【Practical training project 1】

【Task object】

Help students master the concept and function of performance, classification of evaluation criteria and influencing factors of performance.

【Task content】

(1) Each group forms a circle.

(2) According to the characteristics of their own established companies, the group members use the theoretical knowledge to discuss the concept and role of performance, classification of evaluation criteria and factors affecting performance.

【Task requirement】

(1) The group leader will preside over the discussion.

(2) Group members learn and discuss performance that is appropriate for their company's development.

(3) Discuss group performance according to the company's industry.

(4) Assign one student in each group to record and summarize.

(5) After the activity, each group was asked to select a representative to report their perceptions of performance in class.

(6) The preparation time is 10 minutes.

【Task organization】

Table3-1     Team performance cognitive training task organization table

【Task evaluation】

Table3-2    Team performance cognitive training task evaluation form

Points system of porridge

The system of power restriction has always been a headache for mankind.Please look at the following story.There were seven men living together in a small group, of whom all were common and equal, without the heart of evil, but not without selfishness.They wanted to solve the daily meal problem in a nonviolent way by establishing a system: there was a pot of porridge to be eaten, but there were no weighing utensils or calibrated containers.
They experimented with different methods, used their ingenuity, and played many games to form an increasingly perfect system.Generally speaking, there are mainly the following kinds:
Method one: formulate a person to be responsible for porridge matters.Soon it was found that this man had the most porridge for himself, so another man was appointed, and the man who was always in charge had the most and the best porridge in his bowl.From this we can see: power corrupts, absolute power corrupts absolutely.
Method two: we take turns to host porridge, each day.This acknowledges the right of an individual to share more for himself and gives everyone the opportunity to share more for himself.Although it looked like equality, everyone was fed and surplus only one day of the week, and starved the other six days.So we can conclude that absolute power leads to waste of resources.
Method three: everybody elects a trustworthy person to preside over cent porridge.At first the man of good character was fairly fair, but soon he began to give more to himself than to the sycophant.We must find new ideas instead of letting them degenerate and corrupt.
Method four: elect a porridge committee and a supervisory committee to form supervision and restriction.Fairness was basically achieved, but due to the supervision committee often put forward a variety of proposals, the porridge division committee argued hard, equal porridge finished, porridge long cold.
Method five: everyone on duty in turn points porridge, but points porridge that person to the last get porridge.Amazingly, each of the seven bowls contained the same amount of porridge each time, as if it had been measured with a scientific instrument.Every man who presides over the division of porridge realizes that if the bowls of porridge are different, he is certain to enjoy the least portion.

[Case Analysis]

The same seven people, different distribution system, will have different ethos.Therefore, if a unit has bad working habits, it must be a mechanism problem, it must not be completely fair, fair and open, and there is no strict reward, diligence and punishment of laziness.How to formulate such a system is a problem that every leader needs to consider.
What is the best system for an enterprise?The fit is the best.Is Haier's system good?Is Lenovo's system good?For your business, it's hard to say.The key is application.It grows in the soil of your organization, not in the books of experts and scholars.Institutions are creatures, not products.
By is: the system is crucial, the system is chosen by people, is the result of the transaction.A good system is natural, clear and subtle, simple and efficient. It's amazing.
Institutions are grown, not made.

Toyota: talent training is the mission of the enterprise

Toyota regards its employees as treasures and attaches more importance to the cultivation of talents.In order to recruit excellent talents, the company spends a lot of manpower and material resources.At the same time, pay attention to examine talents from multiple angles in the recruitment process.For employees who have entered the company, we will try our best to provide them with various training opportunities and give priority to the training of employees over their own work.But while every employee has an equal opportunity, it doesn't mean that everyone is automatically promoted.Basically speaking, those who make good use of these training opportunities and strive to improve their abilities will be promoted faster.

Toyota China is looking for people with a strong sense of career planning and enthusiasm.Second, be able to think for yourself rather than wait for your boss to tell you what to do.We are looking for people with this judgment and drive to join Toyota.Finally, be vibrant and energetic in many senses.With the rapid development of Toyota business in China in the future, there will be a lot of work to be done, and sometimes it is difficult to leave work on time. Therefore, we sincerely hope that those who are energetic and capable of challenging and stressful work can join our team. 

At present, Toyota companies around the world are implementing the ICT(intra-companytransferee) system, which means that Toyota employees from all over the world go to Toyota Headquarters in Japan for training, learn the good management experience and practices of the parent company, bring them back to the local, and then give full play to and effectively use them in combination with the local actual situation.At the same time, the company also designed a variety of training according to the requirements of different positions, in short, make sure that these selected talents can get the best training. 

The training for new employees is mainly orientation education, including company profile, rules and regulations, basic methods of work, work etiquette and so on.But personally, I think it is more important to learn from those who are more advanced than me in the actual work on the basis of mastering basic knowledge.I remember when I just joined the company, there were three seniors responsible for guiding me, they taught me a lot of things, of course, sometimes they would criticize me, but it is through this way that I quickly grow up.Therefore, for employees who just join the company, growth depends not on sitting in the chair to receive training, but on learning the corporate culture, philosophy and working methods and methods from predecessors. 

Meeting cost analysis system

In order to improve the efficiency of meeting, Japan Sun Company implements meeting analysis cost system.At every meeting, always post a conspicuous meeting cost allocation chart on the blackboard.The cost is calculated as follows: Meeting cost = 3 times the average hourly wage x 2 times the number of participants Meeting time (hours).The average wage in this formula is multiplied by 3 because the labor output is higher than the average wage;Multiplied by 2 because attending a meeting will interrupt regular work, the loss will be calculated at 2 insurance.Therefore, the more people attending the meeting, the higher the cost.With the cost analysis, everyone meeting attitude will be cautious, the effect of the meeting is also very obvious. 

How to save time in order to maximize the efficiency of enterprises and save costs is a problem that can not be ignored in front of enterprise managers. Many enterprises, especially state-owned enterprises, often waste time and energy in endless and meaningless meetings. 

We are not saying that companies are better off without meetings.Meetings are a key link for an enterprise to unify its ideas and rectify its image. But if more time is spent Shouting slogans, will employees have time to do their own work? 

Meetings are going to be held. Once a week is enough.And in meetings, to implement the specific problems.If a meeting is just for a nap and a cup of tea in a conference room, it is a formality. 

[Case Analysis]

A smart boss would hate to see a bunch of his underlings go on tour.This requires companies to cultivate high-quality employees, let them put themselves in the company's shoes, cherish every minute, even if it is a few minutes of the meeting.Even if no one spoke, if he listened carefully, he was a serious man. 

The company has such a person, but also worry about a good jiangshan? 

Many people often forget the original purpose because of the interlude.

KFC's special customers

KFC international has more than 9900 subsidiaries in more than 60 countries.But how could KFC International, thousands of miles away, trust his subordinates to behave properly? 

Once, Shanghai KFC Co., Ltd. received 3 appraisals from the head office, and scored the work quality of their Fast food restaurant on the Bund for 3 times, respectively 83, 85, 88 points.The Chinese and foreign managers of the company are dumbfounded, how are these three scores assessed?It turns out that KFC International hired and trained people to pretend to be customers and sneak into its stores to check and score. 

These "special customers" to no shadow, to no trace, which makes fast restaurant managers, employees always feel some pressure, the slightest dare not neglect. 

[Case Analysis]

In many companies, employees and bosses often fight a guerrilla war.When the boss is around, he puts on a good show and acts like he's the best employee he can be.And wait for the boss front foot just left, underneath the people in the office make a scene.A lot of bosses, will be at this time to kill back, hey hey, just caught.However, this is not a long-term solution, the boss also does not have so much energy to play guerrilla war with employees, mainly the establishment of the system.If you set up a system where employees are aware that they have to work as hard as ever, no matter what the time, then the people below will not take advantage of the loopholes. 

People do a self-examination is easy, it is difficult to carry out self-reflection, always give yourself a little pressure, a little reminder.Managers need to act as this reminder, giving them a little pressure and a little motivation to keep their employees motivated. 

The greatest test of a manager is not how effective the manager is, but how effective the employee is in his absence.

3S principle of chain operation management

The reason why chain operation can develop rapidly in the fierce competition is that it ADAPTS to the requirements of socialized mass production, realizes the simplification, specialization and standardization of commercial activities, and thus obtains incomparable economic benefits from other commercial forms. 

1.Simplify (Simplification)

The operation process should be "simplified" as much as possible to reduce the impact of experience factors on business.Chain business expansion is to pay attention to the overall copy, not because of the increase in the number of stores and disorder.The chain system as a whole is huge and complex, it is necessary to simplify the financial, supply and demand, logistics, information management and other subsystems, remove unnecessary links and content, in order to improve efficiency, so that "everyone can do, everyone can do".For this, want to make a concise and succinct operation manual, the worker is operated by the manual, each division its duty, each do its duty. 

The company's first manual was 15 pages long, expanded to 38 pages soon after, and 75 pages after 1958.All the details of McDonald's work can be found in the operation manual.In the third manual, McDonald's began to teach franchisees formulaic operations: how to track inventory, how to prepare cash statements, how to prepare other financial reports, how to forecast turnover and how to make work schedules.You can even find out in the manual how to judge profit and loss, what percentage of turnover goes to hiring, how much goes to stocking, and how much goes to office expenses.After each franchisee calculates his own results according to the manual, he can compare them with the results of other franchisees, so that problems can be found immediately.The writers of the McDonald's manual went out of their way to specify every detail possible, which is the essence of the manual.It is also because of this that McDonald's business principles can be quickly replicated across the board, with tens of thousands of outlets all over the world. 

2.Specialization (Specialization)

Will all work as far as possible subdivision of professional, in the commodity aspect outstanding differentiation.This specialization is not only reflected in the professional division of labor between the headquarters and the member stores and distribution centers, but also in the professional division of labor of various links, posts and personnel, so that there are special personnel responsible for procurement, sales, delivery, warehousing, commodity display, window decoration, finance, promotion, public relations, business decision-making and other fields.Such as:

(1) Specialization of procurement.By employing or training professional purchasing personnel to purchase goods, chain stores can enjoy the following advantages: they are familiar with the situation of suppliers and can choose suppliers with high quality and low price and good service as suppliers;Understand the characteristics of the products purchased, and have strong bargaining power. 

(2) Inventory specialization.Professionals are responsible for inventory. They are good at allocating warehouse area reasonably, effectively controlling storage conditions, such as temperature and humidity, being good at operating hardware and software equipment related to storage, receiving and delivering goods according to the principle of "first-in, first-out", preventing goods inventory from deteriorating for too long and reducing the time occupied by goods in storage. 

(3) The specialization of cashier.Trained cashiers can quickly operate the cash register and complete the settlement according to the price and quantity of goods purchased, reducing the waiting time for customers. 

(4) Specialization of commodity display.The goods are displayed by the trained tallyman, who is good at using the characteristics of goods and shelf position to arrange, and can timely adjust the position of goods to prevent out of stock or goods in the store overstocked for too long. 

(5) Specialization of store managers in store management.The store manager is responsible for maintaining the normal operation of the store every day, grasping the sales situation, ordering goods from the distribution center, supervising and managing all kinds of operating personnel, and dealing with emergencies in the store. 

(6) Professionalization of public relations legal affairs.By employing public relations experts, chain stores can establish a good relationship with the media and the public in a way recognized by the public, and establish an excellent corporate image;Using a lawyer to handle contracts, lawsuits and other legal matters involving the company can ensure that the company has fewer legal problems and continues to operate legally.　　 

(7) Professionalization of store construction and decoration.Through the work of professional real estate experts, architects and shop decoration experts, the shops are built in appropriate places and the decoration methods are consistent with the shopping behavior of consumers, so that the shopping environment in color, brightness, spaciousness and height are maintained at a high level. 

(8) Specialization of business decisions.Through the appointment of senior managers, the chain stores can achieve professional decision-making in the selection of store form, development area, expansion speed and other aspects, to ensure a high level of decision-making.　　 

(9) Specialization of information management.Through the establishment or adoption of distribution center logistics management system, commodity, personnel management system, bar code system, financial system, store development system, chain group database system and other information systems, timely evaluation of business conditions, accurate prediction of sales dynamics.

(10) Specialization of financial management.Employ financial experts to achieve high level operation of chain stores in financing, capital circulation and cost control.

(11) Specialization of education and training.Set up training base, appoint full-time training personnel, continue to train high-quality staff for the chain store.

3.Standardization (Standardization)

All work is to be done according to prescribed standards.The standardization of chain operation is manifested in two aspects: one is the standardization of operations.Headquarters, branch stores and distribution centers of goods ordering, procurement, distribution, sales and other functions, and formulate standardized rules and regulations, the whole procedure is strictly in accordance with the process of the head office to complete. Second, the overall image of the enterprise standardization.Store development, design, equipment acquisition, merchandising, advertising design, and technical management are all centralized in the headquarters. Headquarters provides location selection of chain stores, pre-establishment training, supervision, guidance and communication in the process of operation, so as to ensure the consistency of the overall image of each chain store. 

People are familiar with McDonald's, its restaurants all over the world have a golden "M" shaped double arches, are given priority to in red and yellow;According to statistics, the most suitable height for people to take money out of the pocket is 2300px, therefore, McDonald's counter design to 2300px as the standard;The layout of the store is basically the same: all the cabinets are off the floor, equipped with a rooftop air-conditioning system;Its kitchen utensils are all standardized, such as the "V" chip shovel for bagging, which can greatly speed up the bagging speed of chips;Double-sided shell ovens for meat frying cut the cooking time in half;All fries are fried the Chicago way, three minutes beforehand and another two minutes temporarily to make them crispy and fragrant.Coca-Cola sold with hamburgers at McDonald's tastes the sweetest at 4℃, so the temperature of Coca-Cola at McDonald's all over the world is kept at 4℃.The bread tastes best when it is 425px thick, so all the bread should be 425px thick.The blowholes in bread are best at 125px, so all bread blowholes are 125px.

Long Yongtu selects secretary

Long Yongtu, China's minister for foreign trade and economic co-operation, chose a secretary when China negotiated its accession to the wto.When the long Yongtu choose the person when the secretary, the audience in an uproar, because this person is not suitable for when the secretary.In the eyes of all, secretaries are diligent, few words, little speech, do things carefully, considerate to the leadership.But the secretary chosen by Long Yongtu, doing things completely different.He is a careless man and never cares for others.Every time long Yongtu and he went abroad, are long Yongtu went to his room and said, please get up, to the point.For the schedule, he sometimes even as clear as Long Yongtu, originally 9 o 'clock activities, he said 9:30, after verification, nine times he is wrong.But why long Yongtu will choose him as a secretary?Because long Yongtu is in its negotiations the most difficult time to choose him as secretary.At that time, due to the great pressure of negotiation, Long Yongtu was also very angry. Sometimes he banged the table with foreigners and came back without saying a word.Every time Long Yongtu came back to his room, the others did not want to embarrass themselves into his room.Only the secretary, every time without knocking on the door, would come in and sit in long Yongtu's room and lift his legs, saying what he heard today, and that a certain sentence of Long Yongtu might not be right, etc., and he never called Long Yongtu minister of the dragon, they were all "old dragon", or "Yongtu".He also often give some bad ideas, long Yongtu scolded in a complete mess, but his biggest advantage is to ban scold.No matter what he said, he came back five minutes later. Oh, Yongtu, you were not quite right about that. 

The secretary is a academic character, he is not sensitive to many things, he also criticism of him to be not sensitive, but he is an expert in the wto, to the world trade is like crazy, so in the case of very grumpy long yongtu, in the case of long yongtu was difficult to hear different voices, had the withstand scold secretary for long yongtu appears particularly important. 

After the success of the WTO negotiations, dragon Yongfigure temper much better, muddleheaded secretary is no longer suitable for dragon Yongfigure "appetite", so dragon Yongfigure soon sent him away.

[inspired]

Here, the reader can not misunderstand long Yongtu is a river to burn Bridges.Because a person in a certain historical background, a certain historical period, he is suitable to do a certain thing, but at another time, he may not be suitable.

To be sure, Long yongtu is an excellent leader, because he knows exactly when and who is best for what job, and when to use whom and when not to use whom, which is more than anyone else.

The task of management is simply to find the right people, put them in the right place to do something, and then encourage them to do it with their ideas.

Kangaroos escaping from high cages

One day the staff members of a zoo called a meeting to discuss the cause of the kangaroo jumping out of the cage. They came to the conclusion that the height of the cage was too low, which had caused the kangaroo to jump out.So they decided to raise the height of the cage from ten to twenty metres.But the next day, they found that the kangaroos could still run outside, so they decided to raise the height to 30 meters. 

However, did not expect the third day to see kangaroos all ran outside, so the administrators were very nervous, decided not to do two endless, simply raise the height of the cage to 100 meters: "Hey hey, now see you can jump out of the Buddha's god palm?" 

The fourth day, god, kangaroo or ran out of the cage, but also in the chat with their good friend giraffe."Do you think these people will go on raising your cage?"Giraffe asked. 

"Hard to say," said a Kangaroo, "if they continue forgetting to lock the door." 

Things have the "end", "weight", "urgent", closing the door is the first, raising the cage is the last, give up the end, of course, not the point.What is management?Management is to focus on the "root and end", "priority", "urgency". 

In fact, as long as we define the problem, the problem is simple, clear, important (that is, to judge the importance of the problem), then the problem is half solved.