The first half of 2013 is the each department focus on breakthrough development, stride for half a year. In order to deeply analysis the trend of the management of the company, on July 11, 2013, the group company in the complex multi-function hall was held in the first half of 2013 high-level cadres’ management performance assessment summary meeting. Meeting started at 14 PM and ended at 4 to 12, when 30 points, lasted for 14 hours. Chairman of the board of directors, the group headquarters in high-level cadres and staff of more than 1000 people attended the meeting.
This meeting focus on high-level cadres duty performance and management responsibility given by the company, the venue layout solemn and neat, hanging on the subject of management for both banner slogan: "change the selfish reason to find, long-time stable have pursuit, bears hardships and stands hard work perseverance, initiative to take the lead", "flaming a soldier, will bear a litter, high-level cadres of qualified standard to you a few? You are bringing your team to hell or to heaven?" "Selfish lazy and passive, dodging worry, can only put the team into the abyss! Change ideas, looking for accurate positioning, and really make work, can bring the team to success!" These slogans all embodies as the high-level cadres to lead the team to the importance of development.
The group after the opening dance of passion, congress first broadcast a group headquarters all high-level cadres thear video. Through video, shows sanli high-level cadres, positive, sunshine, vigor, spirit striving to make progress.
Combining with the video, the group vice President lady Cui told all the high-level cadres and staff analysis of the "sanli of the management cadres and cadres have what different" in the society. Manager Cui pointed out that the society is promoted, some cadres by the authority to request, orders, personal management consciousness, once out of the job, it is difficult to carry out work; Of sanli management cadre is wisdom, to lead the team and management team, really reflect the value of the management. Manager Cui at the same time requirements: sanli of the high-level cadres have the indomitable spirit, constantly looking for gap, hard work, to maintain highly consistent with the company, leading all the staff for the early realization of "iron pot for sanli one hundred family" of localization efforts to struggle.
In order to make further summed up their respective management, in charge of the vice President, set up the conference this year "in charge of the vice President, reporting on activities report" link, mainly from the "organization and management duties to perform, team building, standardized, innovation, promotion, performance appraisal and management measures, the use of four key measures, the functional departments responsibility to perform and big problems for management report, study from each other, through this link each in charge of the vice President to further improve the internal management.
The fourth part is the management of special analysis and recognition, the driven link. The management performance evaluation, unlike in the past, all adopt the quantitative data form, from multiple perspectives, comprehensive analysis and evaluation of the management team's management work, emphasis on analysis of a number of special management, team building, standard, professional assessment index, management/technical innovation, five soft steady tightening and time effort, eventually to the comprehensive performance ranking, rewards and punishments. In order to maximize the guarantee the fairness of evaluation, test tube department according to the first half of all the basic data statistics, processing, analysis, using scientific formula of data processing in the form of chart, histogram, etc to make slideshow, clear, clear to show the results of the, let all the senior and staff to further clear the advantages and disadvantages of each department, to promote correct, specifications and work in the second half year.
The host in evaluation for link, guides everybody analyzed in the first half of the various departments and big team building, management/technical innovation, five soft steady tightening and time effort four projects, including team construction is analyzed from various angles, make management cadres to see their own problems of team building, strengthen team construction work laid the foundation for the next step. Five soft three tightening, with the data shown in the first half of the company various departments in the daily work of five soft three tightening to carry out the situation, by comparison, strongly stimulated the poor performance of departments and encouraged them in the future work of the implementation of standards, requirements. In the process of analysis of time and effort paid, all the staff is exclamation in high-level cadres, and saw the huge gap between itself and the high-level cadres. The analysis to all the staff set up the work posts, to inspire the employee's work was determined. The convention sets management, special prize award and comprehensive performance award three awards, awards the total percentage is 25%, the special award from the team building, management/technical innovation, the time and effort pay three aspects evaluation, special prize including "excellent high-level time effort", "diligent, lazy, don't pay attention to the production management captain", and "quickly adapt to, skilled middle-level cadres", "ideological transformation, improve cadres' work. The establishment of these awards issued by, and played a good education. Through the award and the leadership of comments, high-level and employee education more clearly know the direction of the self development and goals.
Assembly for every big comprehensive performance ranking, and ranking brand, marketing won the big comprehensive management performance first crown, continue to pilot. At the meeting, each big lined up: in the second half of the work must strengthen the management work, will all the work into effect, for the first.
Group chairman at the meeting, he saw the analysis and comparison on the appraisal form and the effect of the meeting. At the meeting, the chairman, respectively, from "in sanli how should long stable development? Should adjust state of mind, serious and responsible work, with the company to maintain zero distance......" , "five don't look at the sanli use", "to change ideas and go ahead the development path" and "team management" aspects of patience and sincere guidance education all the senior and staff, education to rapid change, really play work, development, development team! Chairman stressed at the same time management department must be persistent to grasp all the high-level assessment test work. His good intention and inculcation deeply touched by the every sanli is all that matters! All staff seriously listen to the teachings of chairman, and understand him for everyone's education, more feel great parents are eager for our rapid development.
At this point, in the first half of 2013 group company comprehensive management cadre performance evaluation summary of the conference a complete end. The meeting has inspired all big and departments you superego driven competition, cooperation, passion! Company and passion, morale, and believe in the future work, the company each department will closely united, really work, towards the grand goal of enterprise to stride ahead!