Let me talk about my opinion. First of all, the employee handbook should clearly describe the vacation time, attendance and labor discipline. Employee handbook is the condensation of enterprise rules and regulations, enterprise culture and enterprise strategy, and it is the "regulation" within the enterprise. The purpose of designing employee handbook determines its content. As a window to know and understand the enterprise, employee handbook is an important part of the enterprise, and its content is essential. Corporate culture, as the value concept of the enterprise, is a ubiquitous atmosphere closely related to every employee, which is more abstract. As a carrier, employee handbook makes corporate culture superficial, written and standardized. The employee handbook makes the potential corporate culture literal and systematic, which is conducive to the external publicity of corporate culture.

As the concentration of corporate culture, employee handbook also plays the role of displaying corporate image and spreading corporate culture. Employees can learn and recognize the corporate culture through the study and training of employee manuals, so as to integrate with the corporate culture and finally make the corporate culture land, not just stay on documents and slogans. The Employee Handbook is mainly the management standard of the internal personnel system of the enterprise, and covers all aspects of the enterprise, and undertakes the function of spreading the corporate image and corporate culture. It is an effective management tool and an action guide for employees. In the process of compiling employee handbook, five principles should generally be followed: handling affairs according to law, equal rights and responsibilities, paying attention to practical results, continuous improvement, fairness, justice and openness: 1, handling affairs according to law: the formulation of employee handbook should follow national laws, regulations and administrative rules. 2. Equivalence of rights and responsibilities: The employee handbook should fully reflect the equal relationship between enterprises and employees, and the rights and obligations are equal. 3. Practicality: The employee handbook should have actual content and reflect the personality characteristics of the enterprise. 4. Continuous improvement: The employee handbook should be improved and perfected in time. 5. Fairness, justice and openness: employees are members of the enterprise, and the development of the enterprise cannot be separated from the participation of all employees, so we should solicit opinions from everyone and actively adopt good opinions and suggestions.

Personally, I think there is only one reason why corporate culture has not really landed, that is, the so-called corporate culture does not belong to your enterprise. It should be said that this is the fault of many enterprises, and follow the trend of speculation! Today, some people talk about attaching importance to employees' gratitude, so they attach importance to employees' gratitude. Tomorrow, when they see that some enterprises are engaged in market KPI reform, they will follow suit. Many people are still at a loss, failing to achieve the expected results, but wasting a lot of cost resources. The real corporate culture certainly doesn't do this. First of all, he needs senior leaders to establish good development values, proceed from the overall situation and be more cohesive to the team.