Promote the continuous improvement of management level.

Agricultural Bank of China * * Provincial Branch Trade Union *

* * Provincial Branch of Agricultural Bank of China is located in the middle of * *, with 12 branches, 124 outlets and 2,250 employees. By the end of 2003, various deposits reached 2,654.38 billion yuan and various loans reached 6,543.804 billion yuan. In recent years, in accordance with the overall arrangement of corporate culture construction of provincial branches and the relevant requirements of "Several Opinions on Strengthening Corporate Culture Construction", the Bank has adhered to corporate culture construction as the strategic goal of recreating competitive advantage, strived to cultivate advanced culture and vigorously promoted people-oriented management. After several years of efforts, at present, the framework of corporate culture in China has been initially established, the atmosphere of corporate culture has gradually formed, and the functions of corporate culture have begun to appear.

First, the situation requires culture to win.

Our bank was once the hardest hit by illegal operation in the early 1990s. The proportion of non-performing loans is as high as 39.8%, the borrowed funds exceed 2 billion yuan, and the maximum annual loss exceeds 1 100 million yuan. Under the correct leadership of the superior bank, through the efforts of the whole bank for several years, the company turned losses into profits in 2000 and gradually got out of the business dilemma. At the same time, there are also some problems in the development: first, the problem of convergence. Although banks have turned losses into profits, the balance of non-performing loans is large, and the historical burden to be digested is heavy. Some cadres and employees are worried and pessimistic about the development of ABC and their own future, and lack loyalty and identity to ABC. The second is competitiveness. With the expansion of competitors, customers pay more attention to the strength, reputation and image of banks. Compared with other commercial banks, there are still obvious gaps in financial strength, asset quality, scientific and technological level and operating mechanism. The third is productivity. How can I further emancipate the productive forces and achieve higher-level, larger-scale and better-quality effective development after I get out of the business dilemma? Where is the driving force of sustainable development?

If the above problems cannot be effectively solved as soon as possible, the Bank of China will not be able to make new breakthroughs in the new century. Therefore, the Party Committee of the Bank recognizes that corporate culture is a humanistic culture and management culture with people as the center, cultural orientation as the means, business management activities as the carrier, and the purpose of stimulating employees' enthusiasm, initiative and creativity and improving business efficiency. It is the soul of an enterprise, the driving force for sustainable development, and the most effective way to solve the current problems. However, the bank's understanding of the role of corporate culture is not uniform. Some middle-level cadres and branch presidents even think that commercial banks regard numbers as heroes and are skeptical about the role of corporate culture. In their work, corporate culture is often superficial and entertaining. In order to correct this phenomenon, we have mobilized the whole bank to create an atmosphere in various ways and forms. For example, we held a seminar on corporate culture in the whole city. All the members of the municipal branch and the presidents of each branch attended the meeting and received more than 50 articles.

Invited experts from China Corporate Culture Research Association to give lectures on corporate culture, and nearly 1,000 people received enlightenment learning on corporate culture construction;

Discuss ideas about information management web pages and internal information, etc.

Through large-scale study, investigation, research and discussion, the whole bank has formed several understandings on strengthening the construction of corporate culture: First, corporate culture is one of the important contents of practicing "Theory of Three Represents" and an important part of advanced socialist culture. Secondly, corporate culture is a people-oriented culture. Through the construction of corporate culture, we can create a good cultural atmosphere of ABC, form a consistent value orientation, enable employees to assimilate their personal goals into corporate goals, and continuously enhance the cohesion of the team. Third, the competition of modern enterprises is the competition of people and cultural power. Cultivating the corporate culture that highlights the characteristics of ABC and establishing a good image of ABC can build the core competitiveness of municipal branches. Fourth, enterprise management has developed from experience management and scientific management to a higher level of cultural management. With the support of a strong advanced corporate culture, the whole bank can persevere, forge ahead and innovate constantly, resulting in great innovation vitality.

Second, careful organization and steady progress.

Since the first half of 2002, the Bank has strengthened the construction of corporate culture and conducted fruitful exploration, mainly doing the following work:

1. Establish an organization and strengthen leadership. After the formation of corporate culture, people will consciously abide by the rules of conduct on the basis of entrepreneurship and the same value orientation. However, in the initial stage of corporate culture construction, it needs to be vigorously promoted. To this end, the Bank has set up a leading group for corporate culture construction headed by the president and a corporate culture office composed of personnel from Party offices, trade unions, personnel departments and other departments, and various branches have also set up corresponding organizations, which have provided organizational guarantee for the smooth development of corporate culture construction in the city. Corporate culture is also the culture of leaders. Therefore, we take corporate culture construction as the "number one project" to implement. After the mid-year work meeting, hold a report meeting on corporate culture construction. All the team members of the Municipal Branch specially listened to the report of the President of 12 Branch on the construction of corporate culture, and the President of the Municipal Branch made a special speech, which was distributed in the form of a document after the meeting. After the president meeting in the third quarter, we held a concept discussion report meeting, and the president of 12 branch and the heads of 17 departments and directly affiliated units took the stage to report the concept discussion. At the same time, we will include corporate culture construction as a major event of the whole bank in the important report of the President. At the working meeting in early 2003, the theme of the president's report was "cultivating advanced culture, developing characteristic markets and recreating the competitive advantage of ABC". At the quarterly work meeting, corporate culture construction is listed as the key work.

2. Make plans and make steady progress. In order to effectively promote the construction of corporate culture, our department carefully investigated and studied, listened to opinions from all sides, formulated the implementation plan of corporate culture construction of * * city branch in 2003-2005, and defined the guiding ideology, objectives, principles, main measures and ideas of corporate culture construction. In order to ensure the steady progress of corporate culture construction, the implementation plan of corporate culture construction of * * city branch in 2003 was issued in time, and the specific work of corporate culture construction in 2003 was arranged. The corporate culture framework of the Bank is divided into three parts: image culture, system culture and concept culture. In our work, we promote it in an all-round way, but highlight the key points of conceptual culture. In terms of image and culture construction, in accordance with the requirements of VI Manual of the Head Office, we will strengthen the unification of lintel identification and improve the standard service level. In terms of institutional culture construction, we should conscientiously carry out publicity activities on rules and regulations, implement the responsibility system of "three lines of defense", improve the system of workers' congresses, promote the openness of government affairs, fully introduce the ISO9000 quality management system, and promote the management to be procedural, standardized and scientific. Ideas determine ideas, and ideas determine the way out. We attach importance to the "concept guide", and based on the design scheme of the head office's concept system, we have drawn up a discussion draft of the concept system of the city branch. The whole concept system is divided into two parts: basic value concept and single value concept. The concept designed by the Head Office is the basic value concept, and the management concept, quality concept, talent concept, competition concept and scientific and technological concept determined by the local cultural environment and the bank are the single value concept. The discussion draft is issued in the form of documents. Branches have studied and discussed in different forms, such as president's office meeting, executive meeting and workers' congress. , and actually held a study and discussion on the contact positions of departments and business institutions, and held a report meeting attended by branch presidents and municipal branch directors, which made the concept system more complete and the cultural connotation more abundant, and further formed a * * * knowledge among leaders.

3, strengthen the assessment, the typical way. In order to promote the solid development of corporate culture construction in grass-roots banks, the Bank issued the assessment method of corporate culture construction and formulated the quantitative assessment scale of corporate culture. The assessment content is divided into four parts: organizational construction, concept culture, system culture and image culture, with a total of 23 indicators, and the grassroots banks are quantitatively assessed in the form of a percentage system. The assessment is conducted by listening to reports, consulting materials, checking records, unannounced visits to outlets, and employee discussions, and is divided into the middle and the end of the year. The mid-year assessment results account for 30% of the total scores and 70% at the end of the year. There are several first prizes, second prizes and third prizes for advanced units in corporate culture construction, and the salary is arranged to be 654.38+10,000 yuan. Through the examination, the corporate culture construction of grass-roots banks has been promoted, and a number of advanced units for corporate culture construction have emerged. For example, Dongyang Sub-branch actively shapes concept culture, product culture and service culture by establishing learning banks and holding various financial lectures, and its competitiveness is greatly improved. The deposit market share reached 30.87%, ranking first among local financial institutions and accounting for 43.8 1% among the four major state-owned commercial banks. In 2003, the increment of deposits and the total profit all entered the whole country.

Third, actively explore and achieve initial results.

Through more than one year's active exploration, the corporate culture construction framework of the bank has been initially established, the corporate culture atmosphere has basically taken shape, the corporate culture function has begun to appear, and the corporate culture construction has achieved initial results.

1, which promoted the change of ideas. First of all, we have improved our understanding of corporate culture. Through more than a year's work, leaders at all levels have a deeper understanding of the importance of strengthening corporate culture construction, and have begun to realize that "small enterprises rely on power and large enterprises rely on culture", "enterprises are trees and culture is the root" and "corporate culture is the soul of enterprises and the driving force for sustainable development". The second is to gradually establish advanced concepts. Through the promotion of various measures, the employees of the whole bank have gradually established the development concept of "big development is difficult, small development is difficult, and no development is the most difficult", the success concept of "there is a way to success", the work concept of "making progress a little every day", the quality concept of "quality is life", the safety concept of "safety is benefit" and the scientific and technological concept of "scientific and technological support and being one step ahead". Third, the team cohesion has been further enhanced. The functions of corporate culture, such as guidance, restraint, cohesion, encouragement, integration and radiation, began to exert a subtle influence on employees, and gradually formed a positive attitude, faced up to difficulties, pursued success with confidence, and enhanced the cohesion and centripetal force of employees.

2. Promoted the improvement of service. With the service concept of "service exceeds demand" and the business purpose of "creating value with customers" deeply rooted in people's hearts, the service culture is gradually internalized into the psychological needs of employees, and employees integrate active service, caring service, innovative service and family service to continuously improve service quality. Through the deepening of standardized service, each branch has implemented the marketing methods of quarterly service star evaluation system, morning meeting system, quarterly business competition system, "zero complaint" quality service and "membership system and club system". Employees take advantage of knowledge, business and information to actively provide customers with on-site services, consulting services and financial services, effectively improving service quality, service efficiency and service level.

3. Promoted business development. First of all, leaders at all levels attach importance to the study of banking knowledge and management theory, become organizers and leaders of learning, broaden their horizons, increase their talents and improve their management level. Second, in terms of corporate culture construction, in accordance with the principle of "advanced, applicable, systematic and serious", we strengthened system construction, newly introduced 10 management systems, carried out ISO9000 implementation, carried out case study, carried out rules and regulations publicity, and carried out system implementation inspection and rectification throughout the bank. These measures have improved the level of internal management. Third, the cultural strength cultivated by corporate culture construction, attaching importance to people-oriented management, has stimulated the enthusiasm, initiative and creativity of employees. The above measures are ultimately embodied in ensuring and promoting business development. At the end of 2003, the balance of various deposits of the Bank exceeded 20 billion yuan, an increase of 3.9 billion yuan in that year, ranking 18 among the secondary branches of the Agricultural Bank of China.

Fourth, feel the practice and experience deeply.

In the practice of enterprise culture construction, we deeply realize that:

1, leadership attention is the key. "Corporate culture is the culture of leaders", and leaders are advocates, organizers and promoters of people-oriented management and people-oriented culture. To promote corporate culture, leaders must first become cultural leaders. The key to the smooth progress of our corporate culture construction is the attention of leaders. For example, the president is the leader of the corporate culture leading group, who conducts special assessment and rewards on corporate culture and arranges corporate culture as the main work.

2. Full participation is the foundation. Employees are the participants, implementers and carriers of corporate culture, and they are also the enrichment and development of corporate culture. Only by mobilizing all employees to participate actively can we better implement all the contents of corporate culture and truly embody people-oriented management. The Bank attaches great importance to employees' participation in corporate culture construction, actively guides employees to participate in corporate culture activities, and promotes the increasingly strong atmosphere of corporate culture construction.

3. A sound organization is the guarantee. Corporate culture construction is not only a top-level project, but also a bank-wide project. In order to ensure the solid development of corporate culture, it is necessary to have a perfect organizational system as a guarantee, otherwise corporate culture construction will easily become a mere formality, lacking durability and inertia. At the beginning of corporate culture construction, the bank set up a corporate culture leading group, with the president as the team leader, the vice president as the deputy team leader and the heads of various departments and offices as members. At the same time, it has a corporate culture office under its jurisdiction, which is clearly sponsored by the Party Office and co-organized by the trade union. At the same time, all branches have set up corresponding organizations as required to ensure the orderly development of corporate culture.

4. Conceptual guidance is the core. If image culture, system culture and concept culture are regarded as a concentric circle, then concept culture is the inner layer and the core and soul of enterprise culture. Successful enterprises also attach great importance to "concept guidance". The current environment is changing, customers are changing, and opponents are changing, which requires us to change our thinking and concepts in time.

5. Promoting development is the goal. According to Scientific Outlook on Development put forward by the Third Plenary Session of the 16th CPC Central Committee, development includes both economic development and all-round development of people. The foothold of corporate culture construction is to promote the development of various businesses and employees of ABC. Therefore, the construction of corporate culture can't just stay on the slogan, nor is it a "work for the occasion", but it should be firmly grasped, linked with people-oriented management, linked with the improvement of employees' quality, and linked with the development of various businesses, so as to truly form and play the role of corporate culture and further promote the construction of corporate culture.

The construction of enterprise culture is a systematic project, which cannot be accomplished overnight. Although the Bank has carried out some work in the process of corporate culture construction and achieved certain results, it is still in the initial and exploratory stage, and it is still insufficient in transforming cultural power into productive forces, combining corporate culture with party building and spiritual civilization construction, and cooperating with various departments and corporate culture offices, which needs further deepening. At the same time, ABC must have a unified and standardized value concept system, and earnestly hope that the head office can be established as soon as possible, which is conducive to the promotion of our concept culture. ■

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