Corporate culture construction consulting experts are looking for

Cui Kai is a Ph.D. in Food Engineering, a Ph.D. in Management Psychology, a senior economist, and a partner of Peking University Management Consulting. He is an independent director of the listed company New Agricultural Development (600359), the drafter of the National Professional Manager Outline (Ministry of Labor), and an external tutor of MBA at the School of Management of Shanghai Jiao Tong University. Focusing on strategic acquisitions and market research in the field of food and agriculture, he has investigated hundreds of large enterprises in more than 20 provinces and cities, presided over and completed a number of strategic merger and acquisition projects, and accumulated rich practical experience.

He has edited influential practical books such as "Private Equity Investment Operation Practice" and "China Food Industry Map". He has been interviewed by Radio Paris International, CCTV Economic Channel, Dragon TV, China Business Daily, Shanghai ** Daily, etc. Dozens of influential special reports have been written by Alibaba, HC, China Food Industry Network, Agricultural Products Processing Network, etc.

In recent years, he has presided over or participated in the completion of consulting projects of many companies such as Renault's Group, Beidahuang Group, Xinnong Development, Jiaotong University Onlly, and Rongshi Enterprise.

Now can do a good job in the construction of corporate culture is rarely done by individuals, basically to the background of large consulting companies, to give consultants considerable technical support, the development of relevant programs, and then the implementation, are team operations, it is difficult to find such excellent talents by individuals alone, Huatianmou corporate culture consulting is mainly for the construction of corporate culture of production-oriented enterprises.

Hands-on consultation and counseling from within the company.

Mao Sui self-recommended: Participants in a number of cultural projects, are the first proposers of "brand culture", you can go to my blog to see: there are corporate culture projects and my understanding of culture.

The corporate culture consultant is the diagnostician of corporate culture, he clarifies the type, characteristics and aspects that need to be improved of the current corporate culture, ensures that the corporate culture becomes the lubricant of internal coordination of the enterprise, improves the internal cohesion, ensures that the cultural system forms a strong support for the strategy, and provides strong cultural support and power for the normal and stable development of the enterprise.

First of all, Borui Century believes that the construction of corporate culture is the process of "combing, inheriting, discarding and innovating" the company's own culture. The ultimate goal of cultural construction is to "implement strategy", and strive to make corporate strategy more justified through the power of culture, make business practices more disciplined, and make employees' labor more dynamic.

Secondly, the construction of corporate culture can not be isolated and simply draft a "cultural outline", "cultural manual" or "institutional document", not only to write vivid and beautiful articles, catchy words, it must be carefully according to the requirements of strategic or structural integration, deduce a set of "basic values", "systematic principles" and "employee code of conduct". It needs to continuously guide the members of the organization to change their values, complete systematic thinking, clarify their respective positions and due roles in the organization, and lead the members of the organization to consciously contribute to the overall strategic goals.

Again, the construction of corporate culture is essentially the process of self-growth of the enterprise, and the cultural construction should respect the history and future choices of the enterprise, conform to the objective reality and regional characteristics of the enterprise, and reflect the "particularity" requirements of the construction of corporate culture, that is, the culture should have "personality". At the same time, it satisfies the system structure of culture, from the core layer to the institutional layer to the material layer, from the mission and vision to the rules of procedure to the behavioral agreement, reflecting the "universal" requirement of culture, that is, culture has a "system".

Furthermore, the construction of corporate culture is a process of research summary and practice improvement, through research to make culture more systematic and scientific, through practice to make culture valuable and meaningful. We pay more attention to "research" and pay more attention to "activities", and in a sense, the "cultural construction process" is more meaningful than "cultural research itself". The development of cultural projects is itself a combination of research and practice.

Finally, the construction of corporate culture is a long-term and difficult "process", and this "process" must always be led by the enterprise to attract more members of the organization to participate, so that the construction of corporate culture has become a process of enhancing the common values or spiritual realm of the members of the organization.