五金厂,改革计划书（Hardware factory, reform plan）.docVIP

五金厂,改革计划书（Hardware factory, reform plan） Prospectus (creating high efficiency groups, creating companies, high efficiency) There are still some loopholes in some of the companys reform issues. One: quality problems; often see some problem products. Perhaps a mistake is a fine, and in the end after being checked out, the product can not be used, can only be scrapped as scrap metal to sell. The employees who are punished must have a bad feeling. This is not the most important thing. The biggest loss is the company itself. There are many reasons for this problem: 1, the boss is not clear with subordinates, or did not supervise subordinates have done as he said. (supervision is the soul of execution) 2, the staff skills are not really skilled 3 employee work attitude 4 allocation of measuring tools Program 1: 2 months or 1 months to hold a labor skills competition, to strengthen work skills and improve problem-solving skills. In the work, the establishment of assessment system and a clear assessment criteria, the overall management of relatively smooth, for the implementation of high reward. Because there is no assessment system and a clear assessment criteria, the overall management will not keep up, which led to the lack of incentives for the implementation of the results. The effective performer and the invalid executor receive the repayment basically the same, has not manifested the difference, will attack the effective performers enthusiasm. Programme 2: Take 1 days each month to hold the whole factory meeting, and each time several old employees come on stage to talk about his experience and the story that happened in the factory. But it is not in the form, but in good faith! Employees like to be taken seriously by leaders. The purpose is obviously to change their attitude towards the company, to let them have a positive attitude, and to get into the role more easily and do their job well. The company is also engaged in many activities, I want to say is not it is