First, standardization.
On-site management must emphasize standardization, daily work must be carried out in accordance with standards and systems, and special attention should be paid to the operational details of standards. Through the implementation of ISO900 1 and other systems, many enterprises have compiled many standards, processes and other materials. However, if we carefully analyze these standards and processes, we will find that different people will get different results when they follow these standards and processes. For example, a company regulation? Can't the trash can be too full, or you will be deducted? The question is, what do you mean? Can't the trash can be too full? There are no specific details.
Another example is that a company has put the hand washing process? Shimizu? Hand sanitizer? Shimizu? Coax? Sticking on the wall seems to be a process, but if you arrange several people to wash their hands according to this process, you will find the difference between different people. Let's take a look at KFC's hand washing regulations: 1, wash your hands with sterilized hand sanitizer every hour; 2. Wash the wrist for at least 20 seconds. Explain that the focus of standardization is detail management. If different people work according to the same standard but get different results, such standards and processes are a decoration. Therefore, the author thinks that some enterprises should not draw lines and mark venues. What is the reason given? To improve the quality of employees, there are lines in mind and logos? This wish is good, but look at some we generally recognize? Employees have higher literacy? In developed countries in Europe and America, which country does not draw lines or set crosswalks on its traffic roads? No matter how good you are, you need clear standards and processes to guide things to do right, otherwise different people will have different things? In my heart? Scenes, things that are not standardized will naturally be varied. On-site marking and marking are to clarify the right and wrong of on-site work through detail management, thus generating good self-restraint conditions and facilitating supervision.
Second, dynamic.
Anyone who has been to Toyota, Samsung, General Motors and other outstanding enterprises representing Japan, South Korea and the United States can see the changing trends of KPI indicators (P (efficiency), Q (quality), C (cost), D (delivery), S (safety) and M (morale) in the workshop and even the team in recent years, and then understand the related trends. ? No credit, no hard work? Excellent enterprises have no market. You can't see the PQCDSM indicator that you are responsible for getting better, which only shows that you are not an excellent manager. Many excellent enterprises put forward that it is natural to complete production as planned, and you should complete production with this salary. The benchmark to judge whether you are excellent or not is whether the PQCDSM index you are responsible for is improved in a better direction faster than the competitors. Therefore, it is very important to clarify the PQCDSM indicators that managers at all levels are responsible for, reveal some important indicators on management billboards, and track the changing trends of these indicators, so as to continuously improve the management level.
Third, activate
Last year, a media survey showed that 48% of front-line workers in China experienced job burnout, and with the promotion of their posts, the proportion of job burnout declined. An individual's enthusiasm has a great relationship with his sense of job accomplishment. Without a sense of accomplishment, it is easy to produce job burnout. Having decision-making power is not easy to produce job burnout, which is also the reason for the decline in the proportion of job burnout of middle and senior managers. The front-line workers in production enterprises account for the majority, so reducing their job burnout ratio is very important for enterprises to do a good job in on-site management. Enterprises can't provide them with many decision-making opportunities in administrative affairs, but they can participate in small reforms through daily improvement? Decide? Summarize the results of the improvement case and stick it on the top (or near) of his station by means of rubber sleeve. A compliment from a leader or guest is likely to make him work energetically for a week. In addition, the company regularly convenes key personnel and production backbones of various departments to observe and learn excellent improvement cases of recent sites. The so-called journey of improvement is very effective in stimulating everyone's vitality. Paying attention to employees' improvement results is an important way to reduce job burnout and stimulate employees' vitality.
Fourth, humanization.
Humanization is not necessarily related to the level of wages and benefits. Compared with many developed countries, the wages of employees in domestic enterprises are very low. But even if it is very low, enterprises still need and should pursue humanized management. In terms of improving the website management level, I think it should be reflected in the following two aspects? People-oriented? Humanized management.
1. Try to make front-line workers finish their work more accurately, quickly and easily without increasing the company's investment.
I remember once seeing a worker standing in front of the instrument desk, looking at dozens of instruments in front of him. The author said to the administrator, you can't trust the worker to look after the rice. Under normal conditions, each meter has two upper and lower limits, dozens or even hundreds of meters. It is difficult for workers to remember so much, and there are not many problems with the instrument pointer. It's been ten days. No problem? People's inertia will make employees, right? Occasionally? Turn a blind eye. Pre-job training and exams are very important, but they can't make employees work effectively. Through visual management, the normal range of various instruments is marked as green, others as yellow or red, or for digital instruments, the maximum and minimum values are marked, which reduces the content that employees need to remember, allows employees to quickly and accurately judge whether the instrument is normal, reduces the memory pressure and work tension, and easily completes the work. What is the manager's main job? Supervision? Or? Management? Without increasing the company's investment, find ways to make front-line operators finish their work more accurately, quickly and easily.
Step 2 create a warm scene
I was once invited to a friend's enterprise for guidance. When observing the enterprise site, I saw a circle of leather sofas, stainless steel coffee tables, metal newsstands, high-end TV cabinets and other items in the rest area of the first workshop. On the wall, there is only a small area hanging on the large inkjet board for the team to see, and most of the inkjet boards are painted with fixed slogans, ideas, publicity and other materials. At that time, the first feeling was that my friend's enterprise had financial resources. When you saw the same items and the same layout of the second team rest area, you were told? We are building a standardized team? At this point, the author has felt that there is no need to read it. The same thing is not worth seeing. The unchangeable thing on the wall is basically a form. Don't expect employees to pay attention to it often.
On the contrary, some excellent enterprises encourage each team to make full use of the materials and articles abandoned by their own enterprises, give full play to the imagination of each team member, and create a warm rest and study place by themselves. After observing the scene of a photoelectric technology company, the person in charge of the lean production office of an enterprise said with deep feelings: the team leaders of all workshops, including those in their forties and forties, sincerely and enthusiastically want to tell me the improvement results and process made by their own teams, and the improvement results combined with their own team characteristics can be seen in different teams. Although the factory building has been built for a long time, it is not modern in appearance, but the interior scene is very warm, which makes me very moved. They achieved their goal? Touching customers, leaders and yourself? Target.
Fifth, study.
Nowadays, the competition of enterprises is no longer the competition of products, nor is it just the competition of talents. The only lasting competitive advantage is the ability to learn faster than your competitors. Although it is difficult to improve learning ability, some domestic enterprises, such as Shandong Laigang Group, have taken the lead in passing it? Self-transcendence, improving mental model, establishing common vision, team learning and systematic thinking? The management promotion activities of "five disciplines" and "creating learning teams and groups" have greatly changed the concepts and behaviors of employees at all levels of the enterprise. Being good at learning, summarizing and improving is undoubtedly the driving force for the continuous improvement and improvement of on-site management level.