Current Location：Home - About Us - Culture
|
|||
| Update Time：2010.09.24 Views： | |||
| Corporate culture is an enterprise, in practice, gradually recognized for all staff to comply with the values of the enterprise features, management guidelines, management style, entrepreneurship, ethics, development goals combined. In accordance with the internationally recognized way of saying, corporate culture is an individual in a particular enterprise environment behavior. Corporate culture is the survival and development services, and therefore the characteristics of business operations but also in corporate culture. Every business has its own different culture, each outstanding corporate culture will create a successful brand, corporate culture throughout the enterprise plays an important role in the operation, a good business will attach great importance to corporate culture. First, brand culture The company has formed an annual output of 6,000 tons of pipe and tube production scale, the company more than 200 employees, including management of more than 20 fully responsible for the production, quality, sales, service, companies are products system products 36 series, 315 varieties of pipe fittings, conveyor systems, and control system has a variety of valves. Focus on customer needs in the management CRM Customer Service Management System to build a comprehensive thousands of households for the Chinese businesses to provide quality, courteous service and product range. Company in accordance with ISO 15874 international standards and national GB/T18742 production, product testing center through the national chemical building materials and related international authoritative institution of professional testing, fully meet the 8760 hours and 5000 thermal cycle experiments. The company for better drainage products for the Chinese to provide comprehensive support for environmental protection and updating, so that the entire Chinese people to the 21st century can share the rewards of environmentally friendly products, reflecting the company "green, health, safety" concept, and now the whole various regions of China to establish a regional distributor and agents at all levels and all-round prosperity around the customer's agents work together to build sales service system. At the same time as the international company based in the 21st century the most important management system, "Customer Service Management System", the company created in customer service within the industry-leading service system, all-round satisfaction for all customers and attentive service, to look into your most reliable partner! Second, the management culture Establish solid corporate innovation management. Now is the strategic use of performance management and compensation management is the core mechanism. First, performance management, it is a systems approach, which requires middle managers to reach a consensus on the strategy; to help them communicate in the organization strategy, operational planning, the company management objectives are implemented at various levels; the employee behavior and corporate strategy objectives. The significance of this systems approach is to make clear the company to its employees at all levels of performance expectations, so as to effectively guide employee behavior; track performance standards, enhance employee performance; to improve staff morale and motivation, to enhance their competitive advantage; assessment by management personnel upgrade human capital; with international standards of human resource management to participate in international competition. Second, the legislation to establish a solid Balanced Scorecard department key performance indicators for the unit system. Will be linked to performance and results of operations, including forward-looking key performance areas to make the company understand the financial results in the same time, but also in enhancing their capacity for future development to monitor progress, which enables enterprises to holistic all key performance areas, key performance areas to measure the effectiveness of results focus, not just the program effective. Performance can be tracked, monitored and can assure beneficiaries (shareholders, employees, etc.) communication. Clear business focus and its measurement. Balanced Scorecard process is to businesses, employees, customers provide a common language of communication performance. Employee performance management systems performance plan is an essential first step, first of all emphasized the importance of employee participation in performance plan, telling employees to strive to meet or exceed the ultimate objective of the employee himself. To help employees understand the performance plan stressed the "to do" and "how to do it," the contact. Progress to the next step before ask whether there are any other staff to discuss the content, to express interest in your views of the staff. Item by item discussion and guide the employees own all the important list of key performance areas and measurable goals and to obtain employee commitment. Each of the two sides to discuss the objectives set out goals and completion of the higher authorities and business relationship between the overall objectives, this will help employees recognize their work and links to enhance the company's overall future his / her investment objectives. That challenges the staff to achieve the objectives of those who have the confidence to build staff confidence in completion of challenging targets and commitments. Solicit the views of staff throughout the course of discussion, throughout solicit the views of employees to seek the views of the completion of goals and create an open and cooperative atmosphere to allow employees to express opinions, to find ways to resolve employee concerns about the completion of goals, and make sure employees Have a clear understanding of objectives. Discuss and approve the necessary resources to achieve targets and assistance. Staff resources required to complete their work and assistance. Employees to complete their own resources and assistance required will be more clear understanding. Discuss how to track each target and the next review time. Confirm the final goal. Restructure the staff after the two sides discussed the goal, which was again confirmed that staff have a clear understanding of whether the goal opportunities, but the staff realize that this is the employee's own responsibility. Finally, compensation management is the strategy, which is to stimulate the enthusiasm of staff and effective management of staff in the development of a direct way to key performance indicators, set the work-related goals, managers and staff employees should discuss how to achieve performance targets, to determine staff should focus on the development of the competency areas, and hope to achieve the goals and objectives set according to the specific development of appropriate programs of action. Especially the case for the following positions and employees, need to focus on capacity development plan set. Not yet fully available capacity of the current job required for the effective completion of daily work or program performance indicators or targets, to be one or a few areas to improve capacity; now has to complete the current objective of the work or the ability to Should one or several aspects of the capacity for further development will be able to serve a higher position or take on more responsibility; has been set to a position of successor, successor to the target capacity and the required behavior should develop capacity plans. Third, the learning culture In the Legislative solid, learning is included in the scope of examination, because learning is the best means for people to continue to grow, too, are improved, enterprise development requires. The past decade, human knowledge about doubling every 3 years is the speed of moving upward. Overall knowledge explosion in the rapid growth rate, the old knowledge will soon become obsolete, as product knowledge as frequent replacement, the continued operation of the enterprise life cycle by the duration and the most severe challenges. According to preliminary statistics, the world's IT companies, the average life span is about 5 years, especially those rapid increase in business volume and profit-oriented enterprises, if the focus only on immediate interests and not pay attention to staff training and learning and knowledge updating, it will cause the entire enterprise Mechanism and function of aging, the establishment of two to three years to "close their doors!" IBM, HP, Cisco and Lenovo, TCL, experience shows that business success: training and learning is the enterprise to strengthen "internal strength" and the development of the main source of power. Only through a purposeful, organized, planned, corporate training every employee learning and knowledge updating, constantly adjusting throughout the enterprise knowledge structure in order to deal with such challenges. Fourth, innovative culture Corporate culture of innovation is to make every employee must thoroughly understand the enterprises in the fierce market competition, "no one I have, I have gifted, gifted people I turn" the concept of "poor change, and change to solution, General long-standing "rules of the game. From the long-term development of enterprise development strategies, market positioning, the annual marketing plan, human resource planning into every aspect of the concrete implementation must be innovative in the development and select multiple sets of contingency plans. Because the characteristics of the new economy is one of the creative economy, according to the customer and market demand in products, technologies and services, innovation is the modern enterprise Survival and Development. Li solid encourages every employee to self-innovation, and ideological innovation. Any new, feasible, and give employees the opportunity to try, because it is not only the employees in the attempt, but also stand solid in the search for innovation. |
|||
