Promoting the continuous improvement of operation and management

Labor Union of Agricultural Bank of China **Province** Municipal Branch

Agricultural Bank of China **Province** Municipal Branch is located in the central part of the country, with 12 subbranches under its jurisdiction, 124 business outlets, and 2,250 employees.

At the end of 2003, the deposits of the bank amounted to 21 billion yuan, and loans of 14.8 billion yuan were made to the bank. The bank is located in the central part of **. In recent years, our bank has been actively following the overall deployment of the provincial branch's corporate culture construction and the relevant requirements of Opinions on Strengthening Corporate Culture Construction, closely combining with the actual situation of our bank, insisting on the construction of corporate culture as a strategic goal of recreating the competitive advantage, endeavoring to cultivate the advanced culture, and vigorously promoting the people-oriented management. After several years of efforts, at present, the framework of the Bank's corporate culture has been initially established, the atmosphere of corporate culture has gradually formed, and the function of corporate culture has begun to appear.

First, the situation requires that the culture of victory

Our bank was originally the early 1990s illegal operation of the disaster area, non-performing loans accounted for as high as 39.8%, demolition of more than 2 billion yuan of funds, the most loss of a year had more than 100 million yuan. Under the correct leadership of the higher-level bank, through several years of the whole bank, the bank realized a turnaround in 2000, gradually out of the operating difficulties, at the same time, in the development of a number of problems have been exposed: First, the cohesion problem. Although the bank has turned a profit, but the balance of non-performing loans, to be digested by the heavy historical burden, some cadres and employees of the development of agricultural banks, their own future worries and pessimism, the lack of loyalty to the Bank of Agriculture, sense of identity. Second, the competitiveness problem. The main body of competition is expanding, customers pay more attention to the bank's strength, reputation and image, our bank in terms of capital strength, asset quality, technology level, business mechanism and other aspects of the other commercial banks compared with the still have a significant gap. Third, the productivity problem. Our bank out of operational difficulties, how to further emancipate productivity, to achieve effective development at a higher level, larger scale, better quality? The power of sustainable development is where?

If the above problems are not solved as soon as possible, the bank will not be able to realize a new breakthrough in the new century. In this regard, the party committee of the bank realized that corporate culture is a kind of people-centered, culture-oriented as a means of management activities as a carrier to stimulate the staff's work enthusiasm, initiative, creativity and improve the operating efficiency for the purpose of human-oriented culture and management culture, is the soul of the enterprise and the driving force of sustainable development, is the most effective way to solve the current problems faced. However, the bank's understanding of the role of corporate culture is not uniform, and even some middle-level cadres and branch chiefs believe that commercial banks judge heroes by their numbers, are skeptical of the role of corporate culture, and there are tendencies to superficially and civicize corporate culture in their work. In order to correct this phenomenon, we take a variety of ways and forms of bank-wide mobilization to create an atmosphere, such as the convening of the city's corporate culture seminar, the city branch of all the team members, the head of each branch all to the meeting, received more than 50 articles of the seminar;

Invite the Chinese corporate culture research experts to corporate culture lectures, nearly 1,000 people to receive the enlightenment of the construction of the corporate culture to learn;

Carrying out conceptual discussions on the information management webpage and internal information, etc.

By carrying out bank-wide study, investigation, research and discussion, the whole bank has formed a few points on strengthening the construction of corporate culture **** knowledge: first of all, corporate culture is one of the important contents of the practice of the "Three Represents", is an important part of the advanced socialist culture. Secondly, corporate culture is a people-oriented culture, through the construction of corporate culture can create a good cultural atmosphere in the Bank of Agriculture, the formation of *** with the same value orientation, enabling employees to assimilate their personal goals into the corporate goals, and constantly enhance the cohesion of the team. Thirdly, the competition of modern enterprises is the competition of people, the competition of cultural power, cultivate the corporate culture that highlights the characteristics of the Bank of Agriculture, set up a good image of the Bank of Agriculture, can create the core competitiveness of the city branch. Fourth, enterprise management has developed from experience management, scientific management to a higher level of cultural management, with the support of a strong advanced corporate culture, the bank can be indomitable, united, pioneering and innovative, bursting with great creative energy.

Second, serious organization, steady progress

From the first half of 2002, the Bank has increased the efforts of corporate culture construction, fruitful exploration, the main do the following work:

1, the establishment of the organization, strengthen the leadership. After the formation of corporate culture, people will consciously abide by the rules of behavior on the basis of the corporate spirit, **** the same value orientation. But in the early stage of the construction of corporate culture, but need a strong implementation. For this reason, our bank has set up a leading group for the construction of corporate culture with the president as the leader and a corporate culture office composed of personnel from the party office, trade unions, personnel and other departments, and corresponding organizations have been set up in each sub-branch, which provides an organizational guarantee for the smooth implementation of the construction of the city's corporate culture. Corporate culture is also the leader's culture, therefore, we take the construction of corporate culture as a "hand project" for implementation. In the mid-year work conference, then held a corporate culture construction report meeting, the city branch of all the team members to listen to the 12 sub-branch president of the corporate culture construction work report, the city branch president made a special speech, and after the meeting with the document issued. In the third quarter after the governor's meeting, we held a concept discussion debriefing, 12 branch presidents, 17 organs and departments and units directly under the person in charge of the concept of the discussion on the stage to report on the situation. At the same time, we included the construction of corporate culture in the important report of the president as a major event for the whole bank. In the working meeting at the beginning of 2003, "Cultivating advanced culture, developing distinctive markets, and recreating the competitive advantages of Farmers Bank of China" was taken as the theme of the president's report. In each quarterly working meeting, the construction of corporate culture as a key work to be arranged.

2, the development of planning, steady progress. In order to effectively promote the construction of corporate culture, the bank conducted a serious investigation and research, listened to a wide range of opinions, and formulated the "** City Branch 2003-2005 Implementation Plan for the Construction of Corporate Culture", which clearly defines the guiding ideology of the construction of corporate culture, objectives, principles, as well as the main measures and ideas for the construction of corporate culture. In order to ensure the steady advancement of corporate culture construction, the Implementation Plan for Corporate Culture Construction of ** City Branch in 2003 was issued in a timely manner, laying out various specific tasks for corporate culture construction in 2003. The corporate culture framework of the Bank is divided into three parts, namely, image culture, institutional culture and conceptual culture. In our work, we have done a comprehensive promotion, but emphasized the focus on conceptual culture. In terms of image culture construction, in accordance with the requirements of the Head Office's VI Manual, we strengthened the unification of the lintel logo and enhanced the standardized service level. In the construction of institutional culture, we have seriously carried out the activities of rules and regulations, implemented the "three lines of defense" responsibility system, improved the system of the Staff Council, promote the openness of business affairs, and comprehensively introduced the ISO9000 quality management system, to promote the proceduralization, standardization and scientification of the management. Idea determines the way of thinking, and the way of thinking determines the way out. We attach importance to the "concept of leadership", in the head office of the concept of system design program on the basis of the development of the concept of the city branch of the system of discussion draft, the entire concept of the system is divided into two parts of the basic value concepts and individual value concepts, the head office of the design of the concept of the basic values of the concept of the combination of the local humanities environment and the actual determination of the bank management concept, quality concepts, talent concept, the concept of the bank, the concept of the bank, and the concept of the bank's management. The concepts designed by the head office are taken as the basic value concepts, and the management concepts, quality concept, talent concept, competition concept, science and technology concept, which are determined in the light of the local human environment and the actual situation of the bank, are taken as the single value concepts, and the discussion drafts are issued in the form of documents. Each branch has been to the president's office, the bank meeting, the staff meeting and other different forms of study and discussion, and departments, business organizations as a unit in connection with the actual position of the study and discussion, and held by the branch president and the director of the municipal branch to participate in the debriefing, so that the concept of the system is more complete, the cultural connotation of the richer, and in the leadership to further form a **** knowledge.

3, strengthen the assessment, typical lead. In order to promote the grass-roots banks to carry out the construction of corporate culture, we introduced the "corporate culture construction assessment methods", developed a "corporate culture quantitative assessment score sheet", the assessment content is divided into four parts of the organizational construction, conceptual culture, institutional culture, image culture, *** there are 23 indicators, in the form of a percentage system of the grass-roots banks to carry out a quantitative assessment. The assessment takes the form of listening to reports, reviewing information, checking records, unannounced visits to outlets, staff talks, etc., divided into two times in the middle and end of the year, the results of the assessment in the middle of the year accounted for 30% of the total score, and the end of the year accounted for 70% of the total score, and assessed the construction of advanced units of corporate culture, the first prize, the second prize, the third prize of a number of each, and to arrange for a 100,000 yuan salary amount to reward. Through the assessment, it promotes the construction of corporate culture of grassroots banks and emerges a number of advanced units in corporate culture construction. For example, Dongyang Sub-branch has actively shaped the conceptual, product and service cultures by creating a learning bank and carrying out a variety of financial seminars, etc., which has greatly enhanced its competitiveness, with a deposit market share of 30.87%, ranking first among local financial institutions, and accounting for 43.81% of the four state-owned commercial banks, and with its incremental deposits and total profits entering the national top 100 in 2003. The bank's total profit in 2003 was among the top 100 banks in China.

Third, active exploration, the first results

Through more than a year of active exploration, the bank's corporate culture construction framework was initially established, the corporate culture of the atmosphere is basically formed, the corporate culture of the function of the beginning of the emergence of the corporate culture, the construction of corporate culture has achieved initial results.

1, promote the concept of change. First, improve the understanding of enterprise culture. Through more than a year of work, leaders at all levels have a deeper understanding of the importance of strengthening the construction of corporate culture, began to realize that "small businesses rely on power, large enterprises rely on culture", "business is a tree, culture is the root", "corporate culture is the soul of the enterprise and lasting development. Culture is the soul of the enterprise and the driving force for lasting development. Secondly, we have gradually set up advanced concepts. Through the mobilization and promotion measures, the staff of the bank has gradually established the development concept of "big development and small difficulties, small development and big difficulties, no development and the most difficult", the success concept of "there must be a way to success", the work concept of "a little progress every day", the work concept of "a little progress every day", the work concept of "a little progress every day", and the work concept of "a little progress every day". A little bit" work philosophy, "quality is life" quality concept, "safety is benefit" safety concept, "scientific and technological support, a step ahead "The third is that the cohesion of the team has been further strengthened. Third, the cohesion of the team is further enhanced. The corporate culture of orientation, constraints, cohesion, motivation, integration, radiation and other functions began to produce a subtle influence on the staff, so that it gradually formed a positive, enterprising mentality, facing up to the difficulties, the pursuit of success, confidence, vitality, hard work spirit, and enhance the cohesion and centripetal force of the staff.

2, the promotion of service enhancement. With the "service beyond demand" service concept, "with customers *** create value" business purposes, service culture has been gradually internalized into the psychological needs of the staff, the staff to active service, service, innovative service, friendly service into one, and constantly improve the quality of service. The service culture has been gradually internalized into the psychological needs of the staff, who integrate active service, attentive service, innovative service and affectionate service. Through the deepening of standardized service, each branch has implemented the quarterly service star evaluation system, morning meeting system, quarterly business competition system, "zero complaint" quality service, "membership and club system" marketing approach. Employees take advantage of knowledge, business and information advantages, and actively provide customers with door-to-door service, consulting services and financial services, effectively improving the quality of service, service efficiency and service level.

3. Promoting business development. First of all, leaders at all levels paid attention to the learning of banking knowledge and management theory, became the organizer and leader of learning, broadened their horizons, grew their talents and improved their management level. Secondly, in the construction of corporate culture, we have strengthened system construction based on the principles of "advancement, adaptability, systematicity and seriousness", introduced more than 10 new management systems, carried out the ISO9000 standardization, held case studies, carried out lectures on rules and regulations, and implemented bank-wide system implementation inspection and rectification. We have also carried out inspections and corrections of the implementation of the bank-wide system. These initiatives have improved the level of internal management. Thirdly, the cultural strength fostered by corporate culture building and the emphasis on people-oriented management has stimulated the enthusiasm, initiative and creativity of employees. The above measures are ultimately reflected in the protection and promotion of business development. 2003 end, the bank's deposit balance of more than 20 billion yuan, an increase of 3.9 billion yuan that year, the incremental amount of the second-tier branches of the National Agricultural Bank of China ranked 18th.

Fourth, feel the practice, experience a profound

In the process of the practice of corporate culture construction, we y appreciate:

1, the leadership is the key. "Corporate culture is the culture of the leader", the leader is the human management, human culture advocate, organizer, promoter, to implement the corporate culture, the leader must first become a cultural leader. The reason why our bank's corporate culture construction has made relatively smooth progress is that the key is the importance of leadership. Such as the president of the bank is the head of the corporate culture leadership group, the corporate culture of the special assessment of rewards, the corporate culture as the main work of the layout and so on.

2, full participation is the basis. Employees are participants in the corporate culture, implementers, bearers, but also the richness and development of corporate culture, only to mobilize the active participation of all employees, the content of the corporate culture to get better implementation, human-centered management can really be reflected. Our bank attaches great importance to the participation of employees in the construction of corporate culture, and actively guide employees to consciously participate in the activities of the corporate culture to promote the construction of the corporate culture of an increasingly strong atmosphere.

3, sound organization is the guarantee. The construction of corporate culture is not only a hand project, but also a bank-wide project. In order to ensure that the corporate culture to carry out a solid, but also need to have a sound organizational system as a guarantee, otherwise, the construction of corporate culture is easy to form, lack of durability, even inertia. Our bank at the beginning of the construction of corporate culture has set up a corporate culture leading group, headed by the president as the leader, vice president as deputy leader, the head of each department and office as a member, at the same time under the jurisdiction of the corporate culture office, clearly sponsored by the party office, the trade unions co-sponsored. At the same time, each branch also set up the corresponding organization as required to ensure the orderly development of corporate culture.

4, the concept of pioneering is the core. If the image culture, institutional culture and conceptual culture are viewed as a concentric circle, then the conceptual culture is the inner layer, the core and soul of the corporate culture. Successful enterprises also pay much attention to the "concept of leadership". Nowadays, the environment is changing, customers are changing, opponents are changing, we must do timely change of mind, concept change.

5, to promote the development of the purpose. According to the Third Plenary Session of the 16th Central Committee put forward the scientific concept of development, development includes both economic development, including the overall development of people. The starting point for the construction of corporate culture is to promote the development of the business of the Agricultural Bank of China and the development of the staff. Therefore, the construction of corporate culture can not just stay in the slogan, and is not a "work of art", but to grasp solidly, to be linked with people-oriented management, linked with the improvement of the quality of staff, linked with the development of various businesses, so as to truly form and play the role of corporate culture, in order to further promote the construction of corporate culture. The company's business is to build the company's own business.

The construction of corporate culture is a systematic project that cannot be accomplished overnight. Although our bank has carried out some work in the process of corporate culture construction and achieved certain results, but overall still in the initial stage and exploration stage, in the transformation of cultural power to productivity, corporate culture and the combination of party building and spiritual civilization construction, the various departments and the Office of the corporate culture with the cooperation of the aspects of the work is still very insufficient, to be further deepened. At the same time, the national agricultural bank must have a unified and standardized value concept system, earnestly hope that the head office can be formed early, in order to facilitate the promotion of our conceptual culture. ■

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