The operator Lao Xu, who was packing things next to the lathe, looked at Hu Xiuping with dissatisfaction. It seemed that before Niu Xiaobai arrived, there had been some unpleasant quarrels between Lao Xu and Hu Xiuping.
Some of Xiuping's words angered Lao Xu.
Hu Xiuping did not pay attention to Lao Xu's personal feelings, but pretended to be very sophisticated and continued to explain to Niu Xiaobai: "This code name, each number and letter has a specific meaning:
C means lathe, 6 means floor-standing and ordinary lathe, 1 means ordinary lathe; 40 is the main parameter of the machine tool, the rotation diameter is 400 mm..."
"The meaning of the first digit of lathe: 0 means instrument lathe, 1 means single-axis automatic lathe, 2 means multi-axis automatic semi-automatic lathe, 3 means hexagonal lathe, 4 means crankshaft and camshaft lathe, 5 means vertical lathe, 6 means
Floor-standing and ordinary lathes, 7 represents multi-tool and profiling lathes, 8 represents wheel, shaft, spindle, roller and shovel tooth lathes, 9 represents other lathes..."
"The meaning of the second digit in floor-standing and ordinary lathes: 0 is a floor-standing lathe, 1 is an ordinary lathe, 2 is a saddle lathe, 3 is a screwless lathe, 4 is a chuck lathe, 5 is a spherical lathe..."
Why is the tone of Hu Xiuping's words so familiar? Niu Xiaobai suddenly remembered that when he was a child in school, the protagonist in a Chinese text also said so proudly to the children watching: "'
How many ways are there to write the word "hui"? You don't know, right? Okay! Let me write it for you one way, one by one..."
Seeing Niu Xiaobai lowering his head and saying nothing, Hu Xiuping thought that his showoff just now had calmed Niu Xiaobai down, and he felt very proud: "This is such a powerful attack on Niu Xiaobai, it's so cool!"
So Hu Xiuping continued with a serious smile and said: "Manager Niu, I just had a brief chat with our operators, and I found that their process knowledge is very lacking! It seems that the original operator in our machine shop
The two production engineers usually don't train their employees well! As you heard just now, they can't even explain what the code name of the lathe stands for! If this spreads out, people in the industry will definitely laugh... I
I feel that in the coming days, it is necessary for me to strengthen training in this area and arm all our machining employees with professional knowledge..."
Niu Xiaobai waved his hand after hearing this, interrupting Hu Xiuping's eloquent words: "Gong Hu, your idea is very good. However, to conduct training for all employees, there also needs to be a suitable time and a thorough plan...
…In this case, you first prepare training materials and training plans and submit them to me. I will take these documents to discuss with the human resources department and relevant colleagues in production planning and scheduling, and then make a decision..."
…
The briefing meeting on the revision of the performance bonus system in the machine shop was held in the conference room on the second floor of the main office building of Fuma Company. In addition to five operator representatives, four production foremen, planner Jiang Hui, and three production staff including Hu Xiuping
Engineers and others, General Manager Chen Wanshi, Engineering Department Manager Lu Jianzhong, Quality Department Manager Zhu Lin, Human Resources Department Manager Huang Ping and others also attended the meeting at Niu Xiaobai's invitation.
Niu Xiaobai projected the prepared PPT (electronic lecture slide) onto the fluorescent screen on the wall, and introduced the background of this meeting: "Dear colleagues: As we all know, the front line of our machine processing workshop
Production employees’ monthly
The full performance bonus is 1,200 yuan. Due to various historical reasons, I think our previous performance appraisal work was not detailed enough. We neither defined subdivided projects to evaluate employees, nor told employees what their final appraisal scores were.
It turns out that the entire assessment process is very opaque. In the end, regardless of the situation, the company just handed out the bonuses in a daze, and the employees also got them in a daze..."
The little production foreman Zhang Tiancheng smiled dryly and said: "Actually... we don't mind receiving it in a confused way, it's just that the company does mind sending it out in a confused way!" Except for Chen Wanshi, everyone present laughed.
Niu Xiaobai also smiled and did not continue. Instead, he looked around and asked: "Dear colleagues, when you see other companies organizing employees to go out for a few days to travel, and see them holding a lively year-end event at the end of the year,
At the dinner, I saw that they give everyone a lot of money during holidays... Every year, they give considerable annual bonuses to employees and then raise their salaries. They also give promotions and salary increases to employees who perform well from time to time... When you
What do you think when you see this?"
After hearing what Niu Xiaobai said, everyone here looked at me and I looked at you, their expressions became very sad. It also reminded many old employees of the good old days of Fuma Company.
What Niu Xiaobai said was a scene that was performed every year in the Hangzhong Branch of Fuma Company. At that time, when people introduced themselves to others as employees of Fuma Company, their eyes were always full of passion.
That was an era they were proud of.
In the past few years, as Fuma's economic performance has become worse and worse, these benefits are gone forever. Not to mention traveling or year-end dinners, even the year-end bonuses written in the labor contract have become less and less.
, in the end it was almost negligible; for them, promotion and salary increase became even more of a luxury. So when Lu Minghui’s promotion announcement was posted, it really shocked the old employees in Fuma Company.
After a while, whether it was out of envy, jealousy or hatred...
Niu Xiaobai saw everyone's expressions, and he continued to explain: "Everyone also knows that the company and the employees are actually a community of destiny. We all prosper and suffer. Only by doing a good job in the company's business, we, the employees, will
Only employees can enjoy the profits brought by the company's business. The performance bonus system itself is designed from a win-win or even multiple-win perspective. The company spends a lot of money every month on the performance appraisal system, and its
The purpose is to encourage employees to create more value for the company and make the cake bigger. When the company's profitability increases, the portion of the cake distributed to each employee will become larger. I believe that as long as our employees work hard,
Working together and working together, we will be able to restore Fuma's past glory!"
Niu Xiaobai's simple mobilization made the employees nod in agreement. Even the old employees who were originally confrontational relaxed their tense faces and listened intently to Niu Xiaobai's words.
What to say next.
Niu Xiaobai turned to the next PPT page, pointed to a pie chart above and continued: "The new performance bonus structure of the machine shop will be divided into four parts, 5S accounting for 20%, quality accounting for 20%, attendance and work discipline
Accounting for 20%; the focus of this performance bonus system adjustment is to increase the proportion of production to 40%."
A ratio of 40% means a full bonus for output
The salary will be 480 yuan. For ordinary operators, this is a lot of money. So the operator representatives and production foremen were immediately attracted by this number, and they all set their sights on it.
Fluorescent screen on the wall.
Niu Xiaobai continued: "Everyone knows that because our performance appraisal system in the past was not detailed enough, it did not motivate operators in terms of output. Operators often base their performance on their work status, machine, and materials.
Based on the situation, everyone’s past historical output is used to determine their own output for the day, rather than the output required by the planner. Therefore, Xiaohui often complains to me: In some jobs, it is obvious that the target output can be achieved that day, but when the output is achieved
At about the same time, the machine was stopped. When the planner asked why, the answer was that he was worried about putting pressure on others and himself in terms of production in the future!"
The several operator representatives and production foremen all lowered their heads and smiled secretly. They all knew that what Niu Xiaobai said was true. In the production workshop of Fuma Company - especially when the performance appraisal system is not
A sound machining production workshop - if an operator blindly increases the output, this will cause public outrage. His colleagues will laugh at him, exclude him, isolate him, and even attack and retaliate against him. Because everyone thinks that
, the more you produce, the more you will pay, and people will be more tired. Originally, everyone was comfortable doing a small amount so that they could report to their superiors. Everyone agreed to a more fair production volume and it was enough. Why should you break this?
balance?
Niu Xiaobai said with a serious face: "We must encourage employees to produce more and create more benefits for the company. We will never allow everyone to compete with each other in a friendly manner; we will not allow some employees with ulterior motives to discourage other employees from increasing production.
After communicating with General Manager Chen, I decided to define the performance score of output as the ratio of actual output to standard output. It will no longer be divided into 100 points as the upper limit, with no upper limit and no lower limit. In other words, the output
The full performance bonus is no longer 480 yuan, it is just a reference value for standard output."
Seeing everyone's curious looks, Niu Xiaobai continued to explain: "Let me give you a specific example. For example, the machine tool operated by Lao Xu has been confirmed by the engineering department to produce ladders with model number FM310 every day.
The standard output of axes is 136. If Lao Xu’s actual output that day is 150, then his score that day is 110 points; if his score that month is 110 points, then his monthly output performance bonus will be 480 yuan.
Multiply by 110%, which is 528 yuan."
After listening to Niu Xiaobai's explanation, everyone whispered to each other, especially the production foremen. In their previous impression, Niu Xiaobai's performance appraisal system would only make employees unhappy.
It’s impossible to get more money if you get less money, because everyone can’t achieve 100%. I didn’t expect that in terms of output, we can actually break through 100%! In other words, we can get more money than before, which is really disappointing.
They were very excited.
However, after some discussion, the production foreman Zhang Tiancheng raised his own doubts: "Manager Niu, how is the standard output set? I think if the standard output is set too high, don't let the operators exceed 100%.
It may even be difficult for him to reach this standard output." His words were recognized by the production foremen and operator representatives present, and they all nodded in agreement.