Fujian's Shoes And Clothing To Create A Road Of Cultural Construction

Turning from the family business management to the modern enterprise system, the development of 30 years has made Quanzhou shoes and clothing enterprises go out of the road of building a corporate culture with local characteristics while adhering to the tradition. Not satisfied with staying at the level of letting employees "eat well and live well", nowadays, inspiring employees to create vitality and meeting the demands of employees' growth has become the highlight of shaping corporate culture in the eyes of businessmen.

Care and love the employee

Life drops

In Jinjiang Bai Hong group, tens of thousands of migrant workers have 1500 pairs of husband and wife workers from all over the country. The perfect supporting service makes this private textile enterprise more like a small society. Haidong company has issued the regulations on the management of employees' children's education fund. All employees who have worked for one year in Haidong company have children attending high school or above. If families are in financial difficulties, they can apply to the company for Education Fund. Kam Hing Group has built a dormitory house that can accommodate nearly three families. It is convenient for couples who take children around and take care of children.

A large number of theaters, libraries, gymnasiums, Internet cafes and so on, a wide range of recreational and sports facilities can be found everywhere in Quanzhou's enterprises. Various cultural and recreational activities such as corporate culture festival, youth culture festival, karaoke competition and workers' sports meet are rich and colorful. Many enterprises also set up a cultural communication platform based on the company's reality, such as "TV station", "radio station", "visual network" and publicity window, so as to attract employees to participate in, enhance mutual communication and create a cultural atmosphere.

In the stage of enterprise transformation, corporate culture is often a touchstone - the enterprises with poor cultural soft power may be even more obscure, while enterprises with excellent culture can always stand out.

"Tail tooth" feast

Communication culture

For most Quanzhou enterprises, the "tail tooth day" dinner is an essential event for employees to reward employees at the end of the year, and also a great stage for spreading corporate culture. Unlike previous bosses' "red envelopes" and "giving awards", in recent years, the Quanzhou enterprises' "tail tooth feast", which was self-directed by employees, has been blended into a strong corporate culture atmosphere.

In the evening before New Year's day in 2011, XTEP group held the annual summation and commendation Conference for employees as usual. In addition to commending the event, it also brings together various styles of dance, sketches, songs, walking shows, folk music and so on. It highlights the happy and sunny XTEP culture, showing the passion and confidence of XTEP people who love their work, love life, keep forging ahead and create new Huei Huang.

It is also a year-end event. Many enterprises focus their commendation staff and performance on the "tail tooth" dinner. At the 25th anniversary commendation conference of Heng An Group, we commended the employees and distributors who made outstanding contributions to the development of enterprises. The five awards such as "outstanding contribution award", "excellent manager Award", "excellent grassroots Management Award", "excellent staff Award" and "excellent dealer Award" not only make employees and dealers realize their own value, but also let them see the long-term development plan of the enterprise.

From "red envelopes" to "pulling home rules" and "talking about ideals", businessmen in Quanzhou have found that shaping a distinctive corporate culture not only meets the material needs of employees, but also meets the spiritual needs of employees. Whether the corporate culture can be cultivated and promoted in the enterprise is the key to enable the majority of employees to identify, support and practice.

Participation management

Common growth

Providing training platform for employees to combine their career planning with the development planning of enterprises. The explanation given by the practical practice of Quanzhou enterprises is that employees should be sure of their efforts and at the same time employees should be able to get room for progress and growth.

There is a "qualification appraisal team" inside the dragon company, whether new employees or casual workers, as long as he has enough confidence and feel that he has made progress, he can apply for an upgrade to the "qualification appraisal group". The "appraisal team" will check the staff in time and conduct democratic evaluation, so long as the assessment is qualified, it can be upgraded. In the computer of the human resource center, the basic situation of all the staff inside is stored. Even a general worker, the company will carry out its career planning around four aspects: "self evaluation", "reality review", "goal setting" and "action planning".

While building a platform for self growth, Quanzhou enterprises also do not forget to inspire every employee's active creativity. "The successful participation of employees in enterprise management and technological innovation, and the growth of enterprises together, resulting in a sense of identity of corporate culture." Now, this idea is the consensus of Quanzhou bosses.

Del Hui (China) Co., Ltd. established the "del Hui innovation fund" to reward material for employees who are good at finding problems, solving problems, innovating and being innovative. Two years of adoption of more than 100 rationalization proposals, more than 80 kinds of technological innovation and management innovation. Seven wolves launched the "technology innovation proposal" campaign, commended the sponsors, and received more than 200 proposals for effective proposals in 3 years, creating a profit of about 5000000 yuan.