The Temptation: Beautiful Female Boss

Mold design without process engineer to participate in the review, resulting in many details of the defects, resulting in quality problems. Mold drawings are not clearly marked, leading to mold manufacturing personnel to play at will, resulting in quality problems. This is the characteristic of the current typical small and medium-sized enterprises. Strictly speaking, this kind of enterprise is not called an enterprise, but a manual workshop. The technology depends on the experience of a few people at the top, and there is no precipitation of technology and experience. The experience of a few people also exists in the brain. Sometimes, if a product fails to recall a detail, it may cause the whole production to break down. Therefore, any department has to pay attention to it This kind of repetitive problem often occurs. This is the management of a pure empirical workshop type enterprise. The boss has said and scolded, but it still doesn't help, because everyone's left ear goes in and right ear goes out, and there is still no document precipitation. Even the most basic technical document BOM table, we have not heard.

I heard a lot of managers complain that the boss's technology is not strong. I later analyzed that zhennenghe's thinking is linear and inspirational, rather than thorough. As soon as the boss's inspiration comes out, a new idea of product design comes out, but it lacks thoroughness. Any small defect in the design may lead to quality problems. There is no advance product planning, and there is no right design Every detail of the product is evaluated, and this kind of product is prone to congenital defects. In addition, there is no document precipitation and training in technology, so a good memory is not as good as a bad pen. As a result, congenital defects and acquired errors come together, and all kinds of new and old problems continue to occur.

……

There is also a fatal problem: disordered production.

There is no order review, no capacity evaluation, no master production plan, outsourcing plan, weekly production plan, weekly shipping plan. When customers come to order, they fill in a form and send it to the production department, they are called to release the production plan. Because there is no plan, we are still making orders in March. The responsibility of the business department is only to communicate inside and outside, rarely to integrate information, filter and process information.

There is no material requirement plan, which is controlled by the warehouse staff according to their experience and feeling. The defective products have been overstocked in the warehouse for a long time and no one has dealt with them. There is no regular analysis and treatment of stagnant materials, as well as investigation and preventive measures. Because there is no plan, everything is urgent. The outsourcing time for suppliers is usually only 2-3 days.

The rework rate is more than 30%, and there are many repetitive errors. The inspection specification is made by the engineering and technical department. However, there is a lack of communication among customers, engineering, quality and production, because the production and quality do not participate in the preliminary planning of products, the inspection standard is unreasonable and no one reflects it, and there is a lack of a two-way channel of information feedback. The management personnel from quality to production have a good understanding of the quality standard They are all fuzzy, they are all fuzzy, they will not give workers training before the product goes online. Due to the lack of training, the production staff lack of self-awareness of quality, the products do not self check, and excessively rely on QC, resulting in the increase of QC personnel, which leads to the employees rely on QC, forming a vicious circle. The leader's salary is too low. He is not willing to do it. He is willing to work as a piecework worker. (the more closed and backward the local officials are, the stronger their standard thinking is. But when they don't even want to be officials, can they expect them to manage them?)

It is difficult to collect the company's funds, and the collection rate is less than 70%.

As a result, the payment of goods to the suppliers is in serious arrears, which usually takes four or five months to make the payment, or even half a year. Several companies sever their business relations and suspend the supply of goods.

There is no financial budget, the boss with interest, often lead to financial no money.

……

I found that the corporate culture of the company is also a kind of gray and inferior culture.

The company's information is extremely closed, just like China on the eve of the Opium War. It's closed and self locked. It's arrogant. It doesn't understand some excellent management concepts and advanced management methods outside. However, many people are arrogant and think that the company can't go on without themselves. There is a serious nepotism within the company. Good jobs are arranged for friends, and bad jobs are arranged for irrelevant or new employees. When recruiting workers, the supervisor and foreman only recruit their own acquaintances, and the personnel department only goes through the formalities. Promotion and salary increase are also cronyism rather than meritocracy. When an employee violates discipline and is punished, someone will immediately suppress him. And the phenomenon of personnel entering and leaving is very frequent. And these problems were brought out first from people like Li Jing. We Lij are still like this, not to mention zhenneng River and Zhenhe factory.

Old workers crowd out new workers. New workers come in according to the time, but the number of pieces of new workers is given to old workers. Old workers hope that new workers come in every day, so they crowd out new workers. (Statistics later found that: the company's personnel turnover rate is large, mainly because new employees can't stay, work hard to do for new employees, new employees' wages can't go up all the time, how can they not go, lack of new employees, skilled workers will appear fault, lack of echelon, only rely on a few limited old workers, which violates the most incentive principles in human resource management, quality and efficiency I'm sure it won't come up.)

The middle and high-level meeting of the company has become a fairy tea party or a wrangle meeting. During the meeting, you fly a cigarette to me and I fly a cigarette to you. This is called: "why hasn't the third man come yet?" Where did you go last night, fat boy People who don't know the details still think that they have returned to the Tanqing gang in Shanghai in the 1930s. After waiting for more than ten or twenty minutes, all the people have arrived. Then they return to the truth and talk about a work problem, from delivery to production and from birth From production to quality, from quality to technology, from technology to business, from business to finance, from finance to personnel, we all expressed our divergent thinking incisively and vividly, from home to outside of the galaxy, which made us confused. At the end of the meeting, we didn't know what the theme of today's meeting was. After two or three hours, the meeting ended! When the boss saw that meetings were often held without discussion, without decision, and without decision, he asked director Jin of the personnel department to take notes. As a result, after two or three hours of talking, the recorder didn't know how to remember. There was no theme, no agenda, no resolution, no responsible person, no tracking, and no closed loop. Later, he let the meeting atmosphere spread. Carry out accurate cost accounting for the unit, and then assign the cost to the post.In terms of management philosophy, we should train the management personnel above the supervisor level to accept some new management concepts. I require all the personnel participating in the training to write "training experience".

In terms of staff communication, I set up the general manager's mailbox. Employees can directly put their opinions and suggestions into the general manager's mailbox. I open the mailbox once a week. In order to make effective use of the mailbox, I ask Chen Zihan to make a notice, and implement the policy of "small suggestions, big rewards, big suggestions, no encouragement" for employees, so as to avoid some employees writing empty and boastful "strategies" Sex "direction" sex proposal, people like Zhao Kuo style boast, sit and talk.

As far as discipline is concerned, I strictly supervise the troops. Without discipline, they can't fight well. Starting next month, I asked Chen Zihan to issue a notice to emphasize some disciplines, such as not clocking in, clocking in on behalf of others, not wearing work clothes, gathering people to chat, smoking and so on. Once found, they will be severely punished. After that, the company broke out that the employees had no money to gamble and stole. It also stipulated that the gamblers, whether inside or outside the company or inside or outside the factory, should be severely punished for the first time and expelled for the second time. I don't believe that we can't build a disciplined and effective army. For a period of time, the company's bulletin board has a lot of fine bills, but after more than a month, it has obviously improved. All the salary increase applications submitted by various departments have been stopped. I checked the payroll and found that there is no unified standard for the company's salary, neither functional salary nor assessment. From the payroll, we can clearly see the human relationship. I will stop all wage increases and inform you that when the output value is increased, we will work out a functional wage system.

On the side of Lij company, I'm tired both physically and mentally. I got up early in the morning and wanted to make out with the witch. She had changed her clothes and finished washing. I hugged her from behind. Unexpectedly, she pushed me away and said I had no time to go to work. Then I didn't care about me, so I went out to change my shoes

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