1. Organization and management consulting
Organizational structure is similar to the human skeleton, default or dislocation, will have a great impact on the development of the company。
Typical problem
The organizational structure is functionally oriented rather than process-oriented, which does not support the development strategy and the rapidly changing competitive environment.
The focus of function setting is not prominent, the market-oriented function is not perfect, and the supporting functions such as finance and human resources lag behind;
Responsibilities and powers are not clear, responsibilities, powers and duties are not equal, and the efficiency is low;
Lack of effective communication channels and communication mechanisms, horizontal coordination is not smooth;
The internal control system is not perfect, the supervision and inspection function is not complete, and the headquarters has many loopholes in the management of the branches, resulting in the loss of resources。
solution
-- Organizational structure design
Put forward the main problems and optimization plans of organizational structure, including organizational form, management system, leadership system, etc.;
-- Clear department functions
Analyze the advantages and disadvantages of the plan, set up functions and departments according to the plan, and decompose the functions and powers;
-- Job analysis and description
Set up positions and clearly define job sequences;
Develop job descriptions to define the qualifications, command relationships, responsibilities and measurement standards of each position;
-- Establish a chain of command
Establish a standardized vertical chain of command
Establish an effective cross-link control system
Establish an audit control system
Formulate order reporting system and establish command system;
Carry out organizational design and management training to improve the management skills of managers。
-- Make the incentives really work,
2, let employees consciously, full of passion, wholeheartedly into the work。
Typical problem
Key staff turnover, staff morale is low;
Assessment standards are difficult to quantify and implement, just a formality, no bonus people complain, bonus people complain more, can not carry out effective incentive。
Lack of job analysis, difficult to measure the importance of the job, resulting in internal salary inequity, demoralization of employees;
The position sequence is single, employees lack of growth space, no sense of purpose;
The training demand is fuzzy, the training is arbitrary, the training cost is a lot, the effect is not good;
The company lacks clear value orientation, strong departmental culture and obvious corporate culture characteristics。
solution
-- Human resources strategic planning
-- Job analysis and job description
-- Performance management system design
Assessment index extraction
Assessment scheme design
Assessment plan implementation
-- Compensation and incentive mechanism
Compensation system design
Employee stock ownership plan design
-- Construction of corporate culture
Enterprise core values system audit
Corporate culture transformation scheme design
Corporate culture implementation plan
-- Employee satisfaction survey
-- Training system design
Design training system, cooperate with the growth of the company and staff development, continuously improve the quality of staff;
Carry out human resource management training, improve the management of human resource management concepts and skills of managers。
3.Business performance consulting
Enterprise performance management is the overall combination of methods, principles, processes and systems used to monitor and manage enterprise performance，Help senior management to consider how to achieve business objectives from the strategic level and the operational level, monitor the operational situation, analyze the existing problems and find solutions at any time，Systems to ensure that strategic and business objectives are achieved。
Enterprise performance management consulting mainly assists enterprises to complete the following work:
• Group performance evaluation and diagnosis
• Group performance management system design
• Enterprise performance evaluation and diagnosis
• Design of enterprise performance management system
• Design of department performance management system
• Process performance evaluation and diagnosis
• Performance evaluation and diagnosis of key positions
Implementation of balanced scorecard system
He has rich experience in using BSC to help enterprises establish enterprise performance management systems. Through successful implementation of enterprise performance management projects, customers can obtain the following expected benefits
Implement the strategy: transform the strategy into an actionable action plan, implement the implementation responsibility, and make the enterprise vertically and horizontally coordinated
Monitoring and execution: Provide timely and accurate information on the overall business performance of the enterprise
Insight into the key activities that drive the company's performance and guide the day-to-day operations
Establish an objective and fair performance evaluation system for the group/subsidiary/branch/division and the core team
4, enterprise business executive management system consulting
What are the most critical issues facing most Chinese enterprises in the implementation of their strategies？It is the contradiction between the boss as the core competitiveness of the enterprise but the weak execution ability of the enterprise organization, which is a very typical confusion of many entrepreneurs？Where manpower cannot reach, it is where the system shows its strength。Our tailor-made business executive management system can help enterprises build a strong organizational executive force, thereby comprehensively improving the operational efficiency of enterprises。
Specific operation steps of enterprise business execution management system:
The first step is to define strategic objectives and business plans
Identify strategic objectives and break them down layer by layer:
Strategic objective is to express strategic content with specific and quantifiable content, which is the basic basis of business management。
1. Prepare business plans
• Annual business plan
• Monthly business plan
The second step is to sort out and optimize the responsibilities of key departments and positions of the company
The company's main business process and management process review
1. Sorting out and optimizing department responsibilities
2. Sorted out and optimized the responsibilities of key positions
Step 3: Identify key success factors and determine key Performance Indicators (KPIs)
1. What are the key success factors？
Definition of key success factors:
Is a qualitative description of an element that is critical to business success。
2. What are key performance indicators？
Definition of key performance indicators
Key performance indicator (KPI), which is a quantitative management indicator to measure performance through the analysis of key success factors, is the basis of enterprise business management system。
Content of key performance indicators
• Company-level KPI
• Departmental KPIs
• Employee KPI
Step 4: Performance inquiry and improvement
1. What is performance questioning and improvement？
2. Definition of performance inquiry and improvement
Including the phased inquiry meeting system and targeted training system, it is an important tool and platform for process supervision and institutionalized communication。
3. Contents of performance inquiry and improvement
• Annual inquiry meeting system
• Monthly inquiry meeting system
• Quarterly inquiry meeting system
Step 5: Evaluate and motivate
1. Definition of performance evaluation
Establish strict and scientific performance evaluation methods and incentive mechanisms, link performance with salary, and fully mobilize the enthusiasm and initiative of employees。
Connect the interests of the company directly with the interests of the individual and create a performance-oriented corporate culture throughout the company。
2. Specific content of performance evaluation
• Optimization of performance assessment and incentive schemes
• KPI completion evaluation
• Employee feedback mechanism
The enterprise implements the system management consulting process
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