Five Work Plans for Managers in 2023

Manager's Work Plan for 2023 1

I. Overview of objectives:

The work of the human resources department involves all levels of the work of various d

Manager's Work Plan for 2023 1

I. Overview of objectives:

The work of the human resources department involves all levels of the work of various departments and companies, and there are many unforeseen tasks in the daily work of the human resources department. Other goals here are a more important part of the work of the Ministry. Including: establishing the internal communication mechanism of the company; Shaping and publicizing corporate culture; Office management and other three parts.

Establish internal communication mechanism, promote understanding and cooperation between departments, between superiors and subordinates, and between employers and employees, establish healthy and harmonious internal relations, and avoid bad tendencies such as interpersonal tension, low cooperation and lack of mutual trust caused by communication barriers; The shaping and propaganda of corporate culture and the formation of corporate culture are a process of continuous accumulation, inheritance and development. An enterprise with a good corporate culture, the centripetal force and cohesion of employees will be continuously enhanced, and the team spirit and fighting spirit of the enterprise are also very obvious. Office management is not only the daily work, but also one of the difficulties in the work of human resources department. In ×× years, the Human Resources Department strengthened these three tasks in a targeted manner.

Second, the specific implementation plan:

1. Establish an internal communication mechanism.

(1) In xx, the Human Resources Department will strengthen the interview of its employees. Employee interviews are mainly conducted when employees are promoted, transferred, resigned, studied, paid, assessed on performance or other ideological fluctuations occur due to business or personal interests. Usually, the human resources department can also conduct targeted interviews for employees. The target standard is: interview employees at least 5 times a month, and make a written record of each interview. If necessary, the information obtained in the interview should be fed back to the manager or general manager of the employee's department, so as to do a good job according to the employee's ideological situation.

② Set the general manager's mailbox. The Human Resources Department shall set up the general manager's mailbox in the company office before 1 3rd of March1,and ensure the security and confidentiality of the mailbox, gain the trust of employees, and ensure that no one except the general manager has the right to open the mailbox. Employees can put forward personal opinions and suggestions on all aspects of company construction and every work link within the company. The general manager opens the box once a week and receives employee letters. He does not make special requirements for employee letters delivered to the mailbox, and advocates signature but does not object to anonymity. When the general manager submits the problems and opinions reflected by employees to the Human Resources Department for processing, he should handle them in time and give timely feedback.

③ Establish a democratic appraisal mechanism.

The Human Resources Department plans to conduct democratic appraisal on the department managers and company leaders in xx. In principle, it is planned once every six months. Comprehensive evaluation of the work style, work ability, work efficiency, work performance, exemplary role and employee trust of department managers and company leaders. The assessment result is one of the references for the annual performance assessment of department managers. Establishing a supervision mechanism for department managers through assessment can also avoid the subjectivity of the company's assessment of department managers. In the long run, the information transmission between departments is mostly oral, which is easy to lead to negligence and unclear responsibility because of one party's forgetfulness, thus causing personal misunderstandings and contradictions, which is not conducive to the work. The Human Resources Department shall complete the Work Contact Sheet Usage Specification before xx 1 Month 3 1.

④ Improvement of other communication mechanisms. Traditional human resources departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.

2. The shaping and publicity of corporate culture. The human resources department has an unshirkable obligation and responsibility to publicize the company's corporate culture. In xx years, on the basis of continuing to edit the special issue, the human resources department made every effort to shape the unique corporate culture of XX Company.

(1) Formulate the employee handbook, and add the contents of enterprise concept, enterprise spirit, brief history of enterprise development, enterprise purpose, enterprise goal, etc. in the employee handbook, and complete this work in the first quarter. Deliver the print and make sure that every employee has a copy.

(2) Strengthen the publicity of outstanding employees, good people and good deeds, and promote righteousness.

(3) For all new employees, not only personnel training and job training should be done well, but also corporate culture training should be done well before they formally take up their posts. Let every new person love it, and let every non-Niuteng person yearn for it.

3. Office management. Due to historical reasons, the current office management belongs to cross management, but due to unclear responsibilities, there are still many problems in the current management. The human resources department plans to further strengthen the office management of xx. It is suggested that the human resources department should be responsible for office management. The difficulty of office management is mainly the poor demonstration function of middle management. Each department only pays attention to the management of tasks, but fails to manage the internal office order and discipline of its employees. The Human Resources Department will focus on the following aspects in xx:

① Attendance management. No matter who violates the company's attendance regulations, there will be no exceptions and relaxation of standards in the human resources department within xx years, starting with department managers and leading employees.

② Office discipline management. Focus on rectifying outstanding phenomena such as eating snacks, chatting together, doing things unrelated to work online, playing games, and stringing posts.

③ 5s management in the office. At present, the 5s work in the company office is relatively weak. In xx years, the Human Resources Department will take the 5s work of each employee as one of the performance appraisal items, and organize the hygiene inspection and collective cleaning of the office area at least once a week.

(4) the human resources department will strengthen the supervision and inspection of work clothes and etiquette in daily work.

(5) the confidentiality system of supervision office work. When employees receive visitors for business or personal reasons, the human resources department will regulate the use of printers, fax machines and other tools that may involve confidential information and telegrams of enterprises.

Three. Matters needing attention in achieving the goal:

1. When implementing the internal communication mechanism, it should be noted that all communication mechanisms should be based on the principle of finding and solving problems, and pay attention to the feasibility of operation methods, and problems cannot be caused by set communication methods. The human resources department should observe, listen and think more, and find out reasonable and effective communication methods. In the ideological work of employees, we should grasp principles, not follow private interests, not give up company interests because of personal feelings, and not reveal company secrets. The human resources department is responsible for solving the ideological problems found, and those that cannot be solved must be promptly fed back to the relevant departments or superiors.

2. The shaping of corporate culture is not only a writing job or a cultural and sports activity. The human resources department should grasp the key work in operation and determine the purpose of the work. The purpose is to use all available media to unite employees and unify the thoughts and concepts of each employee with the spirit, purpose and concept of the company. It is the standard for human resources department to do this work well to let everyone in the organization agree with values and unify their behavior patterns.

3. Office management must adhere to the principle of combining leniency with severity. We should not only adhere to the principle meticulously, but also embody the humanized management of the company. Office management should not lead to resistance from employees. We should listen to the opinions of employees with an open mind, constantly revise our working methods, and establish a harmonious, inclusive, United and conscious office atmosphere in the company.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: all employees of the Human Resources Department.

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1, the establishment of communication mechanism needs the full cooperation of company leaders and other departments;

2. The formation and promotion of corporate culture is the result of the joint efforts of all Niuteng people. Need the support of company leaders;

3. Under the current conditions, office management needs the cooperation of all departments. The division of responsibilities for xx years still needs to be decided by the general manager of the company.

Manager's Work Plan for 2023 II

First, the company's talent team construction

1, improve the system. Gradually realize the standardized management of human resources. At present, the company's various systems are still not perfect. According to the actual situation of the company, clarify the organizational structure, formulate the corresponding human resource management operation process system, improve the company's human resource management system, and gradually realize the standardized management of the company's human resources.

2. Establish a system of job rank association. According to the organizational structure, the management mode and system of the company are determined, including post setting, division of labor, work interface, management route, organizational level and the relationship between superiors and subordinates, and the levels, responsibilities and rights of each post are clearly defined, and the post level is established, which provides a basic basis for supplementing and perfecting the design of "salary management system".

3. Revise the job responsibilities and post preparation, and revise the job responsibilities of each position according to the company's organizational structure, the position of each position in the management organization, job functions, assigned tasks, job responsibilities and necessary qualifications. , combined with the managers of relevant departments. According to the job responsibilities of each post, carry out post analysis, evaluate the workload, analyze the number of people needed for the organizational structure in the whole management process, determine the post setting, optimize and revitalize the internal staff, and avoid the waste of human capital.

4, formulate performance appraisal management measures

On the basis of soliciting opinions from various departments of the company, the Management Measures for Performance Appraisal, which is suitable for our company's management status, is formulated as an important means of internal management, and internal vitality is activated with performance as the driving force by linking assessment with rewards and punishments, appointment, promotion and salary increase.

5. Complement and improve the salary management system. Evaluate the operation effect of the company through the basic salary level of the market. According to the company's distribution principle, combined with the company's budget plan for next year and the current salary management system, what are the missing and unreasonable parts to supplement and improve. By adjusting and modifying the regulations, the salary management becomes more reasonable, which can activate the work passion of employees and better reflect the attractive advantages of the salary structure.

6. The talent pool project is a long-term talent training plan to train, train and reserve excellent managers within the enterprise. On the one hand, the establishment of the reserve system is to select outstanding college graduates from front-line positions inside and outside the enterprise, and make them familiar with the company's business model and operation through on-the-job training in various departments, and gradually cultivate them into the business or management backbone of the company; On the other hand, it is necessary to establish a reserve talent team within the company, let these reserve talents participate in the company's operation and management, and form a talent echelon resource pool. Through these two "reserves", the number and structure of talents can meet the development requirements of the company. In the process of implementation, the standards of personnel entering the pool, training, promotion and leaving the pool are formulated, the reserve talent pool at the grass-roots, middle-level and high-level is constructed, and a five-level talent training system of employee-supervisor-manager-director-general manager is established. According to the characteristics and gaps of the personnel entering the pool, targeted training plans and measures are formulated, and a mechanism for training talent cadres and hematopoiesis of reserve talents is established.

7. Cadre management Further improve the cadre selection and training mechanism, cultivate and select business backbones, tap the potential of employees, embody the principle of having both ability and political integrity and appointing people on their merits, make outstanding talents stand out, provide sufficient qualified reserve talents for the operation and rapid development of enterprises, and establish management measures for company cadres. Through inspection, testing, interviews, etc., assist all departments to find the talents needed by "key" departments. , integrate them and select core members from them, establish a decision-making, management and innovation work team, improve the overall skill level of the work team from two ways: "training" in challenging practical work and "training" in specific skills, increase the positive motivation of key talents and increase the work motivation of such personnel. At the same time, on the basis of performance appraisal, the "key minority" member groups and core member teams are eliminated at the bottom, and outstanding members are continuously discovered and introduced to maintain the vitality of the organization's human capital, thus maintaining the core competitiveness of the organization.

8. Fully implementing structured interviews and improving the professionalism of recruitment and selection directly reflects the degree of formalization of enterprises, and also directly affects the recruitment effect and reputation of enterprises. Human resources should become another powerful window for company publicity and contribute to establishing a good company image. Find out the talent demand and determine the recruitment focus. In order to enhance the pertinence and effectiveness of talent introduction, we should comprehensively investigate and understand the needs of various departments of the company for talents, and strive to attract all kinds of talents in line with the company's culture and business model, team organization and business development concept in line with the principle of "clear planning, key recruitment, total control and urgent priority". Let newcomers "get in, stay and develop". Use various recruitment channels to publish recruitment information to ensure the recruitment effect. In terms of recruitment channels, make full use of campus recruitment, headhunting companies, on-site job fairs, internal recommendations, media advertisements, professional recruitment websites, etc. Publish recruitment information. Front-line workers focus on establishing internal introduction channels to ensure that personnel meet production needs.

9. Combine the company's new technology, new equipment and new technology, take career development as the driving force, take skill appraisal as the means, take skill training, technical competition and mentor as the carrier, and vigorously promote the cultivation of high-skilled talents. Proceed from reality, make full use of internal and external resources for experienced skilled talents, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel. Intensify overseas training, send 100 outstanding professional and technical personnel to overseas to carry out corresponding post training, send outstanding professional and technical personnel to study in relevant domestic enterprises, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation.

10. Performance management: based on the decomposition of the company's strategic objectives, the balanced scorecard is used to formulate the company's objectives to form a strategic map, the key indicators are used to decompose the strategic map into departmental objectives, the key indicators and key tasks are used to determine the work objectives, and the hierarchical performance appraisal model is adopted.

The department manager signs the annual performance responsibility book. At the beginning of the year, according to the index of the company's 20xx__ annual business plan, the human resources department formulated the performance responsibility book for the personnel above the manager level in each department, and signed the performance responsibility book in time after full communication. At the same time, the human resources department strengthens the tracking, collection and collation of information related to various assessment indicators in its usual work, which provides the foundation and guarantee for the smooth implementation of the year-end assessment.

1 1. salary and benefits: the human resources department will establish a scientific and reasonable broadband salary management system as soon as possible according to the understanding of the company's existing salary situation. The human resources department analyzes the current salary situation, and submits the draft salary design of the company in combination with the organizational structure and work analysis of each position. That is, salary grade and salary structure (basic salary, performance salary, seniority allowance, education allowance, post allowance, technical allowance, special post allowance and year-end bonus, etc.). ) and the salary adjustment standard of the company's employees. According to the preliminary position analysis data, combined with the salary situation of the same industry in the region and the existing position salary situation of the company, submit the Salary Grade Table of the Company, report it to the heads of relevant departments for review and modification, and then report it to the relevant leaders of the company for approval. Welfare: Carefully plan detailed welfare items: Man Qin Prize, social insurance, quarterly managers' dinner, wedding gifts, year-end (Spring Festival) gifts, thirteen salaries, etc. Incentive policies: monthly (quarterly) excellent employee selection and commendation, annual excellent employee selection and commendation, internal promotion and salary adjustment, establishment of level modulation system, employee rationalization proposal (proposal) reward, departmental annual team spirit award, establishment of internal competition mechanism (such as the last elimination mechanism), etc.

Second, employee relations.

The key work of employee relations in 20xx years is to establish good communication channels between enterprises and employees, carry out employee activities, promote corporate culture propaganda, standardize employee labor contracts, personnel files and other materials, handle employee labor contradictions, disputes and disputes, and implement various human resources policies of enterprises. Assist all departments to deal with the problem of high employee turnover rate, be intimate friends of employees, take the initiative to communicate with employees of all departments alone, conduct employee interviews and symposiums normally, listen to employees' voices and solve employees' reality. At the same time, team development should be carried out for reserve cadres and middle and senior managers, formal or informal cross-departmental communication should be carried out, the handling of employee relations should be incorporated into daily routine work, and the corresponding assessment and evaluation mechanism should be established to promote the overall improvement of employee relations.

Planning and holding appropriate amateur cultural and sports activities to enrich employees' spare time life, the company failed to attach importance to employees' spare time life in the past, and employees' life was rather monotonous. Therefore, in order to enhance employees' sense of identity and belonging to the company, it is absolutely necessary to organize a variety of cultural and sports activities to enrich employees' spare time life, relieve work pressure and improve stability. 20xx__ year plan mainly focuses on sports activities, entertainment activities and skill activities. Use spare time to organize various types of sports and competitions. Try to meet the spiritual needs of employees from these aspects to achieve the goal of stabilizing the team. Properly handle employee work-related injuries and handle employee work-related injuries disputes harmoniously.

Third, the construction of corporate culture.

1. Establish and improve the company's information source and external release process and system.

At present, the internal information communication of the company is relatively closed. Although a correspondent team has been established, the current correspondent team is not the core personnel of various departments, so it cannot become the main source of information within the company. In 20xx__, through clear procedures and regulations, the company gradually established and improved the information release process, built a relatively smooth information communication platform, and gradually established a more professional brand image through external publicity.

2. Standardization of corporate culture communication carrier operation

The carrier of corporate culture is the carrier of uploading and distributing, and it is the platform for communication between enterprises and employees. Up to now, the company has launched a master newspaper, enterprise qq, publicity column. After gradually establishing the internal information source channels of the company, the normal operation of WeChat, newspapers, billboards, corporate qq, electronic display and company website was ensured.

3. Create a benchmarking culture and compile outstanding deeds of the group company.

Set a benchmark for outstanding employees. Collect the growth stories of excellent employees through interviews, widely publicize them internally, shape the benchmark culture, and play a typical role. Excavate stories that conform to corporate cultural values and spread them internally.

4. Enrich corporate cultural activities

At present, the internal activities of the company are basically zero. Gradually increase employee activities in 20xx, and carry out employee entertainment activities, skill competitions and other skills activities. By organizing different types of activities, the internal atmosphere is activated, communication between employees is promoted, and employees' sense of belonging and identity with the company is increased.

5. Construction of corporate cultural environment

Participate in the design of the office environment, maintain and update the publicity columns on each floor, and plan and design the blank wall at the same time, and update it irregularly to achieve the purpose of showing the typical projects and internal culture of the company.

6, the establishment and construction of corporate culture material library.

Improve the company's memorabilia, record important events and moments, and collect and sort out the video materials of important activities and meetings of the company.

Fourth, labor cost control.

According to the actual situation of the company, the requirements of cost internal control management, benefits and market wages, formulate a reasonable salary standard positioning strategy, establish a flexible salary system, and establish a reasonable salary project structure and proportion. The payment of wages and bonuses must be linked to the control results of the cost standards that the post is responsible for. Scientifically formulate the labor cost budget, reasonably budget the existing stock and future increment of the company's labor cost, and strictly implement the budget already determined by the company. By combining the internal comparison of budget execution with the external comparison of the whole battery industry, we can diagnose whether the increase of labor cost is lower than the increase of benefit, and whether the labor cost level and labor cost input-output ratio are competitive in the same industry, and establish a more scientific labor cost early warning and evaluation mechanism. Through statistical analysis, we can grasp the dynamic usage of labor costs in real time, adjust the labor cost strategy in time, establish a regular labor cost data analysis mechanism, and provide decision-making basis for the company's operation.

Verb (abbreviation of verb) internal team building

1. Complete the staffing of the department: According to the overall planning of the company and the development of various human resources work, 20xx__ Human Resources Department will require the company to improve the staffing of various positions in the Human Resources Department at an appropriate time, so as to clarify the division of labor, refine and improve the work standards, quality and efficiency.

2. Establish detailed company human resources files. The creation of this file should maintain good use function under dynamic conditions. Personnel files can reflect the company's human resources status at any time, including education, service years, salary level, performance, training, rewards and punishments, training development direction and other indicators.

3. Improve the professional level of department employees. While arranging training for all departments, the human resources department should focus on improving the quality of its personnel and strengthen its training, management and work guidance responsibilities.

4. Implement departmental target responsibility system and project management. In the year of 20xx__, the Human Resources Department decomposed the annual target of the department into every employee in the department. Ensure that each job has a responsible person, completion deadline, completion quality requirements and assessment standards. Do a good job of tracking and feedback, adjust the work objectives in time, and constantly improve the working methods to ensure the completion of the annual goals.

Manager's Work Plan for 2023 3

202 1 I will, as always, do a good job in daily financial accounting, strengthen financial management, promote standardized management, and strengthen financial knowledge learning and education. Make long plans and short arrangements for financial work. Make financial work play a better role in a standardized and institutionalized environment. 202 1 financial personal work plan is formulated as follows:

First, participate in the continuing education of financial personnel. Financial personnel should participate in the continuing education of financial personnel organized by the Finance Bureau every year.

First of all, participate in the continuing education of financial personnel, understand the framework of the new standard system, and master and understand the content, key points and essence of the new standard. Fully comply with the specification requirements of the new standards and skillfully use the new standards. Handle accounts and prepare financial related statements and forms. After attending continuing education, report the study report.

Two, strengthen the standardization of cash management, do a good job in daily accounting.

1, according to the new system and guidelines combined with the actual situation, accounting, do a good job in financial work.

2, do a good job at the same time, handle the coordination relationship with other departments.

3, do a good job of normal cashier accounting. According to the financial system, handle cash receipt and payment and bank settlement business, strive to increase revenue and reduce expenditure, make limited funds really play a role, and provide financial security for the company. Strengthen the accounting of various expenses. Keep accounts in time, prepare the cashier's daily report and summary table, and submit them to the general manager for retention before the beginning of the month. In strict accordance with the check collection procedures, cash tickets and transfer checks are issued as required.

4, financial personnel must adhere to the principle of post responsibility system, impartially, set an example.

5. Complete other work temporarily assigned by the leader.

Third, personal opinions and measures.

It requires scientific financial management, standardized accounting, comprehensive cost control, strengthened supervision and meticulous work, and effectively embodies the role of financial management. Financial operation tends to be rational and healthy, which is more in line with the pace of the company's development.

In short, in the new year, I will take the reform as an opportunity, continue to strengthen cash management, improve the business ability of enterprises, give full play to financial functions, actively complete various work plans throughout the year, and serve the company to the maximum extent. Make greater contributions to the steady development of the company.

Manager's Work Plan for 2023 4

20xx is a crucial year for us to achieve a new level of company development, and it is also a crucial year for us to face the pressure of heavy production tasks and meet severe challenges. Combined with the actual situation of the company, put forward the overall goal of 20xx work and make a reasonable work plan.

First, be familiar with the company's new rules and regulations and project management.

The company is constantly reforming and making new regulations. As an employee of the company, he must take responsibility by himself, and carry out project management in an all-round way while observing the company's regulations.

1. Strengthen communication and serve the people.

Strengthen the communication between community owners and designers. Reconstruction construction should be carried out within the approved scope, with advance notice and preparation. During the construction, the company should strictly follow the company's requirements to make reasonable construction, avoid unnecessary troubles and quarrels with users, and patiently and meticulously explain to users that 100% quality service must be achieved.

2. Care for employees and work hard.

Seriously convey the spirit of the company and all meetings, make them understand the company's situation, always care about the lives of employees, and improve the enthusiasm of employees. Strict requirements at work, dedicated care in life, let new employees make great strides in their work, master all the work, and become the strong backing of the company.

Second, make clear your own development direction, correctly understand yourself and correct your own shortcomings.

Listen carefully to the sincere opinions of others. Work harder, study harder, strive to improve cultural quality and various work skills, give full play to their abilities, and let themselves really embark on the road of management. I will also learn from other colleagues, learn from each other's strengths, exchange good work experience with each other and make progress together. Get better working results.

1, the process of work is a process of creating value, but also a process of learning, a process of improvement, a process of accumulation, working and learning at work. Especially their own weaknesses, strengthen the study of engineering management knowledge, strengthen the study of communication and coordination, and strengthen the study of character cultivation. Middle and senior managers, in particular, should not only know the specialty, but also know the economy, marketing and management. This requires extensive study, interdisciplinary study and comprehensive study to meet the needs of work and growth.

2. Have high standards and strict requirements at work, and actively set an example in your own team. In the work, we should establish a global view, have a sense of project leadership, pay close attention to project management, and attach importance to marketing, market and the whole economy. Learn and be familiar with every link of the project development process, accumulate in the work and grow in the work. Actively complete all the work arranged by the project manager, and create greater benefits for the engineering department as much as possible.

3) Self-pressurization and self-motivation.

Attitude is everything. Keep a positive attitude. Know yourself through various methods, motivate yourself, improve interpersonal skills and improve stress resistance. Never satisfied at work, hard working, timely pressure, self-motivated, I believe I will do better.

Under the correct leadership of the company, let us carry forward the entrepreneurial spirit of "not afraid of difficulties and hardships" and write a new chapter of a highly international company again. Finally, I believe that under the leadership of the engineering department and the company leaders, my team will be able to successfully complete the work goal of 20xx and give the company a satisfactory answer sheet.

Manager's Work Plan for 2023 5

Face up to the existing market, my entrepreneurial passion is high, my information is multiplied, and I feel a great responsibility at the same time. I wrote down my future work plan and kept it in mind, as follows:

First, the sales target.

Lead the team to complete the sales plan and target of the month issued by the leader.

Two. Supervise and manage the daily sales work of the sales exhibition hall and sales staff.

1. Instrument dress: uniform work clothes and badges.

2. Cleanliness of exhibition hall: Check the cleanliness of vehicles and negotiation tables in the exhibition hall regularly every day. The vehicles that everyone is responsible for must be tested before 9 o'clock, and all the exhibition cars must be unlocked. Handle emergencies in the exhibition hall at any time and report when necessary.

3. Reception at the front desk of the exhibition hall: If the personnel on duty leave their posts for special reasons, they need to find a replacement, and the replacement will bear all the responsibilities of the front desk duty. Check the discipline of sales staff in the exhibition hall at any time.

4. Daily work of sales staff: regularly spot-check the positioning of sales staff at the customer level and the return visit degree of three forms and two cards, and investigate the sales process of sales staff. Coordinate the daily tasks of sales staff and tasks that need to be completed, such as authorized time and policy changes of manufacturers. Report the whole day's work and the tasks to be completed tomorrow regularly before leaving work every afternoon. Handle customer complaints within the scope of duties and improve customer satisfaction.

Third, cooperate with the marketing department to do a good job in sales expansion and market promotion.

1. Coordinate marketing activities issued by the marketing department, such as taking photos.

2. When the sales staff is not on duty, you can communicate with the marketing department to explore the market outside, and the marketing department will designate a point to send a single order.

Fourth, master the inventory and make a good sales demand plan.

Check the delivery, data transmission, invoice and insurance of sales staff every day. Sign in before work. For vehicles that have been used for a long time, inform the sales staff and focus on sales; Make suggestions on the models and colors ordered by manufacturers every Monday.

Five, do a good job in sales staff training plan, and organize the implementation.

Due to the merger at this stage, the sales staff obviously lack business knowledge, which directly affects the sales performance. In the next stage, the knowledge training of sales staff is the most important. In addition to the training programs planned by the company, Ruifeng and Tongyue will be used to help each other for the time being, and a simulated dialogue will be held on the price, configuration, competing models and sales tactics of the models to get familiar with the models as soon as possible. Conduct targeted training for the problems that arise.

Of course, all plans are on paper, and "practice is the only criterion for testing truth". In the future work, I will try to put these plans into practice and lead the team to complete the tasks assigned by the leaders under the best conditions.