In order to ensure that things or work are carried out in an orderly and effective manner, it is often necessary to formulate a thorough plan in advance, which is a type of planning document. How should the plan be formulated? The following are 3 annual training plans that I have compiled for you. You are welcome to share them. Annual Training Plan Part 1

In order to improve the quality of employees and managers, improve the company's management level, and ensure the company's sustainable development; effective training must be carried out, and the basis for good training is to have feasible A complete and practical training plan, the training work plan for 20xx is now as follows:

1. The overall goal of training

1. Strengthen the training of company executives and improve the management of operators concepts, broaden ideas, and enhance decision-making capabilities, strategic development capabilities, and modern operation and management capabilities.

2. Strengthen the training of the company's middle managers, improve the overall quality of managers, improve the knowledge structure, and enhance comprehensive management capabilities, innovation capabilities and execution capabilities.

3. Strengthen the training of the company’s professional and technical personnel, improve the technical theoretical level and professional skills, and enhance the capabilities of scientific research and development, technological innovation, and technological transformation.

4. Strengthen the training of the company’s operators, continuously improve their business level and operational skills, and enhance their ability to strictly perform their job responsibilities.

2. Principles and requirements

1. Adhere to the principle of teaching according to needs and striving for practical results. According to the needs of the company's development and the diverse training needs of employees, we carry out training with rich content and flexible formats at different levels and categories to enhance the pertinence and effectiveness of education and training and ensure the quality of training.

2. Adhere to the principle of giving priority to independent training and supplementing by outsourced training, and organize employees to use weekends and holidays to teach intensively.

3. Adhere to the three implementation principles of training personnel, training content, and training time. In 20xx, the cumulative time for business training for middle-level cadres and professional and technical personnel shall be no less than 20 days; the cumulative time for operational skills training for general employees shall be no less than 30 days.

3. Training content and methods

1. Organize various departments to conduct centralized teaching and training, and then conduct examinations and evaluations based on the actual training situation through paper-based assessment or on-site questioning. (Attached is the training course schedule)

2. Organize professional and technical personnel to study in advanced enterprises in the same industry, learn from advanced experience, broaden their horizons, and strengthen strict management of outbound training personnel. Written materials must be written after the training Report to the training center, and if necessary, learn and promote some new knowledge within the company.

3. Factory training for new employees. In 20xx, we will continue to strengthen the company's corporate culture training, laws and regulations, labor discipline, safety production, team spirit, and quality awareness training for newly recruited employees. Each training year shall not be less than 8 hours; through the implementation of master-apprentice training, new employees will be trained in professional skills. The probationary period will be combined with performance assessment to evaluate the results. Those who fail the assessment will be dismissed, and those who excel in the assessment will be given certain commendations and rewards.

4. On-the-job employee training. It is necessary to continue to provide in-service personnel with training in corporate culture, laws and regulations, labor discipline, production safety, team spirit, company image, etc., with no less than 8 hours of training for each item. At the same time, as the company's production products increase, professional and technical training must be carried out in a timely manner, and the training time shall not be less than 10 days.

4. Measures and Requirements

(1) Leaders should attach great importance to it, and all departments should actively participate in cooperation, formulate practical and effective training implementation plans, and implement a combination of guidance and directives. In this way, we insist on developing the overall quality of employees, establish a long-term concept and a big-picture concept, and actively build a "big training pattern" to ensure that the training plan opening rate reaches more than 90%, and the full training rate reaches more than 95%.

(2) Principles and forms of training. Training is organized in accordance with the hierarchical management and hierarchical training principles of "who manages people and trains them". All departments must work closely with the training center to provide rotational training for new employees and current employees.

In terms of training form, it is necessary to combine the actual situation of the enterprise, adapt measures to local conditions and teach students in accordance with their aptitude, combine external training with internal training, combine indoor training with on-site training, select the best method and form, and organize training.

Today, with the great development of enterprise reform and development, we are faced with the opportunities and challenges presented by the new era. Only by maintaining the vitality and vitality of employee education and training can we create a team of highly capable, technically sophisticated, and professional employees for the enterprise. A high-quality workforce that adapts to the development of the market economy allows them to better utilize their talents and make greater contributions to the development of the enterprise and the progress of society.

According to the company's 20xx annual work plan and business priorities, in order to improve the planning and pertinence of the training work and make the training work better support the company's development and employee ability improvement, the 20xx annual company training work plan is specially formulated , determine the goals and priorities and work arrangements of the company's training work in 20xx.

1. Training work objectives

1. Overall requirements: According to the 20xx annual company work plan, the focus of this year’s training work is around: continuing to do a good job in the three talent teams (technical marketing team, technical (R&D team, skilled manufacturing team)), focus on carrying out and improving the effectiveness of training work through hierarchical classification, and enhance the company's internal core competitiveness; regularly carry out quality awareness promotion for all employees and quality inspection staff business Skills training ensures the quality of the company's products; optimizes the training of new employees and ensures a good entrance to the company's core talent team; further publicizes and implements corporate cultural concepts and truly brings out the good effects of corporate culture.

3. Assessment standards:

2. Focus on company-level training in 20xx

(1) Adhere to the training of the "three talents" team and strive to improve Personnel quality

1. Establish a "Company Technology Forum" and implement it by carrying out expert lectures in the control valve industry and internal company technical exchange meetings.

(1) Based on actual training needs, invite industry experts inside and outside the company to conduct control valve technology lectures, and gradually improve the company’s talent team’s mastery and application of valve casting technology, material technology, heat treatment and surface treatment technology ; Introducing control valve industry application lectures to allow the technical marketing team to better understand the technical requirements for selection of control valves in different industries, improve selection efficiency and accuracy, and improve the level of external technical exchanges.

(2) Continue to carry out internal technical exchange meetings within the company. By guiding relevant personnel to analyze and discuss detailed issues in the product development, manufacturing, and after-sales service processes, we can identify specific solutions and improvement measures to improve the company's product development, product production, and after-sales service levels; regularly organize project managers and Relevant personnel conduct project implementation summary exchange meetings to summarize project experience and lessons, evaluate the project team, and improve project management capabilities.

2. Focus on the construction of the talent team of the manufacturing center, and strengthen the training and training of multiple types of technical workers in the workshop through measures such as the "multi-skilled worker reward mechanism", "single-point course training projects", and "mentoring and mentoring" Cultivate and improve employees' sense of identity and dedication, and create a sophisticated and outstanding production backbone team.

3. Establish an online Q&A system to provide a platform for real-time communication between internal experts and technical personnel, as well as members of various technical departments, to discuss problems in a timely manner and improve the timeliness of problem solving; at the same time, it promotes internal Sharing and learning of technology to enhance the company's technical cohesion.

4. Through the creation of a "learning organization", employees are trained in business capabilities to achieve multiple abilities in one specialty and multiple abilities in one position, thereby improving the efficiency of human resource utilization.

(2) Establish a correct concept of quality and improve the quality awareness of all employees

1. Based on the production situation of our company's products, organize relevant personnel to conduct quality management training and study to improve technical level and operation skills and enhance the quality awareness of production front-line employees.

2. Invite external experts to conduct lectures on the establishment and operation of the regulating valve quality control system. By learning the quality management experience of well-known regulating valve companies, we will improve our company's quality management system and effectively reflect the requirements in the system. In actual quality management and technical operations.

3. Organize relevant department personnel to carry out publicity and implementation of the product quality control process of sub-suppliers, and require everyone to strictly follow the process standards to strengthen the management of suppliers, thereby ensuring the company's product quality and reducing the costs of both parties. cost.

4. Regularly carry out "quality improvement" activities. Led by the Quality Management Department, we collect quality issues related to product research and development, product technology, product selection, production, processing and assembly, and product after-sales, and collect prizes from all employees to promote quality technology improvement methods and identify countermeasures.

(3) Strengthen production planning and scheduling management, and improve the company’s refined management capabilities

1. Let supply chain personnel understand the concept and operation of production scheduling by conducting training courses related to plan management model, master the effective methods of production planning and material control, clarify the importance of supply chain management, and master the principles of material demand planning, production implementation and problems to be solved.

2. Focusing on the existing difficulties in our company’s production plan, introduce the company’s production planning and scheduling management consulting services, and invite experts to on-site guidance to improve the company’s ability to adapt to market demand, reduce inventory and compress costs. Improve enterprises' ability to respond quickly and adapt to the market.

(4) Optimize the training of new employees and accelerate the integration of new employees into Central Control

1. Continue to implement the mentorship training model, organize internal exchanges and sharing among mentors, and strengthen mentoring process tracking and feedback Management work to help new employees quickly improve their job capabilities and adapt to job requirements.

2. Strictly implement the probation period elimination mechanism, improve the quality of training of new employees, and ensure a good entrance for the company's core talent team building.

(5) Strengthen corporate culture training and shape core values ??

1. According to the development stage of the company, focus on SUPCON's "Dare to be the first, pursue excellence, be honest and pragmatic, and be diligent" Through the promotion of corporate culture and the development of cultural activities, the corporate spirit of "being responsible" allows everyone to recognize its connotation and internalize it into their own values. They can use this value to reflect and guide their own behavior and apply it in actual work.

2. The company takes the lead in enhancing professionalism by advocating the three staff teams of department managers, party members and advanced employees, and further strengthens the sense of responsibility and quality awareness. To be strict with the company first, be strict with the department, and be strict with the department first, and be strict with yourself. His exemplary actions lead employees to strictly implement various rules and regulations, and use the power of personality to inspire all employees to work together for the development of the company.

3. Pay attention to the edification of professional ethics among employees, and use formal and informal communication channels such as regular department meetings, work exchanges, and employee heart-to-heart talks to instill and educate employees on professional ethics to continuously enhance employees’ quality awareness. , cost awareness, help employees establish correct values ????and work attitudes, and improve work efficiency.

3. Department-level training work requirements

1. Standardize the process and strictly implement it. For training organized by departments, strict organizational work standards are required, training objects and needs are clear, courseware materials are complete, sign-in records are standardized, training effect evaluation is implemented after training and relevant materials are archived for future reference.

2. Work-based learning and study-based work. Advocate department managers to take the lead in creating a "learning organization" by carrying out various forms of learning activities and innovating learning methods, such as reading, answering questions, communicating, simulation exercises, etc., to ensure that each person has no less than 3 hours of training time per month, Integrate study and work, and improve everyone's abilities and qualities through continuous learning.

3. Review and approve, standardize operations. The training plans of each center (department) are organized and formulated by each center (department) and reported to the General Management Department for filing. Before implementation of overseas assignment training, it must be reviewed and approved first and then trained in accordance with the "Implementation Rules for Employee Overseas Training".

In order to implement a series of instructions and requirements from superiors on education and training, solidly promote the capacity building of the industrial and commercial team, further improve the overall quality, professional level and business skills of the team, and better protect Wuzhong industrial and commercial administration. Development, the arrangements for the education and training of cadres and workers in 20xx are now as follows:

1. Guiding ideology and goals

It is necessary to follow the spirit of the 18th National Congress and the "Twelfth Five-Year Talent Plan" of the industrial and commercial department As a guide, we will thoroughly implement the Scientific Outlook on Development, focus on the spirit of the provincial and municipal industrial and commercial bureau work conferences and the overall requirements for cadre education and training in 20xx, with strengthening cadre capacity building as the core, and adhere to the principle of "classified training, classified management, and hierarchical responsibility" , promote the scientific, institutionalization and standardization of cadre education and training, further improve the quality and effect of cadre education and training, continuously improve the overall quality of the cadre team, and provide a comprehensive basis for fully fulfilling the industrial and commercial administrative functions and ensuring the sustained, stable and healthy development of the district's industrial and commercial administrative undertakings. Strong political and ideological guarantee and talent guarantee.

2. Training tasks and content

(1) Strengthen the training of cadres’ theoretical knowledge and cultural literacy (responsible departments: Office, Humanities and Education Department)

It is necessary to follow Deng Xiaoping’s Theory, the important thought of "Three Represents" and the Scientific Outlook on Development as guidance, and thoroughly study the party's line, principles and policies. Through group study, writing experience, and conducting essay collection, we organized cadres and workers to study in depth the "Constitution of the Communist Party of China", the spirit of the 18th National Congress of the Communist Party of China, party spirit cultivation, professional ethics cultivation, etc., so as to promote the cadres and workers of the entire system to be more loyal to the Party. Responsible, correct concepts, and establish a good image.

(2) Strengthen education and training on party style and clean government (responsible department: Supervision Office)

Continue to carry out education on ideals and beliefs, clean governance, and behavioral norms to comprehensively enhance the style and effectiveness of the majority of cadres In the construction and prevention of corruption risks, we should highlight the daily education and regular management of cadres. In the training of cadres, we should use the form of integrity warning education, case reports and comments, etc. to sound the alarm for dereliction of duty, violations of laws and disciplines, strengthen the awareness of integrity and self-discipline, and create a diligent and diligent government. Clean government atmosphere. Through persistent anti-corruption education and warning education, we will continue to enhance the party spirit, purpose and self-discipline of the cadres, and build a strong ideological and moral defense against corruption and degeneration.

(3) Strengthen skills training for business positions (responsible departments: all relevant departments)

Office: Using organizations such as the Business Association and the Youth Federation as platforms, strengthen cadres’ writing of information, news and Ability to research articles and better summarize and refine work. Carry out training on handling complaints and complaints to help cadres improve their ability and sense of responsibility in handling complaints and complaints, improve the quality of complaints and complaints, and avoid accountability risks.

Legal line: Focus on the study and training of laws and regulations, business knowledge, and business skills that are suitable for industrial and commercial work, with a focus on improving administrative capabilities according to law, and strengthen the supervision of newly introduced and newly revised industrial and commercial administration Training on new functions and tasks of management laws and regulations and industrial and commercial administration. Organize special business training and quarterly law-study activities to continuously improve the ability of cadres to perform their duties in accordance with the law.

Registration line: According to the new requirements of registration business specifications, strengthen knowledge training on registration regulations, service systems, etc., further improve registration skills, and enhance the ability of cadres to standardize operations and service development.

Supervision line: Carry out business training in annual inspection, economic household registration management, foreign investment supervision, outdoor advertising regulations, etc., organize cadres to learn trademark laws and regulations, so that cadres can use professional knowledge to guide enterprises to design and use trademarks Trademarks, strengthen cadres’ guidance on the healthy and orderly development of the advertising industry.

Economic inspection line: Carry out training on anti-unfair competition law, law enforcement and case-handling skills, and carry out various forms of training activities such as case-based training and simulated case handling to improve law enforcement personnel's proficiency in case-handling procedures and law enforcement Skills and the ability to standardize the production of various case materials.

Market Contract Line: Carry out training around the two major work priorities of food safety supervision and network supervision, improve the level of market food safety management, and explore effective models for supervision in new areas. Conduct training on contract-related laws and regulations, and increase contract administrative guidance.

Consumer protection and rights protection line: Carry out training on commodity and food sampling inspection procedures, analyze difficult issues in food safety supervision, and further improve consumer rights protection capabilities. Carry out training on the handling of complaints and reports, and continuously improve the level of team building. Carry out knowledge training on the newly introduced three guarantees for automobile consumption and remote electronic rights protection business to help cadres and employees adapt to the requirements of the new situation.

Financial line: Carry out accounting business training for grassroots branches and continuing education and training for accounting personnel.

3. Organizational management and requirements

1. Cadre education and training is a major task to strengthen the construction of the cadre team. It is necessary to fully understand the importance and necessity of education and training. Effectively strengthen organizational leadership and clarify the division of responsibilities. It is necessary to follow the management pattern of unified planning and division of labor for implementation. As the leading department for cadre education and training, the human resources and education department must carefully organize and implement the work, cooperate closely with relevant departments, support each other, and form a joint force to ensure that the education and training work is well organized and staffed. In place, on time and in place.

2. All units should closely integrate the education and training of cadres with the promotion of business administration, and promote learning through examinations and training through competitions, so that all cadres can truly adapt to their positions, be competent in their responsibilities, and become leaders in each position. "Experts" can achieve both skill training and work, and achieve double harvest. The Bureau will link the strengths and weaknesses of each unit's education and training work with annual work assessments, individual annual assessments, and selection of the best.

3. All departments must follow the requirements of the "Suzhou Industrial and Commercial Bureau System Cadre Education and Training Credit System Management Measures" formulated and issued by the Suzhou Bureau, and provide the required training notices, training content, training personnel sign-in sheets, etc. Relevant information is submitted to the Education Department for filing in a timely manner, so that the training status can be timely and accurately entered into the electronic file of each cadre's credits, ensuring the integrity of the cadre education book-type files. Annual training plan plan 2

1. Training background analysis

In order to complete this year’s training goals, effectively improve the management and decision-making capabilities of the company’s middle-level leaders, and the knowledge level and execution of grassroots employees capabilities and continue to promote the construction of a learning organization. The company will conduct a series of targeted training this year for the two main training target subjects, middle-level leaders and grass-roots employees.

Based on this year’s economic situation, there are certain opportunities and limitations in the development of training work. First of all, in terms of opportunities, due to the well-known financial crisis, the business of most companies, including our own, will be affected to a certain extent. On the one hand, training can make up for the time gap caused by business decline. At the same time, employees are also eager to improve their abilities during the economic crisis and avoid being affected by layoffs or salary cuts. Therefore, their attitude towards training is also more positive. On the other hand, training is also a positive signal for enterprises to get out of the crisis and a kind of optimistic confidence to employees, so that employees can improve their skills while ensuring a stable and healthy mentality. Of course, the financial crisis will inevitably have a negative impact on corporate finance, and training budgets will be reduced accordingly. Therefore, the main implementation methods of this year's training will be collective participation in open classes, internal corporate training, and online training, so as to achieve the purpose of saving costs.

From the perspective of our company itself, the main business development should be centered around the launch of new products. According to the situation in previous years, the period from November to the Lunar New Year of the following year is the main period for the company to launch new products. Therefore, in terms of training design and timing, we should try to avoid arranging training during this period. Based on the above reasons, it is recommended that the main implementation of this training plan be scheduled between March and October this year.

2. Training content and specific time schedule

a. Training plan for middle-level managers

b. Training plan for grassroots employees Annual training plan (other: middle-level leaders There are backup courses for grassroots employee training courses, please see the training outline for details)

3. Training implementation plan

The execution and development of training is the main activity stage of the entire training.

At this stage, in addition to the necessary arranging work, the training department is responsible for contacting trainers, arranging classrooms, preparing teaching materials, etc., and another very important task is to supervise and promote training participation.

This training plan, based on this year’s training syllabus, converts the time required for training courses into training points in proportion. (Participating in a 1-day training course will earn 1 training point, participating in a 2-day training course will earn 2 training points, and so on.) It is recommended to link training points with performance appraisal, and the training point acquisition rate (training points obtained/total training provided) Points) greater than or equal to 60 are basically qualified, and those greater than or equal to 80 are qualified. If conditions permit, a corresponding incentive system can be set up to match this performance indicator.

4. Importance and Plan of Training Evaluation

Training evaluation is one of the important components of the entire training process. It is not only a summary of the previous training cycle, but also a new training The basis for starting the cycle. Training without training evaluation content is incomplete. A good training evaluation is a sorting out and summary of previous training content, and is also an important reference for future training design.

Training evaluation includes four levels, which are progressive in relationship, namely response (satisfaction), learning gains (knowledge and skills), behavior change (improvement of work behavior) and long-term results (performance , work progress). For the evaluation of these aspects, the evaluation of basic response level and learning gains can be achieved through questionnaires or some targeted tests. As for the long-term phenomenon of improving employee behavior or improving business performance, it can only be accomplished through comparison of specific time periods after training and daily observation. Even so, questionnaire-based training evaluation can provide a very powerful reference for future training. The form below is a basic training evaluation form and is recommended to be filled out by each employee participating in the training one week after the completion of the training course. Annual Training Plan Part 3

The key for new employees to work in a company for a long time is to solve two problems: ensuring basic survival and sustainable personal development. In terms of ensuring basic survival, many positions in many companies are It can be satisfying, but it is not the fundamental reason for employees to stay in the company for a long time. The fundamental difference between new employees' willingness and unwillingness to work in certain companies is the environment of the company - the humanistic environment, that is, whether it can provide employees with trust, a harmonious team atmosphere and opportunities for continuous growth.

There is always a gap that is difficult to dissolve between ideal and reality. In an era of information explosion and intensified competition, academic qualifications only represent the past and abilities only represent the present. Only learning can achieve the future. I often hear people talk about how difficult it is to get a job after graduating from college and how low a job is. Even if you are lucky enough to find your favorite position, when faced with a new working environment, do you feel happy, unfamiliar, or confused? Everything is difficult at the beginning. How can you quickly adapt to your job and lay a solid foundation for your career?

Now the Chuangli Action Learning Center has made the following new employee training analysis on how new employees can be qualified for new positions as soon as possible:

1. Result definition:

Enterprise It is necessary to create value for customers, and only results can meet customer needs, and customers are willing to exchange money; companies rely on results to survive, and without results, they are destined to be eliminated. Achieving results is the business bottom line of the company; the results that companies must achieve You need to rely on the concerted efforts of all employees to create!

“Achieve specific results within the specified time, while ensuring quality and controlling costs.” - This is the “result” that both companies and employees need.

As employees, who are our direct customers? The employer is our customer, the leader is our customer, the superior department is our customer, and the subordinate department we serve is also our customer... Have we provided our customers with the results of equal-value exchange?

Tasks are not equal to results.

Faxing a manuscript is a task, and confirming that the other party has received a clear document is the result; during a meeting, solving problems is the result; when going to work, creating value is the result; just as digging a well is just a task, digging out water is the result... …

Attitude does not equal results. "I have done what you said", "I have tried my best", "I have done everything I should do". Although it may seem like you are performing a task, it ends up being fruitless... A result that is of no value to the customer, no matter how hard you work, is worthless!

Responsibilities do not equal results. Even if you do your best, you may not achieve results. For example, the doorman's duty is "No one can enter without a pass." Now an important customer is visiting, but the contact person cannot be contacted. If the doorman categorically turns away customers, he is not responsible according to his duties, but he may lose customers and hinder the company's achievement of results.

There are always more solutions than difficulties. The "2:8 law" is still used in the workplace. Excellent employees who are 20 years old and "take the initiative" and "ask and do" will get more development opportunities. When we first enter the workplace, are we 80 or 20? Even if we are already among the top 20, how can we become the top 20?

2. Success logic:

We don’t necessarily have results if we want results. The second necessary condition for achieving results is to have a "success logic". That is, based on past experience, we must confirm that each step we designed to achieve the result can be successful, that is, the result can be achieved. Not only must we have strong confidence in the results, but more importantly, we must have full confidence in the process. We cannot blindly think that "we are the best" and "people are as bold as they are productive" before starting to act. The result is often that the results will not be achieved, causing the implementers to lose confidence in this method and concept, and even to the leadership. The company lost confidence.

"Successful logic" is inseparable from the following two points:

1. Procedural knowledge. That is, under normal circumstances, what results will be achieved by doing this, here is a simple example:

For example, if you live in A, your workplace is in C, and you take a bus to get off work, you need to transfer at B. It takes 20 minutes to get from A to B, 15 minutes to get from B to C, and the bus departure interval is 5 minutes per car...

2. Preparation plan. Procedural knowledge is the successful logic under normal circumstances. It does not mean that it is suitable for all situations. Everything has its own uniqueness. In order to ensure the results, we must have sufficient "backup" preparations.

3. 100 Responsibility:

As for individuals and enterprises, success comes from the pursuit of excellence and the efforts to constantly surpass oneself. Only by taking responsibility can we grow, and responsibility is better than ability. When entering society, whether in life or work, we need to assume 100 responsibilities with a positive attitude.

The following is a little thought about "responsibility":

One day I was waiting to cross the road at an intersection. I got up to cross when I saw the green light on the sidewalk, but I had just reached the road. In the middle, a car came speeding towards me...Unfortunately, I was hit by a vehicle driven by a drunk driver that failed to pass the annual inspection.

Whose responsibility is it?

Negative logic, judge’s logic: liability for running a red light, driving under the influence, vehicle failing annual inspection, compensation, sentencing, and shooting;

Positive logic, logic of parties : Even if the driver responsible for the accident is sentenced or shot, I cannot come back from the dead. To bear the greatest consequences, you must bear the greatest responsibility for yourself. Even when crossing the road at a green light, look for vehicles that may pose a hazard.

Who is bearing the consequences of this unfortunate outcome?

What can we do to avoid this outcome? Should we let the consequences happen and pay a heavy price, or should we take personal responsibility, take action, influence the results, and change the results?

If we think about problems with positive logic, we will not complain about any problems such as not being recognized for our achievements at work, not being valued by leaders, and lack of collaboration between departments.

Because complaining is expected to be futile, it is better to take 100% responsibility to change the result.

There is a saying: "There are no excellent individuals, only excellent teams." When we enter the workplace, we are no longer individuals, but part of the whole, an important link in the key chain. The load-bearing capacity of the entire chain is determined by the weakest link. The breakage of any link may cause the entire chain to collapse.

Taking responsibility means that everyone performs his or her duties and takes responsibility, and never uses other people's mistakes to prove one's own correctness; in order to achieve the results of the team, one must bear 100% responsibility for one's own results.

Based on what has been said above, 75% of enterprises’ strategic failure lies in execution. Less than 10% of effective planning is effectively implemented in the strategy. 72% of CEOs believe that executing a good strategy is more difficult than formulating a good strategy! Enterprises do not lack great strategic ideas, but lack 100% execution.

Execution ability is the ability to continuously achieve results! Poor execution means no results or no lasting results. Result definition, success logic, 100 responsibility and other cornerstones lay the foundation for result logic-driven execution to build the company's competitive advantage and make it everlasting. I wish employees to be qualified for their positions and achieve great success!

I wish the new employees: work hard and make progress, stand out from the rookie transfer as soon as possible, and become a flying Kunpeng!