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Enhance core competitiveness with cultural power, promote the transformation of enterprises from traditional to modern
Today in the knowledge economy, competition is everywhere, and the competition between enterprises has been upgraded to a new stage of intelligence, vitality, potential, and charm. With the increasing emphasis on "cultural management", people have become more and more aware that an excellent corporate culture will be a key element of a company's success. Over the years, Liujing Rectifier has been committed to the exploration of corporate culture construction while vigorously developing "fast variables" such as economic benefits and tax and profit indicators. Liu Jing has carried out a systematic corporate culture construction, sorted out the company’s vision, goals, missions, and ideas, and formed a corporate culture with Liu Jing’s characteristics, thereby providing Liu Jing with “continuous learning, continuous innovation, and sustainable development, and realizing the company’s transformation from tradition The strategic goal of "transition to modernity" has laid a solid ideological foundation.
The following report is made on the corporate culture construction of Liujing Rectifier:
1. The basic idea of Liu Jing's corporate culture construction
The overall goal of the corporate culture construction of Liujing Rectifier is: centering on the overall strategic goal of "continuous learning, continuous innovation, and continuous development, and realizing the transformation of Liujing Rectifier from traditional to modern", and firmly establish the "national interest first, consumer interest first" Common values of the industry, creating a homeland characteristic culture with “emotion, reason, and law” as the core content, creating a smart enterprise, promoting the improvement of leadership thinking ability, team execution ability, and employee learning ability, and finally realizing the improvement of the core competitiveness of the enterprise.
(1) Understanding-Why do we engage in corporate culture construction
Is it necessary for Liujing Rectifier to engage in corporate culture, or in other words, are the conditions for corporate culture mature? Our answer is that Liu Jing's development of corporate culture is a choice of history, a requirement of reality, and a call of the future.
First of all, from a historical perspective, the construction of corporate culture is a historical choice for Liu Jing's development. After years of development, Liujing Rectifier has become "large" in scale, "high" employee quality, "existed" in the management system, and "good" in corporate image. Liujing Rectifier has basically realized the transition from human management to system management. The transition of people is in a new leap from managing people with system to managing people with culture. This leap is a qualitative improvement in Liu Jing's development, and it is an inevitable choice of history.
Secondly, from the current status quo, the construction of corporate culture is an inevitable requirement for the transformation from tradition to modernity. The core of corporate culture construction is human, and the protagonist of the transformation from tradition to modernity is also human. In the final analysis, the core competitiveness of an enterprise is embodied in the ability of people, and embodied in the ability to integrate, deploy, and use internal and external resources. Like the development of the industry, Liujing Rectifier is in the process of changing its growth rate from high-speed development to steady development, the growth mode is changing from extensional expansion to connotation growth, the management mode is changing from extensive to fine-grained, and the development trend is changing from market-oriented to capability-oriented. A critical period of change. Adapting to this change and continuously improving the quality and ability of people are the needs of Liu Jing's transformation from tradition to modernity. The change of people's concepts and behaviors requires the guidance of corporate culture. Through the accumulated and subtle influence, employees are cultivated with optimistic, pioneering and enterprising entrepreneurial passion and professionalism.
Again, from the perspective of future changes, the construction of corporate culture is an effective method for Liujing Rectifier to meet future challenges. The situation tells us that Liujing Rectifier will face complex and unpredictable challenges in the next few years, such as increasing competition pressure, increasingly diversified retail formats, more subtle business relationships, and increasing customer needs... In order to cope with various For such challenges, we need to develop a solid and effective corporate culture, further change concepts, update thinking, improve the flexibility of enterprises to grasp the situation, respond to changes, and enhance the ability to withstand risks.
To build a corporate culture, we must first understand the corporate culture, not blindly. In the understanding of corporate culture, four misunderstandings should be avoided: first, corporate culture building is equivalent to political and ideological work; second, corporate culture building is equivalent to spiritual civilization building; third, corporate culture building is only the cultural and sports life of employees; Fourth, the construction of corporate culture is only the VI image design. These are all one-sided understandings of cultural construction, and we must break the stereotype of thinking and conduct overall thinking.
(2) Ideas——How do we carry out the construction of corporate culture
In order to carry out the pilot work of corporate culture construction, we formulated and implemented the overall idea of "333":
"Three Structures", Strategy-Culture-Talent. Strategy is the guidance. Only the company with the correct development strategy can have the right direction. All the activities of the company must be carried out closely around the development strategy; culture is the soul. In the process of promoting the implementation of the strategy, the corporate culture is to mobilize all employees to be active. The intangible force to participate in practice, so we must focus on the strategic goals of the company and build a corporate culture that meets the requirements of strategic development; talent is the guarantee, and human resources are the first resource for an enterprise to survive and seek development, to create a team of high-quality talents The team is the key to the realization of the corporate strategy, and the human resources grown under the influence of a good corporate culture will accelerate the realization of the corporate strategy.
"Three levels", concept-system-image. The complete corporate culture includes three levels: spiritual level, behavioral level and material level. The corporate philosophy is the strategic side and the "heart" of the enterprise; the behavior is the execution side and the "hand" of the enterprise; the image is the expansion side and the "face" of the enterprise. We aim to promote the scientific management of the management system and the systematization of the corporate image with the concept as the guideline, to achieve the coordination of the three levels of concept, system and image, to inspire people with common ideas, to standardize people with scientific systems, and to use unique The image of is inspiring, creating a good atmosphere for cultural participation in management and cultural enhancement management.
"Three Improvements", employee quality-organizational performance-corporate image. Through the construction of corporate culture, the goal of the three to improve together is finally achieved. The word "enterprise" without "person" means "stop". To develop an enterprise, it must have a high-quality talent team. Only when the improvement of employee quality and work performance truly corresponds to the strategic goals of the company, can the performance of the organization be improved and the vitality and competitiveness of the company enhanced. At the same time, we must fulfill the responsibility and mission of the company through practical actions of caring for and repaying the society, and stimulate employees' sense of pride and belonging through the improvement of corporate image.
The whole idea is from the virtual to the real, from the inside out, from the core concept to the code of conduct and then to the image building. Through a series of designs such as mission combing, vision description, job design, performance management, quality training, etc., it aims to establish an enterprise with A scientific system for the harmonious development of people. The fundamental goal is to reshape the concept through the construction of corporate culture and lay the ideological foundation for Liu Jing's transformation from tradition to modernity.
Two, Liu Jing's specific methods of corporate culture construction
(1) Go out, please come in and create a smart enterprise
The key to building a corporate culture is to lay a solid foundation. We focus on the construction and improvement of Liu Jing's concept system on the one hand, and on the promotion and indoctrination of employees on the other hand, so as to consolidate the theoretical foundation and mass foundation of corporate culture construction. First, go out. Conduct field surveys of corporate culture in well-known companies at home and abroad, broaden your horizons, increase awareness, and absorb excellent cultural elements suitable for Liujing Rectifier. Second, please come in. People with experience are invited to make suggestions for the construction of Liu Jing's culture. Third, create momentum. Use publications, Internet and other rich media and means to mobilize extensively to create a strong propaganda offensive and a strong atmosphere of public opinion, so that the majority of employees understand the necessity and significance of developing corporate culture, and mobilize the enthusiasm of all employees to participate. Fourth, focus on integration. Continue to inculcate and inculcate corporate culture to employees to enable them to understand basic concepts and system knowledge such as corporate philosophy, values, vision, mission, etc., to improve their understanding of Liujing’s corporate culture system, and to truly understand the connotation of corporate culture. Fifth, the same participation. Form a work situation where the leadership values support and all employees participate together. The construction of corporate culture is the responsibility of every employee, and everyone will build and learn from the corporate culture.
On this basis, we have constructed a spiritual and cultural system of Liu Jing:
Core values: national interests are paramount, consumer interests are paramount.
Vision: Create a first-class enterprise, be an industry pioneer, be more refined, stronger, bigger and longer.
Mission: Accumulate wealth for the country, meet the needs of the society, create value for customers, and build a platform for employees.
Core concept: humanism, service, dedication, excellence, harmony.
Core qualities: learning spirit, service spirit, professionalism, enterprising spirit, cooperative spirit.
Corporate slogan: Deliver sincerity and ignite passion.
We recognize that Liu Jing's ideal model is to transform from a traditional functional culture to a future process culture in order to achieve cultural transformation. Under this main line, we will strive to promote the four major transformations of the enterprise: from internal orientation to external orientation, from rough management to fine management, from monopoly thinking to win-win cooperation, and from career security to focus on performance. The prerequisite for realizing this cultural transformation is to strive to build Liu Jing into a smart enterprise. To this end, we implemented the "1+5" project with the "credit system" as the core content:
The so-called "1" means "credit system" education and training. Vigorously advocate the concept of "education is the biggest investment of an enterprise, and training is the best welfare for employees", reform enterprise training, introduce the new model of "credit system" into employee training, and design the content, format and time of courses reasonably. Taking participation in training as a rigid assessment, and giving employees the right to choose knowledge, evaluating courses and feedback, cultivate the enthusiasm for learning of all employees, and finally transform to conscious learning through compulsory training, which creates a kind of conscious learning within the company. Good style of study for all employees and lifelong learning.
(2) Focus on practice, focus on management, and create a "home culture"
We believe that the practice of Liu Jing’s corporate culture must be implemented in Liu Jing’s “home culture”. This culture should integrate the “sentiment, reason, and law” of traditional Chinese culture into corporate management to form the company’s own institutional culture. , Executive culture, collaborative culture.
In the construction of institutional culture: We believe that in an enterprise, the system is like the skeleton of a person, and the concept is like the blood of the person. The formulation of a scientific and standardized system is the most fundamental basic work of enterprise management. We applied the concept of process culture to our work practice, implemented business process reengineering, created a work model that drives the operation of positions and departments based on actual conditions, formulated and strictly implemented various rules and regulations, and comprehensively strengthened standardized and systematic management , It has played a strong role in guaranteeing the sound operation of the overall situation and the orderly development of various tasks.
Through the establishment and restructuring, we have established an institutional framework system with "three mechanisms" and "three managements" as the core content: "three mechanisms" are scientific decision-making mechanisms, reasonable human resource management mechanisms and perfect internal control mechanism. The first is to improve the decision-making mechanism that combines grassroots participation, middle-level argumentation and high-level decision-making, giving employees the democratic power to participate in politics, establishing various forms of decision-making consultation mechanisms and information transmission channels; second, improving the human resource development and management mechanism, Through the establishment and implementation of a series of systems such as talent recruitment, education and training, performance appraisal, cadre selection, salary management, job description, etc., we have built the prototype of modern human resource management for the enterprise; the third is to fully launch the "sunshine project" and implement sunny decision-making , Sunshine budget, Sunshine procurement, Sunshine corporate affairs disclosure system, so that corporate management is more open, fair, just and transparent. The "three managements" are refined management, standardized management, and digital management.
In the construction of the executive culture: We implemented the "rectification of the meeting atmosphere from the shutdown" to every meeting. Anyone who answers the mobile phone during the office or other meeting will be consciously put into the bucket, so that the tangible water becomes the invisible water in the hearts of middle-level cadres. Greatly serious the meeting discipline. We vigorously advocate the pragmatic style of holding short meetings, speaking short words, and writing short essays, resolutely eliminate the bad habits of flashy and formalism, remove red tape, and improve work efficiency.
In the construction of collaborative culture: internally, we promote the full service concept of "backstage service front desk, superior service subordinates, leadership service employees" throughout the enterprise, and effectively change the work style and improve the quality of service. We present birthday cakes to every employee on his birthday. The relationship between people is becoming more and more harmonious, and the employee's sense of belonging to the company is getting stronger and stronger. Externally, we sing the public welfare slogan of "Focus on education and environmental protection", care for disadvantaged groups in society, support education, enthusiastic about community construction, and establish a responsible corporate image. As a result, a harmonious atmosphere between people and enterprises, and between people and society has been created.
It is precisely in this kind of refined management like spring weather and rain, moisturizing things silently, we practice system culture, execution culture and collaborative culture, improve material culture, and "home culture" is becoming more and more abundant.
(3) Grasp the foundation, focus on strategy, and strive to become a first-class enterprise
A culture that cannot take root is not a good culture. The charm of corporate culture lies in the ability to help companies achieve one goal after another, overcome one difficulty after another, and continuously bring the company to a higher level of development. The purpose of Liujing Rectifier's corporate culture is to help the company realize its development vision of "creating a first-class enterprise, being a pioneer in the industry, being more refined, stronger, bigger, and longer-lasting" at an early date.
One is to establish strategic thinking. "People have no long-term worries, there must be immediate worries", and the same is true for enterprises. We have carried out the "Strategic Research on the Transformation of Liujing Rectifier from Tradition to Modern" in combination with the construction of corporate culture. The purpose is to clarify our thinking, clarify the direction and train our team. This work has certain guiding significance for the future development of Liujing rectifier.
The second is to implement a benchmarking and transcendence strategy and move towards a first-class enterprise. To become a modern enterprise, Liu Jing must implement benchmarking management. One is the industry benchmark. We have carried out the "International IR Learning" activity in the city system. By learning from industry benchmarks, we can see our own gaps and clarify the direction for improvement. The second is international benchmarking. In order for Liu Jing to become a modern enterprise, he must have an "international vision and international standards" to study the management ideas, management methods and modern enterprise systems of the world's outstanding enterprises. At present, we pay special attention to the research of industries and enterprises that are gradually becoming more competitive outside the industry, such as ABB, IR, and WESTCODE, in order to think about how we can achieve market-oriented reforms while adhering to the monopoly system. While establishing two benchmarks, we will focus on the long-term, focus on the present, and combine the grand vision with realistic work.
The third is to pay close attention to the foundation and achieve standardized management by implementing standards. From the perspective of industry development, the era of standardized and refined management in the power semiconductor industry has come. We will fully introduce the ISO9001: 2008 quality management system in the company next year, and implement the spiritual culture through job description, process combing, and system innovation. Into the institutional culture and behavioral culture.
After intensive organization and implementation, Liujing Rectifier's corporate culture construction has achieved phased results. Our biggest gain is that Liu Jing’s “home culture” with “emotion, reason, and law” as its core has been initially established, and a relatively complete spiritual and cultural system has been constructed. The quality and ability of the top, middle, and grassroots of the company has been generally improved. , An intelligent enterprise has begun to take shape, and the core competitiveness of Liujing Rectifier has been greatly improved.
At present, the core values of "national interest first, consumer interest first" have been deeply rooted in Liujing rectifier, and the spiritual guidance is increasingly showing; a system-oriented cultural atmosphere has become common in Liujing rectifier
Corporate management is becoming more standardized and standard; employees are more aware of the meaning of loving the company, dedication, respect, and restraint, learning and innovation awareness is getting stronger, comprehensive literacy is getting higher and higher, people-oriented, harmonious and ethical atmosphere Getting better and better.
Three. Some experiences of Liu Jing's corporate culture construction
The construction of corporate culture is an important and arduous system project for Liujing Rectifier. The pilot work has benefited us a lot and we have a lot of experience, which can be summarized as "two successively, two combined":
(1) Strategy first, then culture
Culture construction, strategy first, we believe that the relationship between corporate culture and corporate strategy should be the first strategy and then the culture. The so-called corporate strategy is the overall, long-term, and basic plan for the development of an enterprise. It specifies the direction, goal and realization path of the enterprise, and is the steering wheel and compass of an enterprise. Strategy is not optional. Excellent companies have their own strategies. The main reason why they can win in the fierce market competition is to have a correct, clear and advanced strategy. Corporate strategy determines corporate culture, and corporate culture serves corporate strategy. Different strategies have different cultures. Without strategy, corporate culture has no soul, just like a mirage, fleeting; without culture, there is no soil for formulating and implementing corporate strategy, just like a waterless boat, which will not go far.
Based on this understanding, we initiated the strategic study of "Liujing Rectifier's Transformation from Tradition to Modern" before the corporate culture construction pilot, and proceeded with the construction of corporate culture. At present, the four major strategies of "channel and service strategy, talent strategy, digital Liujing strategy, and cultural strategy" have been clarified, which has pointed out the direction for the follow-up construction of Liujing's culture.
(2) Idea first, image later
The implementation of corporate culture construction projects should first be the concept, then the system, and then the image, from the inside to the outside, from the virtual to the real, and the culture cannot be reversed. Culture is something that continues to grow and has a long history. The true essence of corporate culture lies in its unique connotation and deep foundation, not just a form or an appearance. If you can't grasp the essence of the corporate culture, it will be like a flash in the pan, with only a short period of prosperity, without permanent light. The transformation from tradition to modernity is firstly the transformation of concepts. Similarly, when we are engaged in the construction of corporate culture, we must first solve spiritual problems, help employees establish healthy values and excellent will and quality, and make advanced concepts rooted in everyone’s In mind. In the final analysis, the concept of spiritual level must be implemented on the material level, and it must be reflected in behavior and image. System is the idea of materialization and the coordinate of behavior. After the idea is clear, the first priority is to establish a sound system. The change from the rule of man to the rule of law is a manifestation of the progress of corporate governance.
(3) Corporate culture construction must be combined with management innovation
Corporate culture is, in the final analysis, a modern issue of corporate management. The purpose of doing a good job in the construction of corporate culture is to comprehensively strengthen the scientific management of the enterprise, realize the integration of culture and management, not only improve the level of management with advanced culture, but also reflect the cultural heritage of people-oriented in management, and finally achieve the highest level of "cultural management" realm.
The core of corporate culture is corporate values, which determine the way of thinking and behavior of corporate members, and it is an invisible guiding force. The key to management innovation lies in the system, which is to establish a scientific, systematic, and complete system and implement it effectively, which is a tangible binding force. Robbins once said, "Institutionalization is the prelude to culture" and it is a materialized corporate philosophy. Through this pilot work on corporate culture construction, we have more truly realized that corporate culture construction and management innovation are inseparable, cultural guidance and system binding are the most important forces in corporate management, and the two complement each other without one. Not possible.
(4) The construction of corporate culture should be combined with the construction of industry culture
The corporate culture of building Liujing Rectifier must be combined with the culture of the power semiconductor industry. Industry culture embodies a kind of commonality, and corporate culture highlights its individuality. The individuality of an enterprise must be based on the industry commonality. This is a relationship between species and genus. Safeguarding national interests and consumer interests is the "Power Semiconductor Industry Specification" and the constant value pursuit of the power semiconductor industry. The "Four Responsibilities" emphasized by Liu Jing Culture-Responsibility to the Country, Responsibility to Society, Responsibility to Customers and Responsibility to Employees, are the inheritance and development of the "Two Maintenance". It should be said that the corporate culture of Liujing Rectifier is based on the common values of "two supremacy" in the power semiconductor industry, upholding industry concepts such as "two persistence" and "three satisfactions", combined with the characteristics of Liujing's regional culture and the long-term company. Formed its own characteristics and refined corporate culture system. This kind of cultural system embodies individuality and maintains commonality, and achieves an organic combination of industry culture and corporate culture.
James said in "Everlasting Foundation": "The most successful companies pursue profit, but they are all guided by a core philosophy, which includes core values and a sense of mission beyond just knowing to make money." The construction of corporate culture is The life project of an enterprise, when it is not completed, only when it is in progress, it cannot be accomplished overnight, and it will not be done once and for all. For Liujing Rectifier, our corporate culture has just started. The completion of the pilot work is just a start for the future. More new topics are waiting for us to think about, and more new tasks are waiting for us to shoulder. "A journey of a thousand miles begins with a single step", we will firmly establish and always adhere to the industry values of "two supremacy", take the pilot as an opportunity to set off a new wave of corporate culture construction, based on the current, looking into the long-term, facing the future, and mind Department of development, carry out the construction of corporate culture to the end, and carry out the comprehensive, coordinated and sustainable development of Liujing Rectifier to the end!
Enhance core competitiveness with cultural power, promote the transformation of enterprises from traditional to modern
Today in the knowledge economy, competition is everywhere, and the competition between enterprises has been upgraded to a new stage of intelligence, vitality, potential, and charm. With the increasing emphasis on "cultural management", people have become more and more aware that an excellent corporate culture will be a key element of a company's success. Over the years, Liujing Rectifier has been committed to the exploration of corporate culture construction while vigorously developing "fast variables" such as economic benefits and tax and profit indicators. Liu Jing has carried out a systematic corporate culture construction, sorted out the company’s vision, goals, missions, and ideas, and formed a corporate culture with Liu Jing’s characteristics, thereby providing Liu Jing with “continuous learning, continuous innovation, and sustainable development, and realizing the company’s transformation from tradition The strategic goal of "transition to modernity" has laid a solid ideological foundation.
The following report is made on the corporate culture construction of Liujing Rectifier:
1. The basic idea of Liu Jing's corporate culture construction
The overall goal of the corporate culture construction of Liujing Rectifier is: centering on the overall strategic goal of "continuous learning, continuous innovation, and continuous development, and realizing the transformation of Liujing Rectifier from traditional to modern", and firmly establish the "national interest first, consumer interest first" Common values of the industry, creating a homeland characteristic culture with “emotion, reason, and law” as the core content, creating a smart enterprise, promoting the improvement of leadership thinking ability, team execution ability, and employee learning ability, and finally realizing the improvement of the core competitiveness of the enterprise.
(1) Understanding-Why do we engage in corporate culture construction
Is it necessary for Liujing Rectifier to engage in corporate culture, or in other words, are the conditions for corporate culture mature? Our answer is that Liu Jing's development of corporate culture is a choice of history, a requirement of reality, and a call of the future.
First of all, from a historical perspective, the construction of corporate culture is a historical choice for Liu Jing's development. After years of development, Liujing Rectifier has become "large" in scale, "high" employee quality, "existed" in the management system, and "good" in corporate image. Liujing Rectifier has basically realized the transition from human management to system management. The transition of people is in a new leap from managing people with system to managing people with culture. This leap is a qualitative improvement in Liu Jing's development, and it is an inevitable choice of history.
Secondly, from the current status quo, the construction of corporate culture is an inevitable requirement for the transformation from tradition to modernity. The core of corporate culture construction is human, and the protagonist of the transformation from tradition to modernity is also human. In the final analysis, the core competitiveness of an enterprise is embodied in the ability of people, and embodied in the ability to integrate, deploy, and use internal and external resources. Like the development of the industry, Liujing Rectifier is in the process of changing its growth rate from high-speed development to steady development, the growth mode is changing from extensional expansion to connotation growth, the management mode is changing from extensive to fine-grained, and the development trend is changing from market-oriented to capability-oriented. A critical period of change. Adapting to this change and continuously improving the quality and ability of people are the needs of Liu Jing's transformation from tradition to modernity. The change of people's concepts and behaviors requires the guidance of corporate culture. Through the accumulated and subtle influence, employees are cultivated with optimistic, pioneering and enterprising entrepreneurial passion and professionalism.
Again, from the perspective of future changes, the construction of corporate culture is an effective method for Liujing Rectifier to meet future challenges. The situation tells us that Liujing Rectifier will face complex and unpredictable challenges in the next few years, such as increasing competition pressure, increasingly diversified retail formats, more subtle business relationships, and increasing customer needs... In order to cope with various For such challenges, we need to develop a solid and effective corporate culture, further change concepts, update thinking, improve the flexibility of enterprises to grasp the situation, respond to changes, and enhance the ability to withstand risks.
To build a corporate culture, we must first understand the corporate culture, not blindly. In the understanding of corporate culture, four misunderstandings should be avoided: first, corporate culture building is equivalent to political and ideological work; second, corporate culture building is equivalent to spiritual civilization building; third, corporate culture building is only the cultural and sports life of employees; Fourth, the construction of corporate culture is only the VI image design. These are all one-sided understandings of cultural construction, and we must break the stereotype of thinking and conduct overall thinking.
(2) Ideas——How do we carry out the construction of corporate culture
In order to carry out the pilot work of corporate culture construction, we formulated and implemented the overall idea of "333":
"Three Structures", Strategy-Culture-Talent. Strategy is the guidance. Only the company with the correct development strategy can have the right direction. All the activities of the company must be carried out closely around the development strategy; culture is the soul. In the process of promoting the implementation of the strategy, the corporate culture is to mobilize all employees to be active. The intangible force to participate in practice, so we must focus on the strategic goals of the company and build a corporate culture that meets the requirements of strategic development; talent is the guarantee, and human resources are the first resource for an enterprise to survive and seek development, to create a team of high-quality talents The team is the key to the realization of the corporate strategy, and the human resources grown under the influence of a good corporate culture will accelerate the realization of the corporate strategy.
"Three levels", concept-system-image. The complete corporate culture includes three levels: spiritual level, behavioral level and material level. The corporate philosophy is the strategic side and the "heart" of the enterprise; the behavior is the execution side and the "hand" of the enterprise; the image is the expansion side and the "face" of the enterprise. We aim to promote the scientific management of the management system and the systematization of the corporate image with the concept as the guideline, to achieve the coordination of the three levels of concept, system and image, to inspire people with common ideas, to standardize people with scientific systems, and to use unique The image of is inspiring, creating a good atmosphere for cultural participation in management and cultural enhancement management.
"Three Improvements", employee quality-organizational performance-corporate image. Through the construction of corporate culture, the goal of the three to improve together is finally achieved. The word "enterprise" without "person" means "stop". To develop an enterprise, it must have a high-quality talent team. Only when the improvement of employee quality and work performance truly corresponds to the strategic goals of the company, can the performance of the organization be improved and the vitality and competitiveness of the company enhanced. At the same time, we must fulfill the responsibility and mission of the company through practical actions of caring for and repaying the society, and stimulate employees' sense of pride and belonging through the improvement of corporate image.
The whole idea is from the virtual to the real, from the inside out, from the core concept to the code of conduct and then to the image building. Through a series of designs such as mission combing, vision description, job design, performance management, quality training, etc., it aims to establish an enterprise with A scientific system for the harmonious development of people. The fundamental goal is to reshape the concept through the construction of corporate culture and lay the ideological foundation for Liu Jing's transformation from tradition to modernity.
Two, Liu Jing's specific methods of corporate culture construction
(1) Go out, please come in and create a smart enterprise
The key to building a corporate culture is to lay a solid foundation. We focus on the construction and improvement of Liu Jing's concept system on the one hand, and on the promotion and indoctrination of employees on the other hand, so as to consolidate the theoretical foundation and mass foundation of corporate culture construction. First, go out. Conduct field surveys of corporate culture in well-known companies at home and abroad, broaden your horizons, increase awareness, and absorb excellent cultural elements suitable for Liujing Rectifier. Second, please come in. People with experience are invited to make suggestions for the construction of Liu Jing's culture. Third, create momentum. Use publications, Internet and other rich media and means to mobilize extensively to create a strong propaganda offensive and a strong atmosphere of public opinion, so that the majority of employees understand the necessity and significance of developing corporate culture, and mobilize the enthusiasm of all employees to participate. Fourth, focus on integration. Continue to inculcate and inculcate corporate culture to employees to enable them to understand basic concepts and system knowledge such as corporate philosophy, values, vision, mission, etc., to improve their understanding of Liujing’s corporate culture system, and to truly understand the connotation of corporate culture. Fifth, the same participation. Form a work situation where the leadership values support and all employees participate together. The construction of corporate culture is the responsibility of every employee, and everyone will build and learn from the corporate culture.
On this basis, we have constructed a spiritual and cultural system of Liu Jing:
Core values: national interests are paramount, consumer interests are paramount.
Vision: Create a first-class enterprise, be an industry pioneer, be more refined, stronger, bigger and longer.
Mission: Accumulate wealth for the country, meet the needs of the society, create value for customers, and build a platform for employees.
Core concept: humanism, service, dedication, excellence, harmony.
Core qualities: learning spirit, service spirit, professionalism, enterprising spirit, cooperative spirit.
Corporate slogan: Deliver sincerity and ignite passion.
We recognize that Liu Jing's ideal model is to transform from a traditional functional culture to a future process culture in order to achieve cultural transformation. Under this main line, we will strive to promote the four major transformations of the enterprise: from internal orientation to external orientation, from rough management to fine management, from monopoly thinking to win-win cooperation, and from career security to focus on performance. The prerequisite for realizing this cultural transformation is to strive to build Liu Jing into a smart enterprise. To this end, we implemented the "1+5" project with the "credit system" as the core content:
The so-called "1" means "credit system" education and training. Vigorously advocate the concept of "education is the biggest investment of an enterprise, and training is the best welfare for employees", reform enterprise training, introduce the new model of "credit system" into employee training, and design the content, format and time of courses reasonably. Taking participation in training as a rigid assessment, and giving employees the right to choose knowledge, evaluating courses and feedback, cultivate the enthusiasm for learning of all employees, and finally transform to conscious learning through compulsory training, which creates a kind of conscious learning within the company. Good style of study for all employees and lifelong learning.
(2) Focus on practice, focus on management, and create a "home culture"
We believe that the practice of Liu Jing’s corporate culture must be implemented in Liu Jing’s “home culture”. This culture should integrate the “sentiment, reason, and law” of traditional Chinese culture into corporate management to form the company’s own institutional culture. , Executive culture, collaborative culture.
In the construction of institutional culture: We believe that in an enterprise, the system is like the skeleton of a person, and the concept is like the blood of the person. The formulation of a scientific and standardized system is the most fundamental basic work of enterprise management. We applied the concept of process culture to our work practice, implemented business process reengineering, created a work model that drives the operation of positions and departments based on actual conditions, formulated and strictly implemented various rules and regulations, and comprehensively strengthened standardized and systematic management , It has played a strong role in guaranteeing the sound operation of the overall situation and the orderly development of various tasks.
Through the establishment and restructuring, we have established an institutional framework system with "three mechanisms" and "three managements" as the core content: "three mechanisms" are scientific decision-making mechanisms, reasonable human resource management mechanisms and perfect internal control mechanism. The first is to improve the decision-making mechanism that combines grassroots participation, middle-level argumentation and high-level decision-making, giving employees the democratic power to participate in politics, establishing various forms of decision-making consultation mechanisms and information transmission channels; second, improving the human resource development and management mechanism, Through the establishment and implementation of a series of systems such as talent recruitment, education and training, performance appraisal, cadre selection, salary management, job description, etc., we have built the prototype of modern human resource management for the enterprise; the third is to fully launch the "sunshine project" and implement sunny decision-making , Sunshine budget, Sunshine procurement, Sunshine corporate affairs disclosure system, so that corporate management is more open, fair, just and transparent. The "three managements" are refined management, standardized management, and digital management.
In the construction of the executive culture: We implemented the "rectification of the meeting atmosphere from the shutdown" to every meeting. Anyone who answers the mobile phone during the office or other meeting will be consciously put into the bucket, so that the tangible water becomes the invisible water in the hearts of middle-level cadres. Greatly serious the meeting discipline. We vigorously advocate the pragmatic style of holding short meetings, speaking short words, and writing short essays, resolutely eliminate the bad habits of flashy and formalism, remove red tape, and improve work efficiency.
In the construction of collaborative culture: internally, we promote the full service concept of "backstage service front desk, superior service subordinates, leadership service employees" throughout the enterprise, and effectively change the work style and improve the quality of service. We present birthday cakes to every employee on his birthday. The relationship between people is becoming more and more harmonious, and the employee's sense of belonging to the company is getting stronger and stronger. Externally, we sing the public welfare slogan of "Focus on education and environmental protection", care for disadvantaged groups in society, support education, enthusiastic about community construction, and establish a responsible corporate image. As a result, a harmonious atmosphere between people and enterprises, and between people and society has been created.
It is precisely in this kind of refined management like spring weather and rain, moisturizing things silently, we practice system culture, execution culture and collaborative culture, improve material culture, and "home culture" is becoming more and more abundant.
(3) Grasp the foundation, focus on strategy, and strive to become a first-class enterprise
A culture that cannot take root is not a good culture. The charm of corporate culture lies in the ability to help companies achieve one goal after another, overcome one difficulty after another, and continuously bring the company to a higher level of development. The purpose of Liujing Rectifier's corporate culture is to help the company realize its development vision of "creating a first-class enterprise, being a pioneer in the industry, being more refined, stronger, bigger, and longer-lasting" at an early date.
One is to establish strategic thinking. "People have no long-term worries, there must be immediate worries", and the same is true for enterprises. We have carried out the "Strategic Research on the Transformation of Liujing Rectifier from Tradition to Modern" in combination with the construction of corporate culture. The purpose is to clarify our thinking, clarify the direction and train our team. This work has certain guiding significance for the future development of Liujing rectifier.
The second is to implement a benchmarking and transcendence strategy and move towards a first-class enterprise. To become a modern enterprise, Liu Jing must implement benchmarking management. One is the industry benchmark. We have carried out the "International IR Learning" activity in the city system. By learning from industry benchmarks, we can see our own gaps and clarify the direction for improvement. The second is international benchmarking. In order for Liu Jing to become a modern enterprise, he must have an "international vision and international standards" to study the management ideas, management methods and modern enterprise systems of the world's outstanding enterprises. At present, we pay special attention to the research of industries and enterprises that are gradually becoming more competitive outside the industry, such as ABB, IR, and WESTCODE, in order to think about how we can achieve market-oriented reforms while adhering to the monopoly system. While establishing two benchmarks, we will focus on the long-term, focus on the present, and combine the grand vision with realistic work.
The third is to pay close attention to the foundation and achieve standardized management by implementing standards. From the perspective of industry development, the era of standardized and refined management in the power semiconductor industry has come. We will fully introduce the ISO9001: 2008 quality management system in the company next year, and implement the spiritual culture through job description, process combing, and system innovation. Into the institutional culture and behavioral culture.
After intensive organization and implementation, Liujing Rectifier's corporate culture construction has achieved phased results. Our biggest gain is that Liu Jing’s “home culture” with “emotion, reason, and law” as its core has been initially established, and a relatively complete spiritual and cultural system has been constructed. The quality and ability of the top, middle, and grassroots of the company has been generally improved. , An intelligent enterprise has begun to take shape, and the core competitiveness of Liujing Rectifier has been greatly improved.
At present, the core values of "national interest first, consumer interest first" have been deeply rooted in Liujing rectifier, and the spiritual guidance is increasingly showing; a system-oriented cultural atmosphere has become common in Liujing rectifier
Corporate management is becoming more standardized and standard; employees are more aware of the meaning of loving the company, dedication, respect, and restraint, learning and innovation awareness is getting stronger, comprehensive literacy is getting higher and higher, people-oriented, harmonious and ethical atmosphere Getting better and better.
Three. Some experiences of Liu Jing's corporate culture construction
The construction of corporate culture is an important and arduous system project for Liujing Rectifier. The pilot work has benefited us a lot and we have a lot of experience, which can be summarized as "two successively, two combined":
(1) Strategy first, then culture
Culture construction, strategy first, we believe that the relationship between corporate culture and corporate strategy should be the first strategy and then the culture. The so-called corporate strategy is the overall, long-term, and basic plan for the development of an enterprise. It specifies the direction, goal and realization path of the enterprise, and is the steering wheel and compass of an enterprise. Strategy is not optional. Excellent companies have their own strategies. The main reason why they can win in the fierce market competition is to have a correct, clear and advanced strategy. Corporate strategy determines corporate culture, and corporate culture serves corporate strategy. Different strategies have different cultures. Without strategy, corporate culture has no soul, just like a mirage, fleeting; without culture, there is no soil for formulating and implementing corporate strategy, just like a waterless boat, which will not go far.
Based on this understanding, we initiated the strategic study of "Liujing Rectifier's Transformation from Tradition to Modern" before the corporate culture construction pilot, and proceeded with the construction of corporate culture. At present, the four major strategies of "channel and service strategy, talent strategy, digital Liujing strategy, and cultural strategy" have been clarified, which has pointed out the direction for the follow-up construction of Liujing's culture.
(2) Idea first, image later
The implementation of corporate culture construction projects should first be the concept, then the system, and then the image, from the inside to the outside, from the virtual to the real, and the culture cannot be reversed. Culture is something that continues to grow and has a long history. The true essence of corporate culture lies in its unique connotation and deep foundation, not just a form or an appearance. If you can't grasp the essence of the corporate culture, it will be like a flash in the pan, with only a short period of prosperity, without permanent light. The transformation from tradition to modernity is firstly the transformation of concepts. Similarly, when we are engaged in the construction of corporate culture, we must first solve spiritual problems, help employees establish healthy values and excellent will and quality, and make advanced concepts rooted in everyone’s In mind. In the final analysis, the concept of spiritual level must be implemented on the material level, and it must be reflected in behavior and image. System is the idea of materialization and the coordinate of behavior. After the idea is clear, the first priority is to establish a sound system. The change from the rule of man to the rule of law is a manifestation of the progress of corporate governance.
(3) Corporate culture construction must be combined with management innovation
Corporate culture is, in the final analysis, a modern issue of corporate management. The purpose of doing a good job in the construction of corporate culture is to comprehensively strengthen the scientific management of the enterprise, realize the integration of culture and management, not only improve the level of management with advanced culture, but also reflect the cultural heritage of people-oriented in management, and finally achieve the highest level of "cultural management" realm.
The core of corporate culture is corporate values, which determine the way of thinking and behavior of corporate members, and it is an invisible guiding force. The key to management innovation lies in the system, which is to establish a scientific, systematic, and complete system and implement it effectively, which is a tangible binding force. Robbins once said, "Institutionalization is the prelude to culture" and it is a materialized corporate philosophy. Through this pilot work on corporate culture construction, we have more truly realized that corporate culture construction and management innovation are inseparable, cultural guidance and system binding are the most important forces in corporate management, and the two complement each other without one. Not possible.
(4) The construction of corporate culture should be combined with the construction of industry culture
The corporate culture of building Liujing Rectifier must be combined with the culture of the power semiconductor industry. Industry culture embodies a kind of commonality, and corporate culture highlights its individuality. The individuality of an enterprise must be based on the industry commonality. This is a relationship between species and genus. Safeguarding national interests and consumer interests is the "Power Semiconductor Industry Specification" and the constant value pursuit of the power semiconductor industry. The "Four Responsibilities" emphasized by Liu Jing Culture-Responsibility to the Country, Responsibility to Society, Responsibility to Customers and Responsibility to Employees, are the inheritance and development of the "Two Maintenance". It should be said that the corporate culture of Liujing Rectifier is based on the common values of "two supremacy" in the power semiconductor industry, upholding industry concepts such as "two persistence" and "three satisfactions", combined with the characteristics of Liujing's regional culture and the long-term company. Formed its own characteristics and refined corporate culture system. This kind of cultural system embodies individuality and maintains commonality, and achieves an organic combination of industry culture and corporate culture.
James said in "Everlasting Foundation": "The most successful companies pursue profit, but they are all guided by a core philosophy, which includes core values and a sense of mission beyond just knowing to make money." The construction of corporate culture is The life project of an enterprise, when it is not completed, only when it is in progress, it cannot be accomplished overnight, and it will not be done once and for all. For Liujing Rectifier, our corporate culture has just started. The completion of the pilot work is just a start for the future. More new topics are waiting for us to think about, and more new tasks are waiting for us to shoulder. "A journey of a thousand miles begins with a single step", we will firmly establish and always adhere to the industry values of "two supremacy", take the pilot as an opportunity to set off a new wave of corporate culture construction, based on the current, looking into the long-term, facing the future, and mind Department of development, carry out the construction of corporate culture to the end, and carry out the comprehensive, coordinated and sustainable development of Liujing Rectifier to the end!
