Why can t the enterprise system be implemented?

1. The system should be sound and strive to be specific and complete, so that there is a solid basis for dealing with problems.

2. The formulation of the management system must adhere to the principle of combining leadership and employees. The formulation of the company's internal rules and regulations must not be treated as a simple paperwork work. It involves the production and operation behavior of the majority of employees.

and various interest relationships, should be combined with the actual situation of the company and the needs of production and operation management, after full discussion, according to the principle of conducive to the implementation of employees to formulate.

3. The formulation of the company's management system should be formulated according to the actual needs of the company for the purpose of giving full play to the actual effect. We will not create an empty and unrealistic useless system.

4. In addition to not contradicting national laws and regulations, the formulation of the company's management system should also consider people's cultural and educational level, religious habits and customs. Especially with the acceleration of global economic integration and the formation of an international market, the company is bound to deal with people in more countries and regions, and this is especially true in this regard.

5. The company's management system should form a complete system, coordinate with each other, and avoid duplication and contradiction. Because the company management system is a system composed of many aspects, all aspects of cooperation and cohesion is very important, a set of incomplete or conflicting company management system can only make the company's employees at a loss, make the company's management more chaotic, and it is impossible to achieve the standardization and scientificization of the company's management.

1. What are the contents of the fire engineering company system?

The company's system generally includes management outline, financial management system, procurement management, office management, attendance system, file management system, confidentiality system, safety and security system, vehicle management system, health management system, travel expense management system, meeting management system, and negligence liability solutions.

The company's system is the basis and criterion for the company's management to standardize its own construction, strengthen attendance management, maintain work order, improve work efficiency, and strictly formulate the corresponding system through certain procedures. The company's management system helps to maintain work order and improve work efficiency. After a certain procedure, the corresponding system is strictly formulated, which is the basis and criterion of the company's management.

There are two reasons for the lack of execution: first, the defects of the system itself: the system is out of touch with the reality of the enterprise, and there is a lack of implementation foundation; Second, the problem of people who implement the system, people's understanding of the system is not enough, and there is a lack of motivation for implementation.

Therefore, your company should re-examine its own system, study the specific reasons for not being well implemented, if it is a system problem, then modify the system, and gradually improve (do not think that the system must not be changed, the system itself is also a process of advancing with the times, in fact, most of China's enterprise system is sound, lack of implementation An important reason is that the senior management pats their heads or asks external consultants to do the system, and then does not gradually adjust it in combination with the actual situation, and the external consultants are easy to deviate from the reality and cannot be implemented, It is easy for the top to do too idealistic and lack a realistic basis); If it is a human problem, then 1) strengthen training to improve understanding, 2) introduce a supplementary reward and punishment system to motivate the parties; 3. Let the real power figure come forward to implement it (the effect is fast, but it is easy), so the three methods should complement each other.

Finally, I would like to remind that when re-examining the system, we must first understand all the systems, clarify the purpose and ideas of establishing the system at that time, grasp the goals and then combine them with reality, so as to ensure that the system is revised and improved instead of abandoning the system, and the success rate of reform can be improved. Therefore, after we clarify the purpose of the system, we will clarify the bottom line of the system's concessions, so that we will not over-reform

This is a problem that many businesses have. Anyone can copy 10 or 100 systems. But it's just a form, the essence hasn't changed.

Management is science, knowledge, and ability, and it cannot be learned in a day. Otherwise, there is no need for an MBA (Master of Business Administration).

There are three ways out to make management go to the next level: 1. The owner of the enterprise should further his own education. 2. Enterprises select and train management talents. 3. Hire management talents.

People are out of touch with the system, and the system is not advanced enough to make the company and employees win-win.

A first-class system requires first-class execution to give full play to the best results. If the system is sound, without a first-class executive team and a perfect implementation process, then the execution will definitely be insufficient. In order to ensure that the implementation is in place, it is necessary to first think about regulating the behavior of employees.

Improve the executive ability of employees and establish an efficient executive team. Formulate a detailed implementation process, such as comparing the enterprise system to clarify what can be done and what cannot be done. What should be done is like which language should be used in the service post and which language should not be used.

** Ring a few times to pick it up. When the call ends, wait for the other party to hang up** This side can be put down, etc. Only by quantifying the system into an operational process can employees understand how to implement the system formulated by the enterprise.

Of course, it is inseparable from the assessment and reward, and the implementation of good and bad should let employees understand that it is directly related to their income, so that they can take the initiative to consciously implement. The above is my personal opinion, I hope it will be helpful to you.

What's so difficult about this question can be summed up in two points:

1. Leaders don't want to offend people because of some things, which is also the most direct reason, in fact, many systems of the enterprise are very sound and reasonable, if you deal with it impartially, then I'm sorry to offend people, the consequences of offending people are very serious, and others will retaliate against you, so as long as it is not related to the fundamental interests of the leader, you can play haha, just play haha, as a leader can not implement the relevant regulations of the company well, you expect employees to comply, For example, if two employees fight in a factory, as long as it is not particularly serious, it will definitely be fought haha, and then the weaker side will be miserable.

Another is that in China, although shouting what "law is greater than affection" and what "system replaces the rule of man", I can tell you very clearly and clearly that for the vast majority of Chinese, "the rule of man is greater than the legal system", "the world of people is more important than the system", don't talk to me about any examples, that is just a few extreme exceptions can not represent the whole, this is good, the propaganda and the actual implementation do not match, you say whether there are problems, many systems are not mere formalities, this is the most fundamental reason.

Many enterprises have a lot of management systems, but they are always not strictly implemented, and the management system is in vain. This phenomenon is not uncommon. It is difficult to implement the management system, what is the difficulty? What's the problem?

In view of this problem, some people believe that whether an enterprise is private or state-owned, there is no difference in the implementation of the system because of the different nature of ownership. It's just a difference in management.

The company's system is far from being as simple as hanging on the wall to have results, and the system should be rooted in the brain command center of employees and implemented in every word and deed, which is the goal. The scientificity, rationality, and operability of the system are the foundation, and at the same time, the supervision and inspection measures and means of the system cannot be lacking. In this way, the company's rules and regulations can be well enforced.

At the same time, some people also pointed out that the reason why many enterprises have not implemented the perfect rules and regulations is because the enterprises do not have good work habits and employees lack the enthusiasm of consciously and voluntarily.

How to improve the sense of responsibility and motivation of employees? Establishing an effective incentive mechanism is an important way to improve the enthusiasm and initiative of employees.

An effective incentive mechanism needs to be designed and implemented. The design of the incentive mechanism focuses on four aspects: first, the design of the reward system; the second is the design of the job series; the third is the design of employee training and development programs; Fourth, the design of other incentive methods, including employee participation, communication, etc.

After a set of incentive mechanisms is designed, it needs to be implemented to test the effectiveness of the incentive mechanism.

It shows that there is a lack of execution. Suggestion 1: Leaders take the lead. 2. Exemplary and backbone leaders. 3. Weekly and monthly inspection and evaluation. 4. Reward the good and punish the bad.

In the same way, I summarized that there are mainly the following reasons: 1 is that the leader does not pay attention to 2 is not starting from the most basic (mainly because the leader does not pay attention to it, and feels that it is so complicated that it is a small thing that he does not want to do) 3 is that the institutional configuration is not sound or the responsibilities are not clear, 4 is not enough training, if the above 4 points are done, there will be no problem.