Code of practice for pig farm employees

How to do well the management of pig farm staff. How to make employees work spontaneously? The following is the pig farm employee code I compiled for you, I hope it will be useful to you!

Code of practice for pig farm employees

1. Corporate Culture Management The development of a successful enterprise is inseparable from corporate culture, and so is the pig farm. Large-scale pig farms should also have their own culture, and a good corporate culture is a cohesive force. To provide a platform for employees to learn and develop, employees should identify with the culture of the enterprise, have a broad vision and a sense of mission to realize themselves. We should motivate people through career, unite people through culture, train people through work, motivate people through mechanism, standardize people through discipline and evaluate people through performance.

2. Execution management If you want to do a good job in pig enterprises and let employees work efficiently, you must first solve the problem of execution. Cultivate employees' work consciousness and spontaneity through corporate culture; A good and effective corporate culture can strengthen employees' execution and ownership.

3. Joint-stock management The management of employees in Shi Wen pig farm is very successful, and employees can work consciously without management. One of the important factors of its success is the implementation of joint-stock system for all employees. Wen's slogan is: Wen's food is for everyone!

4. Humanized management Many of our pig farm owners like employees to call themselves that? Boss? This is very unwise. ? Boss? Of course it is? Master? , so employees can only be? Workplace baby? Of course, it doesn't come from a pig farm? Master? Yes! We should learn from Dabei Nong in this respect. Dr Shao, chairman of Dabei Nong Group, never lets his subordinates call him? Boss? Don't even call him chairman or president. The whole group of colleagues call each other? Teacher? Everyone is an entrepreneurial partner. A well-managed pig farm does not rely on people to manage people, but on systems and regulations. It is best for employees to manage themselves and spontaneously.

Managers should not always reprimand employees and put on airs with their bosses. ? Boss? We should not only care about the future development of employees, but also care about their lives and welfare. During my management of Dabei Agricultural Breeding Pig Farm, the staff of the pig farm had free accommodation and complete entertainment facilities, including library, basketball court and karaoke room. I asked the office to remember every employee's birthday, buy cakes at the pig farm and set a table in the canteen on the employee's birthday. When I was working in the PIC core field in China, England, one day I received a birthday card from a boss in China company headquarters. I was very touched.

5. Performance management of production indicators. The most suitable performance appraisal scheme for large-scale pig farms should be the production index performance salary scheme with workshop as the unit. Each production line of large pig farms consists of workshops, such as breeding and pregnancy workshops, delivery and nursing workshops and growth and fattening workshops. The work between employees in each workshop is closely related and sometimes inseparable, so the contractor's method is not desirable.

The task of production line staff is to do well in pig production and improve production performance, so it is not suitable for them to engage in profit index contracting, but only suitable for production index reward and punishment. Many pig farms either fail to achieve the profit target or the contractor's method, or affect production, and often end in failure. The production index performance pay scheme is to add a floating salary on the basis of the basic salary, that is, the production index performance pay. Production indicators should not be too detailed, so as not to cause difficulties in settlement and not to highlight key points. For example, there are only two indicators in the performance pay scheme of our breeding pregnancy workshop: the breeding delivery rate and the average live birth.

6. Organizational structure, post allocation and division of responsibilities management The organizational structure of the pig farm should be lean and clear, and the post allocation should be scientific and reasonable. Generally speaking, a 10,000-head pig farm has a capacity of 20 people, a 10,000-head production line has a capacity of 65,438+06 people (including 4 people in the breeding and pregnancy workshop, 6 people in the delivery and conservation workshop, 6 people in the growth and fattening workshop) and 4 people in the logistics management. The division of responsibilities is based on the principles of layer-by-layer management, clear division of labor and on-site team leader responsibility system. Responsible for specific work; There is both division of labor and cooperation; Subordinate to superior; Key tasks are carried out in coordination, and important matters are solved through research by leading groups. We require every employee in every position to have clear job responsibilities.

7. Hold regular production meetings and technical training management so as to regularly check and summarize the problems existing in production and formulate solutions in time; In order to arrange the next stage of work in a planned way and make the production proceed in an orderly way; In order to improve the technical quality of breeders and managers, and then improve the management level of the whole production, it is necessary to formulate and strictly implement the weekly production meeting and technical training system.

8. institutionalized management the daily management of pig farms should be institutionalized, and the system should manage people, not people. It is necessary to establish various rules and regulations of the whole pig farm, such as: employee code and reward and punishment regulations, employee leave attendance system, accounting cashier computer technician post responsibility system, hydropower maintenance worker post responsibility system, motor vehicle driver post responsibility system, security guard post responsibility system, warehouse administrator post responsibility system, canteen management system, disinfection locker room management system and so on.

9. Process management Due to the periodicity and regularity of modern large-scale pig farms, the production process is closely linked. Therefore, all employees are required to be very clear about the content and characteristics of their work, so as to be clear every week and every day. Weekly workflow, such as disinfection on Tuesday and Friday, vaccination on Wednesday, etc. Daily workflow, such as feeding, treating sick pigs, cleaning, etc.

The production process of modern large-scale pig farms has been determined before construction. The production process of the production line is very important, such as the number of nursing days, the number of nursing days, the age of each stage group, and the time of all-in and all-out. This must be rhythmic and fixed. Only in this way can we ensure full-load balanced production in pig farms. Arrange to produce the most suitable1-30,000 modern large-scale pig farms according to the weekly production rhythm (or cycle).

10. Standardized management In the production management of pig farms, the detailed and scientific operation procedures of feeding management technology in each production link are the most important, which is the basis for doing well in pig farm production and pig disease prevention and control. Operating rules of feeding management technology include: operating rules of isolation house, breeding pregnancy house, artificial insemination house, delivery house, nursery house, growth and fattening house, etc. The operating rules for pig disease prevention and control include: veterinary clinical technical operating rules, health and epidemic prevention system, immunization program, deworming program, disinfection system, preventive medication and health care program.

Pig farm personnel management

1, candidate selection

The personnel of the pig farm are composed of the director, the production director, technicians, logistics personnel and breeders.

The most important thing among managers is to choose the site supervisor. From a professional point of view, the person in charge of the site must be an expert. Farm leaders who are not experts should gradually become experts through continuous study and practice, because an amateur farm leader can't manage a pig farm well. Therefore, the field leader should have the following abilities: noble moral character, management ability, employing ability and skills, decision-making ability, ability to distinguish right from wrong, ability to accept new things, ability to grasp the market, learning ability and innovation ability. Noble character is very important. Morality can make managers have personal charm, influence, appeal and cohesion, and virtue can win people's hearts. Who wins the hearts of the people and who wins the world? .

The production supervisor is a grass-roots manager, so he should be careful in choosing, because the production supervisor should not only have excellent technical level, but also have the ability to manage people and guide breeders to do a good job in production.

First of all, we should know people, put morality first, have both ability and political integrity, don't be obedient, and don't be close to people. The appointment should be suitable for the position, oneself and the team.

Step 2 educate people

Education includes self-study, training and work practice. Educating people is very important. The scale and intensification of modern pig farms is a systematic project, and in the actual operation of pig farms, it involves a wider range of disciplines. In particular, the pig market risk and disease risk increase, the profit is meager, and the modern knowledge is updated quickly. Therefore, animal husbandry practitioners must go through various types of learning and training, such as meetings, classes, technical exchanges, special lectures, practical operations, on-site guidance, etc. To meet the needs of continuous development and renewal. Therefore, the training and study of pig farm leaders are more important. One foot tall, one foot tall. "Only in this way can we manage our subordinates and manage pig farms.

In fact, employee training is one of the main contents in management, which is the basic management and an important embodiment of humanized management. Through a lot of training, it can replace control management, let employees know not only to do as required, but also why they should do as required, and then realize self-control and self-management.

3, choose and employ persons

For users, it is skillful and knowledgeable. Employers should follow the following principles:

(1) Use only according to the quantity, and make good use of it by knowing people.

(2) Try to employ people as well as possible and as short as possible.

(3) We should not only look at ability, but also refer to academic qualifications, but we should not only look at academic qualifications, nor should we engage in seniority.

(4) Appoint people on their merits, don't be crony, and don't be obedient.

(5) The implementation of decentralization, employing no doubt, employing no doubt.

4. Keep people.

It is difficult to choose people, and it is even more difficult to keep them. ? Only a plane tree can attract golden phoenix? . There are three factors to retain people: first, good salary and benefits; Second, a harmonious environment can realize self-worth; Third, the pig farm has development prospects, and I have development space and prospects.

As we know, most pig farms are far away from towns, which makes shopping, medical care and children's schooling inconvenient. In addition, due to closed management, poor environment and hard work, it is not easy for people in pig farms to work in the front line for several years or longer.

Salary management of pig farm employees

Whether the salary of pig farm staff is reasonable or not directly affects the production performance and benefit of pig farm, and is also a necessary condition for retaining talents. It is necessary to retain talents. The wages of many pig farm employees need to be raised. Fresh graduates majoring in animal husbandry and veterinary medicine can work as breeders for 65,438+0-2 years when they first arrive at the pig farm, and then serve as technicians, team leaders (or workshop directors). After 2-3 years, if there is no room for further development (deputy director and director), most of them will leave or be poached unless you give him an ideal salary.

At present, the wages of domestic pig farms are generally low, and talents cannot be retained. There are also several leading pig-raising enterprises doing well, and the salaries of ordinary employees and managers are reasonable. Generally speaking, the monthly salary of a breeder in a large-scale pig farm is 1.200- 1.800 yuan, the monthly salary of a team leader is 1.800-2.500 yuan, and the monthly salary of a production farm leader and a farm leader is 3000- 1.000 yuan, while that of a pig farmer similar to a leading pig.

Salary formulation of pig farm managers: basic salary+performance salary+shareholding system.

Wage formulation of pig farm employees: basic salary+performance salary+subsidy. The basic salary of employees should not be lower than the local minimum wage.

Humanized management of employees

1), improve living conditions and improve entertainment facilities.

Due to the harsh living and working conditions in the pig farm and the closed management, employees lack opportunities to meet and communicate with relatives and friends, especially the marriage and love of school-age youth is a big problem. Therefore, when recruiting new employees in pig farms, we should recruit a certain proportion of female workers and encourage employees to make friends and fall in love in pig farms. Encourage couples to work together at the scene. Employees should take four days off every month.

Pig farms enable employees to eat well and the food cost is very low. The monthly meal fee for each employee is 150-200 yuan. The living conditions of employees have also been greatly improved. Every Mid-Autumn Festival and Spring Festival, the company will distribute welfare products worth 200 to 300 yuan. The selection of advanced products at the end of the year is not only to issue certificates and report good news to families, but also to give material rewards and encourage employees to actively create excellent results.

In terms of entertainment facilities, the company has a table tennis room, a billiard table, a basketball court, badminton rackets and playing cards. There is a TV set in the staff dormitory, which enriches the amateur life of the staff and relieves the loneliness and loneliness brought by closed management.

2) Treat employees correctly and show concern and respect to employees.

Every employee in the pig farm is respected. The output of each batch of pigs is listed by statisticians and distributed to employees. At the end of the month, employees calculate their own wages and compare them with the payroll calculated by statisticians to see if there are any mistakes, so that the calculation of wages is more transparent. Of course, employees' wages are paid on time every month.

The factory director treats employees as his friends and partners and treats them equally. When employees are ill, our factory director will visit them in person; The wedding director of employees will also send gifts to congratulate them, and the pig farm will also organize employees to celebrate their birthdays. In this way, a harmonious, friendly and harmonious interpersonal relationship has been formed in the pig farm, creating comfortable and pleasant working conditions and environment.

(1) Praise employees more and criticize them less, and pay attention to the way of criticism to convince people.

(2) Don't reprimand subordinates. Even reprimanding should be done in a calm time and in a separate situation. Enough is enough, and there are incentives in reprimanding, so that they have the intention to change after hearing it.

(3) Make the salary plan scientifically, the difference between employees' salaries should be reasonable, and the salary should be tilted to the positions with high technical content, so as to truly reflect high pay and have high returns.

(4) Advanced selection, personnel transfer, personnel transfer and personnel promotion should meet the requirements, do a good job and avoid ideological fluctuations.

(5) When employees encounter difficulties at home, such as when their parents and children are sick, or when they encounter unsatisfactory things, they should find them in time and help them solve them in time.

(6) Help employees solve marriage problems and communicate with lovelorn people in time.

(7) Strengthen safety education, eliminate potential safety hazards and ensure safety first.

(8) Don't take back employees' vested interests easily. The benefits given to employees can only be gradually increased rather than decreased, and empty checks or substitutes that employees are unwilling to accept will be opposed.

(9) Don't make promises to employees easily, especially those things that are not easy to do. Keep your word and keep your word.

(10) Always put yourself in others' shoes. Look at the problem from the employee's standpoint, think about the problem and speculate on the employee's feelings. If you put. No need? Put your opinion on employees, and employees will lose confidence in you. This will cause all kinds of harm because you don't know them.

Formulate scientific and reasonable rules and regulations

Pig farms should formulate employee codes, reward and punishment regulations, employee leave attendance system, employee post responsibility system, production regular meeting system, pre-shift regular meeting system, production index benefit management system, health and epidemic prevention system, inspection system, etc.

It is necessary to improve the production process and various management procedures.

The formulation of rules and regulations should be scientific, reasonable, advanced and practical, and the opinions of the masses should be widely listened to in the process of formulation. The formulated rules and regulations should be deeply rooted in the hearts of the people through training and learning. In the process of implementation, we should check and supervise whether it is really implemented. As time goes by and the situation changes, it should be revised and improved.

We must let employees develop a sense of rules, so that the rules and regulations can be implemented to the letter. ? No power is not enough to make rules. No one will obey them if you don't punish them. Those who ignore the system and do not conform to the norms should be severely punished. Everyone is equal before the system, and managers should take the lead in implementing it. Most venues have rules and regulations, but their implementation is not effective and in place. Some of them are just written on paper and pasted on the wall, but they are not put into action. This situation should be changed as soon as possible.

In a word, the way of employing people in large-scale pig farms lies in attractive and generous treatment, good environment for retaining people, stimulating people's peers, urging people's learning atmosphere and humanized management. Only in this way can we really cultivate and retain talents.