In general, the management of the
enterprise include: plan management, process management, organization
management, strategic management, cultural management. These five content is an
incremental gradient relationship, enterprises need to implement these in turn
management content, in other words, is the first to solve the problem of
project management, solve the problems of the process management, after, in
turn, is the organization and management, then the strategy management, finally
is cultural management. This order will not be able to reverse, can't upset,
also will not be able to make a while ignoring other, only a good enterprise
management, is the need for the harmonious development of the five content,
synergy, and the five content of synergy is the system capability. A system has
the ability to promising companies not only has the core competence.
Project management: answer the question of
whether or not to match with the target resources
Program management is often people and
economy together, this bias is the direct consequences of our management is in
disorder. And understanding of the plan itself, whether internal or external,
that plan is a set of data, an assessment index is the guidance of the text,
there is no serious thought, the plan itself is a content management. Project
management to solve the problem, not the data, not a year-end appraisal
indicators, more is not a text. Plan management is the problem to be solved for
the target and the question of whether or not to match, the relation between
resource plan management is to target the relationship with resources in
matching state, this is a most basic content of the management, therefore, plan
management consists of three key elements: goals, resources, and both matching
relations.
The goal is to plan management benchmark.
Plan management in management theory has also been recognized as the target
management, the realization of the target management requires three conditions:
first, strong support; Second, the goal to be able to test; Third, clear target
is a target for top managers. Resources are planning management objects.
Program management is actually to manage resources, rather than management
goals. A lot of people understanding of the project management is associated
with the target of more, also often think target is the object of plan
management, plan management object is actually resources, resources are goal
conditions, if we transcend change make plan implemented, the only way is to
obtain resources. Goal and the matching relationship between resource is the
result of the program management. Matching relationship between also is
measuring criteria for plan management, when has the resources to support goals,
plan management, when resources cannot support target or greater than, or waste
of resources, or "daydream". So many times I don't care about
enterprise determine what kind of goal, enterprise how to set up goals, I just
care about this enterprise has the resources to support its goals. When our
enterprise into the international market, I will see if it has the channels of
international talent, international, international standard products, without
these, is an ideal, a cavity wear is useless.
Process management: solve the problem of
enterprise operational efficiency
I may be a lot of people are keen on the
process, in before and after the article has been advocating the role of the
process, for solving the problem of the efficiency of the enterprise, the
process is the key. I always think, why do we always do not reach the
designated position, process management culture is an excuse, perhaps because
the Chinese behavior determines we prefer more jobs than process. However, we
still see the flow process of good Chinese companies, such as haier, huawei,
lenovo, boil down to, process management was able to do it. Implement process
management need to change some habits, I simply summarized as three points: one
is to break the function of habits, the second is culture systems thinking
habit, three is the formation of performance oriented corporate culture.
Used to break function. Adopted by
thousands of years in ancient China the grade of the hierarchy, functions of
the Chinese enterprises in the largely adopted in accordance with the ancient
heritage of "self-interest orientation" instead of "service
oriented". Under the condition of "self-interest orientation",
privileges, various functional departments have more space for selfish
interests, resulting in a decline in the efficiency. Functional orientation
focuses on the management and control functions, pay attention to the functions
of the department to complete degree and control of vertical management,
department function behavior often lacks a complete organic link between. It
does not determine the time standard, this is the most important working
standards generally by the department manager temporary, this has significantly
increased workload manager; And because of the standard uncertainty, cause the
overall work efficiency greatly reduced, so we must break the function of
habits. Culture systems thinking habit. Process oriented focus is the target
and time, namely, to customers, the market demand as the guidance, the
enterprise behavior as a set on the total process flow, to manage and control
the collection, emphasize the whole process of coordination and targeted. Every
piece of work is part of the process, is a process node, it must satisfy the
entire process to complete the requirements, time is one of the most important
criterion in the whole process. Therefore in the process under the premise of
time as the basic coordinate system the we need to ponder over a problem,
rather than merely based on their department or position, we must learn to
systems thinking. Formation of performance oriented corporate culture.
"Everybody has a market, everyone in the face of a market", the
implementation of process orientation in the motivation of each member's common
pursuit of process performance, attaches great importance to the value of
customer requirements is a way of instilling the haier implementation of
process management, this way just let us see the formation of performance
oriented corporate culture is the guarantee of process management, from the
function to the process, what I call the "pioneer enterprises"
management is especially attention, for "changing the concept of
employees" by allowing employees to understand the concept of encourage
each employee to participate in the process reengineering, attaches great
importance to the employee suggestion and so on to complete the difficult
management way change, there is no such cultural atmosphere, process management
can only become a mere formality, this is also a lot of Chinese companies is introduced
into the root cause of the process reengineering can't succeed.
Organizational management: the powers and
duties are answered the question of whether or not to match
Power and responsibility has been the
management need to balance the two aspects, let these two aspects in balance is
to solve the problem of organization management. From the classical
organization theory, we know that the organizational structure design should
follow four basic principles, one is the unified command, a person can only
have a direct supervisor; Second, the management, the effective management of
the range is 5-6 people; Three is the division of labor, according to the power
and responsibility and professional division of horizontal and vertical
division of labor; Four is departmentalization, produced by the division of
labor training staff set within a department, by a manager to lead and
coordinate. To listen to classical principles of organizational design, you
find it not hard just want to try to balance the relationship between the power
and responsibility. Therefore achieve organizational management requires two
conditions: specialization and decentralization
Specialization. I also found myself except
for the preference of the process, there is a word I like
"professional". Specialization can solve a lot of things, including
the service consciousness, the possibility of sharing, more important is
specialized to solve people's worship for power. If we need to retain
functions, then the effective ways to solve function brought about by the
negative impact is the level of specialization, if everything is on the basis
of professional, we respect is a standard and scientific, people no longer rely
on the power and position to pass information and instructions. The separation
of powers. Separation of powers is in the organization I have ever seen one of
the most difficult aspect, sometimes see enterprise also has the separation of
manual, also have a system of separation of powers, but the execution often go out
of form, many senior managers like separation of powers is considered an
adjustment of weapons or the separation of powers as a policy of resource. As
policy resource, if the separation of the managers do not group management,
management is leadership, nor the separation of powers but authorization.
Decentralized once made distribution power, is the basic sign of distributor
don't have the power, the when can adjust the power must be authorized is not
separation of powers, a lot of people like to confuse separation of powers and
the limits of authorization.
