As the saying goes: it takes ten years to grow trees, but a hundred years to rear people.Site staff is the cornerstone of the company's survival and development, but also an important part of the company.How to build an excellent, strong executive force, strong cohesion of the on-site staff, how to play the spirit of ownership of employees, in the current environment of frequent staff turnover, is the direction of every enterprise efforts.The following is a brief introduction of zhengcun's main attempts at grassroots cultural construction:

1. third level training

After the new employee enters the company, the workshop and the shift group three levels of training, at the same time to establish the training curriculum vitae based on the employee and the product training curriculum vitae based on the unit.

The company level mainly trains the company system and the culture, lets the staff have the preliminary overall understanding to the company;The workshop level training is mainly about safety, operation process and on-duty skills, so that employees can know the production characteristics and operation requirements.Team training is based on product skill operation and involves the operation points of specific products.

2. Employee care

The turnover rate of new employees is relatively high. In a strange environment at the beginning, there is a process from doubt to trust, from strangeness to familiarity, from strangeness to proficiency, which needs guidance and care from others.

Logistics service: the person in the dormitory will be arranged to lead to the bed and introduce the dormitory members.Timely handling of work cards, distribution of tools, locker and tooling to enhance the sense of collective integration.

Caring talk: the team leader of the new employee shall have a talk for three consecutive days. The training specialist and the supervisor shall have a talk for the first three days to answer questions, listen to employees and help them solve practical problems.

3. act in concert

Without strict discipline, there will be no good work style, there will be no good site.The company executes unified action, hope to accomplish unified go to work, unified eat, unified rest and unified go off work.

Unified requirements: set up a unified waiting area for entering the factory at work, follow the company's prescribed route, and enter the factory in columns.At work, employees will put their mobile phones on the same rack and queue up for meals from the workshop.

Unified time: inspectors shall take two breaks in each shift, drink water on the hour, and report to the site leader when going to the restroom.

Unified off duty: normally off duty, the monitor will lead the team to leave the field twice, if there is a final scene, the monitor will lead the team to leave the field.

4. Monitor system

The squad leader, as the head and tail of the soldiers, is the right-hand man of the site leader, is the backbone and backbone of a group, is the bridge and link, bearing the role of connecting the preceding and the following.Zhengcun has always paid attention to the development of the duties and functions of the monitor, incorporated the monitor who does not work full-time into the management system, established the organizational structure of 1+6 (one monitor and six employees), formed the culture of mutual help and assistance based on the class, and the culture of mentoring, and then promoted it into the culture of full participation, forming the tradition of continuous improvement.

5. Incentive mechanism

According to the capacity and quality of the field operator, work discipline and 5S as the basis of the evaluation, form a monthly comprehensive efficiency incentive.

During the selection week, excellent employees will be evaluated from two aspects of working attitude and working skills to promote the culture of positive energy.

Carry out diversified skills competitions, imitate sports data statistics mechanism, collect data in the statistical direction of the fastest progress, the best quality, the best individual and the winning team, evaluate the winners, cultivate the technical plot of employees, and establish a strong skill atmosphere.

Every year, according to the comprehensive performance of on-site operators, the annual grade assessment, to open up the skill level, the establishment of promotion channels.

Unified time: inspectors shall take two breaks in each shift, drink water on the hour, and report to the site leader when going to the restroom.

Unified off duty: normally off duty, the monitor will lead the team to leave the field twice, if there is a final scene, the monitor will lead the team to leave the field.

6. training

I took advantage of the morning meeting time of the team, managed the site for weekly training, and confirmed the training theme based on the staff's daily work such as attendance, leave, salary and welfare, as well as corporate culture promotion.

At the same time, according to the actual management of the site, the management department made the training plan, and conducted the training of the group leader for one and a half month lesson.

7. Team building

Many on-site staff are migrant workers who live far away from their hometown and lead monotonous lives after work. The company specially organizes key staff to carry out group building activities, hold dinner parties and visit the beautiful scenery and meaningful places of Shanghai.Through team activities, it not only enriches everyone's spare time life, but also forms centriental force and cohesion.

Through a series of grassroots cultural construction, accumulated over a long period of time, gradually precipitation has become the characteristics of zhengcun.At present, the staff team of the company is becoming more and more stable. After the New Year, the staff return rate is 100% and the turnover rate is controlled within 2.5%, which helps to build and establish a grass-roots staff team with good style for the implementation of on-site system, 5S improvement and efficiency improvement.