corporate culture construction

In the 21st century, with the development of knowledge economy and economic globalization, competition among enterprises is increasingly characterized by cultural competition. In this case, in addition to having a clear development strategy and plan in the development of the enterprise, it relies more on the cultural construction of the enterprise to implement internal and external image projects and create a good external environment for the development of the enterprise in society. environment. The research, application and practice of corporate culture are particularly important. Create a people-oriented and innovation-oriented corporate culture. It is reflected in the company's values, morale and communication methods, as well as in the behavior and habits of all employees. Corporate culture plays an increasingly important role in the survival and development of enterprises, becoming the cornerstone of competitiveness and a key factor in determining the success or failure of enterprises.

1. The cohesion function of corporate culture

Corporate culture is the glue of a company, which can tightly bond and unite employees so that they have clear goals and are coordinated. The fundamental goal of an enterprise is the basis for the cohesion of its workforce. Only by choosing the correct goal can the interests of the company and the interests of the vast majority of employees be unified. It is a win-win goal for both the collective and the individual. 2. Guidance function. Orientation includes value orientation and behavior orientation. Corporate values ??and entrepreneurial spirit can provide enterprises with long-term and larger-scale correct directions, and provide a basis for the formulation of basic competitive strategies and policies for enterprises in market competition. Corporate culture innovation, especially concept innovation, is of primary importance to the sustainable development of an enterprise. 3. Incentive function. Motivation is a mental strength and state. The cultural atmosphere and value orientation within the enterprise formed by corporate culture can play a role in spiritual stimulation, mobilize and stimulate the enthusiasm, initiative and creativity of employees, induce people's potential wisdom, and enable employees to fully develop their abilities. , Improve the independent management and independent operation capabilities of various departments and employees.

If an enterprise wants to survive and develop in the new situation, it must create a corporate culture with its own characteristics. So how to promote the construction of corporate culture?

2. Let employees identify Corporate Culture

Employee participation in corporate culture construction and recognition of corporate culture are the key to corporate culture construction. When it comes to corporate culture construction, some employees often think that it is a matter for senior management and leaders. It is one-sided to limit corporate culture to high-level culture and image culture. Corporate culture is not just the opinion of the top management, nor is it just image culture, but the values ????and behavior of the entire enterprise. Only a corporate culture that is participated and recognized by everyone is a valuable corporate culture. A good cultural atmosphere can often create an incentive mechanism. In a competitive environment, we should not only educate and train employees, but also let them realize the profound impact of our corporate culture on their lives, and let them feel the company's recognition of their work through corporate culture, so as to increase The cohesion and centripetal force of an enterprise play a role in flexible repair. The core of corporate culture is to create the same values. An excellent corporate culture is to create a cultural atmosphere where everyone is valued and respected, so that the contributions made by each member will be recognized by the employee level in a timely manner. Appreciation and encouragement from leaders motivate employees to devote themselves to realizing self-worth and corporate development and keep making progress. In order for corporate culture to be recognized by all employees, we must first solicit their opinions. Senior managers of the company should create various opportunities for all employees to participate and discuss the company's culture together. Form a culture that suits your company and publicize it widely so that all employees know how the corporate culture is generated and what they can do to further develop the corporate culture.

3. Establish a humanized corporate culture together

The construction of corporate culture must be people-oriented. Only by establishing a people-oriented concept can an enterprise become stronger and bigger in the fierce market competition.

Only when employees love their own company and believe that only their own company can reflect their own life value will they regard the company as their home. The essence of corporate culture construction is to put people first, stimulate the potential of employees, improve the overall quality of employees, maximize the wisdom of employees, and achieve all-round development of employees. The construction of corporate culture emphasizes humanistic management, and its fundamental significance is to determine the central position of people and cultivate talents that meet the requirements of corporate development, so as to achieve the highest level of integration of people and enterprises. Excellent corporate culture will ultimately be expressed through the people in the company. Therefore, whether people's consciousness and creativity are maximized and whether people's value is reflected has become the key to measuring the success of corporate culture construction. Create a good working environment for outstanding talents. The construction of corporate culture is to build an environment that allows outstanding talents in the enterprise to stand out. We must strive to create a good atmosphere that respects knowledge and talents through the implementation of talent strategies, strive to create a humanistic cultural scope that relies on people, cares for people, molds people, and activates people, and cultivates a corporate culture that is unanimously recognized by all employees and provides a solid foundation for They build a platform to realize their self-worth and fully mobilize their enthusiasm and initiative.

To sum up, the most common thing that successful companies have in common is that they have a unique cultural construction system, the company's leading ideas, values, beliefs, etc. Through the construction of corporate culture, we can find, establish and cultivate the character, entrepreneurial spirit, quality awareness, service-oriented, flexible and adaptable qualities and styles that a company expects. Analysis of people-oriented corporate culture construction

Abstract:

In modern corporate management, corporate culture construction is one of the most important contents, and it plays a very important role in promoting the survival and development of enterprises. effect. At present, the effect of corporate culture construction will determine the rise and fall of the enterprise. Corporate culture is the values, codes of conduct, spiritual civilization and moral norms formed by the company in the long-term development process that are recognized by all employees and have corporate characteristics. The core of corporate culture construction needs to be people-oriented, which is the basis of corporate culture construction. starting point and foothold, thereby promoting the enterprise to truly achieve stable and healthy development and progress. This article analyzes and studies the construction of people-oriented corporate culture.

Keywords:

People-oriented; corporate culture construction

Today's social globalization trend is gradually strengthening, and competition among enterprises is becoming increasingly fierce. Many enterprises have already recognized Talent is the key to the future development of an enterprise. The improvement of enterprise strength and competitiveness cannot be separated from talents. Talent is the driving force for enterprise development. With talents, there is a competitive advantage. In today's rapid social and economic development, enterprises should strengthen the introduction of talents, take effective measures to retain talents, and create a good working environment for talents. Developing scientific management systems, etc., shows the charm of the company to talents, and building a people-oriented corporate culture is an effective way to retain talents and helps promote the stable development and construction of the company.

1. The importance of people-oriented corporate culture construction

Enterprises are a very important part of society and help to promote the progress and development of the market economy. In the construction of corporate culture, we must adhere to People-oriented is an important embodiment of the scientific outlook on development. People are the most important and active factor in promoting enterprise progress and social development. The scientific development of an enterprise cannot be achieved without people. Therefore, enterprises should create a good environment and atmosphere for employees and realize employees' own value and promote the company to achieve good development and progress. The construction of a people-oriented corporate culture can reflect the people-centered thinking in corporate management. The construction of a people-oriented culture can help improve employees' work enthusiasm and enable employees to give full play to their enthusiasm at work. The construction of people-oriented culture helps to establish the concept of economic benefits among employees, so that employees can work hard and contribute their own ideas and strength. The construction of a people-oriented corporate culture promotes the personality development of employees, enhances their sense of belonging and ownership, makes them more actively involved in work, and strengthens the effectiveness of corporate management.

2. The current situation of people-oriented corporate culture construction

There are still many problems in the current corporate culture construction.

Some companies place too much trust in experts and scholars in cultural construction, resulting in insufficient employee participation in corporate culture construction. They emphasize the role of entrepreneurs, believe that corporate culture is equivalent to entrepreneurial culture, and deny the role of employees in promoting corporate culture construction. It feels that employees are only practicing the culture of entrepreneurs, which makes the construction of corporate culture lose the real subject. The construction of corporate culture is separated from employees. The corporate culture cannot express the values ????and demands of employees. Many employees even have feelings of resistance and dissatisfaction. . There are also some companies that are willing to copy the corporate culture of Western countries when building their culture. Our country's rich and long history and culture are ignored, and some successful experiences in our companies are also ignored. The local national culture is lost in the construction of corporate culture. Enterprise employees face unfamiliar and alienated foreign cultures every day, and naturally feel a sense of resistance and disgust. If employees are not close to the corporate culture, the corporate culture cannot comfort employees, causing the corporate culture to lose its humanistic value. In the construction of corporate culture, the concept of people-oriented is relatively weak. In corporate management, people-oriented is an important criterion for regulating the behavior of employees within the enterprise. Employees are an important force in the development of the enterprise. Employees should be respected, trusted and cared for, and education and training of employees should be strengthened to make them Contribute greater value to enterprise development. However, in actual work, company employees pay more attention to establishing a multi-tentacled relationship network and gaining recognition from leaders and colleagues, while company cadres care about the relationship with superiors and subordinates and establish their own prestige. In this case, Human feelings will inevitably outweigh legal principles, scientific management will give way to personnel management, and people's attention will gradually decrease.

3. Countermeasures for the construction of people-oriented corporate culture

1. Implement the main responsibility for building party style and clean government and create a good corporate culture atmosphere. In the development of traditional enterprises, there are obvious hierarchical differences between leaders and employees, which makes employees constrained at work and unable to play their true value and role, which is not conducive to the long-term development of the enterprise. Therefore, enterprises should create a relaxed, harmonious and equal corporate culture atmosphere for employees, encourage leading cadres to fulfill "one post, dual responsibilities", and integrate anti-corruption and integrity into the entire process of the company's production and operation. Taking on-the-job integrity education as the starting point, innovate the form of education, based on the job position? Find risks, discuss risks, avoid risks?, and improve the pertinence of education. It is necessary to carry out the construction of a collaborative supervision mechanism, conduct supervision and inspection on the operation of the collaborative supervision mechanism, boldly innovate the form and content of supervision, and improve the effectiveness of supervision. Earnestly accept complaints and reports on work ethics, regularly conduct open and covert inspections of high-quality services, make full use of real-time supervision, online inspections and other means to improve inspection coverage and timeliness, and continuously improve the level of work ethics construction. It is necessary to comprehensively prevent occupational crimes, strictly and quickly investigate and deal with sensitive and important petition reports, and improve the mechanism for co-handling petition cases.

2. Absorb my country’s advanced ideology and culture. The construction of corporate culture needs to proceed from the actual situation of the enterprise, fully absorb the essence of our country's traditional thought and culture, and promote the smooth construction of corporate culture. Our country's Confucian culture advocates diligence, thrift and dedication, and has a positive guiding role in the construction of modern corporate culture. "Benevolence" and "Righteousness" are the core contents of Confucian culture. "Ren" emphasizes that in the development of enterprises, employees' ownership management should be improved so that employees can Connect yourself with the survival and development of the enterprise. In business work, you must satisfy customers. This is the benevolence of the enterprise. Only by being benevolent can you attract more consumers and promote the economic benefits of the enterprise. accomplish. The "righteousness" in the Confucian moral code requires people to do what they think is reasonable and not violate the "righteousness" while pursuing their own interests.

3. Enhance the company’s soft power and condense the company’s positive energy for scientific development. It is necessary to deepen the construction of corporate culture, actively carry out the creation of corporate culture demonstration sites, and create distinctive results with demonstration effect and promotion value through the four-stage model of piloting, learning, promotion, and consolidation, and promote the deepening of corporate culture. It is necessary to solidly promote the work of civilization creation, carefully maintain the "Jiangsu Civilized Units Online" information platform, and timely display the results of the company's civilization creation. Strengthen the construction of moral lecture halls, spread the positive energy of advanced employees, guide employees to engage in moral practice, and consciously develop good behaviors and habits through moral micro-story entering Liyang City Moral Lecture Hall and all-employee learning models. It is necessary to comprehensively deepen social responsibility management, actively explore the shining points of cadres and employees in fulfilling social responsibilities, and encourage employees to consciously participate in responsibility fulfillment actions.

Strengthen communication with government authorities and news media, strengthen publicity of the company's positive image, improve public opinion information collection, analysis, judgment and early warning processes, create a relaxed external environment, and enhance the company's image of fulfilling its responsibilities.

4. Strengthen brand building and maintenance. A good brand image is a basic requirement for public utility companies, an inevitable requirement for responding to energy changes, and a common appeal for powerful central enterprises. Through brand building, the company's visibility, recognition, and reputation are enhanced. It is necessary to give full play to the role of news publicity and communication, regularly carry out training on writing and photography skills for correspondents, and provide key news reminders through the news publicity WeChat group every month to improve the news information capturing ability of the correspondent team. For example, in the exploration of new media communication, Liyang Power Supply Company created a series of safety cartoons called "Dian Xiao Neng" that were widely forwarded by WeChat and Weibo public accounts such as "Liangbao", Provincial Company, Changzhou Education Network, and Changzhou Network. The creative dubbing of electricity prices was published on the WeChat headline of Jiangsu Electric Power Company, with a click-through rate of over 100,000. The deeds of the "Most Beautiful Power Supply Station" Daibu Power Supply Station were published on WeChat of China Electric Power News. The heroic deeds of rural electricians were widely forwarded by Changzhou media on WeChat. All these have enhanced the brand influence and appeal of State Grid, and enhanced the company's soft power.

IV. Conclusion

In today’s increasingly fierce competition in the market economy, the construction of people-oriented corporate culture is an important part of the sustainable development of enterprises. The construction of people-oriented corporate culture is a long-term system. The work requires enterprises to formulate scientific corporate culture construction methods and methods based on the actual situation of their own development, form a people-oriented corporate culture, give full play to the active role of people, promote the rapid development and progress of enterprises, and better promote the development of society. go ahead.

References:

[1] Deng Feng, Wu Haibing. On the construction of people-oriented modern corporate culture [J]. Entrepreneur World (Theoretical Edition), 2011,01:42 -43.

[2] Bao Shuru. Thoughts on building a people-oriented corporate culture [J]. The Economist, 2013, 06: 276+278.

[3] Xia Xiaobin. Adhere to people-oriented and carry out corporate culture construction [J]. Business Manager, 2013, 20: 335-336.

[4] Wang Lu. Analysis of the importance of people-oriented corporate culture construction [J]. Business Manager, 2014, 32: 292.

[5] Zhu Jing. An analysis of the application of "people-oriented" corporate culture in modern enterprises [J]. Chinese Market, 2010, 48: 58+69 .

Author: Sun Jiamei Unit: Jiangsu Provincial Electric Power Company Liyang Power Supply Company builds a "people-oriented" corporate culture

Corporate culture is the "soul" of an enterprise and a banner to the outside world. It is a centripetal force internally. How to use tangible funds to gain competitive advantage in the market is a well-known business strategy, but how to use corporate culture, a huge intangible asset, to gain an advantage in market competition is often ignored by managers. In fact, with the gradual standardization of the market and the deepening of competition, all competition methods and contents will eventually be sublimated and attributed to the competition of corporate culture.

To achieve the goal of building a "people-oriented" corporate culture, rural credit cooperatives should first start with the construction of "people" so that employees of credit cooperatives can establish professional ethics, so as to give full play to the initiative and enthusiasm of all employees. creativity.

First, strengthen professional ethics education. In terms of form, it is necessary to change from singleness to diversity and change the rigid preaching methods in the past. Through model worker reports, speech contests and other forms, such as "Creating a Learning Enterprise" and "How to Be a Good Employee" Lectures, we should bring dedication and love to the world. Inject ideas such as duty, selfless dedication, diligence, thrift, honesty and trustworthiness into the values ??of the employee group. The second is to establish a reasonable salary system and talent appointment system. In terms of labor and employment, we must improve the job competition and talent growth mechanism, insist on respecting knowledge and talents, emphasizing popularity, righteousness, and talent, and giving priority to job models; in terms of salary distribution, we must highlight performance-related links and establish Reasonable profit distribution mechanism, accurately evaluate the labor intensity and complexity of each position, treat employees as "a bowl of water", sit in positions according to their level, and receive salary based on their contribution, so that employees have a "sense of accomplishment" and fully mobilize their enthusiasm for work. .

The third is to maintain the democratic nature of decision-making. While implementing the "Three Meetings" system, create conditions for employees to participate in management and inspire employees to come up with ideas, think of ways, and provide strategies. The main purpose is to strengthen the ownership status of employees and make employees realize that they are members of the big family of rural credit cooperatives. As a member of the company, we maximize the potential of each employee.

A mature corporate culture is reflected internally by the good mental outlook and proactive creative spirit of internal employees; externally, it is reflected in the extensive establishment of brand image concepts, and management is improved through brand establishment. Hierarchy and social image.

First, establish a rural credit cooperative concept identification system that reflects the style of the times and is in line with the spirit of the times, as a theoretical basis for corporate culture construction. The second is to establish a visual identification system that meets the development requirements of credit cooperatives and is unified, systematic and contemporary. Achieve unified standards in corporate logo, exterior design, interior decoration, etc. The facade signs and environmental design of business outlets involve all aspects of visual image, ranging from buildings, advertisements, signboards, to business cards, office supplies, etc. All system specifications are carried out. The third is to establish a behavioral identification system that includes education and training, behavioral norms, business activities, service behaviors and other norms to systematically and scientifically define the behavioral activities of rural credit cooperatives themselves and their employees. Through the implementation of CIS strategy, the corporate culture construction of credit unions will be more unique and personalized.

To build a "people-oriented" corporate culture, we need to establish the concept of being close to the masses, implement emotional management and lead by example. In the design of corporate culture, three kinds of awareness should be formed: First, the awareness of "benevolence" and management. Employees' love for the company is predicated on the company's love for its employees. The company's care for its employees is specifically reflected in the actions of its leaders. Therefore, leading cadres must respect, understand, and care about people, do their best to do practical things for employees, solve problems, insist on consistent words and deeds, and never let loose shots; they must care about the vital interests of employees, think about what employees think, and care about employees. The most important thing is to make employees feel from the bottom of their hearts that the leader is putting themselves in their shoes, and to establish a good working environment where both parties understand each other, trust each other, rely on each other, and support each other.

The second is the awareness of “customer first”. Senior managers must establish a sense of commercial service for businesses such as attracting investment and deposits, investing and lending, settlement and billing, and increasing agency income. They must develop a sense of gratitude to customers and treat customers well. They must not regard themselves as one of the employees based on their position or identity, or among group customers. Be proud of yourself, relax your mentality, put down the "official bank" pretense, take the initiative to guide customers to purchase financial products, strengthen business marketing through pioneering and innovative business concepts, and compete for high-quality customers and golden customers.

The third is the awareness of leading by example. Actions are more contagious than words. The best way for leading cadres to motivate employees to make a difference is to stimulate their enthusiasm and creativity through their own role models. Only by being strict with oneself can employees be convinced. If you are the first to do what you ask others to do, and if you are the first not to do what you ask employees not to do, then you will have the capital to speak and manage. You must take the lead in handling the main business and do it yourself. You must not stop at gesticulating, controlling by phone, or acting as a “hands-off shopkeeper.” Only in this way can you motivate employees and create a coordinated and enterprising work situation.