The Double Happiness Tyre Industries Corp held a conference on team building at work and team leader recruitment on March 14. Because the team leaders were tested and selected according to standards similar to those for management, it meant that this was the first time for team leaders to be brought up to management level. The company issued letters of appointment to 40 team leaders.
These teams are the smallest management unit. Double Happiness Tyre established a Team Construction Plan based on data and surveys of team behavior at work over a two-month period, which covers system building, training, incentives, and examination. It also resulted in a Work Team Construction & Management template and a Performance Review of Team Leaders and Critieria for Selection and Recruitment of Team Leaders. The company will evaluate the work of incumbents and nominate new team leaders and their recommendations, which will be examined by the workshop director.
Team building is closely tied to a team leader’s work, so the company has established a performance assessment system to examine the quantitative and qualitative aspects of team leaders, who are responsible for the safety, production, quality, equipment, and other aspects of the team. The idea, of course, is to improve overall competence of the leaders. There will be remote training sessions available for those leaders wanting to learn more about management and the company has a detailed exam and incentive system, along with a “star” rating system to give them initiative and increase their sense of honor. Leaders can get an allowance if they rank high enough for three consecutive months. And, at the same time, their wages can be deducted if their performance ranks low for three consecutive months. Any leader who ranks at the top annually will be recognized as model worker. Those in the top five positions will have an opportunity to join the Communist Party as reserve cadres.
After they are appointed as full leaders, their duties will shift from daily affairs to overall management of the team. When they are on-duty, they will play a vital role in building team spirit and attendance at monthly production and operations meetings will be one of their responsibilities. They will also see to basic machine checks, other spot checks, and standard upgrades and will be responsible for improving team performance and evaluations. In this they should cooperate with the evaluation department to improve the brand and corporate culture overall.