江中集团从人文精神到商业精神In the river group from humanistic spirit to commercial spiritWord文档格式.docx

江中集团从人文精神到商业精神In the river group from humanistic spirit to commercial spiritWord文档格式.docx

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”——likeeverytimeyougoouttostudy,LuXiaoqingtakesnotescarefullyinclass,forfearofleaking.Lookingatthetwoneatphrasesinthenotebook,somescenesflashedthroughLuXiaoqing'

smind.

Intheearly90soflastcentury,asthepersonnelmanagerofJiangxiJiangPharmaceutical（Group）Co.,Ltd.（hereinafterreferredtoasJiangGroup）,LuXiaoqingbeganhercareer.Atthattime,LuXiaoqingiswearingbluetrousersandawhiteshirteveryday,walkinginbetweenthefactoryandoffice——respecting,scholaremotional,lessblame,istheinclusionof——the&

ldquo”taste;

familiarwithLuXiaoqing.Itletsyoungpeopleenteringtheworkplaceblurtheboundariesofschoolsandbusinesses.ItismixedinasimilartoChineseherbalmedicineintheatmosphereof——“harmony,flatforthis”.

Now,sittinginthepeople'

suniversitycurriculum,recallthis“taste”hasbeendeputysecretaryofthePartycommitteeoftheJiangGroup,directorofhumanresourcesLuXiaoqing,understandingisevenmoreprofound.Originallylettheriverpeoplefeelwarmthatkindofflavor,isnow“enterpriseculture”.Now,inthefaceoftheneworganizationaltransformationandbusinessdevelopmentofthegroup,especiallythemanagementofthegrouptothemarket,wehavetore-examineanddiscardthecorporateculturewhichhasaccumulatedfornearly40years.Althoughbothemotionandhabitrequirethepeopletogiveupandadjust,&

ldquo,thelawofmarket,thehumanisticspirit,&

rdquo,andtheneworientationofgroupmanagementculturehavecometous.

Enterprise“promotion”

Indevelopmentfor40years,thenrunsmallfactorieshavebecometoday'

s“therivergroup”,isaheadofChineseOTCindustry,modernintegratedenterpriseinpharmaceuticalmanufacturing,healthfoodandrealestatedevelopment.Goodperformancebehindtheriveristhegroupforseveraldecades,suchas“innovation”“brand”and“marketing”andotherrigidindicatorsofstrongconcern.Thisconcernhasmadeitsbrandmoreandmorepopularandsalesrevenuegrowingrapidly.

However,asthebusinessschooltextbooksaboutthesame,therivergroupcurrentlyhascometobepromotedtoahigherstageofthepoint,andtoovercomethebottleneckinthedevelopmentstage,needsastrongerpowerof——thispowercomesfromculturedrivenorganizationchange.

“totherivergroupexistingresourcesandcomprehensiveability,wecandobetter,ifwedidn'

tdobetter,someisoutofthequestion.Theimmediatereasonisthelackofnewproducts,buttheunderlyingcausesstemfromtheorganization.Overtheyears,weneedtothinkcarefullyaboutupgradingtheorganizationfromtoptobottom,justassoftwareneedstobeupgraded.”

Beginningin2000,therivergroupbegantotrytodoorganizationalchange,butalsoaskedtheconsultingcompanytohelppromote,butdidnotreallysolvetheproblem.LuXiaoqingbelievesthatthischangeisnotsatisfactory,andfailedtoobtainhigh-levelattention,aswellasthepromotionandimplementationofhumanresourcesdepartmentlimitedcapacityisdirectlyrelated.

Withthemarketlookinggood,itisasdifficultforleadersatalllevelstoconcentrateontheorganization,asitistopersuadeahealthypersontohaveapathologicalexamination.Butforalocalenterprisewhichwinsitsbrandandmarketingsuccess,itisanecessarystagetopayattentiontoorganizationalgrowthduringitsvigorousgrowthperiod,andeveryenterprisemustbemature.Theboss'

sawakening,thepromotionofthehumanresourcesdepartment,andthetouchofkeyevents,includingmanyfactors,maynotbelessthanone.

Asmentionedearlier,thehighdegreeofconcernforproductsandmarketinghasledtotheneglectoftheroleoforganizationandhumanresourcesmanagementintheprocessofenterprisedevelopment.Atthattime,thehumanresourcesdepartmentwasalsointhetransitionperiodfrompersonnelworktohumanresourcemanagement,anditneededalotofnutrientsfromoutside,butitdidnothavetheabilitytopromoteanorganizationalchange.

Untilthebeginningof2008,theJiangGroup'

sorganizationalchangewasreally“themilestoneday”justarrived.Followingtheimplementationof&

ldquoinearlyMarch;

subsidiaryoperationscenter,servicesink,decision-makingandimplementationofseparate”thecontrolgroupmodelchangeaftertheendofJuneincelebrationofthe10thanniversarygroupsetuptime,

Thegroupheldthefirst&

ldquoinitshistory;

theorganizationdevelopmentconference”andthegroup'

snearly200eliteteamsattendedtheconference.

“thismeetingshowsthatthemanagementofalllevelsofmanagement,suchasorganization,values,cultureandhumanresourcemanagement,hasrisentoanewlevel.”inLuXiaoqing'

sview,evenifthemeetingisonlyfor“&

rdquoreflects;

management'

semphasisonorganizationalconstruction,corporatecultureandhumanresourcesisofsufficientsignificance.

Inthis&

ldquo,theOrganizationDevelopmentConference（&

rdquo）,thegroupdevelopmentstrategywasfurtherclarifiedandcombed.Strategyisthedirection,onlycleardirection,cleargoals,organizationalconstructionandorganizationalupgradingisthefocus.Afterthemeeting,thegroupledthegroupinMarchtochangetheorganizationalcontrolmodel,butalsomademoredetailed,morespecific,morein-depthpush.Withthegradualpromotionofsomeconcretemeasures,moreandmoreenterprisesformaconsensus:

whenanenterprisedevelopstoacertainstage,ifitdoesnottaketheinitiativetoconsiderorganizationalissues,itwillbecomepassive.

“managersatalllevelsshouldhavetheawarenessandinfluenceofchange,andthepurposeanddirectionofchangeshouldbeclearlyunderstood.Thehumanresourcesdepartmentisaparticipantandfacilitatorofthechange,anditneedstobetoldandfolloweduponwhychangeandchange.”inLuXiaoqing'

sunderstanding,thepresentorganizationalchangeisopen-ended,butagradualprocess.Especiallysmallchanges,theydoalmosteveryday.

“rule”culture

Thisisoffar-reachingsignificanceintherivergroup“OrganizationDevelopmentConference”andalsoputforwardanimportantcontent,thatisthegroupunderthenewstagethecorecultureof——“&

rdquoruleculture;

.

“ruleculture”?

Althoughthegroupculturediscussiongrouptookalongtimetocarryonthesummaryandrefiningoftheculture,butasthecorecultureof“”toseekadvice,orcausednosmallwavesintheinternalstaff.

Wequestionedexactlythesamereason:

“rivergrouphasbeeninnovativespiritofenterprise,strongflexibility,quickresponse,andtherulesemphasizerigid,emphasisontheimplementationoftherules,cultureasthecoreoftheenterpriseculturewilldisappearriverpeople'

ssenseofinnovation?

”“withpioneeringinnovation,thepursuitofexcellence,whetheritcanbettergeneralizethecorporatecultureoftheriver?

”

Whatkindofcorecultureshouldbedistilledandestablishedinthenewperiod?

TheGroupChairmanandmembersoftheculturalgroupheldnumerousdiscussionsandevenarguedabouttheissue.Againandagaintheybroughtforthnewthings,andagainandagaintheyweredenied.

Finallyoneday,“‘&

rsquorules;

abnormalwordclearlyappearedinchairmanofthebrain,fromtheinitialvague,latertheconnotationofmining,valuebasis,andiseffectivetosolvethepracticalproblems,andthroughanalysis,andthentothegroupexperienceandsuccessfuldevelopmentofthehistoricalriveroriginallythevaluesadvocateddockingandmoreandmoreclear,moreandmorebright,moreandbetter,itis!

”“LuXiaoqingappearsinrule”twowords,verysimpleandnatural,notrhetoric,notemptywords,ithasprofoundconnotationanduniquetemperament.Ruleisastrictsystem,aclearstandard,anefficientprocess,ayardstickofbehavior,aheritageandsummaryofknowledgeandexperience,andaprerequisiteandbasisfororganizationalefficiencyandexecution.The&

ldquorules;

cultural”sentenceunderstandingis“everyonetalkaboutrules,everythinghasrules,”whentherulesbecomeaccustomedtothemodeofthinkingandbehaviorofeachperson,organizationalchangeislogical.

Whenitcomesto&

ldquoor&

rdquorules;

culture;

enterpriseknowledgemanagementsystemisverygood,LuXiaoqingsaid,“therivergroupfordecadesthroughtheexploration,inmanyjobshavesummedupthegoodexperience,howtomakethebestqualityandhighestefficiency?

Ifyoudon'

tusewords,theprocessofcuringthingsandhandeddown,itcanonlybecomeapersonalwealthofknowledge,andnotbecomethewealthofknowledge,enterprisesdonotachievegoodknowledgemanagement.”LuXiaoqingbelievesthatculturalrulesonceimplemented,willbenefitmanyotheraspectsofthework,suchaswhenalltheworkiswhattodoandhowtodo,howtodocanclearlydescribe,thenthesedatawillbecomethenewemployeetrainingmaterials,canalsobeincludedintheassessmentandevaluationsystem.

&

ldquo,theessenceoftheruleistheteam,thereisnorule,onlythegang,noteam.Rulesdon'

tbecomeculture,

Rulesarenotrules.Rulesarebothanattitudeconstraintandabehavioralcriterion,afusionofattitudesandbehaviors.Thisisakindofideaandformofinnovation,anditistheuniquetemperamentoftheriverculture.&

rdquo,