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Group Management Building Year in 2017, Build the Backbone Force

With continuoushigh speed development of the Group, scale and branch company of the Groupbecome larger and larger, the Group’s business across fields, industries andindustrial chains for linking development becomes more evident, and the Groupmanagement amplitude, complicacy and depth have been deepened and added withmore challenges. As addressed by the President of the Group in recent years:the year 2017 is a crucial year for deepening the Group management, which is akey element of the work in the year 2017. Vice Presidents of the Group, GeneralManagers of Branch Companies and Subsidiaries and the Business Directors mustfocus on management in the annual development plans to establish scientificoperation and management systems, build a backbone management team, and pushforward sustainable and healthy development of the Group with long-lastingexcellent performance.

The managementbuilding is a systematic project. This year, one of the key measures of theGroup on management building is the human resources training system building.The human resources training system building is multi-layered and specific, andis composed of systematic trainings in 3 layers for top management,intermediate management and front-line staff in fields of leadership, teambuilding, marketing strategy, sales strategy, occupational skill and Englishtraining.

In February, 2017,the Group set the business staff’s professional skill improvement as the keyfor training of the root staff, and supported professional skill training andlearning of the staff. This year, the Group will implement the work further.

In March, 2017,through communicating and discussing, the Group conducted the first top managementtraining titled “The Management’s First Class on Leadership”. The training madethe top management think over the management, know more about success andfailure in work and achieve promotion; and it reinforced communication in thetop management team, and advanced in-depth fusion of the top management.

From May 19 to 20,2017, we conducted the first business director seminar of the Group for thefirst time in 2017. The business directors were backbone force for businessdevelopment. Professional course design was made for the training based oncharacter and importance of business directors of teams. The training wasclassified into two modules. Module I: role positioning of business director ofteams. What is the business director of the teams, and how to acknowledge theirown roles, and there are five tasks for business directors of the teams: namelyrecruitment, training, motivation, management and sales; Module II: fourprocedures of team business: motivating will, target setting, measureimplementation, and tracking and assessment. Repeating of the four proceduresform an enclosed shape and deepen the team building.

Through themanifesto “believe we can create miracles”, some strange business directorsfound their common factors with the ice-breaking journey on the first day. Sixteams grouped in random reinforced such common factors again with names of“Emergency Unit”, “Wild Wolf Unit”, “Strength Unit” etc. - namely concertedacknowledgement of unity and efforts. In the following 2-day courses, inrespect of open discussions, testing or specific real games in any forms, theywere in active and warm class atmosphere, and marked brilliant moment one afteranother.

Team director:complete role positioning

What is teamdirector? Manager? Motivator? All but not only. Through the seminar, thebusiness director knew about limits of acknowledgement of their functions, andsome business directors only focused on the role as sales, but ignored roles ofmanagement, motivation and training. The business director should start withstaff recruitment, training staff’s occupational skill, motivating and managingthe staff until finishing the sales, through the entire process of building thesales team, and each work should be the task to be done. Therefore, completeknowledge and deeper skills were required. They experienced and expected moreabout importance and necessity of learning.

Team operation: all four procedures required

Motivate wills

To achieve teamgrowth and operation, the first is to excite the will to growth, usually calledmotivation. Performance is acquired by the skill for the target multiplying bythe intensity of motivating wills. How to excite such intense will? Start withworking mobility, and people’s work mobility includes: independence, praising,sense of achievements, reputation, money, pressure, leisure time, power,self-respect, family life, sense of security and individual growth. Choosedifferent motivation means and approaches subject to work mobility. Thenachievements should be realized.

Target setting

When eachindividual of the team had the intense will of doing work well, the targetwould be the key. Only the business director focused on the target setting, thesubordinates took the target as its own responsibility. How to set a propertarget? Except for the mathematical model of team performance computed inaccordance with the performance source formula and consideration of variablesamong performance index, production value index and labor force index, currentsituations of the team were analyzed to determine the growth point ofperformance; details of team individuals should be fully known, and the targetswere made for each individual. Broke the monthly target into week, summarizedand adjusted timely in each week and finished until the target was achieved.

Measureimplementations

With intenseworking will and proper targets, implementation should be carried out. Duringthe stage, we should only grasp work in three aspects to run well, that wasadding news staff, training tutorship and market expansion. Adding new staff,who did we want? Where were such staff? How to add such staff? How to makecustomer manager a regular staff? Training tutorship, how to teach? How to leadthe work? How to master? What were market expansion, program objective,customer positioning, operation flow, relevant attractions, supporting toolsand preparations and organizing implementation? The greatest truth were thesimplest. There were flexible answers. We should get the answers after thinkingover and over.

Tracking andAssessment

How aboutexecution outcome of a job by one team? Any deviation of the process? Thetracking and assessment is required. The means of track and assessment includedconference management and statement management. The importance of conferenceoperation was concerned more by people: it was a key channel for effectivemanagement of business units; the best practice for the Company’s systemimplementation; the best site for learning from each other; the best approachto planning and tracking; and the best opportunity for training and improvingcarder quality. Therefore, in respect of daily routine morning meetingoperation, weekly or monthly meeting, or the temporary meeting to solve abruptissues, they were the best opportunities to track effects, release informationand cohere teams. Except for the above, summarizing and releasing of the dailystatement, weekly statement and monthly statement made us track and assess theprocess effectively.

The two-day closedtraining inspired business director of the Group more or less in fields ofideological cognition and practice, and made them reflect on their ownresponsibilities and works more widely and deeply. Some business directors saidthat, after back to work, they would reorganize their work, find out anymissing and apply the knowledge learnt to work. More business directors saidthat, the seminar provided a rare learning and communicating opportunity forall business directors of the Group, and gave a beneficial trial on team fusionof the business director level of the Group. No any other activities made allthe business directors realize clearly like the seminar: although the labordistribution was different, the unity and endeavor for the target task were thesame, and were rooted in the common factor of each individual. The “brainstorm”made the business directors know more about their roles more clearly, as wellas the team building responsibilities. In the future, they will manage theteams more scientifically, build the business teams into elite teams full ofpassion and vitality, creativity and fighting capacity, and lay a solidfoundation for sustainable healthy development of the Group.

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