What should the person in charge of the corporate culture construction department mainly do and how to achieve perfection?

What should the person in charge of the corporate culture construction department mainly do and how to achieve perfection

1. Responsible for refining the company's corporate culture, formulating and improving the company's corporate culture system, and comprehensively promoting corporate culture System construction work;

2. Timely revise the corporate culture construction plan and its implementation plan;

3. Make full use of various channels to conduct research on various departments and subsidiaries of the company. Publicity and promotion of corporate culture;

4. Responsible for planning and formulating the company's corporate culture activity plan, and organizing its implementation;

5. Responsible for the collection and compilation of original materials for company memorabilia, newspapers, periodicals, and websites Manuscript interviewing, writing, editing, etc., doing a good job in external publicity and reporting, and establishing a good corporate image;

6. Regularly analyze the effectiveness of corporate culture construction work;

7. Responsible The construction and management of corporate culture carriers, the innovation of communication methods, the creation of cultural atmosphere, etc.;

8. Responsible for the promotion and promotion of the company's corporate culture, and do a good job in the promotion and dissemination of corporate culture;

9. Complete other tasks assigned by the leader.

That’s all I can think of personally, let’s see if anyone has anything to add. 1. The main factors influencing the choice of corporate culture construction path 2. The effectiveness of the corporate culture construction path

Depends on whether senior management supports it. Corporate culture construction should be divided into several aspects:

1. The basic strategy of the enterprise

1.1 The vision of the enterprise

1.2 The business field of the enterprise

1.3 The growth direction of the enterprise

1.4 Competition of the enterprise Advantages

1.5 Guarantee of corporate strategic success

2. Corporate value system

2.1 Overall values

2.2 Values ??for shareholders

2.3 Values ??for customers

2.4 Values ??for employees

2.5 Values ??for partners

2.6 Values ??for the community

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2.7 Values ??to the public

3. Corporate behavioral policy

3.1 Innovation policy

3.2 Quality policy

3.3 Service policy

3.4 Team policy

3.5 Talent policy

3.6 Resource policy

3.7 Management policy

3.8 Performance policy

4. The image of the enterprise

4.1 The image of people

4.2 The image of things

4.3 The image of things

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5. Corporate cultural associations

5.1 Corporate cultural slogan

5.2 Corporate songs

5.3 Corporate logo

5.4 Corporate Story What path should China’s corporate culture construction take?

China’s cultural construction is an increasingly perfect and gradually awakening process of self-awakening. Equivalent to various misunderstandings in the current construction of corporate culture, the construction of Chinese corporate culture in the future will be improved in the following aspects:

① The fundamental purpose of corporate culture construction is always the growth of value.

Sustained and healthy growth of value is the fundamental purpose of corporate culture construction. The purpose of corporate culture construction is to summarize the genes of success, clarify core values, straighten out value differences, unify management ideas, clarify common language and standards, achieve adaptation to the external competitive environment through internal integration, and improve organizational operation efficiency. , shape the overall image, improve the company's core competitiveness, and achieve sustained and healthy growth in the company's operating performance.

The continuous growth of performance is the almost irreplaceable and most important indicator to measure the management ability and work value of a company. Therefore, the penetration and deep implantation of culture in management (internal integration and external adaptation) are more important than the cultural system itself.

②Create a corporate culture that is inheritable and adaptable.

Corporate culture is inherited. Corporate culture is gradually formed in the long-term business activities of an enterprise. It is a high-level summary of the epistemology and methodology of enterprise management, and a summary of the development history of the enterprise. At the same time, since corporate culture will continue to change with various influencing factors, adaptability is also an indispensable feature.

③ Eliminate "poor deep-rooted ability", a prominent problem in the construction of Chinese corporate culture

"Poor deep-rooted ability" is a prominent problem in the construction of Chinese corporate culture. The main reason for poor embedment is that the cultural system itself is inoperable and has no scientific operation plan. The lack of embedability of the system itself is the main source of the problem. The construction of some corporate culture has become a formalism that involves cultural collection, cultural planning, cultural CI, cultural pan-politicization, word games, cultural awards, etc. Some so-called cultural theories are researchers' own tendentious explanations of the ideal state of the enterprise. They cannot face the management problems of the enterprise, and the corporate culture becomes the researcher's culture. To some extent, the construction of Chinese corporate culture is increasingly deviating from the value origin of corporate culture, and has entered a superficial pan-cultural state of "can speak but not use" and "can see but not do". Therefore, we should ensure that we face the issue of "whether culture can be deeply embedded" in the early research and sorting stage, and should not consider the issue of deep implantation after the cultural system is completed.

④***Understand that "corporate culture is based on entrepreneurial culture and is a personality culture."

Corporate culture is based on entrepreneurial culture. The formation process of corporate culture is the process in which the entrepreneur's personality charm gradually extends to the team, the enterprise, and society, that is: the entrepreneur's personality charm (entrepreneurial culture) → the team's personality charm (team culture) → the enterprise's personality charm (corporate culture) → Social personality charm (competitive culture). Personality is the life of corporate culture. Corporate culture is first of all a personalized culture. The development process of any enterprise must have its own distinctive characteristics and must have a business personality that supports the development of the enterprise. It is externalized into personalized business methods, codes of conduct and brand characteristics. Therefore, cultural construction must first analyze the corporate personality through scientific analysis methods, and then through layer-by-layer verification, make the personality correspond to the corporate code of conduct to form the corporate group personality.

⑤The core of corporate culture construction is recognition and sharing, and the corporate culture system built should be clear and practical.

The core of corporate culture construction is recognition and sharing. A culture without recognition has no value, and the key to recognition is participation and enjoyment. All means must be effective only if they are recognized. Corporate culture is an enterprise's business philosophy and management style that is advocated by entrepreneurs and recognized and followed by most employees. Therefore, employee participation is an important part of corporate culture construction.

A scientific corporate culture system is clear and practical. The focus of the corporate culture system is to let employees clearly understand how these "ideas" of ours are generated, why this is our culture, and how I can work according to cultural requirements, etc. The main body of corporate culture cultivation is employees, not professors and award committees. The purpose of corporate culture cultivation is to let them guide employees' behavior and work. Corporate culture cannot be formed by giving a good course, writing a thick theoretical book, or creating ideas and collecting a few concept words. Therefore, the huge cultural theoretical system can be used for research, but cannot be used for corporate culture practice.

China’s corporate culture construction is a never-ending journey. The points mentioned earlier are just some of the important landmarks or way-stations on this road of construction. But what is certain is that the road to China's corporate culture construction will be a road full of hope.

Discussion: What path should China’s corporate culture construction take?

Follow your own path, inherit the tradition, and face the future. What have you learned about the construction of corporate culture in beauty salons?

Generally, only large beauty salons can shape corporate culture. It is indeed more time-consuming, such as Build team cohesion, gather for training in the morning and evening, and give high-fives and greetings when meeting; shape service awareness, how to inspire customers from details, and create a service process... open a store and communicate more

How to say perfect in English

As good as it gets

reach the acme of perfection

be perfect What are the similarities and differences between corporate culture construction and ideological and political work?

1. The most common points between corporate culture construction and ideological and political work

1. Corporate culture construction and ideological and political work both advocate people to establish a correct world outlook, outlook on life, and values. ;

2. The working methods are to guide the change of people's behavior by changing people's concepts; specific method: the form of reasoning education. Usually expressed in two forms: oral and written. The former such as lectures, reports, discussions, conversations, etc., and the latter such as theoretical works, newspapers, papers, news reports, etc. This type of approach is flexible, highly targeted, solves problems in a timely manner, and achieves quick results. Visual form of education. Such as literature, art, entertainment and other forms. Integrating employee education into cultural and entertainment activities makes it easy for people to accept and plays a subtle role.

2. The difference between corporate culture construction and ideological and political work

1. The ideological and political work of China *** is guided by the communist ideological system and adheres to the four With the basic principles as the core, we carry out Marxist theoretical education, communist ideals and outlook on life education, socialist and communist moral education, patriotism and internationalism education, etc.; the guiding ideology of corporate culture is broader, Anything that can guide companies to assume social responsibilities, provide better services to customers, motivate employees to work hard for the company, and not violate national laws and regulations can be used as the guiding ideology of corporate culture.

2. Different purposes: The purpose of ideological and political work is to unify employees’ thoughts in the direction of Marxism and communism; the purpose of corporate culture is to unify employees’ ideas to the concepts advocated by the enterprise Come up. What matters must be paid attention to in the construction of corporate culture

Things that need to be paid attention to are as follows:

1. Politicization of corporate culture construction

The most typical approach is to highlight political slogans , stay away from the reality of the enterprise, meet the performance needs of local leaders, and create the so-called local model enterprise. Such companies are mostly proud of their leaders' visits. The company's achievement exhibitions or brochures are filled with photos of leaders but few employees. For projects that should not be assigned, as long as the leader says so, they will be covered; for personnel that should not be arranged, as long as the leader hints, a new position will be added if there is no position. It is also said that it can play a public relations role.

2. Officialization of corporate culture construction

There are department directors and section chiefs within the company, and the hierarchy is strict. The main person in charge of the company is divided into No. 1 and No. 2, and the order cannot be reversed. At the discussion meeting, regardless of right or wrong, the official position was compared first. Approval signatures and step-by-step submissions, if you accidentally get it wrong, your future may be in jeopardy. Superiors always give orders in front of subordinates, while subordinates can only nod and bow in front of superiors. Some companies even have detailed regulations on how subordinates should greet their leaders when they meet them. "Official position" has become the most important reward bargaining chip in such enterprises.

3. The construction of corporate culture has become vulgar

Hidden rules prevail, flattery is common, the boss is like an emperor, supervisors are like ministers, the system is just a decoration, and human feelings are greater than the law. The department is at the top of the mountain, and the work is divided into sects. There was harmony during the meeting, but there was secret competition behind the scenes. Those who tell the truth are popular, but those who tell the truth suffer. In the morning, they prayed before gods, and in the evening, men stole and women prostituted.

When an employee is injured, he or she will have to pay hundreds of thousands of dollars for medical expenses; when bribing officials, there will be big bulging envelopes.

If you don’t work hard on market expansion, you will always use tricks to evade taxes.

4. Formalization of corporate culture construction

Although the company has only three years of history, it still needs to examine the culture of three thousand years. Find someone to design a symbol and it becomes a corporate totem. You are the sun rising in the east, and I am on the Yueyin River. When it comes to the mission of the company, it is all empty imagination. When it comes to the requirements for employees, it is just an illusion of a moral model, which is completely different from the reality of the company. The corporate culture manual is beautifully decorated, the corporate culture words are beautiful, and the corporate culture content is similar. How to give full play to the advantages of trade union work to promote the construction of corporate culture

At present, corporate culture, as the internal driving force and requirement to enhance corporate competitiveness, plays an increasingly important role in the reform and development of group companies. Obviously, especially since this year, the group company has attached great importance to it and mobilized it extensively to actively create a "full coal system corporate culture demonstration base". The call of reality requires the majority of trade union workers to fully understand the important role of trade union organizations in the construction of corporate culture, actively give play to their own roles and advantages, proactively integrate them in actual work, and be aware of their role in participating in the construction of corporate culture. , clear ideas and perfect plans. Highlight the maintenance of basic responsibilities, give full play to the role of "serving and shaping employees, organizing and guiding employees, cohesive and maintaining employees", and continuously improve the guiding, promoting, cohesive, motivating and stabilizing functions of corporate culture in the development and construction of enterprises. Give full play to its four major advantages, including mass advantages, organizational advantages, channel advantages, and position advantages, mobilize and mobilize member employees to unify their thinking, strengthen measures, and pay close attention to implementation, promote corporate culture construction to a new level, achieve new development, and strive to promote corporate management level and management quality, and continuously improve the core competitiveness of the enterprise. 1. Vigorously strengthen the construction of a high-quality workforce and consolidate the humanistic foundation of corporate culture construction 1. The construction of corporate culture must take the ideological and moral construction of employees as the core. The goal pursued by corporate culture is the corporate vision, and realizing the corporate vision requires the unified actions of all employees. As a core content of the construction of corporate culture system, its inner driving force comes from the ideological and moral realm of employees. Practice has proved that in class society, no matter who or what happens, they are inevitably affected and restricted by morality. Morality is the code of conduct for human beings and the driving force behind human behavior. It plays an irreplaceable and immeasurable role in human souls, thoughts, and behaviors. The people-centered construction of corporate culture also reflects the policy of "people-oriented" and wholeheartedly relying on employees to run the company. The Mining Union gives full play to its role as a bridge and link between the trade union party and the masses, gives full play to the unique advantages and role of the trade union in ideological and political work, strives to guide the public opinion of the majority of member employees, and continuously strengthens the construction of corporate culture. Trade union organizations at all levels in the mining area scientifically understand and grasp the characteristics and laws of corporate culture construction under the new situation, respond to the call of the mining party committee, and vigorously strengthen the "Four Virtues Education" and the socialist concept of honor and disgrace education. Vigorously promote the corporate values ??of "responsible for society, do your best for the company, and do your best for the family", cultivate correct management concepts, business concepts and cost concepts, arouse the enthusiasm of employees to love their jobs and build a harmonious home; at the same time, closely integrate the company's safe production In business operations, ideological and political work should be integrated into the overall development of the enterprise in a more concrete form that is easier for employees to accept, and more easily implemented by the enterprise's administrative department, so that employees can closely integrate their aspirations for life with the development of the enterprise. , with a new style of the times and a high sense of ownership, to contribute to the development of the enterprise; at the same time, strengthen employee situation and task education, education of a community of interests and shared education of *** construction, lead employees to be loyal to the enterprise, and contribute to the enterprise Spend less, produce more, ask for less, contribute more, take the initiative to solve problems for enterprises, and advocate good professional ethics and social customs. 2. The technical quality and ideological and moral quality of employees are the core competitiveness of an enterprise. Continuously improving the technical quality and ideological and moral quality of the majority of employees is the unshirkable and top priority of the trade union.

Through various forms such as safety symposiums, safety exhibitions, safety cartoon exhibitions, "safety interactive talks", safety document knowledge examinations, various training examinations, group supervisor training examinations, and underground condolences, we have extensively carried out "formal task education, safety Four safety education activities, including "laws and regulations education, autonomous security education and education on what you need to know and know how to do", continuously strengthen the safety quality of employees.

3. Vigorously strengthen the construction of corporate mass culture

1. Establish a sense of quality and create a mass cultural brand. The unique behavioral patterns and mental forms formed during the long-term development of an enterprise are the core layer of modern corporate culture, manifested as ideological and cultural concepts with corporate characteristics. Mass cultural activities are characterized by affinity, participation, and extensiveness. They have long played an irreplaceable role in the formation and development of corporate culture in large state-owned enterprises, and have made indelible contributions to educating employees, uniting employees, and shaping employees. . The Mining Union insists on cultivating corporate values ??through continuous and colorful mass cultural activities, using the charisma of art and the cohesion of collective activities to twist all employees into one, strive to achieve corporate goals, and form a unique mass culture brand. How to create an environment for corporate culture construction

The environment has a profound impact on the construction of corporate culture. When building corporate culture, attention should be paid to the creation of an environment for corporate culture construction. Generally speaking, it can be comprehensively considered from the aspects of management behavior impact, incentive mechanism, assessment orientation, material influence, etc. Creating an environmental atmosphere is to effectively use artistic expression techniques such as spatial layout, color, shape, etc., not only by setting up various working and living facilities, physical objects, picture exhibitions, bulletin boards, advertisements, slogans, etc., but also by utilizing the subtle influence of management. The corporate culture construction environment must first be concise, generous, comfortable, and give people a sense of beauty. They are silent languages ??that embody certain cultural concepts and value orientations, and play a role in exaggerating corporate culture. 1. Management behavior will affect the value orientation of the enterprise. Carefully understand the cultural concept of management proposed by the enterprise and use it as the guiding ideology for daily management. In the management process, the corporate cultural concept should be highly reflected and the spirit of the concept should be implemented. Improve the training mechanism, especially the training mechanism for new employees, and continuously instill management concepts into employees so that employees can deeply understand and consciously abide by it. Improve the reward and punishment mechanism, commend and reward advanced individuals who practice corporate values, and criticize and punish people and things that violate corporate values, thereby guiding employees to practice corporate values. Managers should set an example, take the lead in setting an example, strive to make their behavior a direct reflection of corporate values, and use exemplary behavior to influence employees. 2. Develop various forms of incentive mechanisms. The first is target motivation. Corporate goals are the core of corporate cohesion. Target motivation is to allow employees to see the bright future of the company and themselves, thereby stimulating a strong sense of professionalism and mission. The key to goal motivation is to combine the goals of the company with the personal goals of employees. The second is work motivation, that is, the attraction of the work itself, such as meaning, fun, creativity, challenge, sense of accomplishment, etc. Design on career pathways to increase employee satisfaction. Honor incentive, honor is the high evaluation of individuals or groups by people or organizations. Enterprises stimulate employees to strive for progress by satisfying the honor and respect needs of employee groups or individuals. The third step is participation and motivation, respecting and trusting employees, fully communicating the actual situation of the company with employees, allowing them to participate in decision-making at different levels and to varying degrees, and actively absorbing their rational suggestions. Care for employees, strengthen emotional communication with employees, establish equal and cordial feelings with them, let employees feel the concern of leaders and the warmth of the company, thereby stimulating a sense of ownership and love for the company. Finally, there is training and motivation. Training has an motivating effect. It can meet the needs of employees, especially young employees, for knowledge. Through training, employees can improve their ability to complete goals and prepare themselves for taking on greater responsibilities, more challenging work, and promotion to more senior positions. Create conditions for important positions.

3. Carry out performance appraisal-oriented corporate culture construction. As an organization, an enterprise uses its own unique values ??to guide its strategic execution, thereby achieving its work goals in scientific enterprise, technical support, comprehensive services, etc. As individuals, employees act on their fundamental beliefs and values ??when they face important moments at work. Therefore, the activities of various departments and employees of the company must be consistent with the company's values, so as to ensure that the various work activities of the company's departments and employees can support the realization of corporate goals. To turn values ??into a conscious behavior and successfully establish a strong corporate culture, human resources policy is the natural way to implement values ??within the enterprise, among which the assessment of values ??is the focus. However, it is not easy to incorporate values ??into the performance appraisal system. The assessment of values ??is different from the general work performance assessment, and assessment indicators should be set based on reality. 4. Let the construction of the physical environment and the construction of corporate culture be carried out simultaneously. The physical environment of an enterprise refers to the totality of all visible materials in which the enterprise and its people exist, as well as the products and various material facilities created by the enterprise's employees. They constitute the outermost layer of the corporate culture hierarchy - material culture, which mainly includes the corporate working environment, employee rest and entertainment environment, and employee cultural facilities. Material culture is a concrete reflection of the ideals, values, and spiritual outlook of corporate employees. Therefore, although it is the outermost layer of corporate culture, it embodies the external image of the company in society and is the starting point for the overall evaluation of the company by society. When its performance is consistent with the core concepts and values ??pursued by the enterprise, it is conducive to the implementation of corporate culture in the enterprise. When it hinders the core concept, it should be rectified and modified to make it consistent with the construction of the overall culture. . 5. Establish a learning organization A learning organization is one that can systematically and continuously combine learning and work to support the development of individuals, work teams, and the entire organizational system at three different levels. The main idea is that the way to adapt is to learn, which is the basic law of competition and survival.