Meet the basic requirements of employees-fairness
Fairness is one of the basic characteristics that every honest employee wants an enterprise to have. Fairness can make employees work hard, and I believe they will get fair returns as much as they pay; I believe that my value can be fairly evaluated in the enterprise; I believe all employees can stand on the same starting line. Therefore, enterprises must be fair from the following three aspects:
Fairness of reward system. It is necessary to formulate policies that are conducive to mobilizing and protecting the enthusiasm of most people, fully embody the distribution principle of "giving priority to distribution according to work, giving priority to efficiency and giving consideration to fairness", and highlight the efficiency principle of input and output. At the same time, punishment is absolutely necessary as a negative incentive, but it is more important to reward people who have made outstanding contributions with positive incentives, so that employees can truly realize that their efforts and returns are fair.
Fairness of performance appraisal. It is necessary to use scientific assessment standards and methods to regularly assess the performance of employees. First of all, it is necessary to formulate scientific and reasonable employee performance appraisal methods and standards, conduct job analysis and job description according to different employees' positions, and clarify the scope and size of employees' responsibilities. Secondly, each department conducts qualitative assessment and quantitative determination of the actual work of employees within the scope of assessment, and makes it real and specific. Thirdly, an assessment team composed of unit leaders, managers and employee representatives should be established to objectively and fairly evaluate and score each employee and make it public. Finally, all units should establish a performance appraisal and supervision mechanism to ensure that the appraisal work is fair and open. Through the scientific evaluation of employee value, performance appraisal has become the main basis for employees to compete for posts and personnel adjustment.
Fairness of selection opportunities. In order to make all kinds of talents stand out, we should pay attention to both diploma and level in the selection and use of employees; Give consideration to both specialty and specialty; Look at both existing capabilities and potential capabilities. Put employees on the same starting line for assessment, and provide a level playing field for all kinds of personnel. Now many enterprises have fully reflected this point in the selection and appointment of cadres. All candidates are openly recruited. Every applicant must pass a rigorous theoretical examination and interview defense, and decide whether to hire or not through comprehensive assessment and scoring. And every link is well organized to prevent fraud. This creates a level playing field for the growth of employees.
Of course, fairness is also reflected in other aspects of enterprise management, such as the fairness of various reward and punishment systems, the fairness of labor discipline management system, the fairness of dismissing employees, the fairness of leaving employees, and so on. If the enterprise management can be fair and just in all aspects, it will greatly improve the satisfaction of employees and stimulate their deep potential, so as to spare no effort to contribute their talents to the enterprise.
Creating a Harmonious and Comfortable Democratic Atmosphere —— Communication
Sun Tzu's Art of War says: He who has the same desire wins. Communication can achieve mutual understanding between leaders and employees, make correct decisions and leaders quickly understood and accepted, and become practical actions to implement decisions and obey leaders. Without communication, there is no unified will, concept and action.
For enterprises, there should be an open communication system to enhance employees' awareness of participation, promote the exchange of views between superiors and subordinates, and promote the effective communication of work tasks. In this regard, foreign countries have different practices. Japanese companies pay attention to negotiation and proceed slowly from bottom to top, while the United States proceeds rapidly from top to bottom. When carrying out the decision, Americans are slow to act, while Japanese are firm and decisive. Japanese like to negotiate before making a decision, while Americans always negotiate after making a decision. There are many forms of communication, including: workers' congress, factory briefing, factory affairs publicity activities, etc. Through these channels, the difficulties of enterprise development, the hot spots that employees care about and the key points of enterprise clean government construction will be made public to employees, so that employees can express their opinions and suggestions, and through consultation, dialogue and two-way communication, a bridge of understanding and trust will be built between employees and between superiors and subordinates. Of course, in practical work, this kind of communication is difficult to be completely unified for various reasons, but the original intention of mutual trust can be realized as long as it is adhered to for a long time and gradually improved.
There are many contents of communication, including work communication, thought communication, study communication and life communication. This requires leaders at all levels to pay attention to strengthen understanding, grasp the situation and communicate from daily work and life. In fact, a lot of communication can be done without much effort. For example, in addition to achievements, employees are given certain material rewards, as well as due spiritual rewards, such as issuing certificates at celebration parties and leaders congratulating their families. These seemingly simple actions can really play a great encouraging role.
Let employees enjoy the warmth like spring.
People are social animals and need the warmth of the group. Enterprises care about employees, and in turn employees will care about enterprises. When caring for employees, enterprises should put the interests of employees first. The working environment, living conditions and learning conditions of employees must be included in the agenda, unified planning and decentralized implementation. Especially for the new college students, we should pay more attention to their work, life and study, and let them deeply understand that the enterprise is the strong backing of employees, which not only creates conditions for the factory to retain and attract talents, but also makes employees proud of owning such enterprises.
Enterprises should be good at encouraging staff morale and give praise and praise in time. When employees make achievements, they should praise them openly and promptly. Enterprises give high honors to employees who have made achievements in production. The selected model workers and advanced workers are dressed in red clothes and flowers at the award ceremony every year, which is widely publicized by various media and organized to travel abroad. At the same time, we should achieve "five links", that is, linked to salary promotion, linked to housing distribution, linked to rest, linked to difficult relief, linked to factory leaders' visits. It is these special honors and treatments that inspire advanced people to be more advanced and let more employees strive to be advanced.
Enterprises should pay attention to the physical and mental health of employees, pay attention to alleviating the work pressure of employees, and meet the various interests and needs of employees to the maximum extent. Enterprises should strengthen the construction of cultural facilities, such as basketball courts, gymnasiums, recreation rooms and libraries. And carry out corresponding entertainment activities, which not only cultivated their team spirit and competitive consciousness, but also enriched their spare time life.
When enterprises care about their employees, they should always care about their sufferings. We should do a good job in investigation, research and diagnosis, keep abreast of employees' thoughts and living conditions, and do everything possible to solve problems for employees. Enterprises can also make some regulations in the system, such as paid vacation, medical pension insurance, unemployment insurance and other systems to relieve their worries. People are the most emotional. If an enterprise gives its employees a care, they will serve the enterprise with great enthusiasm.
Building interests with the same goal-* * * sharing.
In an enterprise, an important factor that can motivate employees is the consistency between employees' personal goals and enterprise goals. And this consistency comes from the identity between * * * and goals and * * and interests, the values that constitute * * *, and the unity of interests with consistent goals.
The consistency of enterprise and employee goals is first manifested in the consistency of economic interest goals. The premise of enterprise existence is to pursue the goal of efficiency, and the ultimate goal is to let employees get economic benefits. Maximizing the economic benefits of enterprises and maximizing employee satisfaction complement each other and are indispensable. The satisfaction of employees will definitely bring benefits to the enterprise, and the benefits obtained without considering the personal interests of employees will not last long, and it is far from achieving the economic goals of the enterprise.
Enterprises should strive to improve labor productivity and maximize employees' income. At the same time, according to the principle of "two below", establish a normal wage adjustment mechanism. When the benefits of the enterprise are good, the income of employees should be increased accordingly, so that employees can work harder for the enterprise. When an enterprise encounters difficulties, employees' income can be reduced accordingly, so that employees feel that their interests are closely linked to the fate of the enterprise and become stakeholders with the same goal. Changchun Bus Factory is a leading enterprise that produces new buses in China. In recent years, in the fierce market competition, with its high-quality products and good corporate image, it has established a banner in the locomotive and rolling stock industry. Enterprise benefits have increased substantially, and employees' income is considerable. Employees are satisfied with the factory and loyal to the enterprise, which has been transformed into a strong cohesion. For more than two years, all employees have worked overtime and cancelled weekends without complaint. All government officials volunteer to work for the factory every Saturday without pay. This is precisely the benefits that employee satisfaction brings to enterprises.
The goal consistency between enterprises and employees is also reflected in the enhancement of enterprise competitiveness and the improvement of employees' own quality. Talent is wealth that creates wealth. Whoever has first-class talent will become a successful person first. Therefore, enterprises should attach great importance to improving the ability and quality of employees in all aspects, and provide employees with multi-level and multi-form training in ideological style, culture, business knowledge and work skills, so as to promote all employees to analyze new situations, study new problems, accept new ideas, new technologies and new methods, and creatively apply them to production, operation and management practices. Improve productivity through everyone's development, and then promote the development and progress of enterprises, and finally achieve the smooth realization of enterprise goals.
The consistency of enterprise and employee goals makes employees deeply feel that only by promoting enterprise success can they realize their self-worth. Especially at the critical moment of factory reform, it is of great significance to develop the potential of enterprises with team spirit and mobilize all kinds of forces to the maximum extent only under the encouragement of consistent interests.
Instead of writing a bunch of rules, it is better to manage a few key employees.
For all enterprises, the function of human resources department is like an administrative supervision institution of other departments, a "yamen" responsible for formulating systems and conducting assessments. Many managers also habitually blame some problems of internal management on the imperfection of the system. But in fact, a lot of systems have been written, a lot of work has been done, and everything that should be done has been done, but the efficiency of employees is low and the effectiveness of human resource management has not been reflected.
The boss's dissatisfaction, which employees can't feel, has no direct effect on the operation and management of enterprises, which makes many human resources directors feel confused.
What is the reason? We can't look at the rationality of these systems and the importance of these tasks in isolation, but should analyze and find out the reasons from several key points that affect enterprise management, so that the starting point of human resource management can be easily solved. Human resource management, like other management, should not only theoretically solve what kind of system it should have, but also solve what problems enterprises need to solve and what kind of work is valuable.
One of the reasons for the above phenomenon is the difference in the way of thinking between "what should be done" and "what should be solved", which must arouse our great concern and is also a common problem of human resource managers in many enterprises at present. Many systems have been written, and activities such as enterprise training, cultural construction and personal career design have been going on. It looks professional on the surface. When asked why he did these jobs, the answer was: This is an advanced thing in the world, and it must be like this in principle. In fact, the truth is the whole content of the popular western version of human resource management textbooks, which can't be refuted on the surface, but it just can't.
The second reason is the most important, that is, human resource management should not only face all employees, but more importantly, do a good job in the management of key positions.
The most famous 20:80 principle in management science says that whether an enterprise can do well or not depends on the personnel who account for 20% of the total number of enterprises. Is a key position of personnel, although the number is small but the role is great. In other words, it can be said that 20% key personnel are responsible for 80% of the company's prosperity.
In fact, in other enterprises, the same is true.
If an enterprise is a science and technology enterprise, then the key R&D personnel and managers are the most important resources of the enterprise. If these people play a role, then the mobility of workshop production workers and office clerks in enterprises is great. As the saying goes, a few people hold up a sky. In this case, the focus of human resource management in this enterprise is to manage these personnel with appropriate methods, fully mobilize their enthusiasm and maintain the stability of the backbone team. For example, it may be as simple as solving key problems with a few sheets of paper to formulate methods for technology shareholding, performance appraisal and distribution. Perhaps from the so-called human resources professional point of view, the company's human resources management is too rough, or even too imperfect, but it is strange that the company's business development is very good and people are very United.
Third, under the current immature market economy in China, most enterprises do not need to establish a so-called complete management system. Instead, we should grasp the key points and problems and solve them in a targeted manner. All management work is centered on effectiveness. Otherwise, it not only increases the management cost, but also has no effect and wastes people and money.
This situation often happened in previous years, and even it is repeated every day today. According to the so-called latest human resources theory and experts' opinions, many enterprises have established a so-called complete system and carried out a lot of work and activities, which look very professional. They often look at a lot of systems and feel proud, but after half a year, the system will only lie in the drawer and sleep.
Fourthly, the view that "the key to the success of an enterprise lies in the key personnel" reminds us that we should first analyze the enterprise and the most critical positions that affect the enterprise according to the stage and characteristics of the company, and then define the key positions according to the functions. For example, market-oriented enterprises are completely different from R&D-oriented enterprises and production-oriented enterprises. After finding out these key positions, according to their problems and needs, formulate effective solutions and implement them. Of course, the so-called key positions generally include: key technicians, key managers, marketers and even production backbones.
Many theories in management science do not come from innovation, but from the ancients to the latecomers, and there are many things to learn from. Chairman Mao said a long time ago that cadres decide everything under the conditions of established policies, which is exactly the same as the 20:80 principle. Of course, there are many factors that affect the operation of enterprises, but there will be no more than five key factors. There are many people who affect the development of enterprises, but the key may be a few people.
To this end, the above statement is not only a theoretical issue, but more importantly, it is a key to solving practical problems, and it is the key to affecting the whole body. The significance and value of management also lies in this. Otherwise, it looks lively on the surface, but actually it has no effect at all, and it loses the original meaning of management, which must arouse our great concern.