企业要严格执行ISO9001:2008认证体系文件的要求。
Enterprises should strictly implement the ISO9001: 2008 certification system and documentation requirements.
　　这是企业能够做到的，也是不容易坚持的。因为人是企业的关键因素，制度的制定、执行、监督、处罚都由人来实施。本人认为要做到严格执行文件，必须有下列条件保障。
This is the enterprise can do, it is not easy to adhere to the. Because the enterprise is one of key factors, system design, implementation, supervision, punishment by the people to implement. I think we should do to strictly enforce the documents, must have the following conditions guarantee.
　　1、ISO9000体系文件必须是及时、有效的版本，确保它的先进性和指导性。对文件的更新、换版是否及时是由相关人员的信息来源、个人素质、企业监督机制决定的。工作手册多数由公司的职能部门制定，对文件先进性的评议就成为对部门工作的监督，这是个难点。在质量体系中品质部是体系文件的控制部门，但在实际工作中，办公室、人事部等传统的“强势”部门仍旧是实力部门，其制定的部分制度较难执行，特别是长期保持。因为在企业中人的管理和对人的管理总是要比“法制”和对事物的管理困难。正因如此，许多企业干脆有行政制度和质量保证制度并重并行的情况存在。本人认为应将利于企业发展的非标准要素要求的内容纳入体系文件中。对此不是总经理授权某个部门实施就能解决的，必须建立一套系统的管理制度，并严格执行才有效。
In 1, ISO9000 system files must be timely, effective version, make sure it's advanced nature and guidance. Updated documents, whether timely change version by related personnel information sources, personal quality, enterprise supervision mechanism of decision. Manual work mostly from the government to establish, on file advanced evaluation has become to the Department 's supervision, it is a difficulty. In quality system quality system file control department is a department, but in the practical work, office, the Ministry of personnel, the traditional" strong" sector is still the power sector, the parts of the system are difficult to implement, in particular to maintain long-term. Because in the enterprise 's management and the management of people is always better than the "rule of law" and the things in the management of difficult. Because of this, many businesses simply administrative system and quality guarantee system and parallel situation exists. I think it should be conducive to the development of enterprise of non-standard requirements of element content into the system file. This is not the general manager is authorized a sector can be solved, we must establish a set of systematic management system, and strict implementation of effective.
　　2、质量责任制的建立，建立逐级质量负责制是对文件实行一级监督的体现。这种制度能够建立链式监督体制，并能够确保体系文件执行中相关信息的及时沟通。事实上部门间的信息传递没有部门与基层间的传递多，因此对部门执行文件的情况必须有相应的制度规定某个部门进行监督，通过年度和季度的统计来确定具体的时间效率比，从而评选出谁优谁劣。人是有惰性的，强烈的责任心具备与否视乎个人素质；责任心的培养需要一个过程，但失去责任心的机会多且过程短，毕竟人是社会人，不是自然人。环境可以改变你、我、他，所以要责权利划分清楚，任何部门、个人都要有相应的责任制度来约束。企业每名员工所接触的工作环节不同，执行体系文件中的条款不同，文件的指导性在日常工作中就会得到验证。因为文件编写人员不可能全是具体操作的操作层。这样在按文件要求的检查中，就会出现操作层不按规定执行的情况，反映出文件与实际不符的问题。对此，相关部门应主动地制作某些调查意见表来征询各级意见。在一定时期内，对修改后的文件必须执行，这样既能保证文件有效性，又能根据各级意见反馈来落实质量责任制。
2, the quality responsibility system, establish the quality responsibility system step by step is on file to implement a supervised embodiment. This system can establish a chain of supervision system, and can ensure the system file execution of relevant information and timely communication. The upper door in the transmission of information between no branch and basic level the transmission, so the executive file must have corresponding system stipulates a certain sector supervision, through annual and quarterly statistics to determine the specific time efficiency ratio, and selection of inferior or superior. People are inert, strong sense of responsibility and have not depending on personal qualities; the cultivation of the sense of responsibility requires a process, but lost a sense of responsibility to multiple opportunities and short process, after all, people are social, not a natural person. The environment can change you, me, him, so to duty the right is clearly defined, no department, people must have the corresponding responsibility system to restrict. Companies each employee exposure to link different, executive system in terms of different files, file guidance in their daily work will be verified. Because the document preparation is not all specific operation layer. So in document examination, there will be operating layer according to the provisions of the executive situation, reflect the file does not match with the actual problem. In this regard, the relevant departments should take the initiative to make certain the questionnaire to consult various opinions. In a certain period of time, on the modified file must be performed, this can ensure that the document effectiveness, but also according to the levels of feedback to fulfil quality responsibility system.
　　3、合理的奖惩制度可以调动员工的积极性。对奖惩制度的问题简单提一下。制订合理，执行必须。合理的奖惩制度应是全面的，考虑面尽量大，不应局限于高级管理层。因为对象是全方位的奖惩制度可以调解制度的某些不合理性，否则就会造成对企业凝聚力的冲击。合情合理的制度，让人信服的执行才会对企业的发展有利。
3, reasonable rewards and punishment system can mobilize the enthusiasm of the staff. On the system of rewards and punishment issues simply mention. Formulation of reasonable, must be performed. Reasonable rewards and punishment system should be comprehensive, with as far as possible, should not be confined to senior management. Because the object is a comprehensive system of rewards and punishments can mediate system some irrationality, otherwise it will cause the impact on the cohesion of enterprise. Be perfectly logical and reasonable system, convincing performance of enterprises will benefit the development of.
　　4、有效的培训制度。关于培训是个老话题。针对各行各业的的特点和企业的特点都会孕育出不同的培训制度，但核心问题依旧是成本收益比。社会上出现的“黄金人”、“钻石人”就是对人才耗用培训成本的比喻。为确保企业正常运作，面对广大基层人员流动的问题，结合物业管理行业特点进行如下分析：
4, effective training system. On the training is an old topic. For all walks of life characteristic and the characteristic of the enterprise produces different training system, but the core problem is still the cost benefit ratio. The community of the" golden man"," diamond" is the talent training cost consumed metaphor. In order to ensure the normal operation of enterprises, in the face of broad basic level personnel mobility problems, combined with the property management industry characteristics analyzed as follows:
　　（一）、基层人员培训的特点：
( a ), staff training characteristics:
　　1）培训层次不高，但求及时。[重复性机械劳动，提高工作效率的方式不多]
1) the training level is not high, but for the timely. [ repetitive mechanical labor, improve the work efficiency of the way is not much ]
　　2）培训次数有限，效率要高。[工作量大，培训时间不多]
2) training in a limited number of times, higher efficiency. [ big workload, training time is not much ]
　　3）培训教材宜文字、实操结合。
3) training materials, practical with appropriate words.
　　（二）建立量化的模式：
( two) the establishment of quantitative model:
　　公式A中： S = C * V
The formula A : S = C * V
　　V——变量，代表流动人员数量；一定时段内是变化较小的，视为定量；
V -- variables, representing the flow number; in a certain period of time is changed a little, as the quantitative;
　　C——变量，培训场地所需资源；
C -- variables, training venues resources required;
　　S——企业对培训的总投入。[区间定值]
S -- a total investment of enterprises for training. Interval value [ ]
　　公式B中： M = K * S — L * C
The formula B : M = K * S L * C
　　M——总收益；
M -- total revenue;
　　L——与培训次数有关的比例系数，大约介于（0.8~0.9）N，N = 培训次数。
L -- and training related to the number of proportional coefficient, approximately between ( 0.8 ~ 0.9 ) N, N = training times.
　　K——人员培训效益
K -- personnel training efficiency
比例系数，经验值。根据公司规模、基层员工比例、培训规模、培训时间等因素制定的。
Proportional coefficient, empirical value. According to company size, grass-roots staff ratio, scale of training, training time and other factors make.
　　目前，我司初级管理层的K=2~3之间。[各工种的系数不同]
At present, our primary management of K = 2 ~ 3. Various types of different coefficients [ ]
　　以上为初级经验公式，在公式中可知培训的次数或受培训主体数量越大，公司的M/S越大。距数学模式的定量公式及相关经验值的确定尚有一定距离。
Above is the primary experience formula, in the formula that the training times or by the large amount of training corpus, the M / S of the company. From the mathematical model of quantitative formula and related experience value determination are still some distance.
　　5、与重要相关方的沟通。物业管理企业与相关方的沟通分为以下三类（与政府沟通已论）：
In 5, and important stakeholders communication. Property management companies and related side communication is divided into the following three categories ( with the government has theory):