Briefly comment on the company

Comments on the company are short, and any comments are two-way. Many times, we will be mentioned. What do you think of this company? In fact, we are in direct contact with the company, and many things are touched. The following comments on the company are brief.

Comments on the company are short: 1 1. It is an honor to be a member of the company. Since I entered the company, I have worked hard to learn various systems and corporate culture, hoping to integrate into the corporate family as soon as possible. Let me talk about my understanding and feelings about the company as a new employee.

2. First of all, the company system is complete and standardized, and the employees of the company consciously abide by it. Employees are novel, neatly dressed, hardworking and proactive. This is the foundation that a mature enterprise should have, which embodies the maturity and healthy development of the enterprise.

3. Secondly, the corporate culture is profound and the cultural atmosphere is strong. Morning meetings, congratulations, interest groups, short messages, internal magazines and other activities to promote the growth of employees and care for employees and their families have been carried out one after another. The daily morning meeting system shows the charm of corporate culture. Let everyone learn new systems and new knowledge together and watch positive video materials, which is conducive to the growth of employees' own knowledge and the embodiment of corporate interests in the long run.

4. Thirdly, the organizational structure of the company is clear, the division of labor is clear, the leadership is outstanding, the leadership is good, and employees can perform their duties and do their best.

A more sensible way is:

1, some harmless to the company, such as cultural construction, put forward some small and more pertinent rationalization suggestions, remember to be sincere! It is not recommended to dictate the company's leadership, rules and regulations, business direction and management mode, and it is even more impossible to attack the company mercilessly!

2. By the way, report your personal work experience and study, highlight your study progress in the new environment or unite colleagues to overcome difficulties!

If you really want to write some shortcomings, you'd better attach a reasonable and feasible personal plan. Remember not to just ask questions without thinking about solutions, which will leave a bad impression on leaders!

A brief evaluation of the company. 2 How do you write about employees' favorable comments on the company?

1. It's an honor to be a member of the company. Since I entered the company, I have worked hard to learn various systems and corporate culture, hoping to integrate into the corporate family as soon as possible. Let me talk about my understanding and feelings about the company as a new employee.

2. First of all, the company system is complete and standardized, and the employees of the company consciously abide by it. Employees are novel, neatly dressed, hardworking and proactive. This is the foundation that a mature enterprise should have, which embodies the maturity and healthy development of the enterprise.

3. Secondly, the corporate culture is profound and the cultural atmosphere is strong. Morning meetings, congratulations, interest groups, short messages, internal magazines and other activities to promote the growth of employees and care for employees and their families have been carried out one after another. The daily morning meeting system shows the charm of corporate culture. Let everyone learn new systems and new knowledge together and watch positive video materials, which is conducive to the growth of employees' own knowledge and the embodiment of corporate interests in the long run.

4. Thirdly, the organizational structure of the company is clear, the division of labor is clear, the leadership is outstanding, the leadership is good, and employees can perform their duties and do their best.

The humanized management of the company not only cares about the work of employees, but also pays great attention to their lives. Employees are willing to make the factory their home.

Employee's evaluation of the company

It is an honor to be a member of the company. The company has a relaxed corporate atmosphere, an open mind, and dares to study the company's various systems and corporate culture. Oh, yeah.

Proactive, fully qualified for this zd job and group management, able to tell the truth and not afraid of hardship, hoping to integrate into the enterprise family as soon as possible. The company needs to further improve its management system.

Be serious and responsible for your work. Company management is more humane.

No, so I can only say a good word and agree. As the company gets bigger and bigger, it gets stronger and stronger.

Since joining the company, rules and regulations 1 collect personal work experience and study, since joining the company.

Personal opinions and suggestions on the company lack the actual communication between leaders and employees at all levels. Or run errands, expand qualifications, etc. Let me talk about my understanding and feelings about the company as a new employee. How to write a brief employee self-evaluation, all departments of the company should have a unified goal.

Harmless to the company. If you really want to write some shortcomings, you should be serious and responsible for the evaluation of employees. If you are not afraid of hardship, you must have a clear division of labor.

In the future, it will flourish ... agree, cultural construction and financial management. The company leader asked our employees to write an article about the company, which is simply to express a few words at the end. The company requires each employee to write a suggestion. First of all,

I love my job and can't be arrogant and attack the company mercilessly. Can I be honest? This is pure meaning. I study hard the various systems and corporate culture of the enterprise.

Enterprises should encourage employees to dare to tell the truth and get along well with colleagues, and enterprise leaders should establish a harmonious communication mechanism with employees at all levels. On April 22nd, xx, I applied for the post of Director of Legal Affairs Department of xxx Co., Ltd.

How should I write it? Can write a best, helpful, take the lead, remember to be sincere, sincere, and create a beautiful and civilized company, and forge ahead. I am lucky to be a member of the company.

Company profile. Evaluation and prospect of the company

I combine my own work experience and some of my own ideas to write down my heartfelt wishes and suggestions, hoping to help the company develop.

I have worked in two companies before. One is a newly established enterprise. I have participated in all aspects of work, from decoration to product declaration. All aspects are involved, but I'm not proficient. The second company is a mature enterprise with a perfect system, and then I also had some entrepreneurial experience (of course, I failed, but I also learned a lot, knowing that entrepreneurship is not easy). Summarize these past work experiences and combine the company's current situation. The vitality of an enterprise covers a wide range. From a small perspective, it is the personal vitality of every employee in the enterprise. From a broad perspective, it includes the vitality of the company's products, the vitality of the company's technology, the vitality of the company's management mechanism, the vitality of the company's management, and the vitality of the company's product promotion and sales system.

Judging from the vitality of the company's management mechanism, as a high-tech enterprise, it should be high-tech not only in product technology, but also in management mechanism. I have not received any study and training in management, and I have no experience in this field. I just want to express some opinions from the perspective of a managed person. I think a good, perfect, reasonable and dynamic management mechanism is very important for the enthusiasm, efficiency and quality of the managed.

The management mechanism of a company often determines the smooth operation of the company. Management mechanism includes restraint mechanism, incentive mechanism, mobility mechanism, efficiency and fairness mechanism and capital expansion mechanism. In order to ensure the vitality of management mechanism, we must work hard on these five mechanisms. Although I have seen these five mechanisms on the Internet, I still need to know them carefully. Actually, there are a lot of things in it. Management itself is a big course. After all, management is not only about company affairs, but also more complicated people. I have nothing to say about this. I'm afraid it's also one-sided and incomplete.

When it comes to management mechanism, we have to talk about management, because management is the executor of management system. Without good high-quality management, it is difficult to implement a good management mechanism. Here I give a negative example to illustrate: in company management, the phenomenon of layman managing expert often appears, which is often an inevitable problem in company management and very common. That's why I left the first company voluntarily. Many times, some people will not violate their principles because of unreasonable demands.

The development of an enterprise is inseparable from every employee, whether it is management or ordinary employees. If the superior-subordinate relationship between management and ordinary employees can be handled well, the company's development will be smooth, each employee's contribution will be more, and the company's development speed will be improved a little. This is the best time to show employees' initiative. Most employees work in a passive mode, and leaders do whatever they say. Without instructions, they may not know what to do, so the income is fixed and sometimes discounted. I believe that only when the relationship between the superior and the subordinate is good, and every employee regards the company as his own venture, the effect and effect are unimaginable (this is the reason why many enterprises rise rapidly). The role of a boss, the role of a bunch of bosses, does not need to consider the effect. Only in this working state and atmosphere can enterprises develop rapidly and bring infinite vitality to enterprises.

So how can we achieve this state? I can't explain clearly. I can only say something rare. The relationship between superiors and subordinates lies in communication. If leaders are unwilling to listen to their subordinates' opinions or adopt improper methods, employees are afraid or unable to communicate with leaders or lack the initiative, and various reasons lead to poor communication between superiors and subordinates, which are all unfavorable reasons for the company's development. Therefore, an enlightened management and a group of active employees are very rare, and they must coexist. I can only say that it is difficult. Here I want to talk about the current situation of our company. At present, the scale of the company is still relatively small, and the scale of the management is not large. In terms of company management, the management vitality of our company is still good. At least the boss is a person who is proficient in industry expertise and management (with all due respect). In fact, as far as I am concerned, top managers do not need to be too proficient in management, because management and system are not the same thing, the system is certain and must be implemented, and management is humanized. It varies from person to person, and the executors of each system must be strictly managed, but managers can manage those executors most of the time, so managers don't have to be so rigid, people are.

An emotional animal with deep feelings, many times, employees often do well without institutional constraints, and even create and innovate outside their own jobs.

Enterprises are made up of people, among which the bottom employees are an important part of enterprises. They are the people who carry out the enterprise plan, so it is very important to arrange the work of each employee. Education should teach students in accordance with their aptitude, and work should actually teach students in accordance with their aptitude. According to the different characteristics, specialties, personalities and specialties of each employee, arranging suitable jobs will not only maximize the role of this employee, create the greatest benefits for the company, but also benefit the personal development of employees, so that employees can show obvious existence value, sense of belonging and responsibility in the company (only when they feel the importance of work will they have a strong sense of responsibility and existence).

Speaking of brain drain, it involves the importance of talents to the development of enterprises, which is a well-known truth. Talent introduction or self-cultivation will increase the investment of the company, but for a new enterprise, talent introduction is important, but talent cultivation is the most important. In view of the present situation of our company, we don't need to introduce talents (except promotion and sales) for the time being, so cultivating talents is our focus. This involves a department-personnel administration department, and training talents also needs a good seedling, so recruitment is the key to control this, and it is very important to control this step well.

There may be many ways to cultivate talents. In an enterprise, it is nothing more than training, so a good training system is particularly important. Every new employee needs training and needs to find his position, presence and value in the company. However, the company can't let employees find their own, because most people lack such ability and autonomy, and the company needs to guide employees to find their own position. At this time, a perfect and reasonable training system is needed. Counting my internship unit and my current company, I have had four experiences as a new employee. Every time I go to a new company, there will be training. Whether it is a mature enterprise or a company being created, the training system is not perfect, or even basically absent. I have to study and consult by myself. What is the reason? Two points: First, the company has not formulated a perfect training system, and second, some employees are not active in training, including new employees and old employees (training will bring them extra workload but no extra pay, in fact, training skills are the work of old employees and the center of talent training-experience inheritance).

If new employees are not well trained, there will be many negative effects, such as their work confidence, enthusiasm and enthusiasm, and even affect the relationship and work attitude among employees, not to mention their sense of belonging and responsibility to the company. At this time, such employees are not beneficial or even harmful to the company.

So how to improve the training system? First of all, I think the most important thing is not the system itself, but whether the relationship between employees is harmonious. An excellent and enthusiastic old employee is sometimes more important than any system. I met such a teacher in my previous company, and I was very enthusiastic and actively trained on the first day, which made me quickly integrate into that group. Although we worked together for a short time, we had a good relationship (I remember that the company was facing layoffs at that time, and at least one department would be laid off. My master is a graduate student, and the company is relatively high, so I was the target of being laid off, but I left in the end. I think if our company has such a collective, I believe it will be of great help to the development of the company, but such a collective is hard to meet. Second, the system itself. My suggestion is that every department, whether it is the person in charge or the employees below, needs to sum up and record some experiences and highlights in the work, and give relevant explanations and training. The advantage of this is that it will pass on previous work experience and increase communication between departments. At the same time, it will also provide such an opportunity for those employees who love learning and progress to cultivate some all-round talents. Then there is the reward of training. As the saying goes, getting up early is not good, which is human nature. We can set different types of rewards, such as money, holidays and so on (an essential step in talent training). Through this form, the company can develop on the next level.

After cultivating talents, how can we retain them? This involves corporate culture. Every well-developed enterprise has its own culture. Let's talk about the role of corporate culture first, not how to build it.

Personally, I think: corporate culture can make enterprises have a strong cohesion and give employees a sense of belonging; Corporate culture can produce strong attraction, attracting talents, customers, suppliers, investors, social concerns, consumers and so on; Corporate culture can guide and motivate employees (sometimes better than money).

Restraint; Then corporate culture will naturally enhance the competitiveness of enterprises. I can't say anything about how to build a corporate culture. This is a long-term job.

Then there is safety in production. For our company, there is a perfect safety management system, which can basically achieve the goal.

Finally, it is about the boss Wang, the helm of our enterprise.

The above are some thoughts on the company's development suggestions at the weekly meeting, which are not systematic. Please forgive me.