Injection mold processing plant Introduce the hidden cost of mold enterprises

In the process of development, the mold factory will always encounter the bottleneck of development in a certain period of time. It feels that the operating cost has been rising, but it is difficult to find the "location" of the cost. We call it "invisible cost".

This is like a disease implied in life, which can not be cured for a long time and will not go away, giving operators a headache. If we can find these "hidden costs", it is no doubt like finding "pathogens", then the next step of "suiting the right medicine" must be the time to take off again. If we can sum up a variety of "hidden costs" that often exist in enterprises, enterprises can conduct self inspection by comparison. Today, are you still "invisible"?

1. Meeting cost

The conference is a collective activity for enterprises to solve problems and issue instructions, but it is also a high cost business activity. Because this activity is often a collective activity that many leaders participate in, every minute means the number of minutes of the total number of participants, and many enterprise managers do not master the skills of meeting, there are "no preparation before the meeting, no theme in the meeting, no implementation after the meeting, no need to attend the meeting, no control over time, and no margin of speaking". When monthly salary is paid and income is summarized, the figures in the financial statements always become a powerful "insomnia drug" for the operators. However, a large part of this "drug" is the meeting.

2. Purchase cost

There are different ways of purchasing in different companies, but this is an important part of the cost that affects the operation of enterprises. We often only focus on the price and quantity of the purchase, and it is difficult to see other factors.

Once upon a time, when an enterprise was working on a new project, the daily operating cost of the project team was 80000 yuan. However, on the eve of the launch of the product, the procurement department spent a week in order to purchase more than 100000 yuan of packaging. The reason was to find low-cost suppliers to save procurement costs, so the entire marketing team could not sign a contract with customers for an extra week, This phenomenon actually exists in many enterprises.

We blindly seek to reduce the direct cost of procurement while ignoring the coexistence of "hidden costs". Of course, reducing the direct cost of procurement does not conflict with this article. Here, we want to say that the procurement department of an enterprise should comprehensively weigh various indicators from the perspective of overall operation to truly control the cost of procurement.

3. Communication cost

Communication is an important part of enterprise operation. Many enterprises are doing a lot of system training and spiritual training, but most do not have "communication ability" training. In most enterprises, you will find that in the process of communication between colleagues, there will be serious distortion, or words fail to convey the meaning, or answer the questions incorrectly, or a hundred people fail to understand. This phenomenon, too small, makes many processes invalid or loses many important opportunities. If we talk big, it may bring hidden dangers to the enterprise. This is a typical cost increase caused by poor communication.

4. Overtime cost

Many bosses always believe that the "overtime" of employees who "forget sleep and food" after work is a kind of dedication phenomenon. However, this may imply a high cost. There are three reasons:

First, the reason for overtime work is not necessarily because the work task is too heavy, but because the staff's work efficiency is low. Overtime means low efficiency. If the objective task is really heavy, then the enterprise should add new personnel and positions in time for real development and progress.

Second, overtime consumes more energy and physical strength of employees, and seriously overdraws the health of employees. In the long run, some important employees will not be able to play their roles for a long time, and there will be hidden dangers that will burden the company.

Third, overtime employees are not necessarily "responsible for their work". Some employees use the company's resources to engage in their personal affairs, and at the same time receive the company's overtime pay. Many enterprises' important losses and data loss occur during the off hours, and overtime has become a dead corner for enterprises to hide dirt and incrimination.

5. Talent flow cost

Many enterprises are very deficient in human resource management. They believe that talents are limitless and become the "iron camp", and employees will naturally become the "soldiers of flowing water".

It can't be denied that the departure of an employee is a cost to the company, because the company has to bear the initial investment such as training fees for the employee, the initial cost of recruiting new employees for the position, and the risk of whether new employees are suitable for the position. The departure of old employees may also cause loss of important internal data or information due to professional quality, After leaving, they are likely to enter their competitors' enterprises.

Therefore, the loss of employees, especially the old employees, will undoubtedly bring the enterprise several times higher expenditure than its income. Many small enterprises have been operating for many years, and you find that they have always been such small teams. Except for the boss, none of the employees have stayed since the establishment of the enterprise. I think this may be an important reason for its failure to develop.

6. Post dislocation cost

There is a famous saying in human resource management that "put the right person in the right position". Unfortunately, few enterprises can really do this. I once recruited in a talent market, and heard the conversation among its employees, saying that every job fair requires all their staff to move tables and chairs, because it is a rented stadium as a recruitment site. From professional managers to ordinary employees, they have become "porters". I can't help sighing that this enterprise is engaged in talent recruitment and management. How can it pay such high salaries to hire unprofessional porters.

In fact, this reflects a very clear mentality of the bosses. They believe that these employees need to use what they have recruited. As long as they have people who can do it, they don't need to spend more money to do it. However, we found that they paid a high price. The employees of the enterprise have been complaining all the time, because quite a few of them are female employees, who have no strength to carry tables and chairs. Those executives have never experienced such "courtesy", and some have left in succession. We will not recruit in this job fair since then, because I do not believe that such a team can provide me with good service.