Management training summary mode 1:
20xxx13 I was fortunate to be assigned by the company to Yongcun Hotel, No.65 Jianguo Road, beilin district, Xi City for a two-day closed study and training. I listened to the wonderful report of Mr. Han Chao, a lecturer in enterprise manager training in China and a practical senior management expert in China, and had a serious and extensive discussion from my post. Through studying and thinking, I learned a lot about quality management, safety management, production management and so on. Deeply aware that our laboratory sometimes has hazards such as dealing with the quality inspection of raw materials and products, falsely reporting statistical data and delaying time; Knowing the focus of recent work broadens our horizons and lays the foundation for better work in the future. Through training, I benefited a lot and felt deeply.
First of all, this training, I learned a lot of new knowledge and new management methods.
Teacher Han expounded the contents and methods of management science from the following aspects: 1, self-management, that is, managers change their thinking mode, change their work roles, and learn the skills of communicating with others. 2. Team management, from selecting and employing people to training and counseling, from team management to team leadership, from cross-departmental collaboration to process collaboration. 3. Work management, from plan allocation to effective authorization, from target performance to project management, from supervision and management to implementation system. 4. Leadership charm, from management skills to leadership charm, from institutional constraints to cultural influence, from salary incentives to comprehensive incentives. In particular, teacher Han's classic quotations impressed me the most: managing people, thinking separately, and combining behavior; Leaders should manage people, and processes should be managed? ; ? Strong will have weak soldiers, so that they can use and discard them, and turn every emergency in the future into routine work? Wait, let me benefit a lot, let me master some difficult problems in daily management, such as: old and new, gang problem, mutual shirking, making trouble, fraud and so on.
Secondly, through study and training, I clearly realize that we should constantly strengthen the cultivation and exercise of quality and ability.
First of all, we should strengthen staff training, improve ideological quality and professional level. 2 1 century is a knowledge-based economy society, with electronization, networking and digitalization, and knowledge renewal and depreciation are accelerating day by day. The only way for a country, a nation and an individual to adapt to and keep up with the development of modern society is to keep pace with the times, keep learning and make progress. Enterprise management and innovation depend on learning, training and accepting new ideas and plans. Strengthening training and learning is the need for us to further improve our management level. Management leads to quality, management leads to benefit, and management is the eternal theme of enterprises. Strengthening training and learning is one of the most direct means to improve the management level of enterprise managers, and it is also an urgent need to improve the management level. Only by strengthening study can we understand and master advanced management concepts and methods, learn from the strengths of others and make up for our own shortcomings. Only in this way can we live up to the expectations of the organization and complete the tasks assigned by the organization.
Second, we must constantly strengthen the overall situation awareness and sense of responsibility. It is necessary to establish the principle that the company's interests come first, the part obeys the whole and the small bureau obeys the overall situation, always maintain a healthy and enterprising spirit, enhance the enterprising consciousness of bravely overcoming difficulties, taking responsibility and shouldering heavy burdens, and unremittingly promote the company's sustained and healthy development.
Third, we should strengthen communication and coordination and be proficient in working methods. Learn to communicate and coordinate, be good at communicating with leaders, middle-level cadres and workers, learn to respect others, put down your airs, don't say anything that is not conducive to unity, don't do anything that is not conducive to unity, and actively work around the ideas of company leaders. We should always reflect on our work, study and life, regard reflection as a culture, and find our own problems in time through reflection.
Fourth, we should dare to suffer losses, work hard and carry forward the spirit of dedication. ? Three meals? It is a noble spirit of self-sacrifice and dedication, and it is the mainstream ethos of society. Is to be open-minded and tolerant when dealing with people. Be considerate of others, and be considerate of others when things go wrong. Even if others make mistakes or offend themselves, don't haggle over every ounce, so as not to hurt each other's feelings because of small losses. Establish a spirit of dedication, establish? Suffer hardships, suffer losses, and get angry? The idea. Middle-level cadres should bear hardships, eat what others can't eat, do what others can't do, endure what others can't stand, and be strict with themselves.
Fifth, be open and learn to be tolerant. Tolerance is an art and a realm. To achieve this state, we must have a loving heart, a broad mind and magnanimity. Tolerance is the premise of winning friends, and tolerance is the wealth of life. Tolerance does not mean accommodation and laissez-faire. Tolerance of others' faults is to make others better. When getting along with others, we should learn to be tolerant, tolerant, tolerant and forbearing, and be psychologically compatible.
In short, this training and study not only has an important impact on work, but also on future life. Many things and feelings can't be expressed in words, and they can only be used in future study, work and life. I believe that under the leadership of the chairman and with the joint efforts of all the staff, the company and all departments will flourish and create greater glories.
Management Training Summary Mode Part II:
What is executive power? Professor Yu Shiwei, a well-known management scholar, believes that execution is the ability to complete work according to quality and quantity. The strength of individual execution does not depend on a single quality, but a combination of various qualities and abilities.
At the end of June, I participated in the management training for middle-level cadres organized by the company and passed the teacher Wang Xiaolin. On the important role of middle management and corporate culture in enterprise development? I have gained a lot by understanding and relearning the course. This training made me more deeply realize the importance of being a middle-level manager for enterprise development, and also felt the importance of improving the execution of middle-level managers for our enterprise development.
I think middle managers should have at least two abilities to improve their execution in their work: the ability to accurately understand the concept of senior leadership in the company and the ability to manage their own work execution. So, how can we improve these two abilities? Referring to this training course and personal work experience, you can improve your execution from the following aspects:
First, clear leadership intention is the premise. Correctly understanding the intention and original intention of leadership arrangement is the primary task as a high-level information communicator.
If you can't correctly understand the meaning of the leader, there will be a small deviation in the direction of the enterprise's decision-making plan in the implementation process, and the error will become larger in the continuous implementation, which will eventually lead to the deviation of the overall work, the farther away from the original goal in the later period, and even deviate from the intention and purpose of the leader. Mistakes in work may cause irreparable losses to the company.
It can be said that only by clarifying the requirements of leaders can we formulate work objectives and action plans, implement them item by item, and track feedback. This requires:
1, get along well with leaders at ordinary times;
2. Consciously be an assistant and subordinate;
3. Learn to get along with different types of bosses;
4. Constantly enrich learning, be able to stand at a higher angle and think for the leaders;
5, through the report, confirm the leadership requirements, clear leadership requirements, accurately passed to the executor. Constantly calibrate requirements as the situation changes. If there is any deviation, correct it as soon as possible, keep the work direction clear, walk on the right path and complete all tasks.
Second, the exemplary role is an example. As a middle-level cadre, you can't just talk about others, but also do it yourself. While the iron is hot, we need to be hard-working, and we should take the lead in setting our own example image with perseverance. We should continue to be strict with ourselves, abide by rules and regulations, do not relax personal management, do not arrive late and leave early, carefully arrange tasks, care for and save the company's property, actively respond to the activities of the group company, and cooperate with other departments to do a number of things. Only by becoming a convincing example for his employees can the management of middle managers be more convincing and executive.
Third, initiative is style. Middle managers can't wait for the leaders to explain everything, nor can they do everything by themselves. First of all, we should actively pave the way for daily management, put the problems and various plans ahead, and start with improving the basic work of our department, so that the department can become a powerful team that can accept new tasks at any time and handle work quickly. By constantly examining what your department should do, clarifying responsibilities and rights, issuing assessments, rewarding diligence and punishing laziness, and guiding employees to become proactive, a proactive department will be established and its execution will be guaranteed.
Fourth, work in place is the criterion. Middle managers should have a rigorous work attitude, grasp the degree of work, do more and talk less. If you want to do it, you must do it:
1, think more about how to do a good job and manage subordinates;
2, the mouth is in place in management is to communicate up and down, not only to report in time, but also to urge at any time;
3. Observe the environmental changes carefully with eyes in place, find problems in time and solve them;
4. Ear up and listen to the opinions and suggestions of leaders and subordinate employees on their work;
5, legs and feet in place often go deep into the scene, and constantly collect first-hand information. Whether the work is in place is the yardstick to measure the execution. Grasping this scale well depends on diligent cultivation of self-quality, optimal utilization of resources, proper allocation of work, satisfaction of leaders and dedication of employees, so that middle managers can be comfortable in practical work.
Fifth, not making excuses is attitude. Don't make excuses in front of the leaders, stick to your duties and carry out them without leaving any gaps. ? Excuse me? The essence is to shirk responsibility. Between taking responsibility and making excuses, it embodies a middle-level manager's dedication, responsibility, obedience and honest working attitude. The first thing that comes to mind before the problem is an excuse, so there is no execution at all. We should not only cultivate our own sense of responsibility, but also start from clarifying the responsibilities and work processes within the department, without passing the buck, so that the assigned tasks can start from finding the corresponding responsible person at the first time, quickly control the work progress, and supervise the communication.
Sixth, teamwork is the guarantee. As the leader of a team, middle managers should give full exercise to the selected team members. Although members cannot be required to go through fire and water, they should also be required to be independent in all aspects. Therefore, we should carry out more team activities, get in touch with each employee and get to know each employee in the interaction, so as to cultivate a team cooperation atmosphere of mutual trust, mutual support, mutual cooperation, mutual help, mutual respect, mutual encouragement, mutual communication and discovery of advantages. In order to give full play to the intelligence and strength of the team, do a good job in basic work. Outside the team, all departments can do their own jobs, make up for offside, make up for Taiwan affairs, and cooperate with each other to make up for each other's weaknesses, thus forming a joint force of the company. Only through the amplification effect of teamwork on middle-level leadership can the improvement of execution fall into every corner of the department's work.
Seventh, fairness and justice are principles. Fairness and justice are one of the driving forces to stimulate employees' enthusiasm and creativity. As a middle-level cadre, we should treat the performance and achievements of our subordinates fairly and do things correctly. At work, we should treat things equally, not people. Thinking and doing things should proceed from the overall situation, be fair and upright, distinguish right from wrong, be upright, adhere to principles, uphold justice, and bear in mind the mission. Only in this way can we stimulate the enthusiasm and creativity of employees, ensure their determination and courage to take responsibility, establish their integrity and ensure their execution.
Eighth, summing up introspection is the key. As a middle manager, you should always reflect on your execution. Sharpen a knife and cut wood by mistake? Summing up introspection is an important link to promote work progress and an important way to discover work rules, improve work ability and learn lessons. Strengthening execution is a process of continuous improvement and accumulation. By regularly organizing employees within the team to learn and summarize, enrich experience in reflection, learn and grow in summary, and clarify the shortcomings and difficulties of companies, departments and even individuals, the execution will also be improved in the process of solving problems and preparing to solve problems.
Ninth, innovation is the driving force. Improving execution on the original model should not be the goal of middle managers. By constantly innovating and developing new working ideas and methods, how to simplify the complex, implement the work pragmatically and efficiently, and better accomplish the mission is the purpose of improving their execution. It can be said that innovation is the driving force of execution. It is necessary to cultivate sensitivity to new working methods and ideas, unify the principle of implementing decisions with the flexibility of solving problems, try and explore more within the controllable range, accumulate relevant improvement data, consult relevant materials, put forward practical implementation ideas and specific measures when the time is ripe, and carry out work creatively.
Tenth, continuous learning is the source, and the process of improving the execution of middle managers comes from continuous learning, and it is directional learning. Through the accumulation and absorption of theory, practice, internal and external, history, reality, domestic and foreign and many other aspects, it is used by me. While improving their professional quality and accomplishment, the improvement of execution leads to the growth of leadership and makes middle managers naturally sublimate into one.
Middle-level managers play a connecting role in the enterprise, just like a pipeline that is uploaded and distributed, and they have to bear the pressure of pressing it down at any time. Middle-level managers play a good role as a bridge between company leaders and employees below to achieve smooth communication and achieve the effect of changing natural barriers into thoroughfares; Poor performance is a wall between leaders and employees, which easily leads to communication problems such as unreasonable government orders and low work efficiency. Executive power plays a decisive role in middle management, so it is of great significance to improve the executive power of middle managers in all stages of enterprise development.
At present, XXXX company is in the preparation stage of rapid development, the construction scale is expanding in an orderly manner, and the requirements for middle managers are getting higher and higher. The development of the company not only needs far-sighted senior leaders, timely development strategies, reasonable management systems and excellent employees, but also needs the good execution of middle managers who play the role of China Unicom.
Based on the above experience, I will continue to improve my personal management level, give full play to the management role of the company in the middle level, better promote the work of this department, and ensure the smooth development of various related affairs of the company.
Management Training Summary Mode Part III:
A large number of failed business management cases have repeatedly proved that there is no competitiveness without execution? I have a deeper understanding of this point by participating in the grass-roots management training organized by the company.
According to all kinds of advanced management theories in the world today, combined with personal understanding, I deeply feel that it is particularly important to choose to rely on learning ability and take execution as the starting point to comprehensively improve the management level of enterprises for building a healthy and sustainable development of Ningbo Iron and Steel. The main points are as follows:
First, focus on learning, enhance innovation, and create a learning enterprise.
The competition among contemporary enterprises is, in the final analysis, the competition of talents and the competition of talents' learning ability. The so-called learning ability is a comprehensive embodiment of the motivation, perseverance and ability of a person, an enterprise or an organization to learn. Learning ability runs through the whole process of enterprise management and is the basic condition for the survival and development of enterprises. Surround it tightly? Three elements? Improve learning ability, enhance innovation ability according to work priorities and difficulties, and do a good job in the construction of learning enterprises from organizational guarantee, measures implementation and carrier innovation, so as to lay a good foundation for becoming bigger and stronger enterprises.
1. Raise awareness, improve incentive mechanism and activate employees' learning motivation.
Nowadays, the market competition is more and more fierce, and it is more and more difficult to open up the market, especially the rise of some private and joint ventures, which is easier to meet the needs of high quality, low price, small batch and short cycle, and brings certain pressure to the work and profit of traditional iron and steel enterprises. Faced with this situation, we demand that the pressure of work should be taken as the driving force of learning, and cadres and employees should be encouraged to establish new learning concepts, so that learning can drive innovation and innovation can promote the development of enterprises. Through the publicity and reports on product competition, price competition and service competition in the market, let every employee realize that in the face of increasingly fierce competition, he should learn to adapt to the needs of the market; In order to make products without me and with me, we need to keep learning, let study work, work and study; It is not only adaptive learning, but also creative learning. Chaogang and the Group have provided a good environment in this regard. The motivation of learning comes from the establishment of learning goals. The improvement of ideological consciousness makes employees gain sufficient motivation not only for individuals but also for teams, and the improvement of internal incentive mechanism promotes the internal motivation of individual learning.
The first is salary incentive. Improve and implement the system of giving different basic salaries to different academic qualifications; Improve the post employment system? Education? No? Ability to learn and innovate? Not hired; Those who have no academic qualifications, study hard and have innovative achievements will be hired without exception. The second is rewards and punishments. Formulate incentive measures for new product development, make small changes to small ones, and establish an incentive and selection system for independent management activities. Golden idea? Awards, etc. Give timely rewards to achievements in management innovation, scientific and technological research and product innovation. Greatly stimulate the enthusiasm and initiative of employees in learning. The third is goal motivation. Formulate various training objectives, define learning steps and plans, and make quantitative evaluation. Carry out activities such as one-on-one teaching, centralized training and traditional technology competition among employees. The comprehensive technical level and individual technical level objectives of each department should be included in the quantitative index assessment and linked to some collective and individual bonuses to further stimulate employees' enthusiasm for learning.
2. Establish a vision, establish an organization, and strengthen employees' learning perseverance.
Establishing a learning enterprise is a long-term systematic project. To be solid, in-depth and lasting, it is necessary to maintain the learning perseverance of employees, that is, to persist in learning and learn effectively.
To this end, the company should organize the establishment of a learning enterprise leadership team, provide organizational guarantee, implement supervision measures, and stipulate specific measures for target tracking; Establish a long-term study plan and formulate implementation measures at different levels; Establish a reward and punishment restraint mechanism to ensure employees' learning enthusiasm.
For example, first establish the goal of establishing a learning enterprise, and focus on the overall goal, and investigate and analyze the training needs at different levels. Then, combined with the actual situation of the enterprise, a special training plan record table is designed to make detailed arrangements for learning content, target requirements, learning progress, time and learning methods. And make specific requirements for verifying the learning effect, and report to relevant departments to evaluate the implementation effect of various learning measures.
3, expand the carrier, apply what they have learned, and improve the learning ability of employees.
When designing carriers and carrying out activities, we should focus on cultivating and improving the learning ability of cadres and employees, and strive to solve the problem of how to learn more effectively. Therefore, it is necessary to establish various carriers suitable for different levels of needs and different work needs according to the quality of existing personnel in enterprises and from reality. We should adopt such methods as outward bound training, internal training, joint training and regular lectures. In the form of activities, we should adopt centralized training, investigation and study, experience exchange, post goal learning and other ways. The emphasis is on introducing three methods proposed by Dell: learning from mistakes, learning by asking questions and learning by comparison.
If we can improve the problem of how to reduce costs and increase efficiency, we can ask all departments to study the book "Profit Multiplication", combine the actual work, focus on the actual situation of the post, and complete the learning experience with analysis and opinions, which can be implemented. Use comparative learning to carry out a variety of learning exchange activities inside and outside the school, learn from each other's strengths and promote the promotion and utilization of advanced experience.
Second, start implementation, form cohesion and create unique competitiveness.
? Root theory? It provides a new management platform for learning enterprises to seek continuous progress, surpass themselves and obtain sufficient resources. Many enterprises have learned many methods and skills from various new economic theories, such as business strategy, human resource management and operation management. However, little attention is paid to their mutual connection and combination, which fails to achieve better expected results and hoped speed.
And then what? People, strategy, operation? Combination is the essence of execution. The implementation requirements are quick, concise and lively. In a rapidly developing and changing world, speed plays a leading role. Speed is almost everything, which determines success or failure. Therefore, while creating a learning enterprise, we should improve the execution, build the unique competitiveness of the enterprise, and provide key basic support for the survival and success of the enterprise.
1, clear goals, persistent efforts, and guide the culture of execution.
With the development of knowledge economy, corporate culture has become a powerful force. The competition between enterprises in the 2 1 century is the most fundamental one of culture. Leading the formation of executive culture runs through the company's policies and leadership behaviors.
First of all, we must consistently adhere to the principles, policies and management systems promulgated by the company, and we must not be anticlimactic. For example, when implementing the company's policies, objectives and management system measures, the internal audit of the quality management system should be combined to check the implementation of the measures and the effectiveness of the system implementation. In view of the existing shortcomings, put forward rectification requirements, come up with improvement plans and incorporate them into the performance appraisal of work management.
At the same time, it is very important for the company's top management to personally implement various policies and measures and take the lead in implementing them. For example, in the process of grasping price comparison procurement, the company's competent leaders personally grasp it? Shop around and compare prices? Implementation of measures; When checking the implementation of the safety system, the leaders in charge of the company should personally supervise; The investigation of quality accidents begins with the leaders in charge and so on. Leaders at all levels should take the lead in demonstrating and set an example for all regulations and matters involving managers.
2, face the reality, rigorous style, and maintain the culture of execution.
If beliefs and values are not translated into concrete actions, even the best beliefs and values are just castles in the air. Therefore, standardizing and guiding various behaviors in enterprises is an important means to maintain execution.
Therefore, when formulating a new management system and implementing a new management method, we must be rigorous and pragmatic, first analyze its feasibility in combination with the actual situation, and then measure its rationality and standardization, so as to avoid the acclimatization caused by mechanically copying. After careful argumentation, it was issued and implemented. According to the requirements of the quality system, it will be tried first, then improved and then fixed. In the process of trial implementation, we must maintain the relative stability of the policy, never change with time, and also maintain the authority of the policy during the trial implementation. Secondly, we should start from both positive and negative aspects. First, we must choose its first evil, criticize it, and kill the chicken to respect the monkey; The second is to establish positive and negative models to commend and reward. Change the consciousness of the executors.
3, rely on learning, find the right method, improve the level of execution.
The level of execution mainly depends on the performer, all the ideas in his mind and his ability to work. From the design of operation process to the selection of staff flow, it is directly related to the exertion of execution.
Therefore, in order to improve the execution efficiency, scientific process reengineering should be carried out through information management theory to improve work efficiency. For example, for cross-departmental cooperation projects, it is necessary to implement the project responsibility system, select project leaders, and set up cross-departmental project teams to promote effective cooperation and improve the final effect. For the problems that need to be solved by comprehensive technology, special meetings will be held to replace the previous departments' examination and approval one by one, so as to improve the rapid response ability. Secondly, when improving the accuracy of execution, we should realize that in some cases, direction is more important than speed and distance. While improving their learning ability, before the introduction of each new system, it is clearly stipulated that relevant executives should be organized to learn and understand the specified requirements, and relevant departments should guide the implementation direction and make specific explanations to ensure that those who can implement it can implement it. Greatly improve the execution speed.
4, the implementation of supervision, improve the assessment, smooth implementation of the process.
Perfect management system and flexible assessment system closely link the three core processes, so as to achieve the strategic objectives of the enterprise.
In order to ensure the correct implementation of various rules and regulations, the purpose, responsible department, scope of application and operation mode should be clarified when formulating various systems, and the target supervision department and assessment method should be stipulated.
The standardization of file format covers the contents of strategic process, organizational process and operational process, which creates convenience for the implementation of supervision and evaluation.
When making assessment items and indicators, we should combine the company's long-term goals and short-term plans, and rationally adjust the requirements of assessment items and target values according to the specific conditions of different periods, so as to guide the company's strategic intentions to be realized in the constantly improving assessment methods.
For example, in the design of performance appraisal, collective indicators and individual indicators, quality indicators and consumption indicators are constantly adjusted and improved with the change of the company's strategic orientation; In the setting of assessment objectives, vertical comparison is the main one, supplemented by horizontal comparison; In the form of rewards and punishments, rewards are the main ones, supplemented by deduction points. It not only cultivates team spirit, but also encourages individual struggle, which is helpful for the smooth implementation of execution in each process.
In short, the improvement of learning ability expands our thinking ability; * * * The same learning goal cultivates our team spirit; The persistence of learning has cast the tenacity of our execution. The most direct and effective way of modern enterprise management can also be used as a benchmark to promote the healthy and sustainable development of enterprises.
? Root theory? Solution: If the enterprise is compared to a big tree, learning ability is the root of the big tree and the root of the enterprise's life. The root theory tells us that evaluating whether an enterprise is competitive in essence is not based on how many achievements it has made, but on how strong its learning ability is. It's like observing the growth of a big tree. You can't just see the beautiful appearance of the tree, because no matter how beautiful the appearance is, if the roots of the tree have rotted away, the prosperity in front of you will soon disappear.
The true stories of bankruptcy liquidation of several Fortune 500 companies in the United States shocked people's nerves. Verified with an example? Root theory? . What is the most successful enterprise in 2 1 century? Learning organization? Because the only lasting competitive advantage in the future is the ability to learn faster than your competitors, and learning ability has become the only lasting competitive advantage in the era of knowledge economy, which changes ten times faster. Without learning ability, there will be no new ideas, no new hope, and it will be eliminated by the times. On the one hand, learning is to ensure the survival of enterprises, make enterprise organizations have the ability of continuous improvement and improve the competitiveness of enterprise organizations; On the other hand, learning is to realize the real integration of individual and work, and provide inexhaustible motive force for the success of enterprises.