Corporate Culture Construction Implementation Plan
Part 1: Implementation Plan for Corporate Culture Construction
Corporate culture is the embodiment of the comprehensive strength of an enterprise, a reflection of the degree of corporate civilization, and the source of the productivity of knowledge form into a productive form of material form. Faced with new situations, new tasks, new opportunities, new challenges, if we want to win in the fierce market competition, make the enterprise bigger and stronger, and realize the leap-forward development of the enterprise, we must establish a "culture management enterprise" The concept of “promoting enterprises with culture” actively promotes the strategy of strong enterprises in culture, strives to promote the reform and development of enterprises with advanced corporate culture, enhances the innovation, image and core competitiveness of enterprises, and creates “a company with vitality and famous products”. The development environment of qi, leadership, and morale of employees provides an inexhaustible motive force for enterprises to achieve the strategic goal of leap-forward development.
First, the overall idea
In order to improve the management level of the enterprise and the staff team, complete the strategic development planning goals of the enterprise, and explore a corporate culture construction idea that is in line with the actual situation of the enterprise, and at the same time meet the construction requirements and processes of the modern enterprise system, mainly reflected in the four major sections. Construction: spiritual culture, institutional culture, behavioral culture and material culture. The so-called spiritual culture is to shape the "soul" of the enterprise, to explore and promote the spirit of the enterprise, and to form a set of values and concepts that can be observed by all employees. The institutional culture is to establish a standardized and perfect system and a scientific and effective evaluation system. Institutionalization and construction level, the enterprise development will be introduced into the scientific management track, thereby improving the standardization and scientific management of enterprise management; behavioral culture is to vigorously promote the behavior management standards, to make the behavior of employees develop norms, to compile and improve the "Employee Handbook", and We will do a good job in promoting implementation, and advocate a distinctive "Gaoga style"; material culture, the implementation of CIS strategy, the use of material image construction means to create a corporate culture and enhance the overall corporate image. Strive to form an atmosphere in one year, see results in two years, and see results in three years.
Second, the guiding ideology
Adhere to the "people-oriented" management thinking, actively explore the new law of corporate culture construction under the current situation, and build a cultural system that meets the needs of the times and meets the needs of the modern enterprise system, and creates a good foundation for enhancing the company's core competitiveness and improving the economic and social benefits of the company. Cultural atmosphere and a strong source of strength.
Third, the construction principle
1. The principle of "people-oriented"
Regarding employees as the main target of management and the most important resource of the enterprise, the corporate culture model is always human-centered, fully reflecting the employees' ideological and cultural awareness. Through the active participation of all the staff of the enterprise, the creative spirit can be exerted and the enterprise can have vitality. The corporate culture of the enterprise can develop healthily. On the one hand, it emphasizes the management of people, and organically integrates the importance of emphasizing “people” into the pursuit of corporate goals; on the other hand, it emphasizes that employees are not only the main body of the enterprise, but also the owner of the enterprise. And understanding employees to unite people, stimulate enthusiasm, develop potential, greatly mobilize the enthusiasm and creativity of all employees, so that the management of enterprises is more scientific and more cohesive. Correctly handle the relationship between corporate leadership and employees' active participation, and each employee has the participation of each employee. Each policy is approved by the employees, forming a situation of full participation and mutual integration from the beginning to the end, and ultimately realize the employee's own value. The organic unity of sublimation and the flourishing development of enterprises has realized the organic unification of the preservation and appreciation of corporate assets and the overall development of employees.
2, the principle of pragmatism
It is in line with the current actual situation of the enterprise and conforms to the enterprise orientation. Everything starts from reality, does not engage in formalism, formulates practical and feasible plans, and builds and gradually perfects the standardized internal control system and effective incentive and restraint mechanism with the necessary carriers. With a scientific attitude, we must realistically shape the culture, focus on it, and advance steadily.
3. The principle of system operation and emphasis on leadership
Corporate culture construction is a strategic and long-term work. It is a large and complicated project. It is impossible to accomplish it all at once. It is necessary to adhere to the concept of "playing a protracted war." In the process of building corporate culture, we must use the systemic approach to make an overall design, step by step, and implement it at the level. Defining the overall goal and the phased goal, and carrying out specific operations and construction according to the goal. Leading cadres take the lead, not only in the concept of leading, but more importantly, can transform the leading concept into the company's philosophy, mechanism and rules. In the process of building corporate culture, management must be advanced, in-depth, and take the lead, with innovation and achievements. Clearly define their own roles, assume responsibility, concentrate the wisdom of each employee, mobilize the enthusiasm and creativity of employees, and participate in corporate culture.
4. Highlight the characteristics and the principle of pursuing excellence
The key to building a corporate culture is to highlight the distinctive personality of the company and pursue distinctive features, advantages and differences. In the process of construction, we must pay attention to excavation and refinement according to the actual situation of the enterprise, sort out the cultural connotation with distinctive characteristics of the enterprise, and take the road of corporate culture construction with the characteristics of “Gaogao”. At the same time, we must reflect the advanced standards of the times, so that all employees can appreciate our corporate culture model, and thus resonate with the company in this advanced and excellent corporate culture. Everyone pursues excellence and everyone creates superior performance. However, we must not satisfy the status quo, stop at the same time, always insist on the pursuit of excellence, and the exciting goals appear one after another, never satisfied, constantly pursuing perfection and first, thus promoting the continuous and healthy development of corporate culture. This also reflects the idea of firmly establishing a scientific outlook on development and advancing with the times.
Fourth, the implementation goals
Planning goal
Vision: According to the overall development strategy of the company, follow a set of plans, steps, from shallow to deep, from the table and the program, to establish a set of scientific and complete corporate culture construction system. Starting from the four aspects of spirit, behavior, system and material, we will comprehensively promote and systematically operate, and construct a practical and easy-to-operate corporate culture construction system, which will be included in the overall development strategy of the enterprise and become an important part of the overall planning of the enterprise.
Medium-term goal: two-year plan outline
The corporate philosophy with this company's characteristics is deeply rooted in the hearts of the people. All employees are familiar with the corporate philosophy and can practice consciously in specific actions.
Form the core concept system of the company and adhere to the concept as the starting point, focus and foothold of all actions.
Build a learning system, form a standardized learning system and consciously practice, learn from the lens and apply advanced management models and theories, learn and absorb advanced science and technology and industry operation technology, and improve the overall quality of all employees, especially the management level.
The visibility, credibility and reputation of the company are further enhanced. The corporate identity and corporate brand image must reach 100% within the enterprise and within the same industry, and the recognition of corporate customers should reach 95%.
All employees can be familiar with and consciously practice corporate image standards, managerial image standards, and employee image standards, and comply with behavioral standards of more than 99%.
The company's visual identity system, concept recognition system and behavior recognition system are standardized, stylized and personalized.
Meet the standards of the corporate culture construction demonstration base within a certain geographical area.
Two-year work focus
20XX: Form a complete "Employee Handbook", gradually implement institutional norm construction, and summarize and refine the spiritual and cultural connotation of the enterprise. Completion of the corporate visual identity system specification work, the employee's behavioral norms initially achieved results. The core concept of the enterprise has more than 90% recognition within the enterprise, and the learning system is well-established and skilled.
20XX: Integrate and improve the corporate culture system to form a mature corporate culture management system. Further enhance the company's reputation and reputation, create a good corporate image, and achieve regional corporate culture construction standards.
Near-term goal: one-year action plan
Highlight the shaping of the core values of the company, and unify the three systems: the corporate identity recognition system with the corporate spirit as the core, the visual identity system with the corporate identity as the core, and the behavior recognition system with the employee image as the core, and introduce the CIS concept and organize Implementation and step-by-step specification. Focus on institutional culture, material culture and spiritual culture, and establish a cultural system that meets the needs of the times and meets the needs of the times, adapts to the requirements of modern enterprise systems, creates a good corporate image, and promotes the healthy and sustainable development of enterprises. From perceptual culture to pear-shaped culture, from intangible culture to tangible resources, from management culture to cultural management, comprehensively optimize corporate image, product image and employee team image, enlarge and strengthen enterprises, and strive to create new corporate competition Advantages, continuous improvement of corporate management efficiency and continuous improvement of economic benefits.
V. Specific measures
Carry out the propaganda of the corporate philosophy, so that the company's purpose, vision, strategy, talent concept, business philosophy, code of conduct and action slogan are deeply rooted in the hearts of the people and accepted and recognized by the employees, establish the corporate spirit as the core concept, and improve the employees' centripetal force and cohesiveness. .
Formulate and improve the "Employee Handbook", issue and organize all employees to study and implement in depth, so that all work has rules to follow, implement accountability and accountability management, serious system, increase assessment, improve management standards, and make the system become The carrier of culture enables employees to gradually complete the sublimation from "I want to obey" to "I want to obey" in thinking, and realize the leap from "I want to do" to "I want to do" in action. In order to achieve really good results, you can organize the "Employee Handbook" knowledge contest, prize-winning questions and answers after learning and training.
Promote the VI identification system as a whole, hang the corporate concept publicity signboard in the office area and dormitory area; set up the nameplate with the company name in the office area; office supplies, image publicity materials, conference and reception supplies, printed archival materials, electronic magazines, envelopes, Conference table cards, slogans, sight panels, tooling, sun hats, disposable paper cups, including daily drinking water, must be accompanied by corporate logos and strictly supervised.
We will do a good job in the construction of cultural propaganda columns, employee activity centers, corporate newspapers, reading rooms and other cultural carriers and positions to form a strong corporate culture construction atmosphere.
Establish internal corporate publications, further promote corporate culture, establish a positive image of the company, enhance the sense of belonging of employees, and promote the sustainable and healthy development of corporate culture. Rewarding outstanding employees in all departments to increase the enthusiasm of employees to participate and form a positive atmosphere.
Organize management personnel to carry out big discussion activities and discuss the question: Why should enterprises unite people's hearts? Take this opportunity to solicit opinions from all sides and avoid companies relying solely on positions and money as a single way of rewarding employees.
Advocate an execution culture without any excuses, achieve the rigidness of the work objectives, establish the concept of “must perform, execute immediately, and implement in depth”, and be loyal to the enterprise, vigorous and vigorous, pay attention to the process, and obey the overall situation.
Advocate family culture, realize humanized management of enterprises, find ways to solve problems for employees, adjust the working hours of husband and wife employees, establish employee birthday files, formulate and improve the "Interim Provisions on Staff Consolation", and have happy and happy employees, sick hospitalization, children's education, etc. In terms of the situation, the regulations were carefully implemented to make employees feel the warmth of the corporate family.
Standardize the daily behavior of employees, pay attention to etiquette, improve the taste of employees, advocate language and courtesy, and invite some professionals in this field to give lectures on "Modern Etiquette and Common Senses" to promote all employees to "know, greet, courteous, good" ceremony".
Give play to the role of party organizations in the process of corporate culture construction, and correctly handle the relationship between corporate culture construction and employees' ideological and political work, spiritual civilization construction and daily management of enterprises. Through the party branch of the enterprise, the ideological and political work and the construction of spiritual civilization will be carried out as soon as possible. Use the advantages of their own business public opinion to establish a correct direction of public opinion, and change the minds of employees from the root.
Organize various skill competitions and cultural and recreational activities that meet the needs of the company's work, such as marketing strategy competitions, employee tug-of-war competitions, employee networking evenings, etc. New Year's Day and outstanding staff awards evenings, etc., and follow up after the activities, so that the activities can Realize the effectiveness of promoting employee relations and enhancing employee enthusiasm.
The establishment of the corporate culture construction leading group to strengthen leadership, the leadership of all departments of the company as the main responsible person, enhance the appeal, but also help to guide the construction of corporate culture according to the overall strategy of the enterprise, play a guiding role.
Corporate culture construction is an important and long-term strategic task. We must persist in perseverance and persevere in effectively achieving results. We must be practical in the process of formulating various implementation plans, and we must not be too high-spirited or perfunctory. thing. The leading group must strictly implement each plan, timely supervise and inspect, and timely evaluate and guide the activities carried out, and do all the work processes according to the stage. At the same time, the implementation plan of corporate culture is open, and its specific content needs to make necessary adjustments in time with changes in the external environment and implementation process, continuously develop and improve, and truly advance with the times, pioneering and innovative, Firmly establish the idea of scientific development concept and form a corporate culture with German characteristics.
attitude determines everything; details makes success.
There is no perfect individual, only perfect team.
Part 2: Implementation Plan for Corporate Culture Construction
Corporate culture is the soul of the company. In order to adapt to the requirements of the new situation development, according to the work deployment of the unit, starting this year, start the unit to implement the corporate culture construction strategy. This program is proposed.
First, the significance and necessity of building corporate culture
1. Improve the need for management standards. Corporate culture is the company's long-term management advocates, accumulates, and is formed through screening and refining. It is based on the corporate management philosophy and corporate spirit, with the company's highest goals, common values, fine style, code of conduct, and logo as its main content. It is the soul of the enterprise that stimulates and embodies the human-centered management theory of employee belonging, enthusiasm and creativity. Strengthening the construction of corporate culture means arming the minds of all employees with advanced management ideas and business ideas, unifying employees' thinking, standardizing employee behavior, and shaping corporate image. Therefore, by constructing a cultural system that conforms to the actual situation of the unit and has the characteristics of the unit, the management level of the unit can be improved and the comprehensive competitiveness of the unit can be continuously enhanced.
2. Speed up the inherent requirements of the development of the unit. In recent years, the various undertakings of the unit have made considerable progress, and the comprehensive strength has gradually increased, and has further established a good social image. In the new period of development, in the face of new issues such as deepening institutional reforms in cultural units, increasingly fierce market competition, and new levels of internal management, it is urgent to build a cultural management model that is in line with the actual and distinctive personality of the unit, for the newspaper economy. Healthy and stable development provides a good environment.
3. Strengthening corporate culture construction is a long-term and urgent task. It is an important guarantee to deepen reform and promote development by earnestly promoting the cultural construction of the unit and focusing on building a cultural system that is compatible with a harmonious society, harmoniously running newspapers, and adapting to the reform and development of the unit, and correctly guiding the thinking and behavior of the employees. And urgent need. The construction of corporate culture is a far-reaching and long-term arduous strategic task. It is impossible to rely on short-term behaviors one by one, but to proceed step by step, focusing on the strategic objectives of the development of the unit, based on system construction, supporting construction and long-term construction, based on leadership and The management's vigorous advocacy and active practice are based on the continuous learning, development and participation of all employees.
Second, the idea and basic principles for building the corporate culture of the unit
1, ideas
Fully implement the scientific development concept and people-oriented management ideas, take the improvement of the management level of the unit and the staff team as the starting point, establish the core values that are compatible with the development of the unit; focus on building a strong innovation, cohesiveness, competitiveness, and career A strong team. Construct a corporate culture system with the characteristics of this unit. Efforts will be made to build a workforce with scientific development concepts, excellent corporate culture, and strong sense of social responsibility, so that corporate culture will become an important spiritual pillar and driving force for the continued healthy development of the unit.
2, the basic principles
First, adhere to the principle of obeying and serving the development strategy of the unit. The construction of corporate culture must be closely carried out around the strategic deployment and work practices of the unit. From the actual situation of strategic objectives, development guidelines, management models, and team status, we will promote the continuous, coordinated and rapid development of the service.
Second, adhere to the principle of people-oriented. Adhere to the correct direction of corporate culture construction, and strive to build a high-quality workforce, activate employee potential, motivate and unite employees as a common goal.
Third, focus on the principle of leadership. To establish the "first leader" thinking, leading cadres must take the lead. Leading cadres are advocates and promoters of corporate culture. Not only do individual ideals lead others, but more importantly, they must turn leading concepts into corporate ideas. Cadres at all levels should take the lead in thinking and taking the lead in the construction of corporate culture, and set an example for employees.
Fourth, adhere to the principle of gradual and progressive development. From the long-term development of the unit to the overall planning of corporate culture construction, step by step, focus on continuous advancement; adhere to innovation and development, keep pace with the times, and constantly give new meaning to corporate culture in development practice.
Fifth, adhere to the principle of respecting the people and the participation of all members.
The employees of this unit are the main body of corporate culture construction and an important participant and practitioner of corporate culture construction. We must actively tap the ingenuity of all employees. In the construction of corporate spirit, corporate vision and management philosophy, we must fully listen to their opinions and suggestions, give full play to the enthusiasm and creativity of all employees, and make the company's goals and beliefs deep. Deep rooted in the hearts of employees, forming a consensus.
Third, the construction of the corporate culture goals and priorities of the unit
1. Goal
Focusing on the development strategy of the unit, we will comprehensively promote the healthy development of material culture and spiritual culture, deepen the recognition, belief and practice of employees' concept system with "harmony running newspaper" as the main feature; Enhance the brand effect of "Some slogan" and provide spiritual motivation for achieving strategic goals.
2, key work
First, pay attention to practice and build a corporate culture with the characteristics of “Some Newspaper”. In the practice of building corporate culture, through a flexible and diverse approach, inculcate the cultural concept of a certain newspaper, improve the cadre employees' awareness and recognition of the culture of the unit; at the same time, it must be closely combined with the actual, summed up and refine the nature of the newspaper industry and The corporate culture concept characterized by this unit.
Second, standardize management and strengthen the construction of institutional behavioral culture. The corporate culture should be both internal and external, with the concept as the core guide, the system as the external norm, and the excellent concept into the corporate system and the specific behavior of the employees. It is necessary to thoroughly implement the "Outline for the Implementation of Citizen's Moral Construction", incorporate moral construction into target management, and cultivate good professional ethics. It is necessary to establish a sound management system, through internal institutional constraints and habits, internalize values in the mind, externalize in action, and strive to improve the civilized quality of employees.
Third, culture educates people and cultivates a high-quality workforce. The foothold of corporate culture construction is to build a high-quality workforce and continuously enhance the core competitiveness of the company. Talent is the foundation of the company's prosperity and the foundation of development. Adhere to the use of advanced culture to unite people, nurture people, and motivate people. We must fully implement people-oriented, actively create an environment and atmosphere that is self-motivated, self-disciplined, self-development and promote outstanding talents, and cultivate a high-quality, high-level and highly united workforce. Establish a cultural force that unites and condenses employees, fosters ideas and concepts that are compatible with the modern enterprise system, and enhances employees' self-reliance, competition, efficiency, democracy and legal awareness, and pioneering and innovative consciousness.
Fourth, implementation
Corporate culture construction is a vast systematic project involving all aspects. The corporate culture construction of this unit is intended to be easy to use, simple and systematic, and continuous improvement in practice.
Part 3: Implementation Plan for Corporate Culture Construction
Entering the era of knowledge economy, the competition between enterprises is actually the competition of corporate culture. Corporate culture is the embodiment of the comprehensive strength of an enterprise, a reflection of the degree of corporate civilization, and the source of the productivity of knowledge form into a productive form of material form. Over the past 20 years, the company has accumulated a relatively deep cultural heritage, but faced with new situations, new tasks, new opportunities, new challenges, to win in the fierce market competition, to make the company bigger and stronger. To realize the leap-forward development of enterprises, we must establish the concept of “managing enterprises with culture” and “developing enterprises with culture”, integrating and innovating the original culture, creating an advanced corporate culture, and actively promoting the strategy of strengthening the enterprise. Efforts should be made to promote the reform and development of enterprises with advanced corporate culture, improve the innovation, image and core competitiveness of enterprises, and create a development environment in which enterprises are angry, products are well-known, leaders are upright, and employees have morale. In order to build the company into a world-class modern energy enterprise and provide inexhaustible driving force for achieving the strategic goal of leap-forward development, according to the "Guiding Opinions on Promoting the Construction of Corporate Culture of Central Enterprises" by the State-owned Assets Supervision and Administration Commission, and the spirit of the 20XX work conference of the group company, combined with the actual situation of the company This embodiment is now being developed.
First, the overall idea is to improve the management level of the enterprise and the staff team, complete the target requirements of the company's strategic development plan, and explore a road to the Chinese-style corporate culture construction in line with the actual enterprise, taking into account the construction process of the modern enterprise system. The overall thinking of our company's corporate culture construction is: focus on spiritual culture, standardize institutional culture, promote behavioral culture, and enhance material culture. Mainly attacking spiritual culture, mainly through the audit of all-person corporate culture, excavating and promoting the corporate spirit connotation, forming corporate values and corporate philosophy that all employees abide by, and shaping the "soul" of the enterprise. Standardizing institutional culture is mainly to establish a standardized and perfect institutional system and a scientific and effective evaluation mechanism, to strengthen the construction of institutional culture, and to introduce it into a scientific management track, so as to effectively regulate corporate management behavior and improve the scientific level of enterprise management. Promoting behavioral culture is mainly to vigorously promote the "6S" behavior management standards, do a good job in the formulation of employees' behavior, establish and improve the "Staff Code of Conduct", and do a good job of promoting implementation, refining and advocating "XX style". To enhance the material culture, it is mainly to formulate the company's "Material Culture Construction Standards Booklet", do a good job in environmental reorganization and visual identification system development, use material image construction methods to create a corporate culture atmosphere and enhance the overall image of the company.
Second, the guiding ideology adheres to the guidance of Deng Xiaoping Theory and Comrade Jiang Zemin's important thinking of "three represents", adheres to the "people-oriented" management ideology, actively explores the rules of corporate culture construction under the new situation, and builds the needs of the times and meets the needs of the modern enterprise system. The cultural system that meets the individual needs of the enterprise creates a good cultural atmosphere and a strong source of strength for enhancing the core competitiveness of the enterprise and improving the economic and social benefits of the enterprise.
Third, the construction principle
1. People-oriented principle People-oriented is to regard people as the main target of management and the most important resource of enterprises. The corporate culture model must be people-centered and fully reflect people's ideological and cultural awareness. Through the active participation of all employees, the company can exert its pioneering spirit, and the enterprise can have vitality and the corporate culture can develop healthily. On the one hand, corporate culture, as a management culture, needs to emphasize the management of people and organically integrate the importance of emphasizing “people” into the pursuit of the company's goals. On the other hand, corporate employees are not only the main body of the enterprise, but also the owner of the enterprise. The enterprise must unite the people by respecting people and understanding people. The corporate culture should greatly mobilize people by stimulating people's enthusiasm and developing their potential. Enthusiasm and creativity make the management of the company more scientific and cohesive. In the process of building a corporate culture, it is necessary to properly handle the relationship between corporate leadership advocacy and employee participation. Every step must be attended by employees. Every policy must be approved by the staff, and a construction situation involving full participation and mutual integration should be formed from beginning to end, so as to realize the organic unity of employee value sublimation and enterprise flourishing, and realize state-owned assets. The organic integration of value-added and value-added and overall development of employees.
2. The principle of pragmatism should be applied to the construction of corporate culture. It must conform to the actual situation of the enterprise and conform to the positioning of the enterprise. Everything starts from reality and does not engage in formalism. It is necessary to formulate a practical and feasible corporate culture construction plan, and establish the norms with the necessary carriers and grasping hands. The internal management system and the corresponding incentive and restraint mechanism have gradually established a sound corporate culture system. It is necessary to take a scientific attitude and seek truth from facts to shape the corporate culture. In the implementation, the starting point must be high. We must strive to be in line with the international standards and be in line with the market. We must strive for excellence and engage in quality projects to achieve outstanding emphasis and steadily advance. It is necessary to coordinate the development of the four elements of material, behavior, system and spirit, and to achieve practical results, so that corporate culture construction can truly serve the scientific management of enterprises and the realization of corporate development goals.
3, focus on the principle of leadership should establish the "management first" thinking, leading cadres must take the lead. Corporate culture is largely manifested in entrepreneurial culture. In a certain sense, corporate culture is the sublimation of entrepreneurial philosophy. Entrepreneur is the advocate, founder and promoter of corporate culture. Others, more importantly, can turn leading concepts into corporate ideas, corporate systems, and corporate rules. In the construction of corporate culture, leading cadres at all levels must learn first, learn more, take the lead in thinking, take the lead in practice, and always set an example for employees, and must have innovation and achievements in the construction of corporate culture. Management leaders at all levels should clearly define their roles, assume responsibility, and be good at concentrating the wisdom of the people, mobilizing the enthusiasm and creativity of all employees, and relying on the strength of all employees to participate in corporate culture.
4. Principles of System Operation As a strategic and long-term work, corporate culture construction is a huge and complicated system engineering. It must not be imagined in a vacuum, and it is necessary to establish the concept of “playing a protracted war”. Corporate culture is the “casting base” and “casting soul” project of the enterprise, and it requires constant and unremitting efforts. Its construction is a gradual process, and it is necessary to use the systemic approach to do a good job in overall design, step by step, and implement it at different levels. It is necessary to clarify the overall goal and the phased goal. What should the management do and how to do it? What should the practice layer do and how to do it? Only by coordinating and coordinating the operation, can the task of corporate culture construction be put into practical work.
5. The principle of highlighting the characteristics The corporate culture is a science that is applied and practical, and is a management culture under a certain social and cultural background. Innovative methods must be used in practice to think and practice. The key to doing a good job in corporate culture construction is to highlight the distinctive personality of the enterprise, pursue distinctive characteristics, advantages and differences, and cultivate the requirements of adapting to the era of knowledge economy, which can promote the overall improvement of the enterprise and healthy development, and have its own distinctive characteristics. company culture. Therefore, in the process of building corporate culture, we must firmly grasp the history, current situation, and actual situation of the enterprise, attach importance to excavating and refining the cultural connotation with distinctive characteristics of the enterprise, and embark on a road of corporate culture construction with its own characteristics. .
6, the pursuit of excellence in the principle of building a corporate culture, to show the 21st century first-class standards, so that employees of the company appreciate this model, and in this embodiment of the corporate culture that reflects excellence and resonate with the enterprise. In the excellent corporate culture model, everyone pursues excellence and each shows outstanding performance. However, if the corporate culture develops to a certain extent, enterprises tend to satisfy the status quo, lose new pursuits, become conservative, weaken the "cultural power" of corporate culture, and make enterprises lose their pursuit of excellence. Therefore, to shape corporate culture, we must adhere to the principle of excellence, so that companies and employees always feel that there is always a passion for excellence that motivates them, and exciting goals appear one after another, even when other companies feel satisfied. Enterprises can still maintain the dissatisfaction of innovation, advocating innovation, advancing with the times, and relentlessly pursuing perfection and first, thus promoting the healthy development of corporate culture.
Fourth, the target requirements
1. Planning objectives
1 Long-term goal: Formulate a strategic plan for corporate culture construction. Establish a basic, stylized and scientific corporate culture construction system in accordance with the plans, the steps, the shallower and the deeper, and the construction program. Under the guidance of the concepts of "inheritance", "learning" and "innovation", we will promote and operate systematically from the four aspects of material culture, behavioral culture, institutional culture and spiritual culture to build a practical, scientific and reasonable operation. The corporate culture construction planning system, and the integration of planning into the enterprise development strategy, become part of the overall planning of the enterprise.
2 medium-term goal: five-year development program
2.1 Five-year development goals of the company's corporate culture:
(1) The corporate philosophy with company characteristics is deeply rooted in the hearts of the people. The employees of the company are familiar with the corporate philosophy, familiar with it, and practice consciously in specific actions.
(2) Systemically integrate and improve the corporate culture support system under the guidance of the core concept, adhere to the company's core concept as the starting point, focus and foothold of all actions of the company, and form a system management system with the core concept as the main line.
(3) The construction of the learning organization is systematic, and the staged results are obvious. The company forms a standardized learning system and consciously practices, combining its own practical use of mirrors and applying advanced management ideas, management theories and management models to introduce, digest and absorb international and domestic advanced science and technology, and improve the comprehensiveness of all employees of the company, especially leading cadres at all levels. Russell.
(4) The company's reputation, credibility and reputation are further enhanced. The corporate identity and brand image are 100% recognized within the group and within the industry; the company's users are 100% aware.
(5) Employees can be familiar with the company's corporate image standards, management image standards, employee image standards, etc., and consciously act, and observe the behavioral norms to achieve 100%.
(6) Enterprise visual identity system, concept recognition system, and behavior recognition system are standardized, stylized and personalized. (7) To build a cultural management operation mechanism, form a strong corporate culture, and build a national demonstration base for corporate culture construction.
2.2 The company's corporate culture construction 5 years of key work:
(1) Key work in 20XX: Form a complete "Company Corporate Culture Handbook" and "Company Corporate Culture Visual Identity Handbook", which is inductively refined to form the corporate spiritual and cultural connotation.
(2) Key work in 20XX: Complete the standardization work of the enterprise visual identity system, and the standardization work of the employee behavior of the enterprise has achieved initial results.
(3) Key work in 20XX: The core concept of the enterprise has more than 90% recognition and recognition within the enterprise, and the learning organization matures.
(4) Key work in 20XX: Integrate and improve the corporate culture support system and form a relatively mature cultural management system. (5) Key work in 20XX: further enhance the company's reputation and reputation, shape the good image of the company, and build a national demonstration base for corporate culture construction.
2 near-term goals: three thematic activities year
(1) In 20XX, the “Corporate Culture Promotion Year” was launched, which was the first year for the company to strengthen the construction of corporate culture. Full implementation of the "13311" project.
Highlight "one core", achieve "three unifications", seize the "three priorities", form a "one system", and achieve "one goal." "One core" is to highlight the shaping of corporate core values. The "three unifications" is to unify and standardize the corporate identity recognition system with the enterprise spirit as the core, the visual identity system with the corporate logo as the core, and the behavior recognition system with the employee image as the core, and fully introduce the CIS. The "three key points" focus on achieving new breakthroughs in three aspects: spiritual culture, behavioral culture, and material culture. "One system" is a characteristic cultural system with strong characteristics in the era, strong personality characteristics, conforming to the actual situation of the enterprise, and adapting to the requirements of the modern enterprise system. “One goal” is to form a strong corporate culture, forge the competitive advantage of enterprises, shape a good corporate image, and promote the sustainable development of enterprises.
(2) In 20XX, the “Enterprise Culture Development Year” activity was launched, which is the year of the company's corporate culture construction. Full implementation of the "1234" project. Focusing on "one goal", we must do a good job of "two advances", achieve "three extensions", and achieve "four advancements." "One goal" is to create a mechanism for the operation of cultural management enterprises. "Two advances" is to continue to promote "three unifications" and promote "three priorities." The "three extensions" are from the perceptual culture to the rational culture, from the intangible culture to the tangible resources, and from the management culture to the cultural management. Achieving "four enhancements" is to continuously improve the execution, competitiveness, cohesion and image of the company.
⑶20XX年，開展“企業文化創新年”活動，是公司企業文化建設的發展和創新年。全面實施“3221”工程。完成“三個規範”，抓住“兩個重點”，做到“兩個爭創”，實現“一個目標”。“三個規範”就是完成企業視覺識別系統、行為識別系統、理念識別系統的進一步規範工作， 全面最佳化企業形象、產品形象和員工隊伍形象。“兩個重點”就是突出管理文化、安全文化。“兩個爭創”就是爭創學習型企業，爭創“熱愛XX、獻身XX”標兵。“一個目標”就是做大做強企業，全力打造企業競爭新優勢，實現企業管理效能的不斷增強和經濟效益的不斷提高。
2、實現目標按照培訓、普及、形象、規範、深化五個步驟，最大程度地調動集體智慧的能量，產生“聚能效應”，形成特色鮮明的企業文化，使公司企業文化氛圍日益濃鬱，企業形象不斷提升，走上一條成功的跨越式發展之路。
①物質文化：是企業文化的顯象文化，它是企業生產、經營和文化娛樂等方面的環境、條件、設施等物質要素的總和，較為直觀地表現出一個企業的文化氛圍、精神風貌和管理水準。物質文化的提升主要是指：製定公司《物質文化建設標準分冊》，完成CI視覺形象系統的導入，並按照CI整體設計的基本系統和套用系統標準，統一企業標志、旗幟、歌曲、徽章、色彩等多種企業標識；規範企業建築風格、建築色調，規範公司及各部門簡稱，規範公司車體外表，規範辦公設備、辦公器具，設計並規範員工著裝款式及色調，統一企業宣傳標牌、廣告牌的裝置規格和設定區位；崇尚工作環境、生產環境和生活環境的美化、凈化和現代化，建立和推行《生產現場管理辦法》和《公司環境建設標準》；在工業廣場、生產車間、煤礦井下巷道、辦公樓、會議室等處製作大量企業理念的牌匾、圖板、燈箱，使企業理念深入人心，增強企業文化的感染力；作好企業和產品的廣告宣傳，打造企業品牌，擴大企業的知名度和美譽度；進一步抓好廣場、公園、俱樂部、報紙、電視、圖書活動室等文化載體和陣地建設，形成濃厚的企業文化建設氛圍。
②行為文化：是企業文化的主體，是企業員工在生產經營和人際關系中產生的活動文化。它主要包括兩大類，一類是關於企業生產經營方面的活動，另一類是關於企業內部人與人之間的行為活動。推進行為文化主要是指：規範禮儀、儀式、會議、公司活動規格和標準；抓好員工的行為養成規範，綜合參照德、美、日等國員工行為養成要素，結合行業和企業特點，確定並推廣職工行為養成“6S”管理標準，即清理、清潔、 準時、標準化、素養、安全。強化對員工的職業化訓練，使其文明程度普遍提高；建立並完善《公司員工行為規範》，並抓好推進落實；提煉和倡導“作風”；選樹和宣傳優秀的集體和個人典型，通過典型反映公司的文化品位，樹立公司和人的良好形象；深入開展“職業道德、社會公德、家庭美德”教育，形成員工“三德”標準和良好行為。
③製度文化：是與管理科學息息相關的，它體現了一個企業在管理過程中的規範化，並影響著企業行為，又處延到外顯文化中去。規範製度文化主要是指：在研究製定企業發展方向和目標，加強企業管理過程中，主動導入企業文化概念，“以人為本”的管理思想得到充分體現和落實；牢固樹立企業文化建設就是加強企業管理的意識，使企業文化與加強企業管理融會貫通，密不可分；進一步改革和完善企業的勞動製度、人事製度、分配製度、績效考核等各項管理製度，使企業管理製度符合現代企業製度要求，並且日益與國際管理接軌；進行專業化扁平化管理流程再造，使管理工作走上製度化、程式化、規範化運作軌道；幹部員工自我管理意識和能力進一步增強；按照貫標及識別標準，修改和完善公司的各種管理製度和工作程式，並認真抓好落實；建立有效的企業文化建設考評機製；結合公司改革實際，繼續完善、推行《崗位規範》；形成在“以人為本”原則指導下，以法治企、特色鮮明的“管理文化”。
④精神文化：主要包括對企業精神、企業價值觀、企業哲學、管理信念、企業用人之道以及企業內部的主導標語口號和企業對外宣傳用語的確定和宣傳貫徹落實，使之成為規範企業和員工行為的信念和準則。主攻精神文化主要是指：完成全員性企業文化審計，挖掘形成企業精神內涵，總結提煉企業價值觀，總結提煉公司經營理念、管理理念、人才理念等，規範精神文化用語，完成《公司企業文化手冊》的編輯出版；在一個較長時間內通過宣傳教育，倡導企業精神和企業價值觀，並為全體員工所認同，企業向心力、凝聚力進一步增強，建設一支高貭素的適應時代要求的“四有”職工隊伍，為企業發展註入顯著文化動力。
五、推進方法
1、始終堅持整體上抓體系，推進中按步驟，實施中做到精煉、實用、有效，配合企業發展戰略的實施，整體向前推進。
2、抓好企業文化知識的培訓。鑒於企業文化作為管理科學的新潮流，剛開始還不能為全公司員工所認識和接受，有的甚至存在模糊認識的現狀，要組織編寫有關“宣傳提綱”、“知識講座”類宣傳材料，利用報紙、電視、黑板報以及舉辦培訓班等方式進行宣傳和培訓。採取培訓骨幹和自學相結合的原則，使全公司幹部員工普遍掌握企業文化的基本知識和基本理論；70%以上的管理幹部能結合實際，寫出有一定理論深度的探討企業文化建設方面的文章；全體幹部員工的基礎知識考核合格率100%。
3、建立健全企業文化建設領導體製。成立相應的企業文化建設領導機構，明確負責人、主管部門及工作人員。企業文化的領導體製要與現代企業製度和法人治理結構相結合，發揮好董事會在企業文化建設中的決策作用，黨委要加強對企業文化建設的領導，形成企業文化主管部門負責實施、各職能部門分工落實的工作體系。配強推進企業文化建設的工作機構。第一，成立以公司董事長為主任，黨委書記和總經理為常務副主任的公司企業文化建設推進委員會，成員包括公司各方面的主要領導，使文化和企業各方面的管理緊緊地融合在一起；第二，成立企業文化部，加強對企業文化建設的組織協調工作。該部設在宣傳部，一套人馬，兩塊牌子，負責全公司企業文化建設工作的管理；第三，設立企業文化辦公室。強有力的組織機構可為企業文化建設的系統性運作提供組織保障，也為企業文化建設扎實有效地穩步推進奠定基礎。
4、企業主要領導者同為企業文化建設第一責任人。共同負責企業文化建設的規劃、設計和組織。要使黨政工作在企業文化建設上形成合力，在加強企業管理上達成共識；黨政工團各部門要按照兩個文明建設中所擔負的責任，遵循以人為本，實現管人、管物、管事一體文化建設的格局；加強對企業文化建設重要意義的宣傳教育，形成全公司共識，變成全體員工的自覺行動。
5、健全製度，完善機製，形成閉環管理。企業文化部、辦公室、企業管理部、工會等部門要把企業文化建設內容與企業規劃、年度計畫合並編製，要重點列出製度文化建設的管理標準、工作標準、考核標準，並列入年度經營承包責任製，明確企業文化建設各項內容的責任部門和責任人，製定年度工作計畫，使企業文化建設與企業管理工作一樣也納入日常管理工作之中，要建立企業文化建設的考核評價和激勵機製，把企業文化建設納入企業經營者業績考核體系，定期對企業文化建設的成效進行考評和獎懲，考核結果與公司經濟責任製掛鉤。
6、實施方案出台後，提交公司職代會討論通過，用公司製度的形式予以確認。
Corporate culture is the embodiment of the comprehensive strength of an enterprise, a reflection of the degree of corporate civilization, and the source of the productivity of knowledge form into a productive form of material form. Faced with new situations, new tasks, new opportunities, new challenges, if we want to win in the fierce market competition, make the enterprise bigger and stronger, and realize the leap-forward development of the enterprise, we must establish a "culture management enterprise" The concept of “promoting enterprises with culture” actively promotes the strategy of strong enterprises in culture, strives to promote the reform and development of enterprises with advanced corporate culture, enhances the innovation, image and core competitiveness of enterprises, and creates “a company with vitality and famous products”. The development environment of qi, leadership, and morale of employees provides an inexhaustible motive force for enterprises to achieve the strategic goal of leap-forward development.
First, the overall idea
In order to improve the management level of the enterprise and the staff team, complete the strategic development planning goals of the enterprise, and explore a corporate culture construction idea that is in line with the actual situation of the enterprise, and at the same time meet the construction requirements and processes of the modern enterprise system, mainly reflected in the four major sections. Construction: spiritual culture, institutional culture, behavioral culture and material culture. The so-called spiritual culture is to shape the "soul" of the enterprise, to explore and promote the spirit of the enterprise, and to form a set of values and concepts that can be observed by all employees. The institutional culture is to establish a standardized and perfect system and a scientific and effective evaluation system. Institutionalization and construction level, the enterprise development will be introduced into the scientific management track, thereby improving the standardization and scientific management of enterprise management; behavioral culture is to vigorously promote the behavior management standards, to make the behavior of employees develop norms, to compile and improve the "Employee Handbook", and We will do a good job in promoting implementation, and advocate a distinctive "Gaoga style"; material culture, the implementation of CIS strategy, the use of material image construction means to create a corporate culture and enhance the overall corporate image. Strive to form an atmosphere in one year, see results in two years, and see results in three years.
Second, the guiding ideology
Adhere to the "people-oriented" management thinking, actively explore the new law of corporate culture construction under the current situation, and build a cultural system that meets the needs of the times and meets the needs of the modern enterprise system, and creates a good foundation for enhancing the company's core competitiveness and improving the economic and social benefits of the company. Cultural atmosphere and a strong source of strength.
Third, the construction principle
1. The principle of "people-oriented"
Regarding employees as the main target of management and the most important resource of the enterprise, the corporate culture model is always human-centered, fully reflecting the employees' ideological and cultural awareness. Through the active participation of all the staff of the enterprise, the creative spirit can be exerted and the enterprise can have vitality. The corporate culture of the enterprise can develop healthily. On the one hand, it emphasizes the management of people, and organically integrates the importance of emphasizing “people” into the pursuit of corporate goals; on the other hand, it emphasizes that employees are not only the main body of the enterprise, but also the owner of the enterprise. And understanding employees to unite people, stimulate enthusiasm, develop potential, greatly mobilize the enthusiasm and creativity of all employees, so that the management of enterprises is more scientific and more cohesive. Correctly handle the relationship between corporate leadership and employees' active participation, and each employee has the participation of each employee. Each policy is approved by the employees, forming a situation of full participation and mutual integration from the beginning to the end, and ultimately realize the employee's own value. The organic unity of sublimation and the flourishing development of enterprises has realized the organic unification of the preservation and appreciation of corporate assets and the overall development of employees.
2, the principle of pragmatism
It is in line with the current actual situation of the enterprise and conforms to the enterprise orientation. Everything starts from reality, does not engage in formalism, formulates practical and feasible plans, and builds and gradually perfects the standardized internal control system and effective incentive and restraint mechanism with the necessary carriers. With a scientific attitude, we must realistically shape the culture, focus on it, and advance steadily.
3. The principle of system operation and emphasis on leadership
Corporate culture construction is a strategic and long-term work. It is a large and complicated project. It is impossible to accomplish it all at once. It is necessary to adhere to the concept of "playing a protracted war." In the process of building corporate culture, we must use the systemic approach to make an overall design, step by step, and implement it at the level. Defining the overall goal and the phased goal, and carrying out specific operations and construction according to the goal. Leading cadres take the lead, not only in the concept of leading, but more importantly, can transform the leading concept into the company's philosophy, mechanism and rules. In the process of building corporate culture, management must be advanced, in-depth, and take the lead, with innovation and achievements. Clearly define their own roles, assume responsibility, concentrate the wisdom of each employee, mobilize the enthusiasm and creativity of employees, and participate in corporate culture.
4. Highlight the characteristics and the principle of pursuing excellence
The key to building a corporate culture is to highlight the distinctive personality of the company and pursue distinctive features, advantages and differences. In the process of construction, we must pay attention to excavation and refinement according to the actual situation of the enterprise, sort out the cultural connotation with distinctive characteristics of the enterprise, and take the road of corporate culture construction with the characteristics of “Gaogao”. At the same time, we must reflect the advanced standards of the times, so that all employees can appreciate our corporate culture model, and thus resonate with the company in this advanced and excellent corporate culture. Everyone pursues excellence and everyone creates superior performance. However, we must not satisfy the status quo, stop at the same time, always insist on the pursuit of excellence, and the exciting goals appear one after another, never satisfied, constantly pursuing perfection and first, thus promoting the continuous and healthy development of corporate culture. This also reflects the idea of firmly establishing a scientific outlook on development and advancing with the times.
Fourth, the implementation goals
Planning goal
Vision: According to the overall development strategy of the company, follow a set of plans, steps, from shallow to deep, from the table and the program, to establish a set of scientific and complete corporate culture construction system. Starting from the four aspects of spirit, behavior, system and material, we will comprehensively promote and systematically operate, and construct a practical and easy-to-operate corporate culture construction system, which will be included in the overall development strategy of the enterprise and become an important part of the overall planning of the enterprise.
Medium-term goal: two-year plan outline
The corporate philosophy with this company's characteristics is deeply rooted in the hearts of the people. All employees are familiar with the corporate philosophy and can practice consciously in specific actions.
Form the core concept system of the company and adhere to the concept as the starting point, focus and foothold of all actions.
Build a learning system, form a standardized learning system and consciously practice, learn from the lens and apply advanced management models and theories, learn and absorb advanced science and technology and industry operation technology, and improve the overall quality of all employees, especially the management level.
The visibility, credibility and reputation of the company are further enhanced. The corporate identity and corporate brand image must reach 100% within the enterprise and within the same industry, and the recognition of corporate customers should reach 95%.
All employees can be familiar with and consciously practice corporate image standards, managerial image standards, and employee image standards, and comply with behavioral standards of more than 99%.
The company's visual identity system, concept recognition system and behavior recognition system are standardized, stylized and personalized.
Meet the standards of the corporate culture construction demonstration base within a certain geographical area.
Two-year work focus
20XX: Form a complete "Employee Handbook", gradually implement institutional norm construction, and summarize and refine the spiritual and cultural connotation of the enterprise. Completion of the corporate visual identity system specification work, the employee's behavioral norms initially achieved results. The core concept of the enterprise has more than 90% recognition within the enterprise, and the learning system is well-established and skilled.
20XX: Integrate and improve the corporate culture system to form a mature corporate culture management system. Further enhance the company's reputation and reputation, create a good corporate image, and achieve regional corporate culture construction standards.
Near-term goal: one-year action plan
Highlight the shaping of the core values of the company, and unify the three systems: the corporate identity recognition system with the corporate spirit as the core, the visual identity system with the corporate identity as the core, and the behavior recognition system with the employee image as the core, and introduce the CIS concept and organize Implementation and step-by-step specification. Focus on institutional culture, material culture and spiritual culture, and establish a cultural system that meets the needs of the times and meets the needs of the times, adapts to the requirements of modern enterprise systems, creates a good corporate image, and promotes the healthy and sustainable development of enterprises. From perceptual culture to pear-shaped culture, from intangible culture to tangible resources, from management culture to cultural management, comprehensively optimize corporate image, product image and employee team image, enlarge and strengthen enterprises, and strive to create new corporate competition Advantages, continuous improvement of corporate management efficiency and continuous improvement of economic benefits.
V. Specific measures
Carry out the propaganda of the corporate philosophy, so that the company's purpose, vision, strategy, talent concept, business philosophy, code of conduct and action slogan are deeply rooted in the hearts of the people and accepted and recognized by the employees, establish the corporate spirit as the core concept, and improve the employees' centripetal force and cohesiveness. .
Formulate and improve the "Employee Handbook", issue and organize all employees to study and implement in depth, so that all work has rules to follow, implement accountability and accountability management, serious system, increase assessment, improve management standards, and make the system become The carrier of culture enables employees to gradually complete the sublimation from "I want to obey" to "I want to obey" in thinking, and realize the leap from "I want to do" to "I want to do" in action. In order to achieve really good results, you can organize the "Employee Handbook" knowledge contest, prize-winning questions and answers after learning and training.
Promote the VI identification system as a whole, hang the corporate concept publicity signboard in the office area and dormitory area; set up the nameplate with the company name in the office area; office supplies, image publicity materials, conference and reception supplies, printed archival materials, electronic magazines, envelopes, Conference table cards, slogans, sight panels, tooling, sun hats, disposable paper cups, including daily drinking water, must be accompanied by corporate logos and strictly supervised.
We will do a good job in the construction of cultural propaganda columns, employee activity centers, corporate newspapers, reading rooms and other cultural carriers and positions to form a strong corporate culture construction atmosphere.
Establish internal corporate publications, further promote corporate culture, establish a positive image of the company, enhance the sense of belonging of employees, and promote the sustainable and healthy development of corporate culture. Rewarding outstanding employees in all departments to increase the enthusiasm of employees to participate and form a positive atmosphere.
Organize management personnel to carry out big discussion activities and discuss the question: Why should enterprises unite people's hearts? Take this opportunity to solicit opinions from all sides and avoid companies relying solely on positions and money as a single way of rewarding employees.
Advocate an execution culture without any excuses, achieve the rigidness of the work objectives, establish the concept of “must perform, execute immediately, and implement in depth”, and be loyal to the enterprise, vigorous and vigorous, pay attention to the process, and obey the overall situation.
Advocate family culture, realize humanized management of enterprises, find ways to solve problems for employees, adjust the working hours of husband and wife employees, establish employee birthday files, formulate and improve the "Interim Provisions on Staff Consolation", and have happy and happy employees, sick hospitalization, children's education, etc. In terms of the situation, the regulations were carefully implemented to make employees feel the warmth of the corporate family.
Standardize the daily behavior of employees, pay attention to etiquette, improve the taste of employees, advocate language and courtesy, and invite some professionals in this field to give lectures on "Modern Etiquette and Common Senses" to promote all employees to "know, greet, courteous, good" ceremony".
Give play to the role of party organizations in the process of corporate culture construction, and correctly handle the relationship between corporate culture construction and employees' ideological and political work, spiritual civilization construction and daily management of enterprises. Through the party branch of the enterprise, the ideological and political work and the construction of spiritual civilization will be carried out as soon as possible. Use the advantages of their own business public opinion to establish a correct direction of public opinion, and change the minds of employees from the root.
Organize various skill competitions and cultural and recreational activities that meet the needs of the company's work, such as marketing strategy competitions, employee tug-of-war competitions, employee networking evenings, etc. New Year's Day and outstanding staff awards evenings, etc., and follow up after the activities, so that the activities can Realize the effectiveness of promoting employee relations and enhancing employee enthusiasm.
The establishment of the corporate culture construction leading group to strengthen leadership, the leadership of all departments of the company as the main responsible person, enhance the appeal, but also help to guide the construction of corporate culture according to the overall strategy of the enterprise, play a guiding role.
Corporate culture construction is an important and long-term strategic task. We must persist in perseverance and persevere in effectively achieving results. We must be practical in the process of formulating various implementation plans, and we must not be too high-spirited or perfunctory. thing. The leading group must strictly implement each plan, timely supervise and inspect, and timely evaluate and guide the activities carried out, and do all the work processes according to the stage. At the same time, the implementation plan of corporate culture is open, and its specific content needs to make necessary adjustments in time with changes in the external environment and implementation process, continuously develop and improve, and truly advance with the times, pioneering and innovative, Firmly establish the idea of scientific development concept and form a corporate culture with German characteristics.
attitude determines everything; details makes success.
There is no perfect individual, only perfect team.
Part 2: Implementation Plan for Corporate Culture Construction
Corporate culture is the soul of the company. In order to adapt to the requirements of the new situation development, according to the work deployment of the unit, starting this year, start the unit to implement the corporate culture construction strategy. This program is proposed.
First, the significance and necessity of building corporate culture
1. Improve the need for management standards. Corporate culture is the company's long-term management advocates, accumulates, and is formed through screening and refining. It is based on the corporate management philosophy and corporate spirit, with the company's highest goals, common values, fine style, code of conduct, and logo as its main content. It is the soul of the enterprise that stimulates and embodies the human-centered management theory of employee belonging, enthusiasm and creativity. Strengthening the construction of corporate culture means arming the minds of all employees with advanced management ideas and business ideas, unifying employees' thinking, standardizing employee behavior, and shaping corporate image. Therefore, by constructing a cultural system that conforms to the actual situation of the unit and has the characteristics of the unit, the management level of the unit can be improved and the comprehensive competitiveness of the unit can be continuously enhanced.
2. Speed up the inherent requirements of the development of the unit. In recent years, the various undertakings of the unit have made considerable progress, and the comprehensive strength has gradually increased, and has further established a good social image. In the new period of development, in the face of new issues such as deepening institutional reforms in cultural units, increasingly fierce market competition, and new levels of internal management, it is urgent to build a cultural management model that is in line with the actual and distinctive personality of the unit, for the newspaper economy. Healthy and stable development provides a good environment.
3. Strengthening corporate culture construction is a long-term and urgent task. It is an important guarantee to deepen reform and promote development by earnestly promoting the cultural construction of the unit and focusing on building a cultural system that is compatible with a harmonious society, harmoniously running newspapers, and adapting to the reform and development of the unit, and correctly guiding the thinking and behavior of the employees. And urgent need. The construction of corporate culture is a far-reaching and long-term arduous strategic task. It is impossible to rely on short-term behaviors one by one, but to proceed step by step, focusing on the strategic objectives of the development of the unit, based on system construction, supporting construction and long-term construction, based on leadership and The management's vigorous advocacy and active practice are based on the continuous learning, development and participation of all employees.
Second, the idea and basic principles for building the corporate culture of the unit
1, ideas
Fully implement the scientific development concept and people-oriented management ideas, take the improvement of the management level of the unit and the staff team as the starting point, establish the core values that are compatible with the development of the unit; focus on building a strong innovation, cohesiveness, competitiveness, and career A strong team. Construct a corporate culture system with the characteristics of this unit. Efforts will be made to build a workforce with scientific development concepts, excellent corporate culture, and strong sense of social responsibility, so that corporate culture will become an important spiritual pillar and driving force for the continued healthy development of the unit.
2, the basic principles
First, adhere to the principle of obeying and serving the development strategy of the unit. The construction of corporate culture must be closely carried out around the strategic deployment and work practices of the unit. From the actual situation of strategic objectives, development guidelines, management models, and team status, we will promote the continuous, coordinated and rapid development of the service.
Second, adhere to the principle of people-oriented. Adhere to the correct direction of corporate culture construction, and strive to build a high-quality workforce, activate employee potential, motivate and unite employees as a common goal.
Third, focus on the principle of leadership. To establish the "first leader" thinking, leading cadres must take the lead. Leading cadres are advocates and promoters of corporate culture. Not only do individual ideals lead others, but more importantly, they must turn leading concepts into corporate ideas. Cadres at all levels should take the lead in thinking and taking the lead in the construction of corporate culture, and set an example for employees.
Fourth, adhere to the principle of gradual and progressive development. From the long-term development of the unit to the overall planning of corporate culture construction, step by step, focus on continuous advancement; adhere to innovation and development, keep pace with the times, and constantly give new meaning to corporate culture in development practice.
Fifth, adhere to the principle of respecting the people and the participation of all members.
The employees of this unit are the main body of corporate culture construction and an important participant and practitioner of corporate culture construction. We must actively tap the ingenuity of all employees. In the construction of corporate spirit, corporate vision and management philosophy, we must fully listen to their opinions and suggestions, give full play to the enthusiasm and creativity of all employees, and make the company's goals and beliefs deep. Deep rooted in the hearts of employees, forming a consensus.
Third, the construction of the corporate culture goals and priorities of the unit
1. Goal
Focusing on the development strategy of the unit, we will comprehensively promote the healthy development of material culture and spiritual culture, deepen the recognition, belief and practice of employees' concept system with "harmony running newspaper" as the main feature; Enhance the brand effect of "Some slogan" and provide spiritual motivation for achieving strategic goals.
2, key work
First, pay attention to practice and build a corporate culture with the characteristics of “Some Newspaper”. In the practice of building corporate culture, through a flexible and diverse approach, inculcate the cultural concept of a certain newspaper, improve the cadre employees' awareness and recognition of the culture of the unit; at the same time, it must be closely combined with the actual, summed up and refine the nature of the newspaper industry and The corporate culture concept characterized by this unit.
Second, standardize management and strengthen the construction of institutional behavioral culture. The corporate culture should be both internal and external, with the concept as the core guide, the system as the external norm, and the excellent concept into the corporate system and the specific behavior of the employees. It is necessary to thoroughly implement the "Outline for the Implementation of Citizen's Moral Construction", incorporate moral construction into target management, and cultivate good professional ethics. It is necessary to establish a sound management system, through internal institutional constraints and habits, internalize values in the mind, externalize in action, and strive to improve the civilized quality of employees.
Third, culture educates people and cultivates a high-quality workforce. The foothold of corporate culture construction is to build a high-quality workforce and continuously enhance the core competitiveness of the company. Talent is the foundation of the company's prosperity and the foundation of development. Adhere to the use of advanced culture to unite people, nurture people, and motivate people. We must fully implement people-oriented, actively create an environment and atmosphere that is self-motivated, self-disciplined, self-development and promote outstanding talents, and cultivate a high-quality, high-level and highly united workforce. Establish a cultural force that unites and condenses employees, fosters ideas and concepts that are compatible with the modern enterprise system, and enhances employees' self-reliance, competition, efficiency, democracy and legal awareness, and pioneering and innovative consciousness.
Fourth, implementation
Corporate culture construction is a vast systematic project involving all aspects. The corporate culture construction of this unit is intended to be easy to use, simple and systematic, and continuous improvement in practice.
Part 3: Implementation Plan for Corporate Culture Construction
Entering the era of knowledge economy, the competition between enterprises is actually the competition of corporate culture. Corporate culture is the embodiment of the comprehensive strength of an enterprise, a reflection of the degree of corporate civilization, and the source of the productivity of knowledge form into a productive form of material form. Over the past 20 years, the company has accumulated a relatively deep cultural heritage, but faced with new situations, new tasks, new opportunities, new challenges, to win in the fierce market competition, to make the company bigger and stronger. To realize the leap-forward development of enterprises, we must establish the concept of “managing enterprises with culture” and “developing enterprises with culture”, integrating and innovating the original culture, creating an advanced corporate culture, and actively promoting the strategy of strengthening the enterprise. Efforts should be made to promote the reform and development of enterprises with advanced corporate culture, improve the innovation, image and core competitiveness of enterprises, and create a development environment in which enterprises are angry, products are well-known, leaders are upright, and employees have morale. In order to build the company into a world-class modern energy enterprise and provide inexhaustible driving force for achieving the strategic goal of leap-forward development, according to the "Guiding Opinions on Promoting the Construction of Corporate Culture of Central Enterprises" by the State-owned Assets Supervision and Administration Commission, and the spirit of the 20XX work conference of the group company, combined with the actual situation of the company This embodiment is now being developed.
First, the overall idea is to improve the management level of the enterprise and the staff team, complete the target requirements of the company's strategic development plan, and explore a road to the Chinese-style corporate culture construction in line with the actual enterprise, taking into account the construction process of the modern enterprise system. The overall thinking of our company's corporate culture construction is: focus on spiritual culture, standardize institutional culture, promote behavioral culture, and enhance material culture. Mainly attacking spiritual culture, mainly through the audit of all-person corporate culture, excavating and promoting the corporate spirit connotation, forming corporate values and corporate philosophy that all employees abide by, and shaping the "soul" of the enterprise. Standardizing institutional culture is mainly to establish a standardized and perfect institutional system and a scientific and effective evaluation mechanism, to strengthen the construction of institutional culture, and to introduce it into a scientific management track, so as to effectively regulate corporate management behavior and improve the scientific level of enterprise management. Promoting behavioral culture is mainly to vigorously promote the "6S" behavior management standards, do a good job in the formulation of employees' behavior, establish and improve the "Staff Code of Conduct", and do a good job of promoting implementation, refining and advocating "XX style". To enhance the material culture, it is mainly to formulate the company's "Material Culture Construction Standards Booklet", do a good job in environmental reorganization and visual identification system development, use material image construction methods to create a corporate culture atmosphere and enhance the overall image of the company.
Second, the guiding ideology adheres to the guidance of Deng Xiaoping Theory and Comrade Jiang Zemin's important thinking of "three represents", adheres to the "people-oriented" management ideology, actively explores the rules of corporate culture construction under the new situation, and builds the needs of the times and meets the needs of the modern enterprise system. The cultural system that meets the individual needs of the enterprise creates a good cultural atmosphere and a strong source of strength for enhancing the core competitiveness of the enterprise and improving the economic and social benefits of the enterprise.
Third, the construction principle
1. People-oriented principle People-oriented is to regard people as the main target of management and the most important resource of enterprises. The corporate culture model must be people-centered and fully reflect people's ideological and cultural awareness. Through the active participation of all employees, the company can exert its pioneering spirit, and the enterprise can have vitality and the corporate culture can develop healthily. On the one hand, corporate culture, as a management culture, needs to emphasize the management of people and organically integrate the importance of emphasizing “people” into the pursuit of the company's goals. On the other hand, corporate employees are not only the main body of the enterprise, but also the owner of the enterprise. The enterprise must unite the people by respecting people and understanding people. The corporate culture should greatly mobilize people by stimulating people's enthusiasm and developing their potential. Enthusiasm and creativity make the management of the company more scientific and cohesive. In the process of building a corporate culture, it is necessary to properly handle the relationship between corporate leadership advocacy and employee participation. Every step must be attended by employees. Every policy must be approved by the staff, and a construction situation involving full participation and mutual integration should be formed from beginning to end, so as to realize the organic unity of employee value sublimation and enterprise flourishing, and realize state-owned assets. The organic integration of value-added and value-added and overall development of employees.
2. The principle of pragmatism should be applied to the construction of corporate culture. It must conform to the actual situation of the enterprise and conform to the positioning of the enterprise. Everything starts from reality and does not engage in formalism. It is necessary to formulate a practical and feasible corporate culture construction plan, and establish the norms with the necessary carriers and grasping hands. The internal management system and the corresponding incentive and restraint mechanism have gradually established a sound corporate culture system. It is necessary to take a scientific attitude and seek truth from facts to shape the corporate culture. In the implementation, the starting point must be high. We must strive to be in line with the international standards and be in line with the market. We must strive for excellence and engage in quality projects to achieve outstanding emphasis and steadily advance. It is necessary to coordinate the development of the four elements of material, behavior, system and spirit, and to achieve practical results, so that corporate culture construction can truly serve the scientific management of enterprises and the realization of corporate development goals.
3, focus on the principle of leadership should establish the "management first" thinking, leading cadres must take the lead. Corporate culture is largely manifested in entrepreneurial culture. In a certain sense, corporate culture is the sublimation of entrepreneurial philosophy. Entrepreneur is the advocate, founder and promoter of corporate culture. Others, more importantly, can turn leading concepts into corporate ideas, corporate systems, and corporate rules. In the construction of corporate culture, leading cadres at all levels must learn first, learn more, take the lead in thinking, take the lead in practice, and always set an example for employees, and must have innovation and achievements in the construction of corporate culture. Management leaders at all levels should clearly define their roles, assume responsibility, and be good at concentrating the wisdom of the people, mobilizing the enthusiasm and creativity of all employees, and relying on the strength of all employees to participate in corporate culture.
4. Principles of System Operation As a strategic and long-term work, corporate culture construction is a huge and complicated system engineering. It must not be imagined in a vacuum, and it is necessary to establish the concept of “playing a protracted war”. Corporate culture is the “casting base” and “casting soul” project of the enterprise, and it requires constant and unremitting efforts. Its construction is a gradual process, and it is necessary to use the systemic approach to do a good job in overall design, step by step, and implement it at different levels. It is necessary to clarify the overall goal and the phased goal. What should the management do and how to do it? What should the practice layer do and how to do it? Only by coordinating and coordinating the operation, can the task of corporate culture construction be put into practical work.
5. The principle of highlighting the characteristics The corporate culture is a science that is applied and practical, and is a management culture under a certain social and cultural background. Innovative methods must be used in practice to think and practice. The key to doing a good job in corporate culture construction is to highlight the distinctive personality of the enterprise, pursue distinctive characteristics, advantages and differences, and cultivate the requirements of adapting to the era of knowledge economy, which can promote the overall improvement of the enterprise and healthy development, and have its own distinctive characteristics. company culture. Therefore, in the process of building corporate culture, we must firmly grasp the history, current situation, and actual situation of the enterprise, attach importance to excavating and refining the cultural connotation with distinctive characteristics of the enterprise, and embark on a road of corporate culture construction with its own characteristics. .
6, the pursuit of excellence in the principle of building a corporate culture, to show the 21st century first-class standards, so that employees of the company appreciate this model, and in this embodiment of the corporate culture that reflects excellence and resonate with the enterprise. In the excellent corporate culture model, everyone pursues excellence and each shows outstanding performance. However, if the corporate culture develops to a certain extent, enterprises tend to satisfy the status quo, lose new pursuits, become conservative, weaken the "cultural power" of corporate culture, and make enterprises lose their pursuit of excellence. Therefore, to shape corporate culture, we must adhere to the principle of excellence, so that companies and employees always feel that there is always a passion for excellence that motivates them, and exciting goals appear one after another, even when other companies feel satisfied. Enterprises can still maintain the dissatisfaction of innovation, advocating innovation, advancing with the times, and relentlessly pursuing perfection and first, thus promoting the healthy development of corporate culture.
Fourth, the target requirements
1. Planning objectives
1 Long-term goal: Formulate a strategic plan for corporate culture construction. Establish a basic, stylized and scientific corporate culture construction system in accordance with the plans, the steps, the shallower and the deeper, and the construction program. Under the guidance of the concepts of "inheritance", "learning" and "innovation", we will promote and operate systematically from the four aspects of material culture, behavioral culture, institutional culture and spiritual culture to build a practical, scientific and reasonable operation. The corporate culture construction planning system, and the integration of planning into the enterprise development strategy, become part of the overall planning of the enterprise.
2 medium-term goal: five-year development program
2.1 Five-year development goals of the company's corporate culture:
(1) The corporate philosophy with company characteristics is deeply rooted in the hearts of the people. The employees of the company are familiar with the corporate philosophy, familiar with it, and practice consciously in specific actions.
(2) Systemically integrate and improve the corporate culture support system under the guidance of the core concept, adhere to the company's core concept as the starting point, focus and foothold of all actions of the company, and form a system management system with the core concept as the main line.
(3) The construction of the learning organization is systematic, and the staged results are obvious. The company forms a standardized learning system and consciously practices, combining its own practical use of mirrors and applying advanced management ideas, management theories and management models to introduce, digest and absorb international and domestic advanced science and technology, and improve the comprehensiveness of all employees of the company, especially leading cadres at all levels. Russell.
(4) The company's reputation, credibility and reputation are further enhanced. The corporate identity and brand image are 100% recognized within the group and within the industry; the company's users are 100% aware.
(5) Employees can be familiar with the company's corporate image standards, management image standards, employee image standards, etc., and consciously act, and observe the behavioral norms to achieve 100%.
(6) Enterprise visual identity system, concept recognition system, and behavior recognition system are standardized, stylized and personalized. (7) To build a cultural management operation mechanism, form a strong corporate culture, and build a national demonstration base for corporate culture construction.
2.2 The company's corporate culture construction 5 years of key work:
(1) Key work in 20XX: Form a complete "Company Corporate Culture Handbook" and "Company Corporate Culture Visual Identity Handbook", which is inductively refined to form the corporate spiritual and cultural connotation.
(2) Key work in 20XX: Complete the standardization work of the enterprise visual identity system, and the standardization work of the employee behavior of the enterprise has achieved initial results.
(3) Key work in 20XX: The core concept of the enterprise has more than 90% recognition and recognition within the enterprise, and the learning organization matures.
(4) Key work in 20XX: Integrate and improve the corporate culture support system and form a relatively mature cultural management system. (5) Key work in 20XX: further enhance the company's reputation and reputation, shape the good image of the company, and build a national demonstration base for corporate culture construction.
2 near-term goals: three thematic activities year
(1) In 20XX, the “Corporate Culture Promotion Year” was launched, which was the first year for the company to strengthen the construction of corporate culture. Full implementation of the "13311" project.
Highlight "one core", achieve "three unifications", seize the "three priorities", form a "one system", and achieve "one goal." "One core" is to highlight the shaping of corporate core values. The "three unifications" is to unify and standardize the corporate identity recognition system with the enterprise spirit as the core, the visual identity system with the corporate logo as the core, and the behavior recognition system with the employee image as the core, and fully introduce the CIS. The "three key points" focus on achieving new breakthroughs in three aspects: spiritual culture, behavioral culture, and material culture. "One system" is a characteristic cultural system with strong characteristics in the era, strong personality characteristics, conforming to the actual situation of the enterprise, and adapting to the requirements of the modern enterprise system. “One goal” is to form a strong corporate culture, forge the competitive advantage of enterprises, shape a good corporate image, and promote the sustainable development of enterprises.
(2) In 20XX, the “Enterprise Culture Development Year” activity was launched, which is the year of the company's corporate culture construction. Full implementation of the "1234" project. Focusing on "one goal", we must do a good job of "two advances", achieve "three extensions", and achieve "four advancements." "One goal" is to create a mechanism for the operation of cultural management enterprises. "Two advances" is to continue to promote "three unifications" and promote "three priorities." The "three extensions" are from the perceptual culture to the rational culture, from the intangible culture to the tangible resources, and from the management culture to the cultural management. Achieving "four enhancements" is to continuously improve the execution, competitiveness, cohesion and image of the company.
⑶20XX年，開展“企業文化創新年”活動，是公司企業文化建設的發展和創新年。全面實施“3221”工程。完成“三個規範”，抓住“兩個重點”，做到“兩個爭創”，實現“一個目標”。“三個規範”就是完成企業視覺識別系統、行為識別系統、理念識別系統的進一步規範工作， 全面最佳化企業形象、產品形象和員工隊伍形象。“兩個重點”就是突出管理文化、安全文化。“兩個爭創”就是爭創學習型企業，爭創“熱愛XX、獻身XX”標兵。“一個目標”就是做大做強企業，全力打造企業競爭新優勢，實現企業管理效能的不斷增強和經濟效益的不斷提高。
2、實現目標按照培訓、普及、形象、規範、深化五個步驟，最大程度地調動集體智慧的能量，產生“聚能效應”，形成特色鮮明的企業文化，使公司企業文化氛圍日益濃鬱，企業形象不斷提升，走上一條成功的跨越式發展之路。
①物質文化：是企業文化的顯象文化，它是企業生產、經營和文化娛樂等方面的環境、條件、設施等物質要素的總和，較為直觀地表現出一個企業的文化氛圍、精神風貌和管理水準。物質文化的提升主要是指：製定公司《物質文化建設標準分冊》，完成CI視覺形象系統的導入，並按照CI整體設計的基本系統和套用系統標準，統一企業標志、旗幟、歌曲、徽章、色彩等多種企業標識；規範企業建築風格、建築色調，規範公司及各部門簡稱，規範公司車體外表，規範辦公設備、辦公器具，設計並規範員工著裝款式及色調，統一企業宣傳標牌、廣告牌的裝置規格和設定區位；崇尚工作環境、生產環境和生活環境的美化、凈化和現代化，建立和推行《生產現場管理辦法》和《公司環境建設標準》；在工業廣場、生產車間、煤礦井下巷道、辦公樓、會議室等處製作大量企業理念的牌匾、圖板、燈箱，使企業理念深入人心，增強企業文化的感染力；作好企業和產品的廣告宣傳，打造企業品牌，擴大企業的知名度和美譽度；進一步抓好廣場、公園、俱樂部、報紙、電視、圖書活動室等文化載體和陣地建設，形成濃厚的企業文化建設氛圍。
②行為文化：是企業文化的主體，是企業員工在生產經營和人際關系中產生的活動文化。它主要包括兩大類，一類是關於企業生產經營方面的活動，另一類是關於企業內部人與人之間的行為活動。推進行為文化主要是指：規範禮儀、儀式、會議、公司活動規格和標準；抓好員工的行為養成規範，綜合參照德、美、日等國員工行為養成要素，結合行業和企業特點，確定並推廣職工行為養成“6S”管理標準，即清理、清潔、 準時、標準化、素養、安全。強化對員工的職業化訓練，使其文明程度普遍提高；建立並完善《公司員工行為規範》，並抓好推進落實；提煉和倡導“作風”；選樹和宣傳優秀的集體和個人典型，通過典型反映公司的文化品位，樹立公司和人的良好形象；深入開展“職業道德、社會公德、家庭美德”教育，形成員工“三德”標準和良好行為。
③製度文化：是與管理科學息息相關的，它體現了一個企業在管理過程中的規範化，並影響著企業行為，又處延到外顯文化中去。規範製度文化主要是指：在研究製定企業發展方向和目標，加強企業管理過程中，主動導入企業文化概念，“以人為本”的管理思想得到充分體現和落實；牢固樹立企業文化建設就是加強企業管理的意識，使企業文化與加強企業管理融會貫通，密不可分；進一步改革和完善企業的勞動製度、人事製度、分配製度、績效考核等各項管理製度，使企業管理製度符合現代企業製度要求，並且日益與國際管理接軌；進行專業化扁平化管理流程再造，使管理工作走上製度化、程式化、規範化運作軌道；幹部員工自我管理意識和能力進一步增強；按照貫標及識別標準，修改和完善公司的各種管理製度和工作程式，並認真抓好落實；建立有效的企業文化建設考評機製；結合公司改革實際，繼續完善、推行《崗位規範》；形成在“以人為本”原則指導下，以法治企、特色鮮明的“管理文化”。
④精神文化：主要包括對企業精神、企業價值觀、企業哲學、管理信念、企業用人之道以及企業內部的主導標語口號和企業對外宣傳用語的確定和宣傳貫徹落實，使之成為規範企業和員工行為的信念和準則。主攻精神文化主要是指：完成全員性企業文化審計，挖掘形成企業精神內涵，總結提煉企業價值觀，總結提煉公司經營理念、管理理念、人才理念等，規範精神文化用語，完成《公司企業文化手冊》的編輯出版；在一個較長時間內通過宣傳教育，倡導企業精神和企業價值觀，並為全體員工所認同，企業向心力、凝聚力進一步增強，建設一支高貭素的適應時代要求的“四有”職工隊伍，為企業發展註入顯著文化動力。
五、推進方法
1、始終堅持整體上抓體系，推進中按步驟，實施中做到精煉、實用、有效，配合企業發展戰略的實施，整體向前推進。
2、抓好企業文化知識的培訓。鑒於企業文化作為管理科學的新潮流，剛開始還不能為全公司員工所認識和接受，有的甚至存在模糊認識的現狀，要組織編寫有關“宣傳提綱”、“知識講座”類宣傳材料，利用報紙、電視、黑板報以及舉辦培訓班等方式進行宣傳和培訓。採取培訓骨幹和自學相結合的原則，使全公司幹部員工普遍掌握企業文化的基本知識和基本理論；70%以上的管理幹部能結合實際，寫出有一定理論深度的探討企業文化建設方面的文章；全體幹部員工的基礎知識考核合格率100%。
3、建立健全企業文化建設領導體製。成立相應的企業文化建設領導機構，明確負責人、主管部門及工作人員。企業文化的領導體製要與現代企業製度和法人治理結構相結合，發揮好董事會在企業文化建設中的決策作用，黨委要加強對企業文化建設的領導，形成企業文化主管部門負責實施、各職能部門分工落實的工作體系。配強推進企業文化建設的工作機構。第一，成立以公司董事長為主任，黨委書記和總經理為常務副主任的公司企業文化建設推進委員會，成員包括公司各方面的主要領導，使文化和企業各方面的管理緊緊地融合在一起；第二，成立企業文化部，加強對企業文化建設的組織協調工作。該部設在宣傳部，一套人馬，兩塊牌子，負責全公司企業文化建設工作的管理；第三，設立企業文化辦公室。強有力的組織機構可為企業文化建設的系統性運作提供組織保障，也為企業文化建設扎實有效地穩步推進奠定基礎。
4、企業主要領導者同為企業文化建設第一責任人。共同負責企業文化建設的規劃、設計和組織。要使黨政工作在企業文化建設上形成合力，在加強企業管理上達成共識；黨政工團各部門要按照兩個文明建設中所擔負的責任，遵循以人為本，實現管人、管物、管事一體文化建設的格局；加強對企業文化建設重要意義的宣傳教育，形成全公司共識，變成全體員工的自覺行動。
5、健全製度，完善機製，形成閉環管理。企業文化部、辦公室、企業管理部、工會等部門要把企業文化建設內容與企業規劃、年度計畫合並編製，要重點列出製度文化建設的管理標準、工作標準、考核標準，並列入年度經營承包責任製，明確企業文化建設各項內容的責任部門和責任人，製定年度工作計畫，使企業文化建設與企業管理工作一樣也納入日常管理工作之中，要建立企業文化建設的考核評價和激勵機製，把企業文化建設納入企業經營者業績考核體系，定期對企業文化建設的成效進行考評和獎懲，考核結果與公司經濟責任製掛鉤。
6、實施方案出台後，提交公司職代會討論通過，用公司製度的形式予以確認。
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