Project background:

Recycled rubber refers to the waste vulcanized rubber and vulcanized products scrap, through crushing, processing, mechanical treatment and other physical and chemical processes, so that it from the elastic state into a plastic and viscous, re-vulcanized rubber material. With the improvement of rubber performance, the recycling of rubber products after scrapping is becoming more and more difficult, such as the complex composition of waste tires, containing a variety of rubber and heavy metals, recycling is more difficult. At present, most industrial rubber products are difficult to decompose in a short time and harmlessly under natural conditions. At the same time, with the continuous growth of China's industrial demand, the gap between supply and demand of domestic synthetic rubber is expanding, and a large number of rubber imports from overseas are required every year. The waste rubber is rich in ingredients and has high recycling value, so it is an important renewable resource.

Recycled rubber manufacturing refers to the waste and waste rubber products in the production of rubber products after crushing, through chemical and physical processing, to remove the elasticity of vulcanized rubber and restore its plasticity and viscosity, so as to regain the ability to mix and vulcanize with raw rubber, in order to re-apply to the rubber industry of a rubber raw material. In 2022, the market size of China's recycled rubber manufacturing industry reached 120 billion billion yuan, up 10.3 year on year.

Shangpu Consulting Company is a company focusing on providing management consulting services for enterprises, with many years of industry experience and professional team. Shangpu Consulting is committed to helping customers improve their ability in talent training, performance management, organizational change, etc., to achieve corporate strategic goals and sustainable development.

Customer pain points:

A recycled rubber manufacturing enterprise is a well-known domestic enterprise with a history of 30 years, mainly engaged in the recycling of waste tires and the production and sales of recycled rubber. The company has a high market share and brand influence in the industry, but in recent years it has faced the following challenges:

-Increasing competition in the industry, new entrants continue to emerge, product homogeneity is serious, and price wars frequently break out;

-The tightening of environmental protection policies requires enterprises to improve the level of cleaner production, reduce energy consumption and emissions, and increase production costs and risks;

-Lack of motivation for technological innovation, single product structure, unable to meet the diversified needs of the market;

-High brain drain rate, uneven quality of staff, imperfect training system, difficult to cultivate and retain high-quality personnel.

Project purpose:

In January 2023, in order to help the company meet the above challenges, Shangpu Consulting was commissioned by it to carry out a six-month talent training and performance improvement project. The main objectives of the project are:

-Through the comprehensive diagnosis of the existing human resources situation, training needs, performance management and other aspects of the enterprise, to develop a talent training and performance improvement plan in line with the strategic objectives and development stages of the enterprise;

-Through the design and implementation of training courses for different levels, positions and fields, improve the quality of employees' professional skills, management ability and innovation consciousness, and build an efficient, collaborative and innovative team;

-By establishing and improving the performance management system, establishing performance indicators and assessment mechanisms consistent with the strategic objectives of the enterprise, encouraging employees to actively participate and contribute, and improving employee satisfaction and loyalty;

-By tracking and evaluating the effect of project implementation, collecting and researching feedback data, timely adjusting and optimizing the plan to ensure the achievement of project objectives.

Research object:

In order to ensure the quality and effectiveness of the project, Champ Consulting conducted extensive and in-depth research work before the start of the project. Research objects include:

-Senior managers of the enterprise: including general manager, deputy general manager, director of various departments, etc., a total of 15 people. Mainly understand the strategic objectives, development planning, core values, etc. of the enterprise, as well as the expectations and requirements for personnel training and performance improvement;

-Enterprise middle managers: including department managers, supervisors, etc., a total of 50 people. Mainly understand the functional positioning, workflow, team building, etc. of each department, as well as the management methods, incentive measures, training needs, etc. of employees;

-Grassroots employees of the enterprise: including front-line employees in various positions, totaling 200. Mainly understand the employee's job responsibilities, work content, work pressure, etc., as well as their own career planning, training needs, performance evaluation, etc.

Project Content:

According to the research results and research report, Shangpu Consulting Company has customized the following talent training and performance improvement programs for the enterprise:

-Establish an enterprise training system: according to the enterprise strategic objectives and talent development plan, establish an enterprise training system based on the ability model, clarify the training objectives, contents, methods and cycles of different levels, positions and fields, and establish the corresponding training management platform and assessment mechanism;

-Design and implement training courses: According to the training needs of different objects, design and implement training courses suitable for their characteristics and levels. Specifically include:

-Senior management training: the main content is strategic thinking, leadership, change management, etc., using case research, role play and other methods, once a month, 2 days each time;

Training for middle managers: the main contents are team management, communication and cooperation, innovative thinking, etc., using group discussions, simulation exercises and other methods, once a quarter, 3 days each time;

Grass-roots staff training: the main content is professional skills, safety production, quality management, etc., using teaching, demonstration, practice and other methods, once a month, 1 day each time;

Establish an enterprise performance management system: according to the strategic objectives and personnel training plan of the enterprise, establish an enterprise performance management system with target management as the core, clarify the performance indicators and weights of different levels, positions and fields, and establish the corresponding assessment process and reward and punishment mechanism;

Implement performance appraisal and feedback: according to the performance management system, regularly conduct performance appraisal for employees at all levels, positions and fields, adopt a combination of quantitative and qualitative methods, evaluate employees' work results and work behaviors, and give timely feedback and suggestions;

Tracking and evaluating project effectiveness: According to project objectives and programs, develop project effectiveness tracking and evaluation programs, including project progress tracking, project satisfaction surveys, project results evaluation, etc., and regularly report project implementation and improvement recommendations to the enterprise.

Project Value:

The implementation of the project has brought the following values to the enterprise:

Improve the quality of the staff's professional skills, management ability and innovation consciousness, and enhance the staff's working ability and enthusiasm;

Established an efficient, collaborative and innovative team to improve the cohesion and execution of the team;

Established a performance management system that is consistent with the company's strategic goals, motivates employees to actively participate and contribute, and improves employee satisfaction and loyalty;

It provides targeted talent training and performance improvement programs for enterprises to help enterprises improve their human resource management level and competitive advantage;

It has brought significant economic and social benefits to the enterprise, and increased the market share and brand influence of the enterprise.