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The Secret Of Managing Employees In Production Enterprises

2013/9/21 20:56:00 35

manufacturing sector is often the core sector of manufacturing enterprises, and production workers are often the main body of value creation.

The management of the production staff is in line with the high quality and efficient value chain delivery.

Improving the management of production staff is of long-term practical significance to the manufacturing enterprises, and is the key to improving competitiveness.

1, the characteristics of productive work

usually, productive work has the following characteristics:

feature 1, order driven.

The sales department collects orders, makes sales plans, and gives them to the production planning management department. According to the sales plan, combined with personnel, raw materials inventory and equipment, the production planning management department produces production plans and procurement plans, and sends them to the purchasing department and manufacturing department respectively. The manufacturing department makes daily production plans and executes according to the production plan and raw material inventory, and the manufacturing department enters the warehouse with finished production and qualified products, and then sells the goods from the warehouse to the customer warehouse according to the sales plan.

the production operation with order as the core has caused two common phenomena: first, there will be a busy season for production; two, there will be a busy schedule.

The production season is mostly due to the short and peak season of sales.

Unevenness can be unequal orders, or rework caused by product quality problems.

This makes the employment demand of production type work difficult to grasp.

in recent years, recruitment difficulties have appeared in many parts of the country. In addition to the objective changes in the personnel supply situation, it is largely due to the fact that many of the subjectively modeled enterprises are not able to grasp their own employment needs and should be delayed.

characteristics two, division of labor and cooperation.

Manufacturing departments produce different products and generally adopt different processes.

In the process design of the technological process department, each position assumes different tasks and requirements, and has its own internal customers in the manufacturing process.

The previous process is often the internal customer of the next process, and the progress or quality problem of the previous process will affect the progress or quality of the next process.

the characteristics of division and cooperation make the production staff divided into general process workers, key process workers and multi ability production staff according to the importance of responsibility and specific responsibilities.

General processes refer to processes with low technical difficulty and parallel production.

The key process usually refers to the technical difficulty, or the serial production process.

Multi capability production staff refers to the production staff who can complete multiple processes.

in recent years, flexible production is more popular.

In addition to being influenced by the trend of job enrichment, it is more because the multi capacity production staff can bring the streamlining of personnel use and facilitate the production organization of small quantity orders.

the characteristics of division and cooperation require manufacturing enterprises to maintain certain stability for key process workers, so as to ensure smooth flow of production process and quality of key links, train a batch of multi capacity production staff, so as to efficiently deal with the production demand of small batch orders.

characteristics three, manual labor, strong repeatability

production work, mainly through the operation of equipment, or manual operation, generally belongs to manual labor, repetitive work, many manufacturing enterprises call the production type work as operation, and sales, technology, management, professional and other mental work mainly differentiated work.

because it is mainly manual labor, production oriented work requires higher physical strength for productive employees, and physical health is a necessary condition.

The work is highly repetitive, requiring the production staff to strictly abide by the operation rules of the job and perform the relevant job requirements.

In general, productive work does not require employees to have a college degree or above. Secondary vocational schools, technical schools, high schools, and even junior high schools are all suitable for education.

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2, the characteristics of the production type employees

at present, the manufacturing staff in the domestic manufacturing industry has the following characteristics:

characteristics 1, 80 and 90 are the main force of employment.

because productive work is mainly manual labor, the age group of 18-30 is often the main source of < a href= "//www.sjfzxm.com/news/index_h.asp" > labor force < /a >.

This also determines that the younger generation after 80 and 90 is the main body of the production staff.

But work with dangerous factors or relatively strong physical labor production work, 80 or 90 are generally reluctant to choose, but by 60, 70 after the group is undertaking.

characteristics two, the overall level of education is not high.

because of the productive type of work, repetitive and strong mental demands, secondary vocational schools, technical schools, high schools, and even junior high school students can basically meet the needs.

Moreover, the production type work belongs to the low income group in the enterprise, therefore, the attraction is not enough for the college students or above.

But in relatively well-known manufacturing enterprises, because salaries and welfare benefits are relatively high, they can also attract college or above education personnel as production workers.

characteristics three, pay attention to material treatment.

compared with other types of employees, the production workers are more concerned about the material benefits provided by enterprises, such as the quality of the food in the corporate canteen, the accommodation conditions in the dormitories, overtime wages, holiday benefits, etc.

the author has visited dozens of manufacturing enterprises in recent years. It is found that the most annoying problem of production workers is the quality of the food in the canteen, followed by the wage issue. Besides, holidays are also the focus of attention.

"P" characteristics four, pay attention to practical work.

"P" production employees in the enterprise belong to the implementation level, the daily work is mainly to do things, the completion of the work task, this task is generally quantifiable.

To do well in your work is a good employee.

Therefore, in the production department, if the employees want to serve the public, they usually need technical experts or production backbone.

If their superiors are only talking and talking, they can not win the trust and obedience of the production staff.

five, informal groups have great influence.

in manufacturing enterprises, production workers usually have their own townships, alumni, relatives, classmates and so on. In this connection, informal groups are formed.

This informal group often has a greater impact on employees than formal organizations.

If an influential person in an informal group does not agree with his or her business, he often spreads negative information and affects the management of the enterprise.

many domestic manufacturing enterprises have seen the phenomenon of employee aggregation in some areas, that is the reason.

characteristics six, not strong sense of mission.

domestic manufacturing enterprises are generally unable to give the production workers the same level of wage protection and full respect as the TOYOTA cars in Japan. As a result, most production workers think they are only a migrant worker, and it is very difficult to form a career sense of life.

The sense of mission is not strong. It will make the production staff not care about the products, and not enough attention to the quality. This is also an important reason why the quality of the products of the domestic manufacturing enterprises is not high.

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3, how to achieve differentiated management

I believe that in order to do well the differentiated management of productive staff, we should pay attention to the following five points:

(1) do well the recruitment and training of production oriented employees

the placement and allocation of production personnel should be jointly formulated by the employing department, the process department, the production management department and the human resources department.

In light of the peak season, enterprises should generally make demand plans ahead of schedule.

In particular, staff stability and quantity protection should be done well for key process workers; enterprises can cultivate a batch of multi energy production workers according to their order status; it is necessary to maintain a certain flexibility for general process workers. Enterprises can solve the problem of ensuring the general workers' peak season through seasonal workers and temporary workers' plans.

Recruitment channels can be used in many ways, such as school recruitment, directional training, labor intermediary companies, service leasing, on-site recruitment of labor market, internal deployment, internal staff introduction and so on.

Age, generally 18-30 years old personnel, academic qualifications for high school, secondary school or intermediate technology, special positions can be relaxed to junior high school, and requires physical health.

in the training link, enterprises should establish a sound training system for production oriented employees, which should cover the following contents: new staff training, professional skills training (general process, key process, multi function), pre job training for grass-roots managers, and training for grass-roots managers.

In particular, in the training of new employees, we should pay attention to the training of company profiles, corporate culture, rules and regulations, 5S management, fire safety knowledge, behavior standards, product knowledge and so on.

production workers are required to operate equipment or manual operation. If they are not trained well, they will not only create safety problems, but also produce quality problems.

Therefore, it is very important to ensure that training is qualified and re employed.

(2) care and solve the life of production staff

meals, accommodation, holidays, overtime pay, these problems are normal problems, but these problems are not well done, will affect the mood of the production staff, and then affect their work quality and efficiency.

If these problems are solved, employees will be able to work at ease.

the author has visited a manufacturing factory. The boss of the enterprise is given the competitive income in the industry. The production staff live in dormitories equipped with air conditioners, water heaters and televisions, but the employees are still not satisfied with the work and have no spirit to work.

An investigation showed that everyone was dissatisfied with the taste of the food in the company canteen.

for the post-80 and post-90 production employees, enterprises should also enrich their spiritual and cultural life.

After 80, like dreams and fear of responsibility, enterprises can seek more opinions on the development of enterprises after 80, encourage a href= "//www.sjfzxm.com/news/index_f.asp" > 80 /a < responsibility. They can organize their activities and carry out competitions.

After 90, they like to emphasize individuality and pursue freedom. They can set aside specific space and time to encourage themselves to be released after 90, and give play to their own creativity.

After 80 or 90 employees' spiritual and cultural needs are resolved, they will be able to take root in enterprises.

In order to improve the working status of the post-80 and 90 generation employees, a company deliberately plays music during the working hours. The specific music or songs are chosen by employees. As a result, the production staff of the enterprise are in good condition when they go to work.

(3) cultivating the sense of mission and quality of the productive employees.

let the production staff care for the products, pursue the perfect quality, and form the mission of "making high quality products and satisfying the customers", which is of great significance for the production workers.

Because only by changing ideas can actions be changed.

This requires enterprises to set an example, leaders to set an example, enterprises to strengthen the concept of total quality management training, enterprise's constant attention to excellent quality, focus on excellent production, is possible.

The sense of mission and quality of productive employees is, in the final analysis, the spirit of industry, which can improve people's lives with high quality products and excellent manufacturing.

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(4) promoting practical style and strengthening executive force

the so-called pragmatism is to produce value and do not produce value.

For productive employees, performance is generally easy to measure and quantify. Generally, it is the result of comprehensive evaluation of factors such as output, quality, efficiency and cost.

More work, more work, less work, less Lei Feng, this is the enterprise to give production oriented value orientation.

Good performance is a good employee.

Encourage productive employees to actively improve their skills and working methods.

strengthening executive power mainly refers to following the rules and regulations, observing the operation rules, strictly operating according to the procedures, standards and regulations, and forming good habits and accomplishments.

The executive power is the ability to strictly fulfill tasks.

The order of a customer is an order. As a production worker, it is necessary to eliminate all kinds of difficulties and ensure the quality, quantity, timing and efficiency of the production tasks.

the manufacturing enterprises with poor management base in China are generally not very disciplined. For this kind of enterprise, it is necessary to strengthen the education of discipline style, reward and punishment measures, military training and so on.

(5) effectively guide the activities of informal groups

generally speaking, the human resources department of enterprises should always pay attention to the informal groups within the production staff, such as fellow townsman organizations, alumni organizations, etc., and often communicate with and communicate with key figures in informal groups, so as to ensure that the key figures and values of the informal groups are consistent with the development interests of the company.

If they do not agree, solutions should be worked out as soon as possible.

from the source point of view, enterprises should encourage diversity in the < a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx" > recruitment < /a >, avoid employees in a certain area too concentrated, or a large number of employees in a certain background.

In this way, the informal groups with strength will be less.