After Li Zhongxin finished talking about the rotation with everyone below, he had a series of exchanges with Dong Zhiguo and Wang Xijun and others, and finally established some things and asked the person in charge of their meeting minutes to write down all the general topics about the rotation.

First of all! What I want to say is that some policy preferential treatment should be given to rotation personnel.

Some employees have been engaged in a job for a long time, and their work is easier, they are satisfied with the status quo, and are not very willing to accept new jobs. Some employees are unwilling to accept positions with heavier tasks and greater risks than their original positions.

In enterprises, we should guide employees to actively participate in rotation in a system. For example, enterprises can include rotation status in the promotion qualifications of specific positions to encourage outstanding employees to actively participate in rotation.

On the other hand, we must do patient explanations so that employees know that implementing job rotation is not only a job requirement, but also the best way to meet the comprehensive development of individuals and encourage employees to be brave enough to challenge new things.

Based on the rotation goals set by Zhongxin Company, a complete set of detailed rotation plans should be formulated, and clear regulations should be made for positions participating in the rotation, employees who plan to rotate, rotation cycle, and evaluation of rotation results, etc., and promote the steady development of the rotation system in the enterprise in a purposeful, planned and step-by-step manner.

Secondly, from the purpose of enterprise rotation, the following types of employees can participate in rotation: employees in sensitive positions, such as employees in enterprise procurement, finance, audit, recruitment, investment promotion, advertising and other positions, should participate in rotation by compulsory.

Employees with promising training can be arranged to rotate in specific positions. Those who have worked in positions above the supervisor for more than five years and have not been promoted can participate in the rotation. Employees who need to expand their work skills can participate in the rotation after application is approved by the company. Positions that need to work closely together with the upper and lower, left and right processes should be rotated in the collaborative position in the short term.

Finally, what we need to talk about is the problem of rotation. According to Li Zhongxin, training rotation can place employees in specific positions according to the needs of the company and the direction of training; other positions should mainly be rotated between positions of the same nature and similar or between upper and lower processes.

For example, employees of superior and subordinate companies are rotated, employees of policy-making departments are rotated, employees of actual operation departments are rotated, short-term rotation of upper and lower left and right processes, various modules of the same major are rotated, positions of similar majors are rotated, salesmen can rotate in market areas and customer division of labor, etc.

In addition, what we need to talk about is the issue of rotation ratio. We must pay attention to the degree of rotation ratio. In order to avoid the sharp increase in the number of novices in a certain department due to the large rotation area, the rotation ratio should be determined based on the different positions and nature of the work of the employees.

During rotation, personnel are carried out in batches, and it is generally more appropriate to control them between 5-10% of the total number of personnel. Each time a personnel rotation is rotated within the department, it should be carried out individually and step by step, with the principle of not affecting work.

After finishing the direction and purpose of the rotation, the process of the rotation work is standardized.

According to everyone's ideas, the business and relationships accumulated by an employee in his position for many years may be lost with the employee's rotation, which is a loss to the company. The solution is to standardize the work process and minimize the unique role of employees through process and standardized management.

Zhongxin Company must maximize the process of every work of these rotating personnel, refine and quantify the process to every detail, and form a complete job manual.

For example, if an employee is responsible for a job, what should be done in the work cycle, how to do each thing, and where to find resources, you must write it clearly. When a new employee comes, you can quickly get into the role based on this manual.

In order for employees to accept the rotation system from the heart and implement the rotation, enterprises need to strengthen communication with employees.

There is also the handover of work. Work handover can be divided into item handover and work handover.

The handover of items is relatively simple, and can be completed by making a list and clicking it to collect it; the key is work handover, and work handover should include three aspects: the handover of complete work documents; the handover in progress includes the current progress level, target results, work assignment of relevant personnel, etc.; work resource handover, such as customer resource information, technical resource information, etc.

Li Zhongxin's first topic was mainly about the company's development direction this year and the dispatch of financial personnel to the United States. The rotation of financial personnel should be said to be a derivative of the dispatch of financial personnel, but Li Zhongxin still implemented this matter because Li Zhongxin knew that such a thing would be implemented within the year after it was listed at the New Year meeting.

Because this matter also concerns some of the things he will do in the future, Li Zhongxin knew in his heart who would be able to breed corruption in Zhongxin Company.

In Li Zhongxin's mind, procurement, finance, audit, recruitment, investment promotion, advertising and quality inspection are the hardest hit areas. Although Zhongxin Company has not discovered major problems about these places in the past few years, there are constant small problems.

Many people have not even realized that what they do has harmed the interests of Zhongxin Company. Take the procurement aspect as an example. In many cases, there are big differences in procurement.

After receiving the benefits given to him, the purchasing staff will naturally offer the factory that gives him benefits, or even sacrifice the interests of Zhongxin Company, and there will be another argument for the upper or headquarters of Zhongxin Company. In short, it is necessary to use the factory that gives him benefits to do such a thing.

Once this happens, corruption will arise. If you give me benefits, I will give you some preferential conditions. Hello, I will be good to everyone. In the end, the bad ones will be Zhongxin Company. In that case, the losses caused to Zhongxin Company will not be small.

In recent years, Zhongxin Company has fired many people and recruited many people recently due to such a situation, but it is impossible to cut off such a situation, and even such a situation has become more secretive.
Chapter completed!