优秀质量个人管理 Excellent Quality Individiual Management

gaowenhua

优秀质量个人管理”并非指对“优秀质量个人”进行管控，而是指如何系统性地识别、培养、激励和发挥优秀质量人才的价值，使其成为组织质量文化的标杆与推动力。这一管理理念强调：人才是质量体系中最关键的“活要素”。

gaowenhua

"Excellent Quality Personal Management" does not refer to the control of "excellent quality individuals," but rather to the systematic identification, cultivation, motivation, and utilization of outstanding quality talents to make them benchmarks and driving forces for organizational quality culture. This management philosophy emphasizes that talent is the most critical "living element" in the quality system.

gaowenhua

什么是“优秀质量个人”？

指在日常工作中持续践行质量原则，在以下一个或多个方面表现突出的员工：

• 坚守标准：严格执行SOP/GMP，不因效率妥协质量
• 主动改进：发现隐患、提出改进建议（如CAPA、Kaizen）
• 客户导向：以终端用户安全与体验为出发点
• 文化引领：影响他人、传播“做正确的事”价值观
• 专业卓越：在偏差调查、验证、审计等质量活动中展现高水准
  

✅ 他们可能是QA专员、一线操作员、研发工程师，甚至是仓库管理员——岗位无高低，质量有担当。

gaowenhua

What is an 'excellent quality individual'?
Employees who consistently practice quality principles in their daily work and demonstrate outstanding performance in one or more of the following areas:

Adhere to standards: strictly implement SOP/GMP, do not compromise quality due to efficiency
Proactive improvement: Identify hidden dangers and propose improvement suggestions (such as CAPA, Kaizen)
Customer orientation: Starting from the safety and experience of end users
Cultural leadership: influencing others and spreading the value of 'doing the right thing'
Professional excellence: demonstrating high standards in quality activities such as deviation investigation, verification, and auditing
✅  They may be QA specialists, frontline operators, R&D engineers, or even warehouse managers - with no hierarchy of positions and a sense of responsibility for quality.

gaowenhua

阶段1：识别与提名（Identify & Nominate）

方法

说明

部门推荐

各部门按名额（如≤2人）提名，填写标准化提名表（含具体事例）

360°反馈

收集同事、上下游协作方对其质量行为的评价

数据支撑

结合KPI：如偏差发生率低、审计零缺陷、提案数量/采纳率等

行为观察

管理者在日常工作中记录其“关键时刻”表现（如主动拦截不合格品）

📌 关键：重事实、轻头衔；重行为、轻资历

gaowenhua

Stage 1: Identify&Nominate
Method description
Each department is recommended to nominate according to their quota (e.g. ≤ 2 people) and fill out a standardized nomination form (including specific examples)
360 ° feedback collection of evaluations from colleagues, upstream and downstream collaborators on their quality behavior
Data support combined with KPIs: such as low deviation occurrence rate, zero audit defects, proposal quantity/adoption rate, etc
Behavioral observation managers record their performance at "critical moments" in daily work (such as actively intercepting non-conforming products)
📌  Key: Emphasize facts over titles; Emphasize behavior over qualifications

gaowenhua

评估与遴选（Evaluate & Select）
成立由质量、HR、生产代表组成的评审小组，依据统一标准打分：

评估维度        权重建议        示例指标
质量意识与合规性        30%        无违规记录，主动报告near miss
问题解决能力        25%        主导完成有效CAPA、降低重复偏差
创新与改进贡献        20%        提出并落地质量优化建议
团队影响力        15%        带教新人、分享经验
客户/业务价值        10%        支持项目按时交付、避免客户投诉
✅ 输出：年度“优秀质量个人”名单 + 典型事迹摘要

gaowenhua

Evaluate&Select
Established by quality HR、 The evaluation team composed of production representatives will score according to a unified standard:

Suggested example indicators for evaluating dimension weights
Quality awareness and compliance: 30% with no violation records, proactively reporting near misses
Problem solving ability with 25% leadership to complete effective CAPA and reduce repetitive deviations
Innovation and improvement contribute 20%, propose and implement quality optimization suggestions
15% team influence, mentoring newcomers, sharing experiences
10% of customer/business value supports on-time delivery of projects and avoids customer complaints
✅  Output: Annual list of "excellent quality individuals"+summary of typical deeds

gaowenhua

阶段3：表彰与激励（Recognize & Reward）

形式

目的

公开颁奖

在质量周、年会等场合颁发证书/奖杯，增强荣誉感

物质奖励

奖金、礼品、额外假期等（建议与公司薪酬政策挂钩）

发展机会

优先参与培训、外派审计、跨部门项目

故事传播

通过内刊、海报、视频宣传其事迹，树立榜样

纳入人才池

作为高潜质人才（HiPo）重点培养

💡 激励原则：即时性 + 可见性 + 发展性

gaowenhua

Stage 3: Recognition&Reward
Formal purpose
Publicly award certificates/trophies during quality weeks, annual meetings, and other occasions to enhance the sense of honor
Material rewards, bonuses, gifts, additional holidays, etc. (recommended to be linked to the company's compensation policy)
Priority participation in training, overseas audit, and cross departmental projects for development opportunities
The story is spread through internal publications, posters, and videos to promote its deeds and set an example
Inclusion in the talent pool as a key focus for cultivating high potential talents (HiPo)
💡  Incentive principle: immediacy+visibility+development