8 key points of furniture factory management
Facing the increasingly fierce market competition, extensive factory management has become seriously out of date. The quality of factory management directly affects the competitiveness and vitality of enterprises in the market, so factories must face the following eight problems!
1. The interests of the factory are closely tied to the interests of employees
In order to save costs, some small and medium-sized furniture factories put the benefit of the factory first. Dealing with the interests of employees is a matter of being able to pick and choose. The working environment is not good. If it is such a factory, employees must be in a coping style! In fact, the interests of employees are the source of the interests of the factory. If the interests of the employees are not guaranteed, the long-term interests of the factory will not receive fundamental support. Factories must carefully consider the benefits of employees, design a reasonable salary system, and a humanized incentive mechanism is essential. Caring for the interests of employees can greatly improve the cohesion of the factory. In the long run, invest more in employee benefits, and the positive energy generated will eventually give the factory multiple benefits.
2. Construction of the environment inside and outside the factory
The furniture factory needs to create two environments: the internal environment of the factory and the external environment of the factory. It is necessary to find out the internal consumption of the factory to the maximum extent. Some employees of some enterprises not only do not create value by themselves, but also find trouble for the employees who create value everywhere. Finally, an environment of "who works more and dies faster" is formed inside the factory. Atmosphere, the competent staff can not hold on, leaving a bunch of people blaming each other. It seems funny that many furniture companies have this situation! Creating a smooth, harmonious interpersonal working relationship and seamless cooperation between departments is a magic weapon for enterprises to retain talents. The departure of many talents is not due to wages, but rather to work well! The external environment of the factory mainly refers to external collaboration units. Forming a good cooperative relationship with upstream and downstream units helps to establish a good reputation for an enterprise in the industry. Don't always think that other suppliers are here to make your money, you have to squeeze out the profits of others. If others can't live, how can you enjoy the follow-up services? The development of an enterprise also depends on the technical support and services of its partners.
3. Formation and development of the factory's core capabilities
Each furniture factory has its own characteristics and strengths. How to gain a competitive advantage in today's market competition is the challenge that the market poses to factory management. It is generally understood that core competence refers to developing strengths and overcoming weaknesses based on the original expertise, but this is not enough, because competitors can also easily do this, and this issue must be viewed from a new perspective. Core competence is a combination of tangible and intangible resources. It is an institutionalized system of interdependence, innovation, and practical knowledge. It contains a series of experiences and knowledge. Generally, tangible resources are represented by the human resources, production equipment, manufacturing processes and working environment of the furniture factory. Intangible resources are represented by the work quality of the personnel, corporate culture, factory system, experience and knowledge, knowledge management, and factory reputation.
4. Standardization of factory management
Whether a furniture factory implements standardized system management is one of the conditions to measure whether a factory's management is combative, sustainable, and efficient. Another set of personalized practices should not be implemented due to changing employees. Regardless of the characteristics of the factory, its basic management is unchanged, and needs to be determined by the system to form a consensus. If this is not done, in the long run, the management of the factory is unstable, basically hovering at a low level, and it is difficult to reach a new level. It is generally manifested in the imperfect factory system, and the tasks are often difficult to complete on time, causing problems It is difficult to find the cause, often appointing members and bluffing. It is worth mentioning that documents that are standardized rather than just stay on paper.
V. Factory performance and employee performance evaluation
If the performance of a furniture company cannot be effectively evaluated, it is difficult to find out exactly where the key issues are, and the next step of the work is difficult to grasp. The processing of the work is only based on some incomplete data and experience or feelings, causing the factory to develop slowly , To live the same old days. The perfect employee performance evaluation system is mainly to affirm the achievements of the achievements, help to identify and correct the existing deficiencies, and set a plan to make corrections within a time limit. It can not only find talents, cultivate enterprise backup power, but also solve the common unreasonable phenomenon of "what can be done is worse than what can be said".
Sixth, know good people
Every furniture factory should have the concept of "responsibility is always greater than power". Many people start by asking "What power do I have? What can I get?" Then they ask "What should I do?" Such a person should not be appointed by the factory to have any management responsibilities. On the contrary, it has the concept of "responsibility is always greater than power", and it is implemented in the work attitude, take the responsibility for the work in a proactive spirit and care about the development of the factory, work hard, work hard, unite and cooperate, such workers, the factory should strengthen training Entrusted with important tasks.
7. Production agility
Some factories shirk each other from department to department (employees to employees) in their actions, kicking a thing as a ball and kicking it around, and finally do nothing at all. Simple things are extremely complicated to deal with, and what about production agility! It is true that many factories do not perform well in this regard. There are many reasons for this. The key point is to reduce the management level and give the person in charge sufficient management responsibility.
8. Knowledge management and corporate culture
The corporate culture has been accumulated in the work of the company for a long time, and the common practice is an improvement of factory management. A good corporate culture is the source of the factory's core competence. Creating a factory internal environment that learns faster than others, training young employees to grow rapidly, and constantly creating high-quality backup forces for the factory are basic ways for companies to remain invincible forever. Allow employees to eat and sleep well every day, which means that the factory puts employees in their hearts, and the employees will also think of the factory in their minds, thinking about the future of the factory, so why do furniture companies have no advantage? Why is there no development? (Source: Zhizao Industrial Co., Ltd.)