With the changing times, the career development of individuals increasingly inseparable from the development of enterprises, individuals and businesses showing a collusion in hand, the interaction symbiotic relationship. Our posts, starting from the actual work, after more than four years of study, work practice and realized summarize, draw some ideas, views and suggestions. In my view, the development of enterprises by as factors, culture, funding, personnel, policy, environment and remuneration.
A. Culture
Looking at the many successful enterprises at home and abroad, regardless of size, has its unique operation of guiding ideology, namely corporate culture. The author described here the "culture" can be equated to a successful enterprise culture thinking. Combined with the specific work environment and corporate, I believe that "culture" contains the aforementioned aspects. The following detailed talk about the author's understanding.
1. Core Values
This is the core of a business as individuals exist in the business environment and social relationships guiding ideology is the central idea of the entire corporate culture. It ideologically unified with each employee to work hard to achieve these values, dedication; same time, it is consistent with one aspect of the life of every employee of its effectiveness values, so that both sides attract each other, interactions. The core values the ideals and aspirations can be achieved, but also the ultimate goal, it is combined with the actual development of the business and the employees. So, how to build a company's core values?
In my view, vision statements and values survey (questionnaire form) by the staff to collect the thoughts and opinions of every employee, combined with the actual social change (with the changing times) and their own development needs, summarizing the enterprise The core values. And require every employee (new assessment) must accept and identify with their own core values, and work hard to achieve that values!
2. Ethics and social responsibility concept
An enterprise based on the intricate network of social relations, must play its due role. Then, it is bound to bear social responsibility. This social responsibility is not a single corporate obligations, but combined and dedication of the staff (all the staff of the enterprise, after crossed the same). So, which requires that every employee has a high sense of responsibility and a sense of social responsibility. Well, the corporate social responsibility concept to embody? Employees' sense of responsibility and a sense of social responsibility and how to clear it?
⑴. First of all, it should be clear the relationship between the employees' sense of responsibility and corporate social responsibility concept. The staff is a contributor to the concept of corporate social responsibility, the concept of corporate social responsibility behavior is through the hard work of the staff and the struggle to get out of the results. Corporate social responsibility is part of the core values that guide the behavior of employees. And this behavior should be in line with the basic morality, which is the minimum requirement for a man, is also a corporate selection of "talent" basic assessment standards. At the same time, employees and beneficiaries of the social concept of corporate social responsibility. Behavior embodies the concept of corporate social responsibility as donors, providing jobs, and to undertake major projects (including national projects), made it clear that symbiotic relationship.
⑵. Based on the enterprise, responsible performance of the employee's personal vision, behavioral detail and responsibility to play three aspects. Personal vision is ideologically First take the enterprise as the space and the stage of their struggle, a clear and vital interest of the enterprise, give full play to their abilities, to continue to strengthen and enhance these capabilities through study, practice, and summarize. The staff should regularly come to the reporting of thinking about work, time to review their own behavior. The details of the behavior of performance from the specific actions the employee responsible. It includes employees in each environment (described in detail below) the details of the behavior of the enterprises involved. Such as the focus on enterprise development and maintenance of corporate image, take good care of corporate equipment and facilities, and to protect the enterprise environment, saving companies the effective resources. Responsibility of employees is the courage to face and commitment to the process and the outcome of individual behavior, to avoid controversy, prevarication, contradictory human factors restricting the development of enterprises. Practice: A. clear rights, division of employee rights, carry out their duties. B. enhance staff communication and understanding, such as meetings and activities. C. No internal illegal unreasonable pull faction alliance, based on work with the except. D. clear reward system, and Yan Li purposes.
3. Enterprise development concept
Based on their core values and social responsibility concept, companies should form their own unique development philosophy. This concept is each period before both planning is the guide to action. Play a commercial role and in which the social environment is consistent with the enterprise has the strength, the objective conditions of production. Specifically, how to do it?
I believe that, can time period as the boundary point in years, regularly to develop corporate development and strategic planning. Such as the three-year plan, the five-year plan, and even ten-year plan (also allows parallel existence of the three schemes grading). At the same time, so this strategic planning EXPRESS, let each employee know that the goal of this kind of enterprise, not just publicity for enterprise management. Once the identity of the employees of the enterprise core values, urgent Know their vital interests of goal (business goals), and has shown great initiative and enthusiasm. Specifically: Enterprise can file in the form of periodical paid to employees on a regular basis the development of strategic planning, same time clarify stakes.
II. Funds
Funding the development of a well-functioning economic security. It is reflected in the corporate income and expenditures forum. Income mainly from material income, the spirit of the income and lessons revenues, expenditures, including the author of the aforementioned four major aspects. Production operating expenses, which includes cooperation expenditures and tax expenditures from raw materials to finished the whole process of spending; investment in research and development expenditures from thinking concept to the whole process of the physical product spending, and production operations intersection expenditures; management expenses refers to all management expenses, in addition to production operations expenditures, including personnel of consumer spending, facilities and equipment expenditures maintenance expenditures and environment construction; staff remuneration expenditure refers to all persons, other than officers consumer spending spending. I believe that corporate capital income and the proportion of expenditure (budget) should be more explicit on the concept of enterprise development. "Relative period.
1. Corporate income
(1). Material income, it is a business basic sources of funds, the role of the direct effect of the enterprise business, is the basis for economic security. It includes the economic income of the sale or resale of the product revenue, the sale or transfer of technology income, assets quantify income.
(2) the spirit of income, it is an enterprise soft power collection embodies the foundation of a good corporate image. From social enterprises to actively rather than substance feedback, including honorary, praise, positive social effect of non-economic income.
(3). Lessons income, which is a unique understanding of the author. A business, there is no summary of lessons learned, there is no forward reference, it is difficult to move toward further higher target! The only multi lessons learned (both positive and negative, good or bad, the pros and cons of opposition on both sides summed), and continuing to draw on the use of order to glory and success.
Description: In my opinion, corporate income, the only material income best reflects the funds' liquidity Details mental income "and" lessons learned "should belong to the entire corporate capital" areas for income. Here temporarily above classified after work and then detailed mecamylamine shows.
2 business spending
⑴. Production operations expenditures
Production operations expenditures from raw material to finished product involved in capital expenditures. A comprehensive enterprise, this expenditure should dominate. Combined with the the Guangshun Electronic actual situation, including the Subcontractor spending, outsourcing (buy) expenditures, purchased commission processing expenses and courier expenses, etc.. They are the form of a concrete manifestation of the aforementioned "cooperation expenditures" and "tax expenditures".
⑵. Investment in research and development expenditures
An enterprise to develop improvements and breakthroughs, first of all from its own products. For the most comprehensive enterprise, research and development is an indispensable means. Many companies, the proportion of expenditure on R & D investment after production operations expenditures, and late link spending almost equivalent to the production operation expenses.
⑶. Management expenses
① development of any enterprise, can not be separated from the rational management of the staff. Inevitable expenditure which constitutes the specific components of the enterprise "funds". This expenditure is reflected in many of the details, such as the employees free room and board and supplies, dress standardization, office supplies and equipment, and logistical support (cafeteria).
② facilities and equipment maintenance, management expenses, every business must consider. Instruments such as corporate, hydroelectric facilities and equipment, network equipment, safety equipment.
③. Environmental construction expenditures, mainly for the objective production and living environment, improved on. Such as vegetation greening, computer network environment improvement and other personnel-related ancillary facilities.
⑷. Employees remuneration expenditures
This is an important part of an enterprise "funds flow, financial operation. In today's enterprise, whether to retain "talent"? Basic economic indicators are all lies. It is related to the strategic thinking of "talent" to influence the development and progress of the enterprise. Behind the "reward" part and then elaborated.
III. Talented person
Talent is the operation of a business development leader in the pursuit of progress and the actors, and occupy an important position. They embody the good execution of an enterprise with the potential of human resources. The author here "talent" means every officer on the Enterprise jobs, regardless of the job size and high and low.
Looking at a variety of enterprise, I believe that there are four kinds of "talent" and that the interests of the focus, development suitors, the utilitarian balance and the status quo conservative.
Interests focus on is the "return" of interest to the first concern purpose exists in the enterprise, all day duplicate work, not thinking about the meaning of work, do not care about the business development strategy and understand corporate social responsibility concept, only behavioral point of departure for the pursuit of maximum economic and material rewards. They demanded that the labor must have been!
Development of suitors, is in pursuit of enterprises and their own development purposes exist in the enterprise, they put their own development and enterprise development are closely linked and strive for common progress. They sober know, businesses and their fate is implicated together and share weal and woe. Their behavior all the time is the concept of the guidelines, to devote himself to go all out to do a good job every work details. They seek on the pursuit of the spirit (Honorary) is much larger than on the substance (wealth), and can even give up substance seeking honor. They accept "labor is not granted!
Utilitarian balance, is to seek to pay the equivalent return for the purpose of exist in the enterprise. They are convinced that the pay is bound to get the appropriate return, either do not have to go to the action. Once a company has to live up to their own pay, the behavior is totally out of control. Complete their own development is equivalent to the corporate returns. Otherwise, the attitude is not correct, mentally unbalanced, lack of standardized behavior. Them with was "the pursuit of" labor!
The status quo conservatives, is the extraordinary degree days for work purposes exist in the enterprise, they are completely left to venture arrangements, not their own ideas and intentions, the pursuit of ordinary working-life. Do not care about, not aggressive, not rebel, not planning. They go with the flow, go with the flow. They enjoy "labor and were No pain, no gain"!
The four categories of "talent", and how to best use each?
In my view, the interests focus can be small with caution; Development suitors can Dayong reuse; the the utilitarian balance "can be less magical effect;" as conservative can utilize. Experts, business management and personnel management big and clever managers, is the unauthorized use of the "talent" is similar to the country, small at the equivalent family. How to make you corporate members "Appreciating use to do their best and only"? This is a long-term accumulation of experience, summed up the philosophy of process.
I think that enterprises should comprehensive assessment staff (all the staff on a regular basis, with an underscore), the difference between the four categories of "talent" different "talent" then based on the results of the assessment will be placed in the proper position to play a greater role. Specific measures are as follows (here employees equivalent to the "talent" in my point of view):
A. Strengthen the staff thinking assessment. I believe that human behavior is always controlled by the ideas and thinking, rather than legal, moral, objective reality conditions can really bound. Only by identifying the employees of an enterprise's corporate culture (core values, ethics and social responsibility concept and enterprise development concept), and service enterprises to take practical action to (each act details). : See the "culture" part.
B. Enhance staff professional training and skills assessment. Development and progress of the times, enterprises, staff requirements are constantly changed, updated and improved. Business training for employees on a regular basis, and allowed to fully grasp the various job skills, achieving cross-replacement operation business ability to achieve the same staff positions backup. Regularly organized contest of skills assessment, from the operation of various practices to test the skill levels of staff and mastery.
C. Strengthen Staff exercise. Such as willpower, team spirit, hard work and dedication.
D. Enhance staff behavior guidance, strict implementation of the enterprise to develop the internal "policy" to avoid the law may not line.
The same time, enterprises should develop their own strategic thinking of the "talent" to form their own unique talent management data and "talent" library, "talent" to explore, selection, training, appointment, promotion, dismissal and provide theoretical basis and the foundation. And the development of enterprises is given the role of "talent" more, their full participation in every aspect of the operation of the enterprise development and progress.
Personnel (employees) and corporate relations
(1) business development and staff development should be closely linked to staff to provide a wider and broader development platform and a fully demonstrated its ability to stage.
(2) enterprises should be "people-oriented", respect for personality and willingness of the staff to focus on employee thinking developments.
(3). Companies should form their own corporate culture, strengthen communication with staff from the ideological guidance; same time, mutual recognition and integration of both values, the concept of social responsibility.
(4). Employees should go all out for the development of enterprises, comply with and implement the strategic decisions of the strategic planning and leadership.
(5) The staff should have the necessary professionalism lofty ideological character, always review their own code of conduct. The same time, no matter in what position, what career should abide by the law.
(6) any one employee, regardless of rank, and the severity, should own hundredfold passion and concrete action to contribute to the development of enterprises, contribute.
(7). Employees should obey enterprise management arrangements, respect for managers and leadership, and managers produce feelings of identity and leadership.
The innovation is the foundation for the development of an enterprise, a business if you can not do a good job on the innovation article from the decline and bankruptcy far away. The innovation of enterprises, including the concept of innovation, organizational innovation, and a series of innovative technological innovation, product or service innovation, market innovation, these innovations to enhance the added value of enterprises to achieve their own development and across.
