management, director, creation 's foothold

On July 5, 2021, the manager meeting on Monday, Mr Wang Fenghua, general manager of this company's production management " management, director, creation", the three core functions can't just stay on the slogan, to work, we are going to pragmatic and company requirements production management from the following three aspects: the " management, director, creation" concept into the real work, pipe distribution pipe man, Creations look at plans, and the Trustees focus on anomalies and mantissa.

One, the management of human management distribution

Since the start of construction, the senior management of the company has been busy in making plans for the capacity improvement of the welding department. Because the production capacity of the welding department can’t be rapidly improved, it has caused some chain reactions, that is, excessive load of metal frame orders, frequent customer complaints, insufficient supply of materials in the finished product workshop and other problems. The main reason that the production capacity can’t be rapidly improved is the human problem. Currently, the welding department is facing the problem of recruitment of good technical workers, and apprentices need time training. Through in-depth analysis, the main reason why the skilled workers could not be recruited was the problem of salary distribution in the welding department. The beginning of the collective to the implementation of the performance salary system, I will remind the production, human resources and financial director, collective performance salary system is a double-edged sword, if not to continuously optimize the structure of salary, not paying attention to the staff's income situation, collective performance salary system is likely to be the equivalent of "eating big-pot race", not only arouses staff positive momentum, and cannot give full play to the potential of employees, As a result, the high performers leave the company and the mediocre ones stay. In the past three years, the financial department only paid attention to the total wage cost, while the human resources department did not pay attention to the wage distribution structure and the actual income of the employees in the welding department. As a result, the recruitment of technical workers in the welding department has become more difficult this year. In 2020, the company proposed to "retain employees by salary, environment and culture". In terms of "salary retention", we can't stay at lip service. The company's strategic project clearly points out that "management should serve distribution". If the distribution mechanism is not scientific, employees can’t get a stable and relatively competitive income will choose to leave. Why were the poor, lower and middle peasants willing to support and follow the Communist Party before the founding of New China? In addition to arousing the ideological resonance of the poor and middle peasants, another very important factor was that the communists solved the problem of distribution among the poor and middle peasants through the policies of demolishing the local tyrants, dividing up the land and implementing the land reform, so that the poor and middle peasants could have food, clothes and livelihood security. In distribution, on the one hand, we should formulate reasonable salary distribution mechanism, must according to the requirements of the job skills, the working strength, working environment, creating value to comprehensive evaluation level and the level of salary such as coefficient of every job should have the corresponding coordinates, such as a QC skills higher than regular packing staff, QC pay is relatively higher than the packing staff, Otherwise, it may cause the loss of QC or employees are not willing to engage in QC work. On the other hand, employees should not suffer because of disordered management. We should not reduce the actual income of employees because of unreasonable arrangement, unmatched materials, improper production management and other reasons. We need to ensure employees' income through scientific management, and it will increase every year. Therefore, the company requires the HR department and production cadres to pay close attention to the efficiency of employees and pay attention to the dynamic income curve of each employee. Once it is found that the efficiency of employees is not up to standard or the actual income has a trend of decline, it should intervene in the investigation and formulate corresponding improvement measures.

Two, Directors pay attention to anomalies and mantissa

In recent months, due to the long abnormal processing cycle and slow mantissa clearing progress, the five-level early warning is often triggered. These phenomena show that our management cadres have a poor concept of time, have problems in the execution attitude, do not fully understand their roles, and do not perform their duties as "directors". In the ideal state, after the material is online, it can be finished from beginning to end through the production line, and it can be transferred smoothly or put into storage. However, in actual production, there will always be abnormalities. If the production management and the production manager do not deal with the abnormalities in time, it will lead to an increase in the production volume of the workshop, resulting in chaos on the production site, and also lead to the imbalance of income and expenditure in the production workshop. If the production management is not timely closing and closing, it will lead to prolonged order cycle, increase the risk of customers canceling mantissa, and will directly affect the profit of the enterprise. For example, for an order of 1000 orders, if the customer cancels the 30 PCS because 30 PCS are not cleared in time, it means that the company's profit is reduced by 3%. Mantissa is the concentrated embodiment of production problems. We should trace the source of problems and find the failure point through mantissa processing. Exception handling and closing up are the foothold of the production management "director". As a production management, we should not have inert thinking. We should not rely on production management for finishing work, and quality control should not be relied on for abnormal handling. We should be proactive and not only finish daily production tasks, but also finish abnormal handling and finishing work daily. And develop a good "director" habit.

Third, look at the plan of creation

In addition to the spirit of craftsmanship, production management should also pay attention to production planning and resource allocation. In the days before a military battle, as a commander, an army should conduct intelligence analysis, march route design, task arrangement of each combat unit and pre-battle mobilization according to the general combat intention. Even frontline officers and men have to personally go to the site of the war to investigate the terrain, enemy defense, firepower configuration and other conditions. At the same time, before the start of the war, the commanders also make sure that the artillery, guns, ammunition, food, first aid supplies and other supplies are in place. Make production as march to war, born when the controller of the months, weeks, days after the production plan to production department, the production manager should organize workshop management and raw controllers, analysis the rationality of the row of single together, in the process of analysis to comprehensively consider quota, adjustable machine number, personnel, preparation, equipment capacity, degree of difficulty mould fixture requirements, technology and other factors. If there is a shortage of resources, it should request or seek support from relevant functional departments. For resources that cannot be solved before the material goes online, the production management should negotiate with the production supervisor to readjust the production plan. Once the production plan is determined, the production manager shall organize the workshop management to prepare resources according to the assigned tasks, including personnel deployment, machine debugging, mold fixture and gage making, sealing plate, drawing, order preparation, material receiving, etc.

Only by establishing a reasonable salary distribution mechanism can good employees be retained, excellent employees can get in and unqualified employees can get out, and can stimulate the positive motivation and potential of employees. The director is to do a good job of exception handling and mantissa clearing, timely handling of exceptions and mantissa can not only straightens out the internal management, but also improve the quality of customer service and increase the profit point of orders. Creation is to pay attention to production planning and resource allocation. Only proper planning, sufficient materials and materials in place can ensure smooth production and ensure that production tasks can be completed day by day.