essay代寫,如何以人為本,加強現代企業管理

發布時間:2019-10-19 16:46
People are social fundamental, are the creators of history, but also to promote social progress and decisive force. Modern enterprise management requirements is fully affirmed the human creative achievements, all to the people-centered, all people-oriented, all to human purposes, give full play to people's creative talents, to stimulate people's entrepreneurial passion, so that everyone become the subject of a positive attitude to start businesses and their own prospects.   A people-oriented modern enterprise management the need for economic papers published Good basis for the work of modern enterprise management and the premise is to adhere to the people-oriented. Enterprises to achieve a people-oriented modern management is determined by the socialist nature of the decision is to ensure that enterprises in the increasingly competitive market economy thrive key is to improve the corporate control market power and enhance the vitality and vigor of magic, while the dominant position of the majority of employees are also an important manifestation of enterprises. Therefore, we must fully understand the modern enterprise management of the importance of people-oriented. The traditional concept of development to physical and chemical based, namely to object to the center of Heroes, ranked second; while the scientific concept of development is people-oriented, ie, human-centered work, the people, talent first, as the "first resources, "respecting the, off the subject, relying on the real development of the people as a measure of whether or not the speed of the core elements of the development. All the work, especially the management of all aspects of work, bit by bit, and truly reflects the people-oriented, people in a relatively free state, rather than the mechanical equipment that was completely controlled, and thus motivate employees demonstrate maximum vitality, burst enormous potential. The management of a particular task, not only causing a "production unity" so this "unity" productive than its various components of the sum of greater productivity, but in order to better incentives, command and organization of production "unity" of the employees to do their work, manufacturing the best quality, lowest cost products and services, and to make the most of the market demand for rapid response. That is to be achieved through their own efforts, consumes less time, manpower, material and financial resources, manufacturing a minimum of defective products and services to meet customer needs.   2 Strengthening of modern enterprise management strategy     2.1 of modern enterprise management should pay attention to people-oriented thinking Traditional management theory is based on object-centered, profit maximization as the ultimate goal, completely ignoring the human element in the management fascinated by iron discipline, absolute obedience, and supreme authority, between labor and employment into a purely is an employment relationship. 21st century technology and business competition is the talent competition, in the building of enterprise culture, people want to invest in energy, strengthen the "people" of the building. Great companies always give top priority to human values, and material in the second. Should respect people's thoughts, in an enterprise, to be able to hear different voices, business leaders should be able to accept the impact of new ideas, so as to allow the enterprise to maintain their vitality, but also to continue to inspire people to create force. HP's culture has often been called the "HP way" (HP Way). Believes that respect for the individual, respect for employees is on the top position. Motorola's corporate values ​​are: respect for each employee as an individual human dignity, openness, so that each employee directly involved in the dialogue, so that they have the opportunity to work with companies share common goals, to play out their greatest potential. Meanwhile, enterprises should conversion system, the real focus of the management by the "thing" to all aspects of business, especially the production site. To motivate, care for the heavy, respect their values ​​and ability to tap their inherent potential and maintain employee labor practices and practical ability of sustainability, thus truly the times, so that employees can abandon the enterprise in the past that high material and energy consumption, low output and emit large quantities of wastes characterized by the traditional production process, turning low consumption, high output and waste reduction using the eco-technology, to achieve a real sense of social production by resource type grab to the deep-level transfer of renewable resources. Employees in good faith to achieve a high degree of care and strict management unity. 2.2 The establishment of modern enterprise management system to adapt to corporate compensation system to retain corporate useful talents Gradual establishment of market mechanism, enterprise independent distribution, democratic participation of workers, the government pay system monitor corporate guidance. On the outstanding contributions of experts and professionals, on the one hand through a variety of media widely publicized their deeds, to raise awareness and expand social influence, and vigorously to create respect for labor, respect knowledge, respect talent, and create a social atmosphere; the other hand, actively coordinate and effectively solve their practical difficulties exist in the work, relieve worries and help them feel at ease to work hard to create to encourage people to pursue their careers and support personnel as dry as the cause, helping professionals Ganhao Shi industry with only environment. In some companies, for example, to improve the overall quality of personnel, stimulate learning culture, learning technology, learning the business of enthusiasm, the growth of talent flow channels to create a respect for labor, respect knowledge, respect talent, and create a good business environment, the Companies adhere to the "performance-oriented," according to "performance pay distribution to key positions, hard-line positions tilt" principle, the development of "pay and performance assessment linked to the implementation details," "crude oil production assessment Implementing Rules" and other systems from the assessment methods, assessment indicators, reward factor, to honor their ways have been adjusted. Encourage the production units to develop a practical assessment of the unit implementing rules, good performance pay redistribution, forming a plant, work area, well area three evaluation system, front-line employees significant growth in revenue, has been grass-roots support, the staff continued enthusiasm for production high; take networking, media, pictures and other forms, widely publicized technology leaders technological achievements, multi-channel technology leaders to improve visibility. Aspects in the development of incentives for outstanding technology leaders, prioritizing title promotion, job promotion, training and other benefits to go out, and as a reserve for future technical experts recommended candidates to broaden technical talent development channel; improve production team of highly skilled jobs treatment perfect career path, motivating skills taught to go on the road. Also, set up a "stable and harmonious Award", "production Organization Award", "artificial Efficiency Award", "Quality Enhancement Award" and other individual awards, by carrying out normalization, cyclical contest contest promotes the professional post production skills enhance the overall quality of personnel, stimulate production skills staff knowledge, practice skills, than the level of initiative and enthusiasm. 2.3 people-oriented, comprehensive evaluation method for enterprise employees First, the use of scientific and rational evaluation methods, the introduction of new assessment tools for staff to conduct a comprehensive evaluation. Assessment is divided into the annual assessment and routine assessment. Annual assessment once a year, routine examination once every quarter. Performance appraisal of the staff positions directly responsible for their immediate supervisor, Human Resources, in accordance with the regulations to provide technical support and services. Individual job descriptions in advance by a superior formulation, work in practice under specific circumstances to be constantly revised, amended the terms attached to the original document, signed by both parties and report to HR record. Evaluation subjects in direct supervisor's guidance, according to job requirements and the higher authorities of the annual work plan objectives and tasks of drawing up a "personal annual target plan", signed by the immediate supervisor approval to become post an important basis for the annual performance appraisal. "Individual annual target plan" should include budget content. Assessment in accordance with the "personal annual target plan", according to the different periods of work priorities and tasks change drawing up a "personal quarterly target plan", signed by the immediate supervisor approval to become an important basis for routine assessment. "Individual quarterly goals plan" should include budget content. In the assessment period, if any, significant changes in tasks and objectives, assessment objects shall be promptly recorded in the plan to change the situation inside. Meanwhile, to further optimize the environment for qualified personnel. Development of enterprise management personnel evaluation mechanism, deepen the reform of income distribution system. Establish and improve the re-performance, heavy contribution to the talents and the allocation of key positions tilt incentives. According to the actual situation of enterprises can take the Ownership, risk management and security of stocks, options and other incentive allocation is allocated to fully mobilize the enthusiasm of enterprise managers. A good grasp of enterprise managers health project implementation, and further strengthen the spirit of motivation.   3 Conclusion   In short, the modern enterprise management, we must be people-oriented, treat employees is to treat yourself, so that employees and businesses grow together, common development.   人是社會的根本,是歷史的創造者,也是推動社會進步的決定性力量。現代企業管理的要求,充分肯定了人類創造性的成就,一切以人為本,所有的人 - 面向,一切以人的目的,給予充分發揮人的創造性人才,激發人們的創業激情,因此,每個人都成為的主題積極的心態去創業和自己的前景。   以人為本的現代企業管理需要經濟上發表論文 良好的現代企業管理工作的前提和基礎,是堅持以人為本。企業要實現以人為本的現代管理,是由社會主義性質所決定的,是為了保證企業在競爭日益激烈的市場經濟蓬勃發展的關鍵是要提高企業控制的市場力量,增強生機和活力的法寶,而廣大員工的主體地位,也是企業的重要體現。因此,我們必須充分認識現代企業管理以人為本的重要性。傳統發展觀的物理和化學基礎,即反對英雄的中心,位居第二,而科學發展觀的以人為本,即以人為本的工作,人,人才第一,“第一資源“,尊重,關閉的主題,依靠真正的發展與否的核心要素的發展速度作為衡量的人。所有的工作,尤其是管理各方面的工作,點點滴滴,真正體現了以人為本,人們在一個相對自由的狀態,而不是被完全控制的機械設備,從而激勵員工表現出最大的活力,迸發的巨大潛力。一個特定的任務的管理,不僅造成了“生產統一”,所以這個“團結”生產比其各個組成部分的總和更大的生產力,但為了更好的激勵機制,指揮和組織生產的“統一”的員工做好自己的工作,制造最好的質量,最低成本的產品和服務,使大部分的市場需求的快速反應。這是通過自己的努力來實現的,消耗更少的時間,人力,物力和財力資源,制造最少缺陷的產品和服務,以滿足客戶的需求。   2加強現代企業管理戰略   2.1現代企業管理應注重以人為本的思想 傳統的管理理論是基于對象為中心,以利潤最大化為最終目標,完全忽視了人的因素,在管理上著迷于鐵的紀律,絕對服從和至高無上的權威,勞動和就業之間變成了純粹的雇傭關系。 21世紀的技術和商業競爭是人才的競爭,企業文化建設中,人們希望投資在能源,加強對“人”的建設。偉大的公司總是人的價值放在首位,在第二次的材料。商界領袖應該尊重人的思想,在企業,能夠聽到不同的聲音,應該是能夠接受新的思想的影響,所以到允許的企業,以保持其活力,同時也將繼續激發人們創造力。惠普文化常常被稱為“惠普之道”(惠普之道)。相信,尊重個人,尊重員工的頂部位置。摩托羅拉公司的企業價值觀是:尊重每一位員工作為一個個體的人的尊嚴,開放性,讓每位員工直接參與對話,使他們有機會與公司有著共同的目標,發揮出他們最大的潛力。同時,企業應該轉換系統,管理業務的各個方面,特別是在生產現場的“東西”的真正焦點。為了激勵,關懷為重,尊重他們的價值觀和能力,挖掘其內在的潛力,并保持員工的勞動實踐和實踐能力的可持續性,從而真正實現的時候,這樣員工可以放棄企業在過去,高材料及能源消耗,低產出,并排放大量廢物的傳統生產工藝特點,把能耗低,產量高,減少廢物利用生態技術,實現了真正意義上的社會生產資源抓斗的深層次轉讓的可再生資源。真誠的員工,實現了高度的關心和嚴格的管理統一。 2.2建立現代企業管理制度,以適應企業薪酬制度,以留住企業的有用人才 市場機制的逐步建立,企業自主分配,職工民主參與,政府的薪酬制度監控企業的指導。對有突出貢獻的專家和專業人士,一方面通過各種媒體廣泛宣傳他們的事跡,提高認識,擴大社會影響力,大力營造尊重勞動,尊重知識,尊重人才,創造的社會氛圍;另一方面,積極協調和有效地解決他們的實際困難,工作中存在的,解民憂,幫助他們安心工作,努力營造鼓勵人們干事業和支持人員干的事業,幫助專業人士干嚎施業只有環境。在一些公司,例如,提高人員的整體素質,激發學生學習文化,學習技術,學習業務的積極性,人才流動渠道的增長,營造尊重勞動,尊重知識,尊重人才,尊重創造一個良好的經營環境,公司堅持“以績效為導向的”,根據“績效工資分配向關鍵崗位,強硬立場傾斜”的原則,制定“薪酬與績效考核掛鉤的實施細則”,“粗石油產量評估實施細則“,并從其他系統的評估方法,評估指標,獎勵因素,兌現自己的方式進行了調整。鼓勵生產經營單位要制定一個實際評估的單位實施規則,良好的績效工資再分配,形成一個工廠,工作區,井區三個評價體系,一線員工收入大幅增長,已經基層的支持,工作人員繼續生產熱情高;通吃網絡,媒體,圖片和其他形式,廣泛宣傳,技術帶頭人科技成果,多渠道的技術帶頭人,提高知名度。鼓勵優秀的技術領導者,優先考慮職稱晉升,職務晉升,培訓和其他福利,走出去,在發展方面,作為一種儲備,為未來的技術專家推薦人選,以擴大技術人才發展通道,提高生產隊的高技能工作治療完美的職業生涯路徑,激勵技能教的道路上走。此外,建立一個“穩定,和諧獎”,“生產組織獎”,“人工效益獎”,“質量提升獎”和其他單項獎,通過開展規范化,周期性的比武競賽促進專業的后期制作技能提升人員整體素質,促進生產技能人員的知識,實踐技能,比水平的主動性和積極性。 2.3以人為本,為企業員工的綜合評價方法 首先,利用科學,合理的評價方法,引進新的評估工具,為員工進行全面的評價。考核分為年度考核和日常考核。年度考核每年一次,每季度進行一次常規檢查。各崗位人員的績效考核直接負責他們的頂頭上司,人力資源,按照規定提供技術支持和服務。個別職位描述事先由上級配方,在實際工作中,在特定情況下也不斷修正,修正安裝原文件,雙方簽訂的條款,向人力資源記錄。評估受試者在直接主管的指導下,根據工作要求和上級主管部門的年度工作計劃目標和任務,制訂“個人年度目標計劃”,由直屬主管批準簽署成為交的是對于年度業績的重要基礎鑒定。 “個人年度目標計劃”應包括預算內容。按照“個人年度目標計劃”的評估,根據不同時期的工作重點和任務的變化制定一個“個人季度目標計劃”,簽署的頂頭上司批準,成為一個重要的常規評估的基礎。 “個別季度目標計劃”應包括預算內容。在評估期間,如有重大變化的任務和目標,評估對象應及時記錄在計劃改變里面的情況。同時,為進一步優化人才環境。發展企業經營管理人才評價機制,深化收入分配制度改革。建立和完善重業績,重貢獻的人才和關鍵崗位傾斜的分配激勵機制。根據企業的實際情況,可以采取所有權,風險管理和安全的股票,期權及其他獎勵分配分配,充分調動企業經營管理者的積極性。把握好企業管理者的健康項目的實施,進一步加強精神激勵。   3結論   總之,在現代企業管理中,我們必須堅持以人為本,善待員工就是善待自己,讓員工和企業一起成長,共同發展。  
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