In the LED lighting industry, workers sometimes only hire a lot of tools for the peak season; when the off-season comes, they quickly fire up; while some companies never train employees, use them immediately, and constantly dig employees of peer companies. These phenomena can be thirsty for enterprises in the short term, but in the long run, enterprises will still be in a state of mind. Such a company is not a healthy enterprise, but also a company that is difficult to achieve rapid development.
With the intensification of labor shortage in the Pearl River Delta, it is an indisputable fact that recruitment is difficult. How to change the development mode and employment of LED lighting companies is something that every enterprise should seriously consider. In terms of long-term perspective, it is more important than marketing, research and development. Only LED lighting companies' team culture, team management and training system are perfect enough, LED lighting companies can get a faster upgrade.
In fact, in the current transformation of labor-intensive industries, it is the right time to lay down the employee's brand. If you don't see a few people fighting back in the battlefield, you will not see the horizontal knife as the first. The so-called device can be understood as a human weapon can also be understood as the company's employee skills, cohesiveness, etc. From this perspective, in fact, now is the key period of enterprise transformation and reform. Who can make the best use of this resource, who is the ultimate winner.
How should people exploit this resource in the end? I think we can start from the following aspects.
First of all, we must improve the treatment of employees. The vast majority of ordinary employees come from the money. You don't get the money, and the natural employees will be absent or lost. However, to improve their treatment, it is not just to give them more money directly, so that they can not stimulate their potential. In order to let the excess money be linked to its performance, the company has not increased the cost, that is, it has increased wages for employees and increased production efficiency. This is completely ok. Instead of watching employees complain about absenteeism, it is better to give them an incentive mechanism to do more with their heart and do things well. Conditional companies can purchase automation equipment and improve work efficiency. When an employee's monthly average GDP can reach twice or three times that of other manufacturers, this time can give workers high wages and increase welfare. Once so, will employees still be half-hearted? If there is a boss who relies on the strict attitude of employees ten years ago to make a home, and thinks that you can lick the meat on the lame and don’t know how to share the cake with the employees, then the difficult situation or the future is self-pick. people.
Secondly, we must fully respect the employees and regard the employees as a career as a boss. Forgive me for being rough. In some bosses, employees are the tools to make money. Employees seem to be inferior. They are indifferent to the interests and indifferent to the employees. This is an expression of unqualified corporate leaders. To be a company, to pursue profits, but to manage talents, it must also be part of its achievements. If you do not mention the spiritual gains, it is also an important duty to talk about how to manage talents and use them for enterprises. It is important to know that if employees do not make progress, it is difficult for companies to make progress. Don't run away with the farmer's mentality that trains people to run away. It's also your yin, but if you care about it, love your employees like children, how can you run away? If you have figured this out, you may wish to save the time of KTV singing and dancing, and go to the workshop to communicate with the staff; you may wish to save the joy of the meat and meat for a while, and to understand the knot of the staff; you may wish to put away your ugly face. Smiling and giving employees a common compliment.
Once again, to develop this resource of good people, we must also take advantage of the situation and make good use of the mechanism. The fairness mechanism, communication mechanism, and reward mechanism of performance should be born out of the current situation of the enterprise, so that employees can rise in the rules of the game to achieve the effect of encouraging advanced and eliminating backwardness. Not only that, but also use some systems and processes to regulate, such as the problem-solving system, so that mistakes can be found on the assembly line, and can not be wrong and wrong, and consume efficiency and quality. In short, a good mechanism can reduce errors, condense people's hearts, stimulate advanced, and drive morale. All of this must be carried out step by step according to the specific conditions of the company.
Think of people as the greatest resources, and companies can spread different vitalities from the inside out. Willing to share with the LED lighting industry.
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