Seek well-known enterprises, because there are examples of perfect and strict systems.

From big countries to small enterprises, strict management has always been needed.

For example, the United States claims to be a country with a high degree of freedom, but its laws are the most sound. These laws tell us very clearly what kind of behavior is allowed, what kind of behavior is not allowed, what kind of punishment to accept and so on. There are many foreign-funded enterprises in China, especially Taiwan-funded and Japanese-funded enterprises, which are called models of strict management. Without exception, these foreign-funded enterprises have established perfect work processes and systems within the enterprises. The perfection and fineness of its system is simply staggering. For example, some enterprises have stipulated the working standards of cleaners, and the cleaning of glass doors and windows is detailed to how to clean them the first time, how to clean them the second time and how many times. A Japanese hotel stipulates that when cleaning the toilet, the cleaning staff should be clean enough to drink toilet water. Imagine, if the toilet is not clean, how dare you drink the water in the toilet? !

Therefore, the core of strict management is institutionalized management, which should be strictly implemented in accordance with the requirements of the system. If an enterprise does not establish perfect rules and regulations, it is not strictly managed. An enterprise has perfect rules and regulations. If they are not strictly implemented, these systems are only a decoration at best, which will inevitably fail to achieve the effect of management, and there is also no strict management.

However, strict management is not without humanized management.

The so-called humanized management is a management mode that pays full attention to human factors in the whole enterprise management process and takes fully tapping human potential as its own responsibility. As for its specific content, it can contain many elements, such as respect for people, sufficient material and spiritual incentives, providing people with various opportunities for growth and development, and paying attention to the win-win strategy of enterprises and individuals, and so on.

As mentioned earlier, the core of strict management is institutionalized management. Humanized management, it is very important for managers to fully consider the rationality and effectiveness of the system according to the different stages of enterprise development and the characteristics of various employees when formulating various rules and regulations. If many unreasonable systems are made unrealistically, it will not only fail to effectively manage employees, but also bring any benefits to enterprises. It is a good attempt to implement any system for sunflower for three months now. During the trial period, the enterprise management department should solicit opinions and suggestions from various departments on the new release system and improve the system. Once employees find that the probation system is unreasonable, they can not follow the probation system after filing. However, after the probation period of the system is over and officially released, anyone must carry out it to the letter. This not only ensures the rationality and effectiveness of the system, but also ensures the seriousness and enforceability of the system.

Humanized management, in addition to the actual institutionalized management, is very important, that is, paying attention to the interests of employees and taking the continuous improvement of employee welfare as the top priority.

Under the condition of market economy, the competition between enterprises is, in the final analysis, the competition for talents. Whoever gets the talent is king. Those enterprises that pay attention to the interests of employees and put the stability of employees first are undoubtedly wise. For enterprises, the stability of the workforce can be said to be a cornerstone of the stability of enterprise benefits. Frequent employee entry and exit is actually the biggest opportunity cost for enterprises. Because in this case, enterprises have actually been using unskilled employees. The consequence is that the production efficiency is low, the quality of products produced does not meet the requirements, customer complaints increase and orders decrease, which directly affects the interests of enterprises. In addition, people need motivation. Motivation is of course a spiritual aspect, but material motivation can often play a more direct role in the real society. Enterprises sometimes overestimate the ideological realm of employees and think that employees demand too much welfare benefits, which is undoubtedly wearing "old glasses" to see new problems.

Fortunately, Sunflower executives, with Chairman Wu and General Manager Ding as the core, have realized the importance of employee stability, and regard continuous improvement of employee welfare as a breakthrough to stabilize employees. The company installed air conditioners in staff dormitories free of charge, and after introducing supply and marketing supermarkets at a low price, it also installed water heaters in each staff dormitory free of charge, providing subsidies for broadband Internet access in the dormitory, which greatly facilitated the lives of employees. This has played a very good role in reducing the staff turnover rate and stabilizing the staff. Of course, there are still many aspects that need to be improved by the company's managers.

In short, the author believes that an enterprise should not only improve its rules and regulations, but also strictly manage it according to the system; At the same time, we should pay attention to the interests of employees and implement humanized management. Only in this way can we balance the interests of enterprises and employees and achieve a win-win situation; Only in this way can we win the initiative in the increasingly severe market competition.