Group of business leaders competence-building case

1, the project background

A group engaged in the environmental protection industry is one of the group of companies, or a few years ago an independent listed company, due to the rapid development of business and professional development needs, the original direction of the relevant professional business unit into a series of group A公司. As the environmental protection industry, the concept of further extension, new energy into the future business direction of development. In order to support the company's existing business expansion and new business start-up, investment and financing business is gradually developing. A group has been formed so diversified development patterns, but this pattern will be with the company on national policies, macroeconomic environment and market opportunities and grasp the constantly deepening. Companies are now in the stage of rapid development, the Group's effective integration of internal resources, the series of cooperation and coordination between the Group companies operating within the series of leadership and other issues to be resolved upgrade.

2, the key issue

A group should be said in the past few years in the development of high-quality talent through the development, the introduction of advanced foreign technology, the company's unique ability to foster competition, the company has been a leap for the future development of laying a good foundation. However, the company decision-makers in the group led to a higher and more glorious goal, felt from the branch and the existing leadership team in the strategic support of the check. Specific performance in the following:

1. (1) company managers at all levels of the shorter working time, the role of slow conversion, the role of knowledge is not in place, the job responsibilities, can not fully understand the strategic objectives;
2. (2) company managers at all levels are mostly technical management of origin, personal technical background formed a linear mode of thinking, are accustomed to micro-services concern, the macro can not change things very good grasp;
3. (3) the promotion of cadres for promotion is not systematic and progressive training and development, not a systematic training and job training, no experience in senior management;
4. (4), decision-making mode, the function of decentralization of decision-making, decision-making at all levels managers to have a psychological dependence, decision-making ability has not been developed;
5. (5) the company's own development strategy is clearly and accurately, or high-level strategic thinking of the team focused level, but also affected the operation of the strategic decision-making, the ability to seize the opportunities an important factor.

3, solutions

Of easy human resources management through the establishment of the advisory body corporate culture concept and development strategy, the leader in unified code of conduct (leadership model) and the implementation of effective management, a destination guide enterprises to the leadership team independent development potential and achieve self-improvement And upgrade the level of leadership to enhance organizational performance of the purpose and then to build the core of enterprise-class team, the establishment of good corporate culture and core competitiveness, encourage enterprises to the effective implementation of strategic objectives and achieve sustainability of the growth of enterprises to provide a solid management Basis.

4, implementation steps

1. (1) initial establishment of the factors leading to the Through the corporate strategic planning, cultural ideas, job responsibilities and working environment, and other aspects of clear leadership to the factors.
2. (2) the establishment of the factors leading characteristics According to the actual situation of enterprises, defined performance standards, through the leadership of the key events of interviews, 360 surveys, business models and experts compared the form of database analysis, to further clarify the leadership of the factors. Summary research, analysis and leadership qualities in a strong performance related to the role of nature and characteristics of knowledge, behavior characteristics, in accordance with the principle of developing certain leadership characteristics standards.
3. (3) factors and determined leadership of the standard features Organization of outside experts, under the leadership development, management, application needs, the leadership of the factors and standards of behavior characteristics of extensive discussion and demonstration, eventually establish a representative of industry models, with the characteristics of business leadership model.

5, operating results

Leadership model, we organized a leadership model based on the basis of incompetent leading cadres of the evaluation.

Through the systematic analysis of survey results found that the core team building is the key to the development bottleneck, the selection of cadres, selecting, training and appointment of a lack of standardization, the system has not established mechanisms; mechanisms and improve the system of leadership as the normative acts of the most Basic channels, in the company's role did not play due to the level of individual business managers, technical quality and ability higher but the team management, leadership needs to further improve performance.

At present, A Group is a vulnerable human resources management consulting with the assistance of capacity-building-oriented, performance-oriented mechanism for the survival of the fittest, to strengthen the decision-making and management of scientific. At the same time through a system of leadership development system, at all levels to strengthen leadership and the leadership echelon of the reserve training and guidance, quickly upgrade the leadership team leadership and overall quality, and gradually form a lean efficient, tenacious style, pioneering enterprises Home team.