The first chapter of the company's purpose
One, core values
Responsible for the management of effective staff, to play the potential of each employee, so that the company's development and the well-being of each employee, and to seek customers, employees and partners and all of the company's high quality of life.
As a good part of the industry, create new value, provide excellent products and reliable service for the society, create a more perfect life for human society.
(pursuit)
The first to rely on bit by bit, perseverance, hard pursuit, so that we become the world's first class of knitted apparel manufacturing enterprises.
(employee)
Second respect for knowledge and personality, respect for individuality, adhere to the team's collective struggle and will never compromise but active behind the staff, responsible and effective management of staff is our biggest goal, is the inherent requirement of sustainable growth of our business.
(technique)
Third study of knitted apparel the latest trends, learn from domestic and foreign enterprises with an open mind, through internal and external collaboration and development of core products and product series of their own, with our superior technology and excellent products in knitted garment enterprises in the forest.
(spirit)
Fourth love the motherland, the love of the cause and love life is the source of our cohesion. Entrepreneurship, innovation spirit, dedication, dedication and spirit of unity and cooperation is the essence of our corporate culture. We focus on sincerity.
(benefit)
Fifth we should form a community of interests between customers, employees and partners, and make customer satisfaction, employee satisfaction and partner satisfaction.
(Social Responsibility)
Sixth we have to serve the country industry, contribute to the development of the company to the community, for the motherland's prosperity, the revitalization of the Chinese nation, for yourself and your family happiness and make unremitting efforts.
Two, the basic objectives
(customer)
The seventh objective is to meet the highest requirements of customers with excellent products, reliable quality, the fastest delivery and considerate service, and thus to win the industry's widespread praise and long-term customer trust, establish a strong competitive advantage.
(human capital)
Eighth we emphasize that the goal of human capital's increasing value is to give priority to financial capital appreciation. Have
The same values and expertise of employees, is the company's human capital. Continuously improve the mental state of the staff and mutual cooperation skills, and continuously improve the unique and superb skills, expertise and experience, is the company's financial capital and other resources to increase the value of the foundation.
(core technology)
Ninth of our goal is: the quality of their own industry, long-term trust. By absorbing all of the former, peers and competitors, all of the points, the network, continue and step by step to develop new products with competitive advantage.
(profit)
Tenth we will be in accordance with the requirements of sustainable development of our cause, the establishment of each period of high profit and profit objectives, and not simply the pursuit of profit maximization.
Three, the company's growth
(growth area)
Eleventh only when we spotted the opportunity and have a new idea, that can make a contribution to the time out of the ordinary customers in the product field, before entering the new product areas.
Companies to enter the new growth areas, should be conducive to improving the level of our core technology, is conducive to enhancing the existing market position, is conducive to sharing and attract more resources. With the trend of the development of technology and the trend of social development, we can avoid the big risk.
(growth traction)
Twelfth opportunities, technology, products and talents are the main driving force for the growth of the company. There is a mutual effect between these four forces: the opportunity to pull the talent, the talent traction technology, technology traction products, product traction more opportunities. Increase the strength of these four forces, and promote the virtuous circle between them, and so that the implementation of the company's top organizational form, will accelerate the company's growth.
(growth rate)
Thirteenth we pursue the maximization of growth in a certain profit level. We must achieve and maintain higher than the industry average growth rate and the growth rate of major competitors in the industry, in order to enhance the vitality of the enterprise, absorb the best talent, and achieve the optimal allocation of various operating resources of the company.
(growth management)
Fourteenth we do not simply pursue the size of the expansion, but to make themselves better. Therefore, the high level leadership must be alert to the long-term high speed growth may cause the company to cause the company to cause the strain, the frail and the hidden shortcoming, must carry on the effective management to the growth. In promoting the rapid growth of the company as a large enterprise, it must be more management efforts to promote the company more flexible and more effective. Always keep the coordinated development momentum and solid.
We must make financial planning for the rapid growth of the company in the process of growth in the financial difficulties and make the growth of the growth of the financial strategy, the importance of the growth of the technology strategy, product strategy and market strategy.
We must be in the talent, technology, organization and distribution system, etc., in a timely manner to the planning, development, reserves and reform, so that the company can get sustainable growth.
(value creation)
Fifteenth we believe that labor, knowledge, entrepreneurs and capital to create the full value of the company.
(value distribution basis)
The basis of the distribution of the sixteenth value is the ability, responsibility, contribution, working attitude and risk commitment.
(value distribution form)
Seventeenth companies can be assigned value, mainly for the organization and economic interests, the form is the opportunity, authority, wages, bonuses, equity, bonuses, benefits, and other personnel treatment.
We use this form into capital, labor, and the cumulative contribution of entrepreneurs and risk management knowledge to be reflected and reward; the use of equity arrangements, formed the backbone of the company and maintain effective control of the company, the company's sustainable growth. Intellectual capitalization and the energetic property right system which is applicable to the social changes, is the goal of our continuous exploration.
(value distribution principle)
Eighteenth we shall implement the principle of combining the distribution according to labor (including the knowledge labor) and the distribution of the funds (including the management and risk) of the entrepreneur. According to work and distribution according to capital to maintain a reasonable proportion of the allocation of the environment and the company's status and the changes in the situation with elasticity.
According to the distribution of labor to fully open the gap; the distribution curve to maintain a continuous and no inflection point. Wages, bonuses, benefits, etc., through the organization of the system to the system of the way of distribution. Company to implement employee stock ownership policy. At the same time, will continue to make the most talented person with the responsibility to become the backbone of the company, has an important stake. The arrangement of ownership will follow the contribution, responsibility and time.
The time and proportion of the distribution according to work and the allocation of capital, the president of the company and the human resources committee decides on consultation.
(rationality of value distribution)
Nineteenth we follow the law of value, insist on seeking truth from facts, the introduction of fair competition in the company's internal mechanism, establish a common values, establish a fair and objective evaluation system and continuous improvement of the value of the distribution system, so that the value of the basic reasonable allocation. The ultimate standard of measuring the value of the distribution is the achievement of the company and the morale of the whole staff and the sense of belonging to the company.
The second chapter basic business policy
One, business center of gravity
(strategic area)
Twentieth companies in the short term business direction of the production and development of knitted apparel, focus on breakthroughs, system lead, change the passive situation in the low level market competition, while the development of related products. Companies only choose to share the resources of the project, product or business projects to focus on the expansion of resource sharing, not other attractive projects, to avoid the spread of limited power and limited funds.
Our past success shows that only big market to hatch big business. The choice of the market is still the basic principle of our future industry choice. However, success is not always a reliable guide to lead us to the future. We must strictly control our entry.
(business model)
Twenty-first our business model is to seize the opportunity to rely on the regional advantages of raw materials and advanced equipment technology, through large-scale marketing in a short period of time to form a positive feedback loop, thereby overwhelming competitors, to obtain the opportunity window of the excess profits, and in the market at the beginning of low cost competition, timely to new strategic products or strategic markets. We will set up our organization and personnel in accordance with the requirements of this business model, and continuously improve the company's overall operational capacity.
(Development Policy)
Twenty-second we want to ensure that 2% of the sales volume of development funds, it is necessary and possible to increase the proportion of funds allocated.
(strategic alliances)
Twenty-third we believe that in today's garment industry, no company can grasp the latest trends in the market. Therefore, the company attaches importance to the domestic and foreign counterparts to carry out the same technical cooperation and exchange.
Two, market development
(market position)
Twenty-fourth market position is the core objective of marketing. We are not satisfied with the overall sales growth, we must understand the company's market share of each of the leading products is much, should be reached. In particular, the company continues to introduce new products to the market, the market status is more important. Not enough market position, there is not a lot of production, we can not get the benefits of scale economy, and it will make the company's entire operating system lost stability and balance, which leads to the organization and management of tension and vulnerability.
(market development)
Twenty-fifth new products with great potential market and new development of the relevant market, in order to serve as the focus of the future period of marketing. In order to achieve the company's short-term rapid growth target. We should gradually enter the domestic market, to take the product for the market strategy, open up the domestic market. At the same time, through participation in domestic competition, and promote the company's overall management level and the overall improvement of the quality of the team.
(marketing resource sharing)
Twenty-sixth random changes in the market, the wind scattered diversity and product market layout requirements, in front of the marketing team must have strong comprehensive resources in a timely manner, we must be able to quickly dispatch and organize a large number of major resources to snatch market secret. So the market department must adopt flexible operation mode matrix, and make the planning combined with the site for help through, achieve the optimal allocation and sharing of resources.
(marketing team building)
Twenty-seventh companies pay more attention to cultivate a high quality marketing team, technical team and marketing management team, and pay attention to discover and develop strategic marketing management personnel and international marketing personnel. We emphasize the cultivation of unique marketing capabilities, including the ability to collect and analyze the information of market changes, to cover the market's distribution capabilities, to develop marketing planning and marketing capabilities, the impact of marketing and marketing capabilities, as well as the consolidation of the market's after-sales service capacity. Through the internal flow of excellent marketing staff, to achieve the technology, information, experience and know-how of the wide spread and sharing, improve the overall quality of marketing team.
(customer service)
Twenty-eighth the establishment of a timely and perfect after-sales service system, for the consolidation of the old market and the development of new markets with strategic significance. The interests of customers are the most fundamental interests of our production and development.
We recognize that resources are exhausted, only to cultural life and growth in nature. We offer our customers not only the service, but the company's unique culture, to achieve communication, understanding and trust between customers.
We should take the service of world class manufacturing enterprises as the benchmark, and set up our customer service standards and the implementation of standardized services.
Three, production mode
(development trend)
Trend twenty-ninth conform to the clothing company product diversification and customer demand is becoming more and more small batch, short delivery time, we must focus on improving the quality and reduce the cost, shorten the delivery time to formulate future production strategy, continuously improve the procurement, outsourcing, manufacturing and distribution process, improve the production system's overall operation.
(production strategy)
Thirtieth our production strategy is to pursue the latest development of the world manufacturing strategy, the implementation of comprehensive quality management, on time production, flexible manufacturing and people-oriented management, etc., the implementation of ISO9001 and 14000 management standards and management system, so that the company's manufacturing level and production management level gradually reached the standard of excellence.
Four, resource allocation
(resource allocation principle)
The thirty-first companies adhere to the principle of pressure, in the success of key factors and selected strategic growth point, in order to more than the intensity of the competitor's allocation of resources, or not do, to do, to greatly focus on human, material and financial resources, to achieve a breakthrough system. In the allocation of resources, the company is trying to achieve the balance of human, financial and material, and strive to eliminate the barriers to resource allocation and effective use.
Companies recognize that people, money, and the distribution of these three key resources, the first is the allocation of outstanding talents. The company's policy is to make the best of the best people, and to make them have the necessary resources to achieve the tasks assigned to them.
Five, financial strategy
(investment strategy)
Thirty-second we in the short term investment strategy is still to adhere to the product, to a large extent of concentrated resources, quickly enhance the company's technical strength, market position and management capabilities. Property investment and financial investment in order to comply with the company's strategy and resource allocation priorities. We are not engaged in any decentralized company resources and management of the non - related diversified business.
(financing strategy)
Thirty-third we strive to diversify financing and financial services, continue to carry out the debt management. We recognize that the company's strategic planning can not be achieved, depending on whether we can seize the opportunity, and whether to seize the opportunity, to a large extent depend on the ability to raise enough money, no financing way and the variety and flexibility of financial services, not a large number of resources, it is impossible to quickly develop into a large company.
The third chapter basic organization policy
One, basic organization regulations
(organization established policy)
The establishment and improvement of the organization of the thirty-fourth companies must be the most conducive to the realization of our mission and objectives, we must ensure that we do the right thing and the right thing to do. The organization of the company shall have the following basic functions:
1 most conducive to achieve the company's goals and strategies.
2 is conducive to the gathering of outstanding talents and maximize their potential.
3 to improve the efficiency and effectiveness of cooperation and cooperation in a wide range, and reduce the cost of cooperation.
4 is conducive to the organization of innovation.
5 is conducive to the development of the company's future managers, so that the company continued to grow.
(organization of the establishment principle)
The thirty-fifth strategy determines the structure is the basic principle of the organization structure of the company. With strategic significance of the key business and new business growth point, should have a clear goal in the organization, these departments are the basic elements of corporate organization. The evolution of the organizational structure should not be a spontaneous process, its development has a stage. The relative stability of the organization structure in a certain period of time, is the condition of stable policy, stabilizing cadre troop and improving management level, is the guarantee of improving the efficiency and effect.
(the principle of the establishment of the position)
Thirty-sixth management activities are based on the establishment of a reasonable division of labor, and to achieve the organization's objectives must be engaged in a regular basis for work. The position should be designed to be large enough to reduce the sense of challenge and the sense of achievement. The authority to set up a position should be concentrated.
All duties should be in the form of "job description", the nature of the job and the contents of the work, the subordinate relationship and authority, as well as the mandate to make a clear mandate.
(manager's duty)
The basic responsibility of the thirty-seventh managers is based on the company's initiative and responsible to carry out the work. To make the company full of prospects, work and achievements, the staff of the rich achievements. The extent to which the manager performs these three duties determines the extent to which his authority and legitimacy are accepted.
(tissue expansion)
The growth and operation of the thirty-eighth organizations will require the expansion of the expansion. The expansion of the organization should seize the opportunity, and we can seize the opportunity and organization to expand to what extent, depends on the company's quality and management of the company's ability to control. When the expansion of the organization can not effectively improve the efficiency and effectiveness of the organization, the company will change the pace of foreign expansion, turn to improve the internal management capabilities.
Two, organization structure
(linear functional system)
Thirty-ninth functional specialization principle is to establish the basic principles of the management department. For improving efficiency and strengthening control for the main objectives of the business activities of the field, generally also by the division of this principle.
The main business areas of the company according to the principle of functional specialization organization, the implementation of centralized management, the formation of the company's organizational structure of the trunk.
(system)
The principle of fourteenth objects is the basic principle of establishing new business sector. For a relatively independent market, business has reached a certain scale, the relative independent operation is more conducive to the development and strengthening of the cause. Products and business areas of the ultimate responsibility for the final result shall be established in accordance with this principle. Division is the profit center, should be used in the control of the effective use of the necessary functions of the necessary functions, fully authorized, the implementation of decentralization, the implementation of the system should take active and prudent policy.
(matrix organization)
Article forty-first in accordance with the principle of professional division of the division of the Department and in accordance with the object of professional division of the cross operation, the organization of the formation of a matrix organization, our company's business nature determines our new products, new markets and major projects, the need to use the matrix structure of the organization operation.
Focus on maintaining the principle of unity of command and responsibility principle of reciprocity in the matrix structure, reduce the uncertainty and improve the efficiency of the organization, we must strengthen management efforts in the following aspects.
1 to establish an effective senior management organization.
2 to strengthen the unity and authority of the plan.
3 to strengthen coordination among departments.
4 perfect assessment system.
5 foster team spirit.
(rescue network)
Forty-second we want to be in the company's vertical hierarchy in order to properly import the horizontal reverse network operation mode, in order to activate the entire organization, to maximize the use and sharing of resources. We should ensure the smooth flow of positive linear function system to formulate and implement the decision order, and make timely response to the flexible system of reverse turn, make the most close to the customer, the first study to the grassroots level changes and opportunities for highly responsible executives and employees, to timely organizational support, made out of the ordinary contribution to organizational goals.
(organization level)
Forty-third our basic approach is to reduce the level of organization in order to improve the flexibility of the organization. Reduce the level of the organization to reduce the level of the Department, on the other hand also to reduce the level of management.
Three, senior management organization
(top management organization)
The basic structure of the forty-fourth top management organization is divided into two parts, the top decision-making layer and the top management committee. The company's top management committee are: product and Technology Strategy Development Planning Commission, the financial management committee, the human resources committee.
(top management task)
Forty-fifth senior decision-making is responsible for the company's major issues in decision-making, determine the company's future mission, strategy and objectives, to ensure that the company's production, and promote the company's continued growth. The top management committee is the staff of the high - level decision-making and policy making mechanism. Responsible for the formulation of strategic planning and basic policies, as well as the approval of the planning and implementation of policies. Senior management tasks should be carried out in the form of project.
(top management)
Forty-sixth top management projects, the first, the survival and success of the enterprise is very important, and only the top management to do special agent: second, the overall state of the change has a general sense, and senior management can make the final decision of the special things.
After the completion of the senior management project, the formation of the specific plan and development, and incorporated into the functions of a functional department.
(decision making)
Forty-seventh we follow the principles of democratic decision-making and authority management.
The president of the company is the highest decision maker, with the final decision. Top management committee should be fully discussed, the basis of decision-making is the company's purpose, objectives and basic policies: the principle of decision-making is not from the following.
Each department manager (head) in its terms of reference within the autonomous decision-making, the consequences of the decision to take personal responsibility. On the other hand, each department manager (head) is a part of the professional coordination committee, which is not in charge of the work, and is responsible for the supervision, and the formation of the decision shall be implemented by the Department Managers (heads) in order to prevent the one-sided nature of the system.
(top management code of conduct)
Forty-eighth top managers should do:
1 adhere to the company's interests above the interests of the Department and personal interests.
2 for the company's future and major business decisions to take personal risks.
3 who can unite all the people who can be united.
4 continue to learn.
The fourth chapter is the basic personnel policy
One, basic personnel standards
(basic purpose)
Sustainable growth of the forty-ninth companies, from the fundamental is to organize the construction and cultural construction. Therefore, the basic purpose of personnel management, is to establish a large high-quality, high level and a high degree of unity, and the creation of a self motivation and self restraint mechanism for the company's rapid growth and efficient operation to provide protection.
(basic principles)
Fiftieth company employees regardless of the height of the staff, in the personality are equal. The basic principles of personnel management are just, fair and open.
(fair)
The fifty-first common values is our attitude to the work of staff to make a fair evaluation of the criteria for each employee to make clear objectives and tasks, is our staff to make a fair evaluation of the work of the basis: employees in the completion of their own work to show the ability and potential, is more important than the degree of evaluation of the fair standards.
(Gong Ping)
Fifty-second companies to promote the effectiveness of priority, taking into account the principle of fairness. We encourage each employee to compete on the basis of sincere cooperation and commitment, and to provide a fair opportunity and condition for the employees to compete and promote their work. Each employee should rely on their own efforts and talents to provide opportunities for the company to rely on the work itself and the ability to improve their own quality. We deny the evaluation and value distribution is shortsighted, comparisons and egalitarianism fundamentally.
(open)
Fifty-third we believe that the principle of openness is a necessary condition for the protection of personnel policy and personnel management. The formulation of the company's important policies and regulations should be made in an open manner, and fully solicit opinions and consultations. In order to improve the transparency of the system, the results and the basis of the implementation of the system of the public or the individual, in order to ensure that the system can obtain the universal compliance, so that the employee's rights can be guaranteed. The company has no government, no organization, no discipline.
(human resource management system)
Fifty-fourth we do not engage in tenure, the management of the implementation of the annual employment system. But this does not mean that you can't work in the company for a lifetime. We stand for free employment, but not from China.
(internal labour market)
Fifty-fifth we have passed the establishment of the internal labor market, the introduction of competition and selection mechanism in the personnel management. Through the internal labor market and the external labor market replacement, to promote outstanding talent to the fore, to achieve the rational allocation of human resources and activation of the deposit layer. And make a person suitable for a job, so that the position is suitable for people.
(personnel management responsibility)
Fifty-sixth personnel management is not only the work of the personnel management department, but the responsibility of the whole management. All levels of management are responsible for the record, mastery, guidance, support, coordination, evaluation and encouragement of the work of subordinates, and the responsibility to promote the cooperation and help them grow. The improvement of the overall quality of the staff can be the important factor to decide the promotion and the treatment of personnel.
Two, the employee's obligations and rights
(employee's obligations)
Fifty-seventh we encourage each employee to the organization's goal and the master of their own work, the sense of behavior. The employee has the duty to leapfrog report, facts reveal abuses and wrong conduct management; and allowed to act according to circumstances in an emergency situation, seize the opportunity for the company to avoid the risk of disaster mitigation, and make contribution. However, in this case reported leapfrog or act according to circumstances, must take responsibility for the consequences of their own behavior and.
(hold on to their own and cooperate)
Fifty-eighth each employee must first do a good job of this staff as a whole through organizational goals and contribute to others. Adhere to the relationship between responsibility, avoid avoid providing conditions for him for others, departments, positions he shirk responsibility, moderate exposure overshadowed by unclear responsibilities of the management loopholes. At the same time, each employee should strive to expand their position, in-depth understanding of the organization's goals for their own requirements, to have a way of thinking for others to contribute to deepen the level of cooperation, improve collaboration skills.
(employee's rights)
Article fifty-ninth in order to achieve the purpose of personnel management, to ensure the implementation of the basic personnel standards, each employee has the following basic rights, namely: the right to consult, the right to appeal, the right to appeal and retain the right to retain.
(Zi Xunquan)
Sixtieth each employee, in the premise of ensuring the smooth conduct of work or business, the right to ask the higher authorities, to understand the meaning and relationship of a personnel policy to their own good job and take the job. Supervisors are responsible for making reasonable explanation and explanation.
(Jian Yiquan)
Sixty-first each employee in the company's management and management of the decision-making process, with the right to improve the management and management of the work has a reasonable proposal. Any supervisor should take the initiative to ask the key staff to consult with the key staff, and give the evaluation and reply to them.
(Shen Suquan)
Sixty-second subordinates have the right to think that is not just to deal with, to direct the higher the complaint. Appeal must be realistic, and shall not affect the normal operation of the organization's work or interference. Direct superior to any subordinate employee's complaint, must be clearly defined as soon as possible, and will be submitted to the complaint and reply to their superiors.
(Bao Liuquan)
Sixty-third subordinates have the right to retain their views, as well as beliefs, ideas and political tendencies, but can not affect the work. The boss may not be allowed to retain their own different views and their discrimination.
Three, the main personnel system specification
(recruitment and recruitment)
Sixty-fourth companies rely on our purpose and culture, achievements and opportunities, as well as policies and treatment to attract and recruit top talent. We in the recruitment and hiring, the focus of quality, potential, character and degree, the next is the experience. And in accordance with the principle of two-way choice, in the use of personnel, training and development, to provide an objective and equal commitment.
(dismissal and dismissal)
Sixty-fifth companies use competition and elimination mechanism of internal labor market, establish a regular employee dismissal and dismissal procedures. The individual in violation of company discipline and for personal gain and to cause serious damage to the employees, according to the relevant regulations forced to resign.
(assessment and evaluation)
Sixty-sixth the establishment of an objective and fair value evaluation system is a long-term task of the company's personnel management.
The staff and cadres of the evaluation, according to the objectives and requirements, a routine assessment and evaluation of performance and work ability of each of the cadres and staff attitude and work. In addition, will not regularly to the staff and cadres of adaptive evaluation and potential measurement, for the development of human resources and to fulfill the responsibilities of the personnel practices, providing information. The evaluation system of two levels of staff and cadres. By the superior of the evaluation of the level of the evaluation, and then by the superior of the evaluation of the higher level of the two. At the same time, the right of the person who is being assessed has the right to appeal.
We will continue to carry out assessment and evaluation, to establish a record for each cadre, to ensure that each cadre can be competent.
We need to establish a regular debriefing system in between the layers of the lower head.
(remuneration and treatment)
Sixty-seventh we seek to maximize the overall interests of the company, and based on the assessment and evaluation results, the distribution of benefits.
The salary distribution system is based on the function of the system; the extraction of the bonus is linked to the profit of the company or the company. The distribution of the benefits, according to the work attitude and the evaluation results, the senior management and technical personnel and the general staff to implement different treatment, senior management and technical personnel in addition to enjoy medical insurance, but also to enjoy medical care and other health benefits.
(automatic pay cut)
The sixty-seventh company in the economic downturn, and cause a temporary setback or growth stage, according to the needs of career development, enable the automatic system to avoid excessive wage cuts, layoffs and loss of talented people, to ensure that the company survive.
(promotion and landing)
Sixty-eighth each employee through hard work, as well as the ability to accumulate in the work, can obtain the promotion of position and qualifications. In comparison, the fair competition mechanism in the reservation of the post, and the mechanism of the qualification of the job. Companies to follow the growth of talent. According to the objective and fair evaluation of the results, so that the most understanding of the people the most right, let the most responsible person to bear the greatest responsibility. We do not rigidly adhere to the seniority and level, according to the company's organizational goals and career opportunities, institutional basis of the screening procedures, the implementation of promotion of outstanding talent and outstanding contributor.
(job rotation and expertise training)
Sixty-ninth we are on the implementation of senior executive position rotation policy. People who do not have the experience of the surrounding can not serve as department heads. There is no grass-roots work experience, not as a leader (director). We have a relatively fixed position on the implementation of technical personnel and operating personnel, and promote the love of a line, a line, a single line.
(human resources development and training)
Seventieth companies will continue the development of human resources as an important condition for sustainable growth. The implementation of in-service training combined with full-time training, self-development and education combining development mode. Regulations made for employees at all levels of annual training time and training conditions.
The company will gradually set up four sets of training system: new staff training system; management ability development and evaluation system; professional skills training system; and user training system. In order to evaluate the effect of human resource development, the human resource development of the input and output evaluation system should be set up.
The company also according to the requirements of development, the development of human resources planning, the establishment of a special experience of human resources management.
The fifth chapter is the basic control policy
One, management control policy
(Policy)
Seventy-first by establishing and improving the management and control system and the necessary system, to ensure that the company's strategy, policy and culture of unity. On this basis, the competent authority at all levels, resulting in a targeted traction and interest driven, but also a program to ensure the active, efficient and stable situation.
(target)
Seventy-second company management control system to further improve the short-term goal is to establish and improve the comprehensive budget control system, cost control system, quality management and quality assurance system, audit system and project management flow and key business processes and other important areas of survival and development, the implementation of effective control, the establishment of a large company standard operation mode.
(principle)
The management and control of the seventy-third companies follows the following principles:
Organization suitability principle. The management control system must adapt to the organization structure of the company, a reasonable and clear organization structure is the precondition of effective control.
Layering principle. Management control must be stratified, and leapfrog override control will undermine the foundation of responsibility management control.
Exception principle. All can be carried out by the lower level of effective control tasks, should be authorized to control the lower level.
Classification control principle. The classification control of the Department and the nature of the task. To implement the target responsibility system for senior high school management, and to implement the quota control of the measurement responsibility system for the basic operations departments.
Result oriented principle. Management and control system for the performance of the Department of the assessment, should be prompted to the department head to the overall interests of the company's overall interests to maximize the requirements of decision-making.
Companies strongly advocated strengthening management control. At the same time, it is also recognized that the action from the budget (or standard) is not necessarily wrong. Companies to encourage employees and departments in charge of the management system is not perfect, the environment and conditions have changed, according to the company's purpose and objectives of the requirements, take the initiative to take active responsibility for action.
After careful planning, joint research, in the implementation of the process of being frustrated, should be encouraged, the failure should not be blamed.
Two, comprehensive budget control
(task)
The seventy-fourth comprehensive budget is the basis of the company's annual operating activities, is the uncertainty of our control of the external environment, reduce the blindness and randomness of decision-making, improve the company's overall performance and management level of important ways.
The main task of the comprehensive budget is:
1, coordination of various departments of the objectives and activities.
2, the annual business plan of the financial results and the impact on cash flow.
3, optimize the allocation of resources.
4, determine the operational responsibility of the departments.
5, in order to control the daily operations of various departments and evaluate the performance of various departments to provide the basis.
(responsibility)
Seventy-fifth the company's comprehensive budget by the financial management committee for consideration by the financial department is responsible for the preparation and supervision of the implementation and evaluation of the implementation effect. The compilation and revision of the overall budget must be carried out in accordance with the prescribed procedures. The analysis report of the company's finance department should submit the comprehensive budget implementation to the financial management committee. According to the degree of realization of the budget target and the degree of deviation of the budget, the assessment of the financial department budget preparation and budget control effect.
(financial analysis)
The financial analysis of the seventy-sixth companies in order to assist management decision-making and management of the analysis model, the future development of enterprises to predict, through a series of analysis indicators and text description, to the company's decision-making and management to provide support for decision-making and management of targeted information.
Index and method of financial analysis, according to the general rules of enterprise finance and international practice.
Three, cost control
(status)
Seventy-seventh quality, cost, time is three. The competitiveness of our products. The cost level of the product is determined by the degree of freedom that we choose the competitive price strategy, which determines the level of our profit and the size of the re investment, so as to decide the company's growth rate and the immediate interests of the employees. As the international clothing market is becoming saturated, the cost is becoming more and more important as we enter the domestic market gradually.
(control mechanism)
Seventy-eighth effective cost control, a basic work, two rely on the organization to implement, three rely on the interests of drivers, we must incorporate the cost indicators into the performance evaluation system, the establishment of a conscious and automatic cost reduction mechanism.
(cost control focus)
Seventy-ninth in view of the company is currently in a rapid growth phase, product version continues to update, business processes are not yet stable, so in the strengthening of cost accounting and the establishment of cost accounting center at the same time, should focus on controlling the main cost drivers. Key cost drivers include:
1, design cost.
2, raw materials and accessories procurement costs.
3, quality cost.
4, inventory costs.
5, during the period of waste.
Four, quality management and quality assurance system
(quality formation)
Eightieth new products and reliable quality is the key to the competitiveness of products. We believe that quality is formed in the whole process of product life cycle, including research design, plate making, manufacturing, distribution, service and use of the whole process. Therefore, we must make the product cycle in the whole process of various factors affecting the quality of the product, always in a controlled state; must implement the whole process, all employees to participate in the comprehensive quality management, so that the company has the ability to continue to provide quality standards.
(quality policy)
The eighty-first company's quality policy is:
1 establish a superior quality corporate image, wholeheartedly for customer service.
2 build quality in product design.
3 according to contract specifications.
4 use qualified supplier.
5 to provide a safe working environment.
6 quality system to meet the requirements of ISO-9001.
(quality objective)
The eighty-second company's quality objectives are:
1 design to maintain advanced.
2 creative design, production has the most innovative products.
3 from the most subtle place to start, to ensure that all aspects of customer requirements are met.
4 accurate delivery time, perfect after-sales service, sincere enthusiasm of the order and return.
Five, project management
(item definition)
The object of the eighty-third project management, the company's top management committee approved the project, with a one-time and cross sectoral characteristics of new product development, new market development and major contracts and other major projects.
(necessity)
Eighty-fourth company's high speed growth targets and consumer goods enterprise nature, decided to be in the new technology, new products, new markets and new areas and other aspects of the new project. And the relationship between the company's survival and development of the project, by the existing functional management relations in a routine way management is difficult to complete, must implement cross sectoral team operation and project management. So the project management should be the basic management mode of the company with the function management.
(management focus)
The eighty-fifth project management is the whole process of the project life cycle management, project management is a systematic project. Project management in the near future is to refer to the management mode of the outstanding big company, establish a set of standard project management system, and into the comprehensive budget system. Project management to further improve the focus is to improve the project approval, budget control and schedule control, as well as the basis of the cost of the cost and the standard cost of the development work.
To prevent the project's delay and expansion, and to control the number of projects in order to focus on the resources and improve the overall operational efficiency of the organization, the implementation of sunset control. After the completion of the project, according to the established procedures into routine management system.
Six, audit system
(status)
Eighty-sixth the internal audit of the company is a kind of monitoring activities, which is to examine, verify and evaluate the validity of the economic activities of the company's various departments, legitimacy, effectiveness and various internal control system. In order to enable effective planning to be implemented, we need to audit.
(system)
Eighty-seventh adhere to the implementation of the plan, statistics, audit both independent operation, and the overall closed loop optimization and regeneration system. This triangle cycle. Through the whole department, every link and every thing. The circulation of a large number of small cycles on the basis of such a large number of cycles. The company only has the management process to be closed, to form the feedback control mechanism of management, and constantly self optimizing and purifying.
(focus)
The eighty-eighth company to implement a variety of auditing. The audit department in addition to fulfill the financial audit, investment projects, contract review and payment documents audit and other basic functions of internal audit, audit system should firmly grasp and process; various departments to seize the business audit, internal audit and business further combined.
Through the flow of the entire company, the formation of the development, a transparent audit system. Promote the spread of audit methods and improve the level of audit, to provide services and support for the effective implementation of the right plan.
(authority)
The basic rights of eighty-ninth corporate audit institutions include:
1, directly responsible for the president and report to work, not subject to interference from other departments and individuals.
2, with all the necessary authority to perform audit functions.
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