How to write a production workshop work plan

Workshop work plan sample 2:

A plan for carrying out the work of a workshop supervisor. The workshop director of an enterprise is not only responsible for the safe production of the workshop, but also leads the workshop employees to complete the production. It is very important to plan and carry out various tasks smoothly.

Chapter 1 Responsibilities

1. Job Responsibilities:

1. Lead, organize, and plan various work in the workshop;

2 . Prepare production operation plans for each team according to the production plan;

3. Responsible for formulating the responsibilities of each position in the workshop and conducting performance appraisals;

4. Organizing and implementing process verification and other verification work;

5. Responsible for modifying batch production records; drafting, preparing, and reviewing relevant SOP documents;

6. Responsible for on-site management, preparing and executing workshop budgets.

2. Management functions: 1. The workshop director is responsible for the overall administrative management of the workshop and is the first person responsible for safe production in the workshop.

2. Be dedicated to your job, implement and implement the company's rules and regulations. The workshop director is fully responsible for the production, technology, quality, equipment, safety and other work of the workshop.

3. According to the production plan issued by the production department, organize workshop production, formulate specific plans for workshop production, and effectively implement them to each team to control the production progress and ensure that workshop production tasks are completed on time with quality and quantity.

4. Reasonably arrange production, ensure mass production in the workshop, reduce production costs, improve labor efficiency and economic benefits, actively participate in workshop cost accounting and employee working hour accounting; be responsible for the human resources scheduling of the workshop, and approve employees according to authority Overtime (need to be notified in advance) and various holidays.

5. Educate employees to operate strictly according to the process flow, actively promote advanced experience, implement product quality concepts, control quality, and ensure product quality in the workshop.

6. Organize workshop personnel to study and solve process technology and quality problems existing in the production process, actively carry out technological innovation and process improvement activities, improve output quality, and reduce consumption and employee labor intensity.

7. Support the quality inspection work of quality inspectors, organize and analyze and solve quality problems in a timely manner, and report major equipment, technology, quality and other problems to company leaders in a timely manner.

8. Always adhere to the policy of "safety first, prevention first", inspect the safety production conditions of machinery, equipment and personnel from time to time; strictly formulate and implement safety operating procedures for each piece of equipment and each type of work. , to prevent any safety accidents from happening.

9. We have the obligation to help and guide new employees entering the factory, and provide job skills training, safety education and factory regulations and discipline education. 10. Do a good job in civilized production work, and the workshop layout is reasonable; raw materials, semi-finished products, and finished products are stored separately and stacked neatly; equipment and floors are kept clean; and the working environment is continuously improved.

11. Complete other tasks assigned by company leaders.

3. Management thinking: A manager must have a clear mind and make decisions before taking action.

1. Strategic goals, business philosophy

2. Program flow, table design

3. Organizational structure, functional modules

4 , department positions, values ??of rights and responsibilities

5. Rules and regulations, disciplines and norms

6. Management control, decision support

Chapter 2 Cohesion

1. Meeting the basic requirements of employees - fairness

1. Fairness of salary system

2. Fairness of performance appraisal

3. Selection opportunities Fairness

4. Fairness of various reward and punishment systems

5. Fairness of labor discipline and other management systems

2. Create a harmonious and comfortable democratic atmosphere—— Communication

1. There should be an open communication system to enhance employees’ awareness of participation, promote communication between superiors and subordinates, and promote the effective communication of work tasks

2. Communication Content: work communication, ideological communication, learning communication, life communication, etc.

3. Establish a complete employee suggestion system

4. Forms of communication: employee unions, work briefings, and Employees talk heart-to-heart

3. Let employees enjoy the spring-like warmth - care

1. If the company cares for its employees, the employees will love the company more

2. The working environment, living conditions, and learning conditions of employees can be planned in a unified manner and implemented in a distributed manner

3. For new highly educated employees, greater care should be taken in work, life, and study to provide the enterprise with Retain talents

4. Boost employee morale (various incentives)

5. Pay attention to employees' physical and mental health and relieve employee stress

6. Do Let everyone make the most of their talents

4. Build a community of interests with consistent goals - *** sharing

1. Consistency of economic interests and goals

2. The goals of enhancing the competitiveness of enterprises and improving the quality of employees are consistent

Chapter 3 Personnel Loss

1. Characteristics of Personnel Flow:

1. Personnel Flow Large, high turnover rate

2. The flow of knowledge-based talents is relatively frequent

3. Employee turnover is highly arbitrary and they can leave without restraint

2. Reasons for personnel turnover: 1. Employee personal factors: want to try new jobs to develop expertise in other areas and realize personal value during mobility

2. Enterprise factors:

3. Salary system

4. Can’t clearly see the company’s long-term goals and strategic intentions

5. The working environment is not ideal

6. Interpersonal relationships

7. Lack of opportunities for education, training and career development

3. Reasonable countermeasures:

1. Establish the concept that enterprises and employees are partners

2. Fully empower and give employees space to fully develop their talents

3. Improve corporate rationalization suggestions

4. Create an environment for full communication and sharing of information and knowledge

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5. Provide employees with opportunities for training and promotion: strengthen training; implement an internal mobility promotion system

Chapter 4 Personnel Allocation

1. Purpose

1. Standardize the company's employment management, better utilize the strengths and enthusiasm of employees, and improve work efficiency and quality through the effective integration of human resources;

2. The employment department is responsible for the deployment and placement of personnel. There are rules to follow. 2. Specific methods:

1. Promote and persuade transferred personnel reasonably

2. Personnel deployment is conducive to the company's operation and development

3. Different positions can bring into play different talents of employees

4. Personnel allocation should be fair and just

5. Track and grasp the situation

3. Develop a management system, Require obedience:

1. Sometimes when we want to convince a group of people, it is better to think about how to give some or a certain user a little sweetness first; and then let him drive other employees to follow suit

2. When assigning tasks, they must be detailed and be able to be implemented to individuals, and they must be based on days.

3. Create a good corporate culture

In addition, there are the following Points: 1. The manager himself should be a person who is broad-minded, strong in business ability, principled, humane and capable of execution.

2. Use communication instead of orders when arranging work. 3. Provide employees with opportunities to participate in problem solving so that they feel valued and given positive evaluations. 4. Good at coordinating and resolving conflicts in all aspects. 5. Pay attention to and solve employees' difficulties in real time without violating the principles. 6. Correctly grasp performance appraisal methods and conduct fair appraisals of employees. 7. Strive to create a more relaxed working environment. 8. Help employees who make mistakes to correct their mistakes. If the mistakes cause serious impact and economic losses, explain the situation to them, deal with them seriously according to the system, and never condone them.

In order to better improve interpersonal relationships, we first need to sort out a list of team members who have relatively tense relationships with others. The second is to analyze in detail with whom the relationship is most tense. The third is to identify existing obstacles based on the concept of benefiting others and self-interest. Fourth, for problems that individuals can solve, they should try to solve them within their own scope. For problems that cannot be solved, they should use the power of the organization to find the right time and seek solutions.

As a young manager, you must make a distinction between public and private matters. This is one of the aspects that reflects fairness, and it is also a manifestation of the courage that managers must have, but it requires the support of superior leaders. If you are not familiar with the technology in the company's production management process, you can use humanized management methods to get close to the original employees and learn the corresponding technology. Then there are the daily details. For example, when an employee is sick, a sincere condolence may be more important than money. When necessary, working hard to temporarily reduce the workload of employees; these little habits will definitely enhance employees' sense of belonging to the store. If allowed, establish a small system of rewards and rewards, and implement it in conjunction with each other to achieve better results. The system mentioned can be holiday gift distribution (distribution based on performance), salary increase (adjustment based on performance), etc. The implementation of corresponding policies requires the recognition and support of managers above the upper levels of the enterprise.

Chapter 5 Enterprise Operation

The operation of an enterprise is generally divided into five main parts:

1. Administrative management level: enterprise planning, decision-making, and management , supervision, assessment; personnel recruitment and appointment and removal and related personnel management; public relations and corporate image promotion, related social activities; financing, investment attraction; welfare, logistics; party building, trade unions; building and forming corporate spirit and culture.

2. Sales level: product sales; intelligence collection; image promotion; product monitoring; inventory management; after-sales service.

3. Production level: equipment procurement, use and management; raw material procurement, use and management; production organization and management; production personnel management and assessment; production cost management and assessment.

4. Technical level: provide technical support and guarantee for production; provide technical support and guarantee for sales; technological innovation, new product development; personnel technical training.

5. Fund management level: routine financial work; management, supervision, guidance, assessment, and early warning of fund use; financing and investment introduction; accounting and assessment of production and operation costs.

The basic elements of capital are: people, strength, and intangible assets. Generally, an enterprise's brand, logo, intellectual factors, etc. are classified as intangible assets. Adhere to the people-oriented concept and promote enterprise development.