Part 1: Model of Team Management Rules
1、 Principles for implementation of cost management plan
The implementation of the cost management plan is the link with the highest requirement for execution in all links of cost management. The implementation directly affects the overall effectiveness of the cost plan. The following principles must be followed: (1) the principle of leadership promotion; (2) The principle of full participation; (3) The principle of advancing as planned; (4) Principle of division of labor and cooperation; (5) Principle of process standardization. When implementing the cost management plan according to the above principles, we must adhere to the goal orientation, and each project team should share information. The management should not only encourage the project team but also take certain measures to supervise, and regularly summarize the cost management projects to ensure that all cost work is carried out orderly and achieve the expected results.
2、 Implementation process of cost management plan
The implementation of the cost management plan mainly includes the following eight steps:
1. Build a team to tackle key problems
The enterprise plans the cost management plan according to the relevant procedures, and finally forms the final cost management plan planning report and signs the task statement with the subordinate responsible units. Each responsible unit, according to the requirements of the cost task statement, immediately builds a cross discipline, cross department and cross platform technical research team, and specifies the responsible person, executive team leader, executive manager, liaison person and other collaborators, And immediately start cost management.
2. Decompose objectives
After setting up a key research team, the team leader and the executive team leader organize team members to refine the overall objectives of the mission statement through repeated discussions, and decompose them vertically and horizontally to each business segment, each employee or each sub component. For example, the enterprise's goal segmentation process by business segment is as follows: overall goal ->business segment goal ->project team ->task force: goal segmentation process by responsible personnel is as follows: deputy general manager in charge ->department level leader ->middle level leader ->office director ->general staff; The target segmentation process according to product parts is as follows: product ->component system ->component ->sub component. In principle, the goal decomposition process should be carried out according to 120-130% of the overall goal to ensure the completion of the goal.
3. Detailed scheme
After the cost plan is broken down by objectives, the team leader and the executive leader will lead the team to mobilize the wisdom of the team and the company through various ways to jointly find the breakthrough and path of cost reduction, develop a road map for promotion, and refine it to each business segment, each employee or each part to explore feasible cost reduction sub plans, including the responsible unit, responsible person Work requirements, time nodes, deliverables and other elements form a level one network diagram.
The detailed content of the cost management plan mainly comes from the company's leaders, business segments, responsible units, responsible persons, and various links of the value chain; The ways to refine the cost management plan mainly include brainstorming, benchmarking, exchange and learning, and reasonable suggestions; In principle, when refining the cost management plan, we should find the plan according to 120-130% of the overall goal to ensure the completion of the goal.
4. Evaluation and demonstration of the scheme
After refining the cost management plan, the detailed cost management plan should be evaluated and demonstrated. The assessment is mainly divided into self-assessment and assessment team assessment; The evaluation elements mainly include technical feasibility, quality impact, market impact, brand impact, implementation cycle, cost-effectiveness and other elements. During self-evaluation, the feasibility of the cost scheme shall be evaluated and demonstrated within the research team, and if feasible, it shall be submitted to the evaluation team for evaluation; If it is not feasible, replenish and look for new cost reduction ideas and schemes. When the evaluation team carries out the evaluation, the evaluation team is composed of cost management specialized agencies, research teams, implementation and assistance units to demonstrate the feasibility of the scheme, and if feasible, immediately carry out experimental verification and implementation; If not, look for a new solution. At the same time, the evaluation team should also evaluate the possibility of completing the overall goal of all programs, and timely urge the research team to explore new cost reduction breakthroughs and paths.
5. Implementation and promotion plan
After the above four steps and the preliminary determination of a feasible cost management plan, it is necessary to implement and promote the cost management plan. For the feasible cost reduction scheme, the research team will immediately organize the implementation, including coordinating the technical, procurement, marketing, sales, quality, logistics, finance, manufacturing and other units to carry out a series of work such as experimental verification, trial assembly, and switching. During the implementation and promotion of the cost management plan, it is necessary to establish and improve some cost management mechanisms to ensure that all work is carried out in an orderly manner as planned.
6. Tracking and monitoring
According to cost management mechanisms such as cost supervision, weekly monitoring, and weekly regular meetings, the whole process is monitored, supervised, and implemented in real time to ensure that each cost reduction scheme, each link, and everyone are working as required and achieve the desired results. For example, organize and hold more than one weekly meeting to promote the progress of work; Daily tracking, weekly monitoring and monthly reporting will promote the whole plan to move forward to the goal, and problems will be found and solved in a timely manner.
7. Coordination and problem solving
During the implementation of the cost management plan, a three-level decision-making mechanism should be established among the company's leaders, cost management specialized agencies, team leaders and executive leaders to quickly coordinate and solve problems at all levels, across disciplines and departments, and improve the efficiency of decision-making and implementation. The company leaders are mainly responsible for coordinating, solving and making decisions on major cost issues at the company level; The cost management specialized agency is mainly responsible for coordinating and solving cross department, cross platform and cross specialty problems in cost management; The head of cost reduction team and the executive team leader are mainly responsible for coordinating and solving professional problems in cost work.
8. Work summary
After the completion of the target in December each year, the research team will apply for achievement review and conclusion, summarize the promotion experience and shortcomings, solidify the implementation process, formulate the promotion and application plan, form a summary report of cost management work, and submit it to the Cost Leadership Office for review.
Part 2: Model of Team Management Rules
Taking Sanming College, a newly established undergraduate college, as an example, as of December 2013, the school had more than 14800 students, including 674 full-time teachers, with a student teacher ratio of 21.9:1. Among the 674 full-time teachers, about 50% of them are 35 years old or below, of which only 5% are doctors, and the structure is unreasonable (see Figure 1, Table 1 and Table 2 on the next page). Combined with other aspects, the overall characteristics of the school's teaching staff can be summarized as follows: first, the structure of teachers is unreasonable, which is reflected in the unreasonable professional structure, and the serious shortage of teachers in new or popular majors; The age structure is unreasonable, and the proportion of young teachers is high; The educational structure is unreasonable, and the proportion of doctoral degrees is low; The structure of professional titles is unreasonable, and the proportion of low professional titles is high. Second, the total number of teachers is insufficient. Third, the awareness of undergraduate teaching is not in place, and some teachers still stay at the junior college or even lower level of teaching. Fourth, the work level is relatively low, there is a lack of famous undergraduate teaching and research teachers, and there are few highlights in the work. Fifth, affected by regional limitations, the brain drain is serious and the teaching staff is unstable. Similar to Sanming University, the construction of teaching staff in newly established undergraduate colleges is actually a long-term and complex "digestion" process. It is not difficult to see that there is an essential and internal relationship between the characteristics of the construction of the teaching staff of newly-built undergraduate colleges and the refinement theory. First, from the perspective of "refinement", refinement is the basic requirement for the construction of teaching staff. "Refinement" means that the school should have correct direction, accurate content, prominent key points and persevering in connotation construction in the team building planning; "Fine" means that each link or unit should be refined in the construction, and everything should be done well to ensure that the construction can be carried out to the letter. Second, from the perspective of "awareness or attitude" of refined management, it also meets the requirements of teachers' construction. Teachers are both the objects of construction and the participants of construction. Teachers' construction needs the active participation of teachers, active action and the spirit of ownership. Third, from the perspective of "culture", the construction of the teaching staff is to establish a good management culture and create a good working atmosphere. The majority of teachers should not only have a high professional level, but also have a healthy and upward outlook on life, career and living conditions.
2、 Methods and ways of implementing refined management
When implementing the refinement of teaching staff construction, we should correctly grasp the essence of the refinement management, grasp the connection and commonness between it and the teaching staff, and carry out the management work in combination with the characteristics of the law of college education, the orientation of school running, the characteristics of school running, and the connotation construction of the teaching staff itself.
（1） Adhere to the principle of quantification and build a refined management system for the construction of teaching staff
"There is no need to talk about refinement without data." [7] In other words, refinement management must have quantitative indicators, so that the work content, objects and the current situation of the teaching staff can be expressed in a quantitative way, and through such quantitative indicators, the execution of each unit can be guaranteed. The following quantitative management principles must be followed when building the refined management system of teacher team construction: (1) The principle of data. The construction of the teaching staff should first build a series of scientific data indicators, which require that everything should take data as the criteria for evaluation, use data as requirements, use data for analysis, use data for testing, and use data to speak, and be reflected in the specific implementation. For example, the professional title structure of the teaching staff, the proportion of various professional titles is more reasonable, and how to control them in the professional title review is reflected in the form of data, which is planned with data and serves as the guiding direction in the future. (2) Procedural principle. Proceduralization is to ensure the execution. Therefore, there must be plans and systems, scientific and reasonable agreements before management. For example, in the construction of academic teams in the teaching staff, first of all, there must be a team leader who puts forward team building goals, management systems, work distribution plans, etc. The more thorough the plan, the more perfect the system, the more obvious the proceduralization, the stronger the execution, and the better the management effect. (3) Operational principle. In terms of system design, it should be operable and easy to be understood and operated by executors. For example, the generation of discipline leaders in team building, whether to introduce or cultivate, should have clear operating principles and detailed plans to achieve operability. It is not feasible to introduce a large number of outstanding talents with high salaries during the period when the school is short of funds. (4) Standardization principle. Standardization is the requirement of evaluation in refined management. The standardization of teaching staff construction is to point out the core content and basic characteristics of teaching staff construction, and point out the evaluation criteria. There are "prescribed actions" for the construction of teachers in newly-built undergraduate colleges and universities. The construction standard should be the teacher requirements specified by the Ministry of Education and the education management department on the conditions for running undergraduate schools, such as the student teacher ratio indicators, and the indicators should be strictly followed; There should also be "optional actions". According to the school running goals or positioning, the construction standards should be added, such as practical teaching ability indicators, the proportion of double qualified teachers, etc., to strengthen the scientificity of the evaluation and management of the results. (5) Informatization principle. Informatization is to establish an information sharing platform in the management process, store the dynamic data of each execution link, and provide scientific adjustment basis for process supervision and control. Informatization is the most modern and core content of refined management. To some extent, refinement is impossible without informatization. At present, the education department has built many teacher databases, such as the National Basic Information System for Teachers and Staff, the National Basic State Database for College Teaching, etc., which is the content of information management.
（2） Taking educating people as the starting point, focus on promoting the connotation construction of the teaching staff
Education is the most basic function of a school, and the construction of the teaching staff with education as the goal is scientific and correct management. The goal of refining the construction of the teaching staff is to promote the connotation construction of the teaching staff, from quantity construction to quality construction, from extensive management to refined management, to achieve the transformation of the ability to be competent in undergraduate teaching, and to provide a continuous supply of teachers for the school's "education" function. First of all, we should unify our thinking, and teachers should clarify the orientation of undergraduate teaching. Each teacher should closely focus on the school running orientation, and actively think about his own teaching orientation. Only when he is consistent with the school running orientation, is the correct teaching orientation. Secondly, we should build a teacher training system for application-oriented universities. We should increase the proportion of practical teaching courses and cultivate teachers' practical teaching ability. For example, from 2013, Sanming University, drawing on the practice of universities in Taiwan, has reformed the proportion of classroom credits in total credits, increased the proportion of practical credits, designed different classroom teaching in combination with professional characteristics, emphasized personalized training, professional training and applied teaching training methods, and vigorously developed the second classroom teaching practice. At the same time, the school has issued a series of supporting documents to establish a quality assurance system for teachers. Finally, we should "emphasize" internal training and "refine" external training. Internal training is the focus of teacher team construction. In terms of internal training, we should implement personalized management, introduce relevant policies conducive to teacher development, and create a relaxed and positive personal growth environment. The external introduction should be a supplement to the internal training, focusing on a word of "excellence", and the introduced talents or teams should be able to achieve immediate results for the school's teacher construction. In recent years, Sanming University has vigorously promoted the introduction plan of Minjiang scholars and discipline leaders through the relevant policies of the state, provincial and municipal governments and the central government to support the construction of local colleges and universities in the Soviet region, and achieved good results to effectively improve the connotation construction of the teaching staff.
（3） Adhere to the people-oriented principle and enhance the awareness of all teachers' participation
Fine management emphasizes that people are the core of management, the executor and receiver of management, and the core and power of management; It emphasizes that in the process of management, everyone actively participates in the management, so that both the manager and the managed feel happy. Adhering to the principle of putting people first and improving teachers' awareness of participation should focus on the following three aspects: first, building a fine awareness culture. Refinement itself is a kind of culture, a kind of consciousness and a serious attitude. In the process of teacher construction in newly-built undergraduate colleges and universities, it is necessary to widely publicize, launch and guide education, actively create a cultural atmosphere of pursuing refinement, so that every teacher can fully realize that the system is composed of countless details, and paying attention to details is the basis for improving the system. In order to develop a good habit of focusing on major issues and starting with minor ones, we can start from paying attention to details, studying details and improving details, and develop a sense of participation in the process of finding, researching and solving problems. The second is to build a platform for active action. The school should encourage teachers to actively explore ways and means suitable for the refinement of the construction of the teaching staff, carry out self analysis, find problems in their work, and make self diagnosis, offer suggestions and remedies to the case. It is the problem of teachers' professional direction, starting from guiding and changing the professional direction; It is a team building problem, starting with the introduction of high-level talents and the formation of teams; It is a problem of degree structure, starting from the education of academic qualifications; It is a problem of professional title structure. It starts with the evaluation and employment of professional and technical posts. The problems in the work are solved in the work to ensure the execution. Third, improve the supervision and assessment mechanism. Compared with the extensive management, the refined management requires higher, more detailed and stricter requirements, and puts forward higher requirements for the working attitude and skill level of each teacher. In the process of implementation, it is inevitable that some teachers will have negative and resistant emotions, which will affect the execution, or even die prematurely. At this time, it is necessary for the school to improve the implementation environment, especially establish an incentive based supervision and assessment mechanism, promote professional title evaluation, wages and benefits, and ensure the implementation ability, so that it can achieve the purpose of management from no impression to impression, from rejection to acceptance, from unfamiliar to familiar, from unaccustomed to accustomed.
（4） Combine other management theories to form a "combination" management model for the construction of teaching staff
Part 3: Model of Team Management Rules
Key words intensive operation; Refinement; service
CLC No. F740 Document Identification Code A Article No. 1673-9671 - (2012) 062-0199-01
With the intensive operation of China Telecom's network operation, the background network operators have gradually decreased and the maintenance team has been further streamlined. Along with this change, the original maintenance mode has gradually revealed its drawbacks, which are specifically reflected in: most daily affairs need to be coordinated and arranged by the monitor, unable to give full play to the initiative of the staff, while the monitor is busy with daily chores, thus neglecting the coordination of the entire maintenance team; Part of the behavior requirements for employees are mostly verbal requirements, and there is no full-time post to supervise the implementation, relying on employees' self-consciousness and self-discipline; Although some work has been arranged, there is no special person to take charge of it, and finally it becomes a mere formality and cannot be implemented. All these drawbacks not only require that the professional quality of the maintenance team personnel needs to be improved, but also require us to optimize from within, refine the professional division of production posts, optimize the work process, and promote the concept of refined service.
1 Provide refined network operation services for government and enterprise customers
The government enterprise customer service support and maintenance team is also adjusting and changing with the promotion of intensive operation of enterprise network operation. This kind of adjustment and change also requires us to improve work efficiency in the case of staff reduction. Therefore, it is necessary to refine the professional division of production posts, optimize the work process and promote refinement.
Modern enterprises define refinement as "five essences and four refinements", that is, essence (culture, technology, wisdom), essence (the essence of management, managers who master the essence of management), quality (quality, brand), proficiency (expert managers and employees), precision (various management, production relations are linked orderly and accurately), as well as segmentation of objects, functions and posts Detailed breakdown of each specific work, detailed management system of each implementation link. "Five refinements and four refinements" is the core content of fine engineering. To refine the professional division of production posts and optimize the workflow is to subdivide objects, functions and posts, each specific work and system. It reflects the connotation of refinement.
The work supported by government enterprise customer service includes fault handling, business opening, business guarantee, customer technical demand response, emergency plan, customer patrol, customer visit, spare parts management, outsourcing service management, etc. If each work is further subdivided, there are many work details, such as fault order receiving, feedback, receipt, spare parts application, warehousing, vehicle use registration, etc.
Break down each work into sub items and quantify them into specific procedures and responsibilities. How can the quantified work items be assigned to specific maintenance personnel. One feasible method is to collect some work items that have common characteristics. The work items collected together have corresponding work responsibilities and work rights. This "collection" of both job responsibilities and work rights is called work role. The role of government enterprise customer service support can be divided into the following categories:
1) Spare parts administrator: responsible for the management of spare parts of the team. Including spare parts application when maintenance personnel go out and equipment recovery registration when they come back; Assist the spare parts manager of the center to store, count and apply for spare parts of the team.
2) Professional support personnel: support field maintenance personnel in data/transmission/exchange/ICT fault handling and business opening. Respond to the technical requirements of customer managers or customers for after-sales data/transmission/exchange/ICT.
3) Main duty personnel: be responsible for the management and control of network monitoring failures and customers' direct fault reporting during the duty period during office hours. Cooperate with the work order control personnel to assist the team leader to be responsible for the work arrangement of the field staff on that day, and give priority to the customer's corresponding engineers. Be responsible for the control and handling of network monitoring failures during non office hours.
4) Work order control personnel: be responsible for the control of work orders, assist the team leader in the work arrangement of field personnel with the chief shift personnel, and give priority to the customer's corresponding engineers. Be responsible for receiving, deploying and receiving work orders.
5) Field staff: carry out field work such as business opening, fault handling, business support, customer demand response, patrol inspection and customer visit according to the arrangement of the team.
6) Internal service personnel: responsible for some internal services, such as the preparation and transmission of customer guarantee letters, and the management of customer data.
7) Temporary project management and control personnel: responsible for the management and control of some large-scale business opening or cutover projects, and assisting the team leader and work order management and control personnel to arrange the work of field staff for the projects maintained. Control work includes project implementation progress management, user communication and coordination, and internal communication and coordination.
8) ICT after-sales maintenance management and control personnel: responsible for the management and control of the daily maintenance work of ICT projects. When receiving the user's fault report or business needs, cooperate with the chief shift personnel to arrange field personnel to implement or contact the manufacturer (a third party) to implement.
9) Daily maintenance control personnel of Ping An City: responsible for the control of daily maintenance work of Ping An City. When receiving the user's fault report or business needs, cooperate with the main shift personnel to arrange field staff to implement or contact the manufacturer (a third party) to implement.
10) Customer corresponding engineer: do a good job of data management and emergency plan for the customer in charge.
11) Vehicle management personnel: responsible for the allocation and use registration of vehicles, and responsible for the daily maintenance and safety inspection of the vehicles in charge.
12) Team leader: coordinate the arrangement of various affairs of the team.
Work roles are divided into key roles, fixed roles and general roles. Key roles include team leader and customer corresponding engineer; Such roles play a key role in the whole maintenance service work, playing the role of overall arrangement and customer management. Fixed roles include spare parts administrator, vehicle administrator and professional support personnel. Such roles involve asset management, professional technical support, and need fixed arrangements. Other roles are general roles, which can be flexibly assigned to personnel as needed.
The formed work roles can be assigned to maintenance personnel as required. Under the condition that the work content does not conflict, one person can play multiple roles. For example, employee A can play both internal service personnel and spare parts management personnel, but cannot play both internal service personnel and field personnel. General roles can also be assigned flexibly, such as primary duty personnel and field personnel. It can be seen that the arrangement of roles is multiple and flexible, rather than "one turnip and one pit". This arrangement can effectively utilize the existing human resources and reasonably allocate the work content on the premise of maintaining the intensive team.
Through refinement, work standards are strictly refined, job roles are created, and post standards and operation standards of "everyone is responsible for everything" are established in the government enterprise customer service support and maintenance team. Elaboration is not only a management concept, but also a management method and management project. Its connotation is the process of scientific refinement and reasonable optimization of the production process and management process based on the standardization and standardization of enterprises, so as to achieve "professionalization of organizational structure, standardization of working methods, institutionalization of management, and professionalization of employees".
After the work has been refined and the work roles have been created, the specific implementation steps need to be clarified through the workflow. Just as the so-called "leaders manage people and processes manage affairs", after the monitor has arranged the role orientation of the maintenance team members, the workflow needs to connect each role to achieve a reasonable arrangement of each step of the work items. The process is to transform various input elements such as information, capital, personnel and technology into expected products, services or certain decision results through the orderly arrangement and combination of multiple personnel and activities. Specifically, in the government enterprise customer service support work, it means that through the orderly arrangement and combination of multiple work roles and steps, it will eventually be transformed into the expected services or results.
2 Conclusion
Through the refinement of the professional division of labor of production posts, the work roles are formed, and then the work items are completed through the rational work process in series with each work role's division of labor and cooperation, so as to promote the refinement of government enterprise customer service support. Under the situation of intensive network operation, the team has been optimized, the work efficiency has been improved, and the service quality has been improved. The division of labor is refined and refined, which is an inevitable choice for enterprises to adapt to the fierce competitive environment, and also an inevitable choice for enterprises to seek an evergreen foundation. It is the natural result of improving the service level of the maintenance team. The refinement of government enterprise customer service support has become an inevitable move for government enterprise customer service to support future development.
reference
[1] Chen Yuli. Practical Significance of Implementing Refined Management [J]. Management Observation, 2009, 6
[2] Gao Mingxin. Reflections on the introduction of refined ideas into the ideological and political work of employees [J]. Financial Economy, 2008, 11
Part 4: Model of Team Management Rules
1、 Form the core and unify the spirit
A strong leadership core is the guarantee for the success of the cause, and a lofty and recognized value is also the soul of a team. The training center is a master and teacher in this field, so the training center has focused on the following aspects:
Clear leadership core and strengthen leadership responsibility. After the training report, the main members of the class committee and the branch committee were quickly formed, and according to the report performance of everyone, the character of the job, and other members of the class committee and the branch committee were quickly formed, and the main responsibilities of the class committee and the party branch committee were clearly defined, and all the members were publicized and organized to learn, so that the core of the team could be formed.
Unify the team spirit and form the value concept. On the first day of the class, the class name, class song, class training and other values were jointly discussed in the form of a class meeting, and the team management requirements, teaching objectives and other contents were thoroughly studied and interpreted to unify the team spirit and share the values. First, the team foundation was laid ideologically.
Jointly build the team vision and clarify the team positioning. The team's development vision and individual's development vision are formed by taking advantage of the opening speech and the opening ceremony and other opportunities, with the help of the background interpretation of the speeches of the main leaders of the Organization Department and the Training Center. Enhance the awareness of learning and strengthen everyone's sense of responsibility, mission, collective belonging and honor.
Through the above measures, the team consciousness has been shaped in spirit and behavior, the team ownership has been strengthened, and the organizational foundation for the next stage of detailed management has been laid.
2、 System management, introducing competition
System and process are the standards and basis for our management, but how do the implementation of system and process play a role in team building? The teachers in the training center mainly demonstrated to us in the following aspects.
Quantify the management system and strengthen the introduction of publicity. The formulation of the system must be able to implement accurately and eliminate the ambiguous areas. The Training Assessment Rules, Group Quantitative Assessment Rules and Discipline and Attendance Management formulated by the training center have all been quantified. The deduction and addition of points shall be specified in clear quantity, which is easy to operate to ensure fairness.
Refine organizational units and strengthen internal competition. According to the needs of teaching and management, the management units of large groups and groups are divided respectively, which further strengthens the sense of belonging of the team and the emotional responsibility and pressure among team members. According to the activity content and teaching needs, the PK among teams is introduced to strengthen the competition and evaluation among small units, so that the teaching activity becomes a learning competition among small teams, which not only strengthens team cooperation, but also improves the teaching effect.
Timely optimize the system to avoid management loopholes. On the basis of timely solutions to new situations and problems encountered in the process of teaching management, timely institutionalize their solutions and procedures, and ensure the consistency and fairness of management through the optimization of systems and procedures, so that the authority of the system can be maintained and the intention of managers can be realized.
3、 Fair assessment and spiritual encouragement
Clarifying differences, rewarding and punishing are the basis for the implementation of incentives, and effective incentives for team members are the core content of team management.
Strictly implement the system and enrich the assessment means. No matter who the team members are, no matter how serious the circumstances are, they must accept the management of the system. No matter whether the unit or the Organization Department approves the leave, they will be deducted points according to the regulations, eliminating the students' fluke mentality, and eliminating disputes with the help of video recorders and other equipment. The students' awareness of conscious management was significantly enhanced, and the system management was deeply rooted in the hearts of the people.
The results shall be announced in time to strengthen the spiritual incentive. There is no material means of reward and punishment, but only the spiritual stimulation of extra points and the red flag logo of excellent teams. Everyone's sense of honor and sense of competition have been unprecedentedly stimulated. All the tasks that may add points to the group, such as micro sharing, speaking and writing, have been scrambled to complete, and the struggle for burdens has become the pride of everyone. Every Monday, the evaluation, announcement and incentive become timely and effective, and the passion is constantly mobilized, and the enthusiasm was once high.
Strengthen team orientation and enhance emotional pressure. Make use of members' consideration of others' psychology to combine individual assessment with small team assessment. The success or failure of an individual will affect the success or failure of other members of the team and the performance of the team, making the emotional pressure among students the driving force to promote management upgrading. The emotional cost of discipline violation increases, and the team cost increases, so the management is naturally strengthened, and the team management can be implemented. Emotions among members have been strengthened, and cooperation has become a natural choice for everyone.
4、 Strengthen communication and create atmosphere
Smooth communication is an important task of team building. It is particularly important to build a smooth communication, create communication opportunities and create a communication atmosphere.
First, build a flat. Providing communication opportunities, expanding training, self introduction, case warm-up project discussion In the process of successfully completing project tasks, members have improved understanding, deepened feelings, learned experience, found gaps, so that members have improved feelings while optimizing division of labor, enhancing cooperation, and improving team performance and team ownership, Individual EQ and IQ have been developed, and team strength has been strengthened.
Second, scientific design and strengthened communication effect. The design of communication form is scientific and rich. There are self introduction, two-way interaction, forum interaction, and personal communication to promote everyone to quickly understand, get familiar with, confide in, and have a strong team atmosphere and sincere and warm feelings! The cooperation among members is becoming more and more obvious. The team building has been initially completed, and the team's combat effectiveness has been formed.
The third is to create rivals. Consolidate the construction achievements, and organize sports competition with other teams, trainers and other external competitors during the training. During the competition, the team passion is ignited again, the team's joint efforts are also displayed in spirit, and the team's cooperation is also close.
It can be said that the success of the training center in the team building of the middle school youth class is an effective way to ensure the realization of business and performance, which reflects the profound management thought and management design, and is the highest level of management. I think there are several reasons for in-depth analysis of the management thought of the above model.
- The team can combine the complementary skills and experience of team members, which exceed the skills and experience of any individual in the team, so that the team can cope with various challenges in a wider range. Second, compared with individuals, teams can obtain more and more effective information. Therefore, teams can take measures, make decisions and respond to changes more quickly, accurately and effectively than individuals. Third, the team approach provides a new way to improve management and achieve performance. By jointly overcoming difficulties and solving problems, members of the team have built confidence in each other's abilities, and have also strengthened their desire to jointly pursue team goals above individuals.
Part 5: Model of Team Management Rules
1、 Implement quantitative management - make management more scientific
Quantitative management is a management method that quantifies the content of requirements and behavior norms into a certain score, and then carries out assessment and scoring. It is highly scientific, systematic and practical. I introduced quantitative management into class management, and formulated highly operational quantitative rules. Through rigorous operation, I tried to evaluate each student objectively to make management more scientific.
1. Formulate detailed rules. According to the specific situation of the class, after democratic discussion among all students, we formulated quantitative rules as the "big law" of class management, and implemented the "law" to manage people. The quantitative rules mainly restrict and evaluate the students' behavior from learning, classroom speech, attendance, discipline, health, activities, good people and other aspects.
2. Rigorous operation. The basic score of each student in each semester is 100 points. Every day, the shift leader on duty truthfully records the students' performance (learning, classroom speech, attendance, discipline, health, activities, good deeds, etc.) in the class log. The weekly class committee and the assessment team will count the students' quantitative scores every week, and make an incentive evaluation in the weekly class meeting class, Praise the students who perform well, remind the students who deduct more points, and call the names of the students who perform poorly; At the end of the semester, the monitor is responsible for the statistics of each student's quantitative total score for a semester. The student's quantitative total score is an important basis for the evaluation of excellence.
3. Precautions. In the process of quantitative management, attention should be paid to strengthening the training of class cadres, stimulating the enthusiasm of class cadres to participate in management, improving working methods and enhancing their sense of responsibility; The operation process of quantitative management should be open, fair and just, and adhere to the unity of principle and flexibility; Once the quantitative management is implemented, we should not be afraid of complications, earnestly implement it, stick to it to the end, and persevere; The quantitative rules should be constantly improved and supplemented according to the actual situation of the class; In the process of quantitative management, teachers must adhere to "humanistic care", respect, care and trust students.
2、 Introduce "5S" management - make the environment cleaner
"5S" management, originated in Japan, refers to the effective management of production factors such as personnel, machines, materials and methods in the production site, which is a unique management method of Japanese enterprises. "5S" is the Japanese word SEIRI, SEITON, SEISO, SEIKETSU and SHITSUKE. Because the five words are pronounced "S" before them, they are collectively called "5S". Carry out activities that focus on sorting, rectification, cleaning, cleaning and literacy, called "5S" activities.
I introduced the "5S" management into the class health work, combined with quantitative management, formulated the "5S" assessment requirements for the class, and established the "5S" assessment team. Under the guidance of the head teacher, the assessment team is responsible for supervising and inspecting students' daily compliance with the "5S" code of conduct, including personal quality, classroom (including laboratory) and dormitory 5S Classroom 5S, integrity and other plus and minus points are specifically implemented by the monitor on duty and the health committee members, and students' daily performance is truthfully recorded. The students on duty and each student are required to keep the classroom, sanitary area and dormitory in order, free of garbage, dust and tidiness through sorting, rectification and cleaning. Everyone should conscientiously abide by the rules and improve their execution. By strengthening the "5S" management, not only the learning and living environment can be improved, but also the learning efficiency and personal comprehensive quality can be improved.
3、 Achieve the goal of "finishing every day" - make learning more efficient
The basic content of Haier's "OEC" management method is that "every day, every day, every day, every work should be cleaned up and improved". I put forward the following requirements to the whole class: determine the learning objectives of the day every morning, complete the learning tasks of this class efficiently in each class, and summarize and reflect on the learning situation of the day five minutes before going to bed every night. Arrange group leaders, class representatives and study committee members to check and supervise students' learning and enforce implementation. I teach students: learning is a long-term, cumulative process, and we should not be anxious. If the learning effect is increased by 1% every day after the completion of daily work and daily clearing, it will be improved geometrically if we stick to it for a long time. After a semester of perseverance, the learning efficiency of students in this class has been improved, and their academic performance has been greatly improved.
4、 Cultivate team spirit - make the class more harmonious
1. Infiltrate ideological education and awaken team awareness. In class management, ideological education with team spirit as the theme should be carried out for students through class meetings, morning meetings, blackboard newspapers, speech contests, story meetings, debate contests and other forms, so that students can understand the truth that "a drop of water will never dry up until it is put into the sea"; Through learning the "wolf culture" and the "group fight" phenomenon of wolves, let students feel the importance of coordinated combat; Through group psychological counseling with team spirit as the theme, we can awaken students' awareness of the overall situation and team spirit, cultivate students' mind to understand others, tolerate different cultures and customs, and have the ability to play their own advantages in coordination and cooperation with others.
Part 6: Model of Team Management Rules
As for the specific differences between groups and teams, Williams used four dimensions to distinguish: expectation, communication, process and intimacy. In the dimension of expectations, Williams believes that team members have higher expectations than group members in terms of participation, contribution, cooperation and support. In terms of communication dimension, Williams believes that team members have higher requirements for the communication framework than group members, and team members also need faster communication effects. In the process dimension, Williams believes that team members are more interdependent, but their management requirements are lower than those of members in the group. On the dimension of intimacy, Williams believes that compared with members in a group, team members have a higher degree of intimacy, although a higher degree of intimacy may not guarantee higher efficiency and better results.
Williams proposed these four dimensions mainly based on his rich personal experience and management and insight capabilities. It can be said that these four dimensions comprehensively summarize the differences between groups and teams. However, Williams did not give a clear definition or description of the specific indicators in each dimension (if possible to be subdivided). Moreover, these dimensions themselves are relatively shallow and concentrated generalization, and they are not fully developed, so the differences between teams and groups in a deeper level cannot be explored. For example, in the dimension of expectations, although Williams mentioned some specific differences such as participation, contribution, cooperation and support, he did not mention the reasons for these different expectations, such as the identity of members. For organizations that want to build teams, more detailed and clear descriptions about the difference between teams and general groups are more realistic.
The author refers to the discussions of several domestic scholars such as Shi Jintao on the differences between groups and teams, synthesizes the different and more detailed differences they mentioned, and finally summarizes the differences between these groups and teams to nine levels. It mainly displays in many aspects, such as target orientation, identity, skill combination, leadership, member relationship, communication mode, work attitude, collaboration ability, work results, etc.
1. Individual and collective goals. Either a group or a team can be defined as a collective, and their constituent units are the individuals that make up the collective. As an individual in a collective, individual goals are often inconsistent with collective goals. Of course, it will inevitably happen to groups and team members. The difference is that when this happens, group members will place individual goals above collective goals, while team members will place individual goals below collective goals.
2. The identity level of members. According to Williams' analysis, team and group members have different expectations in terms of participation, contribution, cooperation and support. One of the main reasons for these different expectations is the identification of individual members with their own identity. The biggest difference in this respect is the difference in the subjective will of individuals relative to the collective: individual members of the team have a strong sense of organizational belonging and mission, while members of the general group only position themselves as an ordinary member.
3. The skill combination level of members. For general groups, the factors considered in the initial formation are different from those considered in the formation of a team. Generally, the skill combination of members in the general group is randomly generated, and is often in a relatively static state in the subsequent work; For an efficient team, the complementarities among members have been fully utilized when it was formed, and in the subsequent running in and operation process, the skill combination of members is diversified and complementary.
4. Leadership and role. This level mainly discusses the leadership and the role of leaders in the collective. Generally, in order to better achieve the management and operation objectives of the organization, the leadership power of the general group is more concentrated on a small number of individual members, and their leadership role is particularly prominent because of its importance; But for teams, this situation is in the opposite direction: the more efficient the team is, the more the leadership power in the organization is decentralized, and the role of leadership power is gradually reduced and weakened.
5. The relationship between members. This level can include specific communication methods, trust among members, and the number of opinions expressed. In general groups, the communication among members is often informal and insufficient. There is insufficient understanding and trust between them, and communication channels are few and impeded; However, the communication among team members is diverse and sufficient, and the more efficient the team is, the higher the degree of mutual trust among its members will be, and therefore more encouraging to express different opinions and suggestions.
6. The initiative level of members' work. This level and the identification of membership mentioned above have a lot to do with mutual expectations. As individuals in the general group, members are often more passive to accept the tasks assigned by leaders, and will not have more ideas in innovation, or are unwilling to implement even if they have; For individuals in the team, their work attitude is proactive, and in the process of their work, members are willing to make different attempts to improve work efficiency and promote a more effective way of operation.
7. The collective way of action. This level mainly refers to the state of unity or coordination activities in the collective. In general groups, collective action is usually a simple combination of all individual behaviors arranged by leaders, and there is little or no cooperation in the behaviors; However, the collective action of a team is a collective collaboration with strict division of labor and cooperation. The individual action of each member is an important organic component of a complete collective, and the exertion of collective strength highly depends on the mutual support and cooperation of individuals.
8. The decision level of individual to collective. There is a strong reverse correlation between the power and role of leaders mentioned above and the role and specific role of individuals in collective decision-making. In general groups, individual members often have little opportunity to participate in decisions about the whole collective, so the role played by each individual is not very important; However, for team members, each member can participate in any decisions that affect the team and play an important role in various decisions.
Part 7: Model Text of Team Management Rules
Key words Construction site Construction management Cost control
The fundamental purpose of project management is to ensure quality, save costs and appropriately shorten the construction period during the construction process on the premise that the project is delivered within the period agreed in the contract. At the same time, enhance the comprehensive competitiveness of construction enterprises in the market, and promote the survival and development of enterprises in the future environment.
1 Basic analysis
The construction process, in essence, is a constructive behavior of a temporarily formed team, with the desire of a certain central force (individual or collective) as the basic guidance. Although each team forms a completely different team philosophy (corporate culture) due to social division of labor and operation form, in the analysis of business management, various teams can be scientifically divided into four team cultures according to their efficiency feedback speed and operational risk.
When we carefully analyze the nature of the construction team, we can find that the construction team generally focuses on a key purpose, takes large-scale cooperation and responsibility delegation as the basic method, and pays more attention to the impact of its decisions on the current or recent situation. At the same time, construction is also characterized by relatively high risk, rapid results and quick profit feedback. Therefore, we can characterize the management culture of the construction team as a tough guy culture, such as catering industry, sports teams, etc. By combining the relevant business management methods and the self attributes of engineering construction, we can summarize the "plane, point and plane" management methods and modes of integrated vertical management and parallel management methodology.
2 "Face": macro management
2.1 Formulate scientific and macroscopic on-site construction guidance scheme. Conduct comprehensive analysis on the human, material, financial resources and construction environment of the construction, comprehensively draw up the construction schedule, and use this as the basic schedule to guide the future construction progress. At the same time, through careful study of the project, scientific guidance measures are proposed for the technical and management problems that may occur in each stage of the future, in combination with the actual construction, so as to effectively and efficiently ensure the quality and progress of the project, and strive for the coordination and unity of people, machines, materials, methods and environment.
2.2 Formulate a reasonable construction site layout plan. Reasonable and scientific construction site layout can not only improve the overall construction progress and efficiency of the construction team, but also play a role in cost saving and team spirit improvement in the miscellaneous but not messy construction process. Therefore, it is very important to draw and place the plane space layout scientifically, and mark the temporary facilities for tower construction, installation of mechanical equipment, stacking of materials and components, and laying of water and electricity lines. At the same time, through the design of signboards and indicators, the construction site: the layout of temporary facilities is reasonable, the materials are stacked neatly, the scope of mechanical operation is clear, the access of vehicles is convenient, the process is closely linked, and the site is clean and tidy. In this way, although the construction is tense, the whole construction site will be orderly and busy without disorder.
3 "Points": adhere to and reform the project manager system
3.1 Management by objectives, namely project manager responsibility system, is the most basic management technology and method. In the implementation process, the construction management responsibilities are broken down and implemented one by one, from team to individual. Combine responsibility, power and benefit, and conduct regular inspection and evaluation on the project department (manager). However, in actual work, the implementation of the project manager system is not complete, and the quality of each project manager is uneven. Some project managers do not have qualified management ability, and lack relevant theoretical and practical understanding. The unreasonable delegation of relevant rights and responsibilities is a major source of huge time and cost losses for enterprises. We believe that in each construction team, there will be a roughly stable cost waste rate in the cost waste caused by insufficient management level, such as lax and incomplete financial control. The waste rate is directly proportional to the size of team management defects and original costs. The more expensive the project is, the more amazing the cost and time will be wasted.
3.2 In order to better improve the project manager responsibility system and apply more wasted costs to effective project construction, we believe that:
3.2.1 Training improves the personal quality of the project manager, integrates the performance evaluation of relevant personal history, and strictly controls the selection of the project manager in terms of technology and management.
3.2.2 Promote and instill the concept of cost saving and efficiency in the project department. If the project manager manages the project with a strict sense of economic concept, the cost waste will be effectively controlled.
3.2.3 Regularly conduct dynamic assessment on the use of materials in each project department and link it with responsibility, carefully analyze whether the cost consumption of each department is saved and wasted, and link it with the reward and punishment system.
3.3 The overall project manager system is generally redundant. The project manager system is too complicated and too detailed, which also provides space for cost waste. Therefore, the structure of the project department manager should be adjusted so that one person can hold more than one post if appropriate, so as to streamline the personnel and concentrate the energy. This is more conducive to improving the construction efficiency and saving materials than some complex and decentralized responsibility delegation systems.
4 "Surface": reasonable construction resource allocation and cost control
4.1 The fundamental purpose of reasonable construction resource allocation is to seek the most perfect allocation and combination of manpower, materials and machinery, so that the construction process can be carried out in the most smooth operation mode and achieve overall balance. These are the key ways for construction enterprises to obtain the maximum economic efficiency. However, according to the particularity of construction, each construction site in the construction site needs different resource allocation due to different construction difficulties and speeds, as well as different weather, environmental and actual material mobilization conditions. Therefore, in order to avoid unnecessary resource allocation disputes caused by non-human factors and temporary factors, slow down the project progress and even stagnate the construction of individual areas, our resource allocation should be properly balanced. At the same time, in the preparation of the initial construction organization guidance scheme, the overall construction progress should be planned and predictable to a certain extent. At the same time, in the construction process, the mobilization plan of manpower, materials and machinery should be prepared according to the progress plan; Determine the material reserve according to the material supply and use; According to the main machinery, the configuration of auxiliary machinery corresponding to its capacity shall be carried out. In this way, through the overall balanced configuration and dynamic situation monitoring, the tasks at the construction stage can be completed with the highest efficiency, and the enterprise can obtain the maximum benefit and opportunities.
4.2 Dynamic cost control, that is, cost management activities under the condition that the overall environment is relatively stable and the project quality is guaranteed, is to put the work, materials and machinery into the construction process, collect the actual value of the cost, compare it with the target value, check the deviation and find the reason. Cost control is a relatively thorny problem. It is difficult to detect many cost wastes during the huge construction process. However, details determine success or failure. Therefore, we must adhere to the summary and statistical evaluation of construction consumables at each construction stage, strictly control every possible problem, and seek the optimal saving scheme under the current situation. At the same time, in the construction process, we should establish the concept of cost control in each team and staff, mobilize enthusiasm, and fundamentally eliminate excessive spending and cost waste.
Part 8: Model Text of Team Management Rules
[Key words] Fine management of school education
[CLC No.] G47 [Document Identification Code] A [Article No.] 1006-5962 (2013) 02 (b) - 0213-01
Revitalize the country through science and education, and take the lead in education. Education is a sacred cause. The reason why it is sacred is that school education bears the great trust of the Party and the country, and the expectations of the people, and cultivates construction talents for socialist modernization. As the administrator of the school, the task of the author is glorious and arduous. In years of work practice, we have realized that school management is a process of coordinating people's activities to achieve common goals. School management is the basic guarantee to maintain the normal order of the school, the premise and foundation to form a good school spirit, teaching style and learning style, and the obvious symbol of standardized school running. The quality of school management is related to the development of the external image and connotation of the school. In order to provide education to the satisfaction of the people, school management must be implemented. With the progress and development of society, education is facing new challenges, and school management should also change and innovate with the progress of the times. The author believes that the school should take "refined management" as the carrier, focus on building four responsibility teams, comprehensively practice the refined management of teaching, refine the logistics management "process" and other measures, and the management means should be flexible and diverse, refined and subtle, fully mobilize the enthusiasm, autonomy and creativity of teachers and students, so as to improve the quality of education.
1. Build four responsibility teams and practice the fine management of the team
The four responsibility teams are the administrative cadre team, the head teacher team, the labor union team, and the team leader for lesson preparation. The division of responsibilities of the administrative cadre team is clear, and the rewards and punishment assessment is specific. The assessment is conducted every Monday, the assessment is made public once a month, and the competition is held once a period. The team of head teachers is subject to the double selection of teams and groups. The head teachers have the right to choose the subject teachers, and the subject teachers also have the right to choose the head teachers. For the whole school, "55 class rules" have been formulated in a unified way. Classes have regular duty schedules. The daily deduction points are checked from the three perspectives of "precision", "detail" and "reality", which serve as the basis for the weekly selection of "eight good stars" (saying good words, walking good roads, sweeping the ground, writing good characters, reading good books, taking good classes, taking good exams, and doing good exercises). It enriches the connotation of the system with stories, changes the attitude of behavior with angles, and enhances the consciousness of action with vision. For the trade union team, it is mainly responsible for the moral education of teachers and students. The moral education standard of the High School Affiliated to Yangzhou Normal University is very simple, that is, "eight good" education. Because the entrance of moral education is norms, the key of moral education is details, the ultimate of moral education is habits, and the difficulty of moral education is persistence. They used the main position of moral education -- class, main channel -- class, leader -- teachers to practice the "eight good" education of moral education and achieve the ultimate goal of moral education.
2 Refine problem discovery and fine management of practical teaching
All teachers and students in the school are required to first learn to communicate, learn to communicate with themselves, communicate with others, learn to listen, learn to share, and learn to express. Belief problems stem from "misunderstanding". Students are required to dare to communicate, be good at communication and be willing to communicate. For example, during the holidays, students are required to learn how to sit down and toast, so that students can practice and communicate with society. They integrate the classroom into activities, move from activities to classroom, and divide the classroom into happiness class, leadership class, learning method class, motivation class, and communication class. Happiness class focuses on students' psychological education, leadership class focuses on WBA education, learning methods class focuses on students' learning methods education, motivation class focuses on students' career education, and communication class focuses on students' emotional intelligence education. Find problems in communication and solve them in communication, so as to practice the harmony of teaching management.
3 Refine logistics "process" and practice logistics fine management
Part 9: Model Text of Team Management Rules
[Keyword] HR management; Performance appraisal; the basic level
Performance appraisal management is a key link of grass-roots management. It is an important means to improve employees' performance and working methods, and can effectively improve work efficiency and business efficiency. Performance appraisal is an important work in human resource management and an important means to improve management level. Therefore, it is particularly important to strengthen performance appraisal.
1、 Expand the coverage of assessment and establish the standard system of overall performance assessment
Performance appraisal should cover all employees, but in actual work, it does not cover all employees. This phenomenon has led to the resistance of some grass-roots employees to performance appraisal. They believe that appraisal exists as a means of controlling employees. Under this misconception, employees try their best to avoid assessment and do not regard all assessment objectives as the goal of improving personal performance. This will bring undue management contradictions to the unit, which will eventually affect the morale and development of the unit's employees.
Performance appraisal should cover all employees, not only managers' appraisal of employees, but also superior appraisal of subordinates. The assessment should be two-way, with different requirements and priorities.
The personnel involved in the assessment should be representatives of all kinds of personnel in the grass-roots team, including cadres of the grass-roots team, team leaders, and staff representatives. Only in this way can the assessment team have democratic credibility and the assessment results be relatively objective. Grass roots teams assess teams and groups assess individuals, which is the mode adopted by most grass roots teams. This mode can not only decompose the assessment task layer by layer, but also specify the direction of efforts to improve performance for individuals, teams and grass-roots teams by clarifying different assessment priorities, so as to unify the steps and form a resultant force.
2、 Clarify assessment procedures to ensure fairness and justice of performance assessment
In practical work, the grass-roots performance appraisal system is often broken by the randomness of managers. On the one hand, there is the problem of the assessment standard itself, on the other hand, it is also related to the degree of attention that managers attach to performance assessment and their own ability. Due to the randomness of the managers, the authority of the detailed assessment rules and the authority of the team are reduced. Non observance of rules is a common problem in grass-roots assessment. Some assessment behaviors have become the "one word" of leaders at the grass-roots level, which affects the lasting and effective operation of assessment work. From the perspective of fairness theory, employees like to compare their input and income, and also like to compare their input and income with other employees around. Whether the former or the latter, as long as there is imbalance in the comparison process, there will be a sense of unfairness, which directly affects the exertion of work enthusiasm.
Therefore, it must be emphasized to reduce the random behavior in the grass-roots performance appraisal. Performance appraisal is an effective management means, but not the only one. In order to better play the positive role of performance appraisal, we must adhere to the principle of "there are rules to follow and there must be rules to follow", and always pay attention to maintaining the authority of performance appraisal.
3、 Promote practical application and improve the operability of performance appraisal rules
There are many shortcomings in the detailed assessment rules of grass-roots teams, such as emptiness, carelessness and lack of operability. The main performance is that, first, the operability is poor, some content is divorced from the objective reality, empty talk and platitudes are repeated, and the assessment rules are more like a propaganda material than an implementation standard; The second is that too much of the likes and dislikes of the assessment organizers are involved, and some of the contents are not fair. The detailed rules should be formulated around the needs of production. Each item should have a relatively close correlation with the team's performance. Adding too many subjective factors will reduce the scientificity of the detailed rules. Third, the content is not specific, the expression is not concise, and the arrangement of indicators is disorderly and the focus is unclear. The detailed rules and indicators should be clear and detailed, avoid ambiguous language, and strive to improve the authenticity and effectiveness of indicators. Fourth, the assessment is flexible. When assigning the scores (weights) of various indicators, the detailed rules are not considered as a whole, which makes the assessment rules lose focus, which often leads to lax or unfair implementation. Clear indicators can help employees grasp the focus of work, clarify the direction of efforts, and know how to improve personal performance, so that assessment can reflect the incentive effect.
Therefore, it is very necessary to sort out and standardize the detailed performance appraisal rules at the grass-roots level, and remove those miscellaneous contents that are not closely related to team performance. From the practical point of view, improve the operability of the assessment rules.
4、 Pay attention to the feedback of assessment results and constantly enhance the transparency of assessment
The performance appraisal should be transparent to some extent, and should not be operated in a dark box, or create a sense of mystery or tension. The assessment results should be met with the interviewees in different ways, so that they can be convinced and accepted sincerely. In the grass-roots performance appraisal work, the examinee can not timely and accurately understand the appraisal results, which is easy to cause one-sided understanding of the appraisal results.
A complete appraisal process should include employee feedback on appraisal results. Therefore, it is necessary to provide channels to allow employees to defend and explain. The assessment results that are really wrong should be corrected in time. It is not the purpose to carry out performance appraisal. It is an effective management method to transform and transform employees' behavior from negative to positive through appraisal.
5、 Pay attention to strengthening the whole process management and constantly improve the scientificity of performance appraisal
For any enterprise, widening the income gap between posts and individuals is only a means rather than an end. We should pay attention to "how the gap is opened"; We should not pay too much attention to "how many gaps have been opened". Assessment is a kind of control over the management process. Its core management goal is to improve the level and performance of enterprise management by evaluating the performance of employees, teams and organizations, and by feedback on results and analyzing performance gaps. In the actual assessment, the grass roots often pay more attention to the assessment results and ignore the assessment process. The assessment should be extended to a daily management behavior and permeated into daily work.
Because of the fear of difficulties in performance appraisal, it is easy to lead to egalitarianism. Equalitarianism offsets the power of assessment, which is easy to cause "inaction" in management. Therefore, the overall authority of the assessment team should be reflected in the grass-roots assessment, based on the assessment rules, "speak with the system, manage people with the system", implement the assessment rules fairly, and maintain the assessment rules seriously. Only by establishing a healthy atmosphere can a good atmosphere be formed.
While strengthening the incentive of income distribution, pay attention to the role of spiritual incentive. In work, quantify the behavior of employees at the spiritual level, incorporate it into the monthly assessment and cash in, strengthen the positive guidance for employees, and encourage positive energy. The basis of spiritual motivation mainly includes four aspects: political literacy, team awareness, innovation and efficiency, and harmony and stability. Specific measures include the establishment of employee scoreboards, selection of star rated employees, establishment of mobile red flags for teams and groups, and selection of students to study abroad.
