从上世纪70年代开始，企业文化的概念在美国一经提出，便受到学术界与 企业界的重视与推崇。从上世纪80年代开始，企业文化的概念进入中国，逐渐 被我国学术界与企业关注。国内知名企业在企业文化建设方面的成功经验，也激 发更多企业寻找企业文化的本土化落地方式。企业文化建设，关乎企业人员潜力 和能动性的挖掘，力求企业内部形成最大合力，是企业保持活力的秘诀，也是企 业面临的长期战略任务。 本文以A公司河南分公司为研究对象，运用文献分析法、访谈法等，对A公 司河南分公司的文化建设工作进行了深入研究。通过查阅企业文化相关文献与 企业案例，以企业文化四层次论作为本文理论分析的基础。通过对A公司河南分 公司的资料分析、访谈分析等，发现河南分公司对企业文化工作的重视程度较高， 文化建设基础较好，但目前企业文化工作遇到瓶颈，也存在许多隐患，如文化深 耕项目执行效果差，管理者不规范行为对企业文化的破坏作用明显，特训营项目 进退两难等，针对现存问题，本文提出了整体的企业文化建设思路，并制定了具 体的改善方案：创建企业文化建设的组织载体，整合企业文化建设的活动载体， 建立管理人员的综合评价与管理体系，以及塑造有特色的人力资源管理队伍。 本文通过对A公司河南分公司企业文化建设的研究，探讨了企业文化在具 体区域、分支机构的落地，对于大型企业的文化建设具有现实参考意义。同时， 与企业文化密切相关的企业文化组织载体建设、人力资源部门转型等工作并非 一蹴而就，本文结合公司实际情况，提出了具体可操作的过渡期方案，对企业文 化的理论探讨和成长期企业的文化建设实践具有借鉴意义。 关键词：企业文化；精神文化；制度文化；行为文化 II Abstract Since the 1970s, the concept of corporate culture was put forward in the United States, which has been valued and respected by academia and business circles. Since the 1980s, the concept of corporate culture has been introduced into China, and has gradually been paid attention to by Chinese academia and business circles. The successful experience of domestic famous enterprises in the construction of corporate culture also stimulates more enterprises to find the localized way to implement corporate culture. The construction of corporate culture is related to the exploration of the employee’s potential and initiative, and striving to form the maximum synergy within an enterprise. It is the secret of an enterprise to maintain its vitality, and also the long-term strategic task faced by the enterprise. Taking Company A Henan Branch as the research object, this paper makes an in- depth study on the cultural construction of the company by means of literature analysis and interview. By consulting relevant literature and cases of corporate culture, the theory of four levels of corporate culture is taken as the theoretical basis of this paper. Through the analysis of Company A Henan Branch 's data, interviews, etc., this study found that the company attaches great importance to corporate culture and has a good cultural construction foundation. But at present the construction of corporate culture in the company has hit a bottleneck, there also exists many hidden dangers, for example, the implementation of cultural deep cultivation project is poor, the managers’ non- standard behavior has obvious destructive effect on the corporate culture, the Special Training Camp project is in a dilemma. This paper puts forward the overall improvement idea of corporate culture construction and concrete proposals to solve the existing problems. For example, the company should establish the organizational carrier of corporate culture construction, strengthen the activity carrier of corporate culture construction, establish the comprehensive evaluation and management system of management personnel, and shape a characteristic human resource management team, etc. III Through the research on the construction of corporate culture in Company A Henan Branch, this paper discusses the establishment of corporate culture construction in specific regions and branches, which has practical reference significance for the cultural construction of large enterprises. At the same time, the construction of corporate cultural organization carrier and the transformation of human resources department, which are closely related to corporate culture construction, are not accomplished in one move. In combination with the actual situation of the company, this paper puts forward a specific and operable transition plan, which is of reference significance to the theoretical exploration of corporate culture and the corporate culture construction of enterprises in the development stage.