Employees' symposium is one of the most important meetings of Han's Yueming Laser Group at the end of each year. It is not only an employee's proposal and acceptance of the company, but also the research and development of "Happy Yueming" by all Yueming people. Explore.
--Group Director and General Manager Zhuo Jinsong
Recently, the "Ninth Employee Voice Exchange Symposium" of Han's Yueming Laser Group was successfully held in the conference room on the fourth floor of Dongguan Songshan Lake Production Base. This symposium builds a bridge between employees and the leadership. It aims to better understand the voices of employees, to help employees solve practical problems in work and life, to promote employees' happiness, and to create a good working atmosphere. And corporate culture. Mr. Li Zhongqing, deputy chairman of the group company, Mr. Zhuo Jinsong, the group's executive director and general manager, and senior leaders from the group's subsidiaries and business units attended the symposium together with more than 20 from various subsidiaries (business units) An employee representative had a face-to-face conversation.
The symposium first reviewed and summarized the implementation of the proposals of the 8th Staff Voice Meeting. Among them, 74 proposals were collected in the last session, and the improvement completion rate was 89%. At the same time, due to the limitation of objective conditions or the feasibility of actual needs, the proposals that could not be implemented were also explained. President Zhuo expounded the significance of reviewing and summing up the last proposal. President Zhuo said that the suggestions and suggestions of employees played an irreplaceable role in the development of Han's Yueming Laser Group for 20 years. We must promptly address issues that are strongly reflected by employees. We must also communicate with employees in time for proposals that are immature or not accepted. Zhang Bang publicly stated that we must be accountable to employees and not allow employees' opinions to be mentioned in vain.
At the end of the review, employee representatives from different departments took turns to speak on the collected department proposals. The atmosphere of the meeting was cheerful and active. Every employee representative spoke freely and bluntly, from the company system and business development to process optimization, Improve quality and efficiency, and talk about the problems and suggestions encountered at work in combination with their own positions; and put forward their own demands on employees' daily life issues such as dining, accommodation, and office environment.
Mr. Zhuo listened carefully to the speeches of each employee's representative, recorded them carefully, and paid full attention to the demands and suggestions reflected by the employees. At the meeting, Mr. Zhuo worked on-site and responded to the demands reflected by the employee representatives. There was no sound official words. Only the truth can be resolved immediately based on the truthful accountability to the employees. Mr. Zhuo instructed the relevant departments to implement immediately. The problems will be studied and discussed after the meeting, and solutions will be given as soon as possible. For requests that cannot be adopted, they will communicate and explain with the staff representatives realistically, and gain the understanding and support of the staff representatives.
The atmosphere of the entire symposium was warm, and the meeting proceeded smoothly in an atmosphere of trust, equality and harmony. The speeches of the employees 'representatives were heartfelt, and they aroused resonance. Mr. Zhuo's sincere words, answers to questions, and responsiveness greeted the applause of the employees' representatives, bringing the atmosphere to the peak again and again. The closer the employees and the company are, the closer the conversation, the wider the conversation box, the originally three hours of the symposium, unconsciously spent more than four hours in a pleasant atmosphere.
At the end of the meeting, General Manager Zhuo Jinsong made a concluding speech for the symposium. Mr. Zhuo said that the opinions of staff representatives were precious, timely and inspirational. Compared with the previous session, this symposium, the employee representatives have changed from "talking about difficulties" to "talking about development" and "talking about improvement", and are able to gradually consider the optimization of work processes and understand the company from the perspective of operators. The good intentions behind the system. Mr. Zhuo emphasized that Han's Yueming Laser Group attaches great importance to the voices of front-line employees. Whether at work or in life, all Yueming people are welcome to express their opinions and confusions, and actively provide feedback and suggestions to make the company and employees Work together for the same goal, continuously adjust and improve, and work hard to build a better tomorrow for Han's Yueming Laser Group.
The symposium in the morning was successfully concluded. After the meeting, Mr. Zhuo and several company leaders accompanied the employee representatives to have lunch, talk about their homework, and watch a movie after a pleasant meal. The home-cooked dishes with rich colors and flavors make the employees 'representatives eat with great interest; the exciting films make the employees' representatives even more interested.
Employees are the company's most precious wealth. Han's Yueming Laser Group will always adhere to the people-oriented principle and actively build a harmonious and happy company. The symposium on employee voice exchanges has achieved better results than expected, not only enabling everyone to have a deeper understanding of the company's affection for employees, shortening the heart-to-heart distance between the company and employees, but also allowing employees to Having the opportunity to participate in the management decision-making of the company has increased the employee's sense of participation, belonging, and persuasiveness of the company's decision-making, which has further improved the employee's satisfaction and happiness.