High-definition pictures of corporate culture wall Picture material of corporate culture wall Construction plan for corporate culture wall
First, the fundamental purpose of the construction of corporate culture
Through the construction of corporate culture, to unify corporate thinking, standardize the behavior of the staff, to create corporate vitality, to stimulate enthusiasm for work, and to boost the confidence of the staff. Internally, to enhance the cohesion of the team and the efficiency of the staff, externally, to enhance the reputation of the enterprise and the attraction of outstanding talent. Further enhance the core competitiveness of the enterprise, and promote sustainable and healthy growth of corporate performance.
Second, the guiding ideology of corporate culture construction
Our company with the ? The second venture? The depth of the promotion of enterprise management has been realized by the? People manage people? to? The system manages people? and began to gradually enter the? Cultural management? The stage.
? People? As our company's first capital, so, in the process of building corporate culture we must adhere to the ? People-oriented? management ideas, emphasize the value of people, and gradually cultivate and cohesion of a group of professional managers who can create value for the enterprise, to create a group of people who can become the corporate culture? spreader, inspirer, practitioner? The middle and senior managers, to train the staff to become followers of the corporate culture.
Efforts to create conditions and environment for the growth of talent, and fully promote the realization of self-worth of employees. At the same time in the realization of employee self-worth, can continue to create value for the enterprise, for the customer, to achieve personal value and enterprise value of *** with the realization.
Third, the basic principles of corporate culture construction
1, adhere to the principle of seeking truth from facts and obeying the strategy
The construction of corporate culture must be based on the actual situation of the company, everything from the practical, pragmatic, not shouting slogans, not formalism.
The construction of corporate culture must be closely around the overall strategic planning. If detached from the overall strategic planning to engage in corporate culture, so the culture will become? Rootless wood, water without source?
These are the most important things that we can do to help our customers to achieve their goals.
Therefore, our corporate culture construction must rely on the strategic deployment and specific work of the enterprise, from the strategic objectives of the enterprise, development policy, management mode, personnel status and other practical situations.
2, adhere to the people-oriented, open integration principle
? Love your employees, he will love your business a hundred times? In the process of corporate culture construction, we should always build an excellent elite team, building a high-quality, comprehensive ability, the implementation of efficient workforce as our central task.
Insist on ? All customer-centered, focus on innovation, focus on employees? Teamwork, innovation and pragmatic? The internal environment of the enterprise.
3, adhere to the principle of gradual and continuous innovation
The construction of corporate culture is through continuous publicity, guidance, penetration of corporate philosophy, standardize employee behavior, so, in this process, we must be from the company's long-term development of the strategic height of the overall planning, planning for the construction of the corporate culture of the work, according to the step by step, stage by stage, focus on the advancement of quality. The company's business is to be a good one, and to be a good one.
The tools, methods, and approaches of corporate culture promotion should be practical, innovative, and up-to-date, with our company's characteristics, and to meet the specific needs of employees at all levels, in all departments, and in all positions.
Make full use of modern media functions to achieve integration, specialization, personalization of corporate culture promotion.
4, adhere to the principle of guiding the adaptation, unity and coordination
The construction of corporate culture can not be achieved overnight, it is a continuous process of adjustment, improvement, penetration, in the process of the implementation of corporate culture, we have to import the ?PDCA management cycle? tools, for each specific plan, program to constantly review, improve, to ensure the effectiveness of the cultural implementation, adaptability.
The construction of corporate culture should be linked to the business of each functional department of the enterprise, the correct handling of the relationship between cultural construction and departmental work, and the coordination of the relationship between the company's strategy and departmental objectives.
Fourth, the overall program of corporate culture construction
The construction of corporate culture is from the spiritual, institutional, behavioral, and material cultural levels, combined with the company's strategic development planning and goals, through the standardization, enhancement, and promotion of cultural construction, in the company's vision, mission, values, and the penetration of various concepts, to achieve the long-term, healthy development of enterprises.
1, spiritual culture
According to our company's existing corporate culture concepts, systems of mining, refining and sorting, the formation of our company's vision, mission, core values, entrepreneurial spirit, management philosophy, management philosophy, the concept of talent, the concept of quality, the concept of innovation, the concept of learning, the concept of the market, the concept of teamwork, and other concepts of the series of identification system (MI system).
These related concepts are vigorously promoted, so that it becomes the company's staff *** with the compliance of corporate values and corporate core concepts, shaping the soul of the enterprise.
Through publicity and education, so that all employees are familiar with, recognized, and internalized into the behavior. And require management-level employees (staff) on the concept of the degree of mastery in more than 98%, production-level employees (workers) on the concept of the degree of mastery in more than 95%.
2, institutional culture
Establishment and improvement of enterprise management system and scientific and effective performance appraisal system. Not in line with the core concepts of corporate culture and the objective requirements of the development of the system for the revision of the impractical to be abolished in a timely manner, so that each of the company's systems can be implemented to each position, each link, each person, rather than ? hanging on the wall of the system? Increase the construction of the system culture, so as to effectively regulate the management behavior of enterprises in the ? People-oriented? Under the guidance of the principle of "people-oriented", the formation of the law, according to the rules of the enterprise, to improve the overall management level of the enterprise.
3, behavioral culture level
Through the establishment of the pre-MI system, the concept of the introduction of the staff's behavior, standardize staff behavior, so that the corporate culture is really put into practice. The standardization of employee behavior, in addition to the system to ensure that there is a set of quantifiable staff behavior assessment standards.
According to the actual development of the company, combined with the characteristics of the industry, the existing "Code of Conduct for Employees" to improve and extend. For the development of this work, we have to refer to the company's BI system to improve the corporate behavior declaration, behavioral conventions, code of conduct, behavioral norms.
Specifically, behavioral culture as a support system for the construction of corporate culture, we need to develop from six aspects
① Safety culture. The establishment of a scientific system, flexible mechanism, strict assessment, efficient operation, behavioral norms and safety culture system with company characteristics. Through the gradual inculcation, penetration? People-oriented, regulations first? safety concepts, the formation of? Prevention-oriented, prevention and treatment combined? safety concept culture;? Comply with the rules and regulations, standardize the operation? safety behavior culture;? Scientific and rigorous, with practical? safety system culture;? Complete facilities, standardized? The culture of safety and security, and through safe production management and safety education and training, to achieve the purpose of safe production.
② implementation culture. Without implementation, all regulations and instructions are false. We should be in the construction of corporate culture, and constantly enhance the awareness of the overall situation of all employees, sense of responsibility, teamwork, and awareness of the implementation, through the construction of the implementation culture, so that the job responsibilities are clear, the workflow is clear, the target setting is accurate, and realize the implementation of a strong and efficient action of the corporate style.
③ Group (team) culture. Team as the basic unit of enterprise management, we want to enhance the implementation of the enterprise's ability to ensure safe production, it is necessary to consolidate this foundation, the construction of the team culture is through the team culture education and management system, to improve the quality and skills of team members, improve their teamwork and collaboration, enhance their concept of discipline.
④ Service culture. Employees serve the enterprise, the enterprise serves the employees? Through the construction of corporate culture, everyone must establish a sense of service, a spirit of dedication, through the establishment and improvement of the service system and the protection system, enhance the awareness of full service, so that everyone is a living Lei Feng, but also so that Lei Feng does not suffer, the enterprise overflows with the atmosphere of the service, to establish a good image of the enterprise
⑤ Culture of Integrity. The establishment of long-term mechanism of preventive education, anti-corruption system, the supervision mechanism of power operation, the formation of a system of punishment and prevention of corruption with the characteristics of the company. Through the cultural construction, the system guarantee to enhance the clean consciousness of managers at all levels, procurement staff, and strengthen their conscientiousness of clean practice.
⑥ Etiquette culture. In the process of corporate culture construction, the introduction of traditional Chinese culture education and publicity, so that every member of the company, can be in the words and deeds, treating people full of harmony, elegant temperament, so that everyone is inner peace, respect for God and love for others, and the formation of a harmonious corporate culture, in order to achieve the harmony and unity of the company's culture and corporate strategy, the company's development and the development of the staff of the harmonious unity of cultural advantages and the harmonious unity of competitive advantages. The company's culture is harmonized with the company's strategy, the company's development and staff development, and the cultural advantage and competitive advantage.
Through the above series of normative requirements, to promote the staff's behavior and the formation of norms, in order to adjust and regulate the staff's behavior in work, study and life, so that every MAPC employee branded with MAPC's imprint.
4, the level of material culture
Material culture includes the environment, conditions, facilities and so on of the enterprise production, operation, culture, entertainment and so on. Strictly in accordance with the requirements of the company's VI system, standardize a variety of corporate identity (standard name, standard color, standard word, flag, logo, song, etc.) to create an overall corporate cultural atmosphere, enhance the overall image of the enterprise.
Fifth, the goal of corporate culture construction requirements
Based on the enterprise's development strategy to develop the enterprise's cultural construction planning, step by step, the establishment of a set of practical, scientific and systematic corporate culture construction system, from the material culture, behavioral culture, institutional culture, spiritual culture of the four aspects of the overall advancement of the construction of an enterprise in line with the actual operation of the enterprise's cultural planning system, and incorporate it into the enterprise's overall image. system, and incorporate it into the enterprise's development strategy, become part of the overall planning.
Six, the development of corporate culture construction planning (2012-2014)
1, three-year development goals
① Let the company characteristics, reflecting the company's core competitiveness of the cultural concepts of the people, the enterprise every employee must be on the concept of enterprise to achieve the degree of familiarity, familiarity with the degree of knowledge, and consciously practiced in specific actions, understand and agree with the enterprise's vision, with *** with the same action goals and sense of mission.
② vigorously enhance the visibility of the enterprise, credibility, reputation. Corporate identity and brand image in the internal cognition to reach 100%, in the new and old customers to reach 100% cognition, in the same industry audience to reach 90% cognition.
③ All employees of the company, the company's vision, mission, code of conduct system, can be familiar with. Staff category on the code of conduct, conscious compliance, vision, mission understanding to reach 98%, employee category on the code of conduct, conscious compliance, vision, mission understanding to reach 95%
④ all employees of the company are recognized and can be practiced in the actual action of corporate values and entrepreneurial spirit, inside and outside the enterprise can be proud of their own is MEP people.
2, three-year work plan
① start to promote the stage (2012 key work)
A, do a good job of corporate image recognition system (VI), corporate culture concept system (MI), corporate behavioral norms system (BI) of the sorting, summarization, completion of the core concepts of the corporate culture of expression and interpretation.
B. Establish corporate culture leadership system and working mechanism in each department, and set up the working network of corporate culture construction.
C. On the basis of CI system (including VI, MI, BI), formulate Quantitative Standards of Employee Behavior, Employee Integrity Management Files, Measures for the Assessment of Corporate Culture Construction, and Integrity Culture Manual.
D. In the VI system based on the development of "Visual Identity System Manual" in the company's daily work and business activities in the full import of the VI system, and will be incorporated into the company's 7S audit content.
E, to complete the introduction of the CI system (including VI, MI, BI) and in accordance with the overall requirements of the CI system to unify the corporate identity, the production of a variety of publicity of the corporate philosophy of wall charts, cultural panels, so that the corporate philosophy of the people, and enhance the infectious force of corporate culture.
F, the implementation of corporate culture training at all levels of the enterprise to increase the concept of corporate culture. Initially proposed training content is as follows:
(1) the content of the training of senior personnel
a, the rise of corporate culture management and development trends;
b, the understanding of the basic concepts of corporate culture;
c, the understanding of the function of corporate culture;
d, corporate culture, corporate management, corporate economic efficiency of the relationship between these three;
e, corporate culture, corporate management, corporate economic efficiency;
f, corporate culture, corporate management, corporate management, corporate management, corporate management, corporate culture, corporate culture, corporate culture, corporate management and economic efficiency.
e. Explanation and seminar of "Enterprise Culture Manual";
f. Case study and seminar of enterprise culture of famous enterprises at home and abroad.
⑵ Training content of grass-roots employees
a, the rise of corporate culture management and development trend;
b, the understanding of the basic concepts related to corporate culture;
c, the implementation of the code of conduct in the actual position
d, the explanation of the "Corporate Culture Manual".
Description: The construction of corporate culture for grassroots employees should be combined with specific positions and business, and should be combined with the actual department.
② Comprehensive deepening stage (2013 focus)
A, improve the working mechanism and working network of the construction of corporate culture in all departments. The excellent departments in the previous year will be recognized and promoted throughout the company as a demonstration point.
B, the implementation of corporate culture theme year. From 2013 onwards, each year around the company's central work, a clear theme of corporate culture construction, planned, step-by-step cultural construction, the implementation of cultural projects.
C, the development of a systematic series of cultural promotion activities, the use of effective forms, the use of a variety of channels, the core connotation of the corporate culture of publicity and promotion, the formation of a strong atmosphere of corporate culture within the enterprise.
D, according to the strategic deployment of enterprises, began to import the company's CI system in the subsidiaries, in order to achieve the standardization of the entire MINGPU industrial companies, unified cultural system, the formation of corporate synergy.
E. Summarize and promote typical examples and exemplary characters. In the process of corporate culture construction of the emergence of typical examples and exemplary figures for in-depth analysis and vigorously promote, multi-perspective, multi-level, multi-dimensional publicity, on the one hand, the excellent executives of the corporate culture of positive incentives, on the other hand, will be abstract and complex concepts to form a vivid and profound intuitive dissemination.
③ Summarize and improve the stage (the focus of work in 2014)
A, basically complete the construction of the conceptual system of corporate culture, and make a comprehensive evaluation of the construction of corporate culture.
B. Convene seminars on corporate culture construction and exchange of experience. The advanced people and advanced models and advanced deeds emerged in the construction of enterprise culture are recognized and compiled into a book, which is circulated within the enterprise and subsidiaries as a reading publication of the construction of enterprise culture.
C, on the basis of summarizing the results, to further improve the level and height of the construction of corporate culture, to promote the lasting and in-depth construction of corporate culture, the establishment of an advanced corporate culture in line with the company's actual and developmental laws, and proceed to start the development of the next three years of cultural construction planning.
VII, 2012 work plan
1, the establishment of corporate culture construction organization, leadership, promotion of institutional structure (2012.9)
Referring to the model of corporate security organizational structure, divided into the company level, departmental level.
①Organizational structure description:
A. Company level. The chairman of the company is the first leader of the corporate culture construction; the general manager is the direct leader of the corporate culture construction; the commissioner of the corporate culture is the specific implementer of the corporate culture construction; the director of each level of department is the member of the corporate culture construction.
B, departmental level. General Manager for the departments of the first leader of the construction of corporate culture; departmental director for the construction of direct leaders of the departmental corporate culture; each department to designate a person and the specific implementation of the construction of the departmental corporate culture; departmental manager (deputy manager) for the construction of the departmental corporate culture members.
② Organizational responsibilities:
A, the first leader of the corporate culture construction is responsible for corporate culture construction of the coordination, guidance; the direction of corporate culture construction grasp; the construction of the corporate culture of the policies, guidelines issued by the signing.
B, the construction of corporate culture is directly responsible for the construction of corporate culture policies, guidelines for the final review; in the first leader of the authorization of the policies, guidelines for the signing; the construction of corporate culture to guide the specific work; the construction of corporate culture of the implementation of the approval of the program.
C, the construction of corporate culture specialists
a, the company level: corporate culture commissioner is the company's corporate culture construction of specific implementers. Responsible for the company's corporate culture in the construction of policies, guidelines for the formulation; with the company's development strategy for the implementation of the corporate culture construction work; specific implementation of the corporate culture construction of policies, guidelines in the company and subsidiaries in the landing; collaborate with the Ministry of Human Resources on the company's corporate culture and construction of relevant rules and regulations for the review, modification, development; guidance to the departments of the corporate culture construction; corporate culture construction of the promotion process of work review. Construction of the process of promoting the review of the work, improve; the promotion of corporate culture in the construction of the program review; coordination of human resources employee relations commissioner in the process of the construction of corporate culture to the influx of typical events, exemplary people to publicize the organization and planning of a variety of promotional activities for the construction of corporate culture; coordination of the Ministry of Human Resources training commissioner of the contents of the training of corporate culture.
b, departmental level: each department to designate a person as the department's corporate culture specialist responsible for the construction of the department's corporate culture specific implementer. Is the corporate culture construction of the company's corporate culture commissioner and the department of the window docking people; with the corporate culture commissioner to promote the company's corporate culture construction policies, guidelines; specific implementation of the corporate culture construction policies, guidelines in the department of the landing; the department in the process of corporate culture construction of a typical event, exemplary people to report, publicity; organization, planning of the department's corporate culture construction activities The company's corporate culture is a very important part of the company's business, and the company's culture is a very important part of the company's business.
D, corporate culture construction members are responsible for corporate culture construction policies, guidelines in the department landing supervision; with the company's corporate culture commissioner (corporate culture construction of specific implementers) on the development of various activities of corporate culture construction; the process of corporate culture construction of the policy, guidelines, the promotion of the right to propose programs.
2, in each department to organize and launch the corporate culture discussion (2012.10)
Discussion of the form of the departments are free to carry out (for example: debates, book clubs, lectures, etc.). The content of the discussion is mainly? Three checks and three looks?
A check of their own merits, to see their own strengths and strengths, in order to carry out their work more favorably and promote their own growth;
A look at the good tradition, the department or the existence of the enterprise's excellent cultural concepts and behavior.
Two check their own gaps, looking for their own need to improve the place as well as the poor way of behavior in the world;
Second look at the management of insufficient, the department or enterprise there are what affects and hinders the development of the enterprise's erroneous ideological concepts, to improve the management mode, management methods.
Third, check their own positioning, clear their professional positioning and responsibility positioning, to grasp the direction of their own growth and career;
Third, look at the future hope, in the publicity and promotion of the construction of corporate culture activities in the department has the advantage and can play the potential.
The great discussion activities must be carried out in the CI system construction work is fully completed, in the process of corporate culture promotion implementation.? Three Checks and Three Looks? In principle, all personnel in the department should participate in the activity, and the department will carry out a complete? Three Checks and Three Looks? After the department has carried out the "Three Checks and Three Looks" activities, it should organize and compile the department's "Three Checks and Three Looks" activities. Three Checks and Three Looks? Activities of the written information to the commissioner of corporate culture, and published in the "MINGPU Home".
3, improve the MINGPU literary newsletter (2012.9)
"MINGPU Home" since its publication, the source of manuscripts is narrower, in order to broaden the source of manuscripts, enhance the participation of employees, the radiation of the audience, it is necessary for us to improve the MINGPU literary newsletter on the basis of the existing.
Each department, according to the ratio of the number of people in the department, must select 1-5 people to join the MINGPU Literary Newsletter. On the basis of the existing "MINGPU Literary Newsletter", each correspondent also has the responsibility and obligation to cooperate with the department's corporate culture specialists, the implementation of the company's corporate culture in the door, the good and good deeds of the department in the form of newsletters in the company's internal publication.
4, build a good publicity platform
A, the use of the company's website construction, the company's website to create a corporate brand promotion and corporate image enhancement window. The person in charge of the site should be able to enhance the company's image in a timely manner, can reflect the company's core values of all kinds of activities, events in the website to promote, in order to improve the company's reputation in the customer, all kinds of audience.
B, the use of the company's OA, skype intranet system on the construction of corporate culture activities, programs, the company's vision, mission, values and other concepts of publicity and reporting, in order to improve the internal staff of the company's corporate culture impression.
C, the company's existing publicity materials to organize and improve. According to the requirements of Zhengbang VI system, all the publicity charts, books, PPT, DVD, word documents and other textual, audio and video materials related to the corporate logo to standardize, in order to ensure the consistency of the corporate logo, standardization, and improve the recognition of the corporate logo.
5, the development of corporate culture construction assessment system (2012. Completed by the end of November)
According to the overall program of corporate culture construction, decomposition of the departments of the corporate culture construction indicators, quantitative goals and responsibilities, and develop a detailed annual indicators assessment form. To do the construction of corporate culture with inspection, supervision, assessment, rewards and punishments.
6, the organization of corporate culture training
Zhengbang company's CI system after the delivery of a complete, first of all by the Zhengbang company to conduct a training, and then according to the Zhengbang company's training content, combined with the company's actual situation in the company (including subsidiaries) to carry out a rotation of training, so that each and every MINGPU people are able to clear, understanding, cognitive company's corporate culture of the various contents.
In the training of new employees to increase the content of corporate culture training, so that new employees in the date of entry into the company began to recognize the contents of the corporate culture.
7, the promotion of corporate culture activities (October 2012, December 2012)
Strive for the end of the lunar calendar to carry out 1-2 times the promotion of corporate culture activities. The activities can be in the form of sports games, business competitions (job skills competition, job knowledge competition, clothing etiquette show), cultural festivals (speech contests, debates, calligraphy and painting exhibitions, cultural forums, essay contests, etc.), leisure activities (barbecue, fishing, mountain climbing, wine tasting, corporate beauty pageant, singles party, etc.), song and dance activities.
Cultural training and promotion of cultural activities, it is recommended to coordinate with the Human Resources Department of the training commissioner, labor relations commissioner to implement.
Note
Actions speak louder than words. Culture is only meaningful when it is unified with action. The greatness of organizational culture does not lie in the beautiful slogans, but in whether the organization long-term adherence to their own basic values, and penetrate them into the entire organization, the formation of organizational members **** the same psychological contract, naturally regulate the words and deeds of employees.
Any corporate culture, if there is no action, can only become a culture hanging on the wall, into a kind of decoration. Therefore, only action can make the culture in practice, only action can make the culture alive, only action can make the culture to maintain eternal vitality
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