In the face of increasingly fierce market competition, extensive factory management has become seriously outdated. The quality of factory management directly affects the competitiveness and vitality of the enterprise in the market, so the factory must face the following eight problems!

1. The interests of the factory are closely tied to the interests of the employees

In order to save costs, some small and medium-sized furniture factories put the interests of the factory first. To treat the interests of employees is to pick up if you can, the working environment is not good, the food is not good, and the living is average. If it is such a factory, the employees must be in a coping-like working state! In fact, the interests of employees are the source of the interests of the factory. If the interests of employees are not guaranteed, the long-term interests of the factory will not receive fundamental support. The factory must seriously consider the benefits of employees, design a reasonable salary system, and a humanized incentive mechanism is indispensable. Caring for the interests of employees can greatly improve the cohesion of the factory. In the long run, investing more in the interests of employees, the positive energy generated will eventually make the factory reap multiple benefits.

2. Building the environment inside and outside the factory

Furniture factories need to create two environments: the internal environment of the factory and the external environment of the factory. The internal friction of the factory must be found to the greatest extent. Some employees of some companies not only do not create value by themselves, but also make trouble for the value-creating employees everywhere. In the end, an environment of "who works more, who dies quickly" is formed in the factory. Atmosphere, capable employees can’t stay there, leaving behind a bunch of people who shirk each other. It seems funny, but this situation exists in many furniture companies to some extent! Creating a smooth, harmonious interpersonal working relationship and seamless cooperation between departments is a magic weapon for enterprises to retain talents. Many people leave their jobs not because of wages, but because of unhappy work! The external environment of the factory mainly refers to external collaboration units. Forming a good cooperative relationship with upstream and downstream units will help establish a good reputation in the industry. Don't always think that other suppliers are here to make your money, and they have to squeeze their profits. If they can't live, how can you enjoy follow-up services? In fact, the development of an enterprise also depends on the technical support and services of its partners.

3. Formation and development of factory core competence

Each furniture factory has its own characteristics and strengths. How to gain a competitive advantage in today's market competition is a challenge that the market poses to factory management. It is generally understood that core competence refers to developing strengths and overcoming weaknesses based on the original expertise, but this is not enough, because competitors can easily do this, and this issue must be viewed from a new perspective. Core competence is a combination of tangible and intangible resources. It is an institutionalized, interdependent, innovative and practical knowledge system, which contains a series of experience and knowledge. Tangible resources are usually expressed in the human resources, production equipment, manufacturing process and working environment of the furniture factory, and intangible resources are expressed in the quality of personnel, corporate culture, factory system, experience knowledge, knowledge management and factory reputation.

4. the standardization of factory management

Whether a furniture factory implements standardized system management is one of the conditions for measuring whether a factory’s management has combat effectiveness, sustainability and efficiency. You should not implement another set of personalized practices just because you change employees. Regardless of the characteristics of the factory, its basic management remains unchanged and needs to be determined by the system to form a consensus among everyone. If this is not done, in the long run, the management of the factory will be unstable, basically hovering at a low level, and it is difficult to reach a new level. It is generally manifested as an imperfect factory system, often difficult to complete tasks on time, and problems. It's hard to find the reason, and I often push committees and gossip. It is worth mentioning that standardization is not just a document on paper.




5. Factory performance and employee performance evaluation

If the performance of a furniture company cannot be effectively evaluated, it will be difficult to accurately find the key issues, and it will be difficult to grasp the focus of the next step. Only some incomplete data and experience or feelings will cause the factory to develop slowly. , Live the same life as before. The perfect employee performance evaluation system is mainly to affirm the achievements and carry forward the strengths, help identify and correct the existing shortcomings, and set a plan to correct within a deadline. It can not only discover talents, cultivate enterprise reserve forces, but also solve the common unreasonable phenomenon of "how to do better than to say".

6. knowing people and benevolent

Every furniture factory should have the concept of "responsibility is always greater than power". Many people ask at the beginning "What rights do I have? What can I get?" Then they ask "What should I do?" Such people should not be appointed by the factory to have any management responsibilities. On the contrary, it has the concept of "responsibility is always greater than power" and implements it in the work attitude. It takes the initiative to take responsibility for the work and cares about the development of the factory, work hard, work hard, and cooperate in solidarity. For such employees, the factory should strengthen the training, Entrusted with important tasks.

7. the agility of production

In some factories, departments and departments (employees and employees) shirk each other's actions, kicking one thing around as a ball, and in the end they don't work at all. Simple things are extremely complicated to handle, so what about production agility? It is true that many factories have been unsatisfactory in this regard. There are many reasons for this. The focus is to reduce the management level and give the responsible person sufficient management responsibilities.

8. Knowledge management and corporate culture

The corporate culture is accumulated in the work of the company for a long time, and it is a consensus approach for everyone, which is a kind of improvement of factory management. A good corporate culture is the source of the core competence of the factory. Creating an internal environment in the factory that can learn faster than others, cultivating young employees to grow rapidly, and continuously creating high-quality reserve forces for the factory is the basic approach to make the company invincible forever. Allowing employees to eat and sleep well every day means that the factory puts its employees in mind, and at the same time, the employees will also think about the factory and the prospects of the factory in their hearts. So why not worry about the furniture companies not having an advantage? Why is there no development? (Source: Wisdom Manufacturing Co., Ltd.)