Middle-Rank cadres group Must be qualified Pioneers

Wang Fenghua, the general Manager made remark in the meeting attended by all the managers in on May 7th that Middle-Rank cadres group Must be qualified Pioneers .

In our daily work, it’s a common phenomenon the middle-rank managers are always responding to the issues happening in our work in the way like that” I will focus on this project to avoid the such issues in the future and I have punished the person liable accordingly. I promise that if such things happened again I will be to blame and accept XXX punishment. Just to be frank, middle-Rank cadres group should not only punish the person liable , but also pay attention to current issues and address them as soon as possible. The middle-rank managers’ answers above seems that they are responsible and determined, however this action is a fire fighting mind actually .  I know It’ s definitely so difficult for us to never making mistakes in our work  that what ‘s more important for us is not just to make punishment but to find the root accusing these issues then making some preventive measures which work effectively and make sense. Who should establish manage mechanism ?  As we all know ,the definition of position duty (to set up the leader team, to set up enterprise system ,to make plan) for all middle-rank staff shows that they are well suitable and responsible to be the pioneers to establish the mechanism.

Step One: making route plans

High-level rank staff are the guiding person that should set up strategies, make specific plans and lead team to develop towards to goals. When it comes to the below detail questions such as where to build bridge, where to dig tunnel, where to equip traffic lights. Middle –level staff need to shoulder these tasks firstly. Regarding to the enterprises like OuHai, If we want to make a excellent rout plans, what we need do is well working on logic of these aspects: NPI of engineering department, logic of Logistic department, logic of sales department, logic of production department , logic of Human Resource department etc. A majority of enterprises have taken this roundabout course that they deemed good quality rely on inspection at first, then they strengthened inspection invest to prevent defective production from shipping to customers. However in the long term practice, we found that this method is too rely on prevention to address actual problems. Then, people kept the view that good quality is from perfect production, while people found that all kinds of exceptions in production were result in the unreasonable instruction designed in the designing step then people realized that the key to the quality is planning.If we are truly determined to settle problems from root. We are supposed to overcome technical problems in the technical planning step, complete Production Process Flow design, set the key process to control quality, make standard efficiency, instead of keeping the workshop being the first battlefield  to settle production exceptions. As far as i am concerned High-technology can nerve be alive without laboratory, mass and fast production rely on engineering department. doing a good job in preliminary planning, sorting out operation logic, and formulating management and product standards are the values of our middle-level cadres and surrounding departments, and also the real foothold of the strategic project of "heavy peripheral and strong production"。

Step two: making solid basements

Clear are the process , set are the standards, the management , improved are mechanism and this is only the first step in completing the road building work. If the roadbed is not good enough to drive up the car will be bumpy, there will be traffic accidents, and even collapse. The other task of the middle-level cadres as the road-builders is to tamp the roadbed. Among the five elements of "man, machine, material, method and ring", man is the most important factor and also the most unstable factor. Want to tamp subgrade, should begin from the person that choose and groom above all. In the past few years, the human Resources Department has not done a solid job in tamp the roadbed. In terms of recruitment, there is no requirement or strict qualification certification for the hired employees. The Human resources Department only pays no attention to the use of the recruited employees, and does not study whether the recruited employees play a role. For example, though there are ten designers in our team, the quantity of the new samples recommended to our customers is too less. Among all the new projects, we just only develop a small part by ourselves what worse is that the capacity for our drawing department is not enough. If the employer we employ are not qualified to their work which will be a waste of human resource. That is the why the staff we employ should be qualified persons or diamonds in rough instead of deficient person. As I often said to my team, we set up training institution for these two reasons. One the one hand, we hope our staff become more stunning ,on the other hand, help them are familiar company’s institution, culture, processes. Turning a unqualified into a qualified or training a man that just only know a little about work to a man that is completely familiar with his work is not the aim of our training. If the staff we employ can’t be qualified to their work, then the work should have been done by one will need two which is just a waste of human resource. Here is a example to explain the stance. Most of workshop in our company are using line mode. In a line, if the staff who take the position of assembling work slowly, the other staff work on other positions need to slow down their speed to meet the slow one giving account to the balanced production. That is to say that the efficiency of the line is decided by the most slow man. The result is that the staff work with high efficiency can not get paid as much as they should deserve. I emphasis again and again, in life we should sympathize the weak but in work we can not, Since the weaker will influence the combat capability. Of course , as for diamonds in rough We should address issue in a long run attitude, That is organized suitable knowledge and skills according to goals in different steps.

Step three: set up route signs

You can find that there are countless road signs on the roads of cities, high-speed roads, national roads, mountain roads. Which well play a role of warning, banning, limiting, indicating. As middle-level managers we should make routes and warning signs and apply them into our daily work. Today, our company have finished the establishment on the some prevention mechanism and five-rank warning mechanism such as delivery warning, quality warning, material warning, performance of evaluation performance warning, comprehensive performance warning ect. This system is used to send warning e-mail, message and call someone up, when staff or team don’t finish their expect goals. When the they receive warnings, they will get down to addressing issiues by themselves according to the three points oriented principles which are being seriously on the reasons triggering the problems, being serious on the education to the teams that should be responsible to the problems, being serious on the making the solutions to prevent the problem and validating the results.

Middle-level staff are not only the makers of route and sign, but also the executors  of the basement. Only if the process are confirm and clear, the company system can operate normally and the running of enterprises can keep a favorable loot. Therefore, only when middle level staff be qualified Pioneers, can our company marches towards the goals better quality, saving cost, higher efficiency.