Project Background

The cement industry is an important pillar industry of China's national economy, and it is also the largest producer and consumer of building materials in China.

Under the background of increasingly fierce market competition, if cement enterprises want to maintain their advantages and sustainable development, they must improve their management level and innovation ability, which is inseparable from the high-quality talent team. However, at present, there are many problems in the cement industry, such as lagging human resource management, serious brain drain and insufficient training investment, which affect the efficiency and efficiency of enterprises.

A cement group is one of the largest cement producers in southwest China, with a number of subsidiaries and branches, with an annual production capacity of more2000Tons. While the group has been expanding its size and market share in recent years, it has also faced challenges in human resource management. In order to improve the professional skills, work attitude and team cooperation ability of employees, the group decided to entrust Shangpu consulting to provide a set of customized human resource management training programs.

Customer pain points

The lack of effective communication and coordination mechanism between subsidiaries and branches within the group leads to problems such as waste of resources, low efficiency and frequent conflicts.

The group lacks a unified human resource management system and standards, and there are differences and irregularities in recruitment, training, assessment, and incentives among subsidiaries and branches, which affect employees' sense of fairness and belonging.

The group's investment in employee training is insufficient, and the training content is single, outdated, and lacks pertinence, which cannot meet the diversified needs and development potential of employees.

The mobility of the group's employees is relatively large, especially the middle and senior managers and technical backbones, resulting in a talent gap and knowledge loss.

Project Purpose

Help the group to establish a set of perfect human resource management system and standards, and realize the effective docking and coordination between the subsidiaries and branches within the group.

Help the group to formulate a set of scientific human resource planning and allocation scheme, optimize the talent structure and improve the efficiency of talent utilization.

Help the group to design a multi-level, multi-form and multi-content training course system, improve employees' professional skills, work attitude and team cooperation ability, and stimulate employees' innovative spirit and initiative.

Help the group to establish a reasonable staff assessment and incentive mechanism, improve staff performance and satisfaction, reduce staff turnover rate.

Research object

The senior management of the Group's headquarters, including the General Manager, Deputy General Manager, Director of Human Resources, etc., totaled10People.

Middle-level managers of the Group's subsidiaries and branches, including plant directors, deputy plant directors, department managers, etc., total.50People.

The front-line employees of each subsidiary and branch of the Group, including production, technology, quality, sales and other positions, total.200People.

Project Content

Through questionnaires, interviews, on-site observations, etc., collect and analyze the group's human resources status, problems and needs, and form a research report.

According to the results of the research report, formulate a set of perfect human resource management system and standards for the group, including organizational structure, division of responsibilities, post setting, talent reserve, etc., and provide corresponding implementation plan and instruction manual.

According to the group's human resource planning and allocation plan, design a multi-level, multi-form and multi-content training course system for the group, including basic training, professional training, management training, leadership training, etc., and provide corresponding training materials and methods.

According to the group's staff assessment and incentive mechanism, design a reasonable assessment index system and incentive system for the group, and provide the corresponding assessment tools and methods.

Training activities are carried out in the group headquarters and each subsidiary and branch factory, using classroom lectures, case studies, role-playing, group discussions, game interaction and other methods to improve training effectiveness and participation.

After the training activities, evaluate and feedback the training effect, collect and analyze the training data by means of questionnaire survey, test assessment and satisfaction survey, and form an evaluation report.

At the end of the project, summarize and evaluate the project process, collect and analyze the project data by means of project management software and customer satisfaction survey, and form a summary report.

Project Value

Through the implementation of this project, the group can establish a set of perfect human resource management system and standards, realize the effective docking and coordination between the subsidiaries and branches within the group, and improve the management efficiency and level.

Through the implementation of this project, the group can formulate a set of scientific human resource planning and allocation scheme, optimize the talent structure, improve the efficiency of talent utilization, and provide strong talent support for the development of the enterprise.

Through the implementation of this project, the group can design a multi-level, multi-form and multi-content training course system, improve the professional skills, work attitude and team cooperation ability of employees, stimulate the innovative spirit and initiative of employees, and create more value for the enterprise.

Through the implementation of this project, the group can establish a set of reasonable employee assessment and incentive mechanism, improve employee performance and satisfaction, reduce employee turnover rate, and retain outstanding talents for the enterprise.