Opinions and suggestions on newly-joined companies

Opinions and suggestions on newly-joined companies

Opinions and suggestions for newly-hired companies refer to how individuals or groups operate a thing in the future, and how to put forward our own suggestions and opinions to improve it. So what kind of suggestions should we give to newly-hired employees?

Opinions and suggestions on the company 1 I have been in the company for almost a year. When reviewing the work of the year, I also put forward some suggestions according to the actual situation of the company, hoping to do my bit for the development of the company.

First, people-oriented management allows the right people to do the right things.

Everyone has different characteristics, including personality, outlook on life, values, technical ability, knowledge ability, social ability, physical and mental endurance and so on. From the perspective of human resources, the employees of the company are screened to help them find jobs that suit their abilities and give play to their strengths.

Second, advocate the concept of all-staff marketing.

The marketing performance of an enterprise is directly related to every employee, and every employee should also have a sense of urgency. Enterprises have good benefits and employees can get benefits; On the contrary, if the enterprise crosses, everyone will be unemployed and have no guarantee of life. Therefore, it is suggested that employees vigorously advocate the concept of attaching importance to marketing, participating in marketing and service marketing, give full play to their customer relationship or marketing means, encourage everyone to go out and publicize the company's products actively, and find ways to attract group purchases or big customers.

Third, establish the concept of employee saving.

Enterprises should do a good job, in addition to increasing efficiency but also reducing expenditure, and establish a good habit of saving employees, such as:

1. Collect the daily writing paper for unimportant writing and daily office. This not only protects the environment, but also reduces office expenses. A box of A4 paper contains 10 packets of 250 yuan and 500 packets of paper. Each person uses 10 secondary paper every day, and 50 people save 500 sheets a day, that is, a pack of paper 25 yuan can save 9 125 yuan a year.

2. Get into the habit of turning off the lights and computer screen, especially when eating at noon or going out for a long time, which can save a lot of electricity expenses for the company (generally, large companies require employees to do so).

Fourth, open rewards and punishments.

Although the incentive measures in place can not be said to be the driving force of employees' sense of responsibility and enthusiasm, they are the most effective means. If employees are in a state of doing well, it is impossible for enterprises to achieve a grand blueprint for development. Company leaders should constantly criticize and encourage and set an example, because the power of example is endless.

5. Make clear the task standards and implement them effectively, so that employees can always treat their work with a responsible attitude. The company will not accept any excuses about the failure of the task.

At present, the working state of most employees in the company is still at the stage of "what do you want me to do" rather than "what do I want to do", which leads to passive work and lack of creativity. And in the process of target implementation, if employees deviate from their work tasks or fail to achieve the expected results, do leaders accept excuses and reasons?

So, in the process of target implementation, when can the target be completed? Who will accomplish this goal? To what extent? (The above are the steps we have taken so far), but what measures will the company take if we can't reach it? In the past, the company's tolerant attitude towards reasons and excuses will definitely make our employees slack off or lucky, thus forming a vicious circle.

If the atmosphere of responsibility is not strong enough, everyone will find reasons and excuses when they encounter problems, difficulties and no achievements in their work, and rarely analyze how much responsibility they should bear in this matter, what is the cause of the problem, what remedial measures they have and how to avoid them in the future.

Only by treating our work with a responsible attitude can our product quality and personnel quality be effectively improved, so the management of the company should not accept reasons and excuses, which will weaken the sense of responsibility of employees.

Sixth, the summary of corporate culture is refined into several corporate spirits.

Corporate culture should be precipitated through time and experience. In the summary and refinement of cultural concepts, leaders can't "slap their heads", because what a few people sum up is lifeless and will not be accepted and recognized by employees. Summarizing and refining cultural ideas is not the responsibility and obligation of a department or even a leader. This is a project that requires the participation of all employees and should be based on the extensive collection of employees' opinions.

New enterprises should establish enterprise values (as simple as a few words) and enterprise spirit (as simple as a few words). Other cultures should be the integration of business purposes, values and moral codes of conduct with their own characteristics formed over the years, and must have the individuality of Acer Real Estate Company.

Opinions and suggestions on the company just joined the company 2 1. The human resources department inquired about the personal career plan of the newcomers before they joined the company in detail to understand their understanding of the company and their work in the new position.

2. The human resources department introduces the work direction to the newcomers on the day of employment. The employing department is responsible for introducing new people, including work scope, division of labor, work flow and work requirements (comprehensive quality, learning ability and work attitude).

Assign special personnel to take care of new employees; The employing department and helpers are responsible for training new people, resulting in the loss of personnel; At the same time, a certain amount of help bonus is set, which is included in the monthly salary bonus.

3. The Human Resources Department regularly organizes training for newcomers, covering corporate culture, company rules and regulations, production processes, safety and so on.

4. The Human Resources Department conducts probation talks and assessments one week, half a month, one month and two months after the newcomers join the company; Before the new employee becomes a regular employee, make a regular assessment and submit the assessment results for filing.

5. The Human Resources Department tracks the working status and psychological dynamics of the newcomers after they join the company, communicates with the employing department about the newcomers' work (including the evaluation of the newcomers by the employing department), and makes timely adjustments to ensure the matching of people and posts and improve employee satisfaction.

Extended data:

Ten suggestions for the development of the company:

1. Leaders lack practical communication with employees at all levels. Business leaders should establish a harmonious communication mechanism with employees at all levels, release upper information and upload lower information. Enterprises should encourage employees to dare to tell the truth and express their different opinions.

Enterprises should create a harmonious relationship between superiors and subordinates, and leaders of enterprises should let every employee know and understand the key points of current work, and leaders should be polite and considerate of people's feelings. If enterprise leaders and employees at all levels agree, enterprises will have a solid foundation and become stronger.

2. Lack of employees' values and sense of security. It is especially important for new employees. While working hard, they are also learning and developing themselves. Companies should give employees a sense of belonging and security.

The so-called sense of belonging means that employees want to integrate into the company and work hard for the company; A sense of security means that employees can feel that the company needs them and that they are valuable. Letting employees know their value in the company is also an effective way to promote work enthusiasm.

3. Each department should standardize the work flow. Each department should have a standard workflow, and the responsibilities of each post should be implemented to people and reasonably fixed. Only in this way can work efficiency be effectively improved, and full-time personnel should be responsible for all aspects, and all departments should cooperate closely to avoid disconnection between departments.

Opinions and suggestions on the company have just joined the company. 3 Suggestions on company management

For enterprise management

Kenichi

Since I joined the company for a week on June 17, I have communicated with the company personnel in all aspects through careful understanding; Personally, I think there are three aspects that need to be improved: taking quality (production, product and service quality) as the foundation of enterprise survival, execution and cohesion.

Poor communication, disconnection, deviation of assigned tasks, failure to finish on time and low work efficiency lie in the strengthening of execution; The enthusiasm and responsibility of work lies in the construction of enterprise cohesion.

All of the above depend on perfecting the company management system, defining work standards, optimizing work processes and establishing an efficient team with caring corporate culture.

To implement and constantly improve the company's internal management should be a combination of institutionalized hard management and humanized flexible policy, which has both constraints and incentives to solve people's problems.

In view of this, for the improvement of internal management, the preliminary ideas and suggestions are as follows:

First of all, I would like to express my views on the execution and working mentality of employees in logistics functional departments.

1. What is corporate culture, management system and workflow, and what is the purpose and significance of its formulation? How to implement the company's system and workflow? I think most employees in the company will treat it with a negative attitude at present, so they don't obey each other, shirk their responsibilities, do whatever the leaders say, delay their work or even don't do it, and excellent employees dare to call a spade a spade, so there are complaints such as "doing well is the same as not doing it", "doing more and making more mistakes" and "deceiving the upper and deceiving the lower". Employees complain that their emotions are too heavy and their execution is poor.

Second, the reasons for the above situation are:

1, individual employees have poor personal qualities and poor work attitudes. A mouse excrement spoiled a pot of soup; Accustomed to spreading negative emotions and information.

2. No one has interpreted, guided and passed on the understanding of the system and process.

3. Some people have low education level and poor comprehensive quality, so they can't look at the problem from the overall situation, misinterpret and implement the wrong information and processes.

4. Most employees are introduced by acquaintances and there are many related households, which objectively increases the management difficulty.

5. Some employees have a low level of education, so they can't absorb and use the training content well, which leads to the lack of suitable working methods and processes and low working ability, which brings unnecessary troubles to other departments or employees and brings negative effects. 6. The communication between the executive power and the department is not smooth. First, ask the company's management team and the executive team (that is, the department head).

The problem is that to make employees cohesive, we must first start from the department head.

Third, strengthen the construction of enterprise culture and make up for the deficiency of management system through spiritual guidance. Cultivating the consistent values of enterprises, standardizing and restraining employees' behavior through the mainstream values of enterprises, forming a strong corporate cohesion, has become the source of sustainable development of enterprises.

Secondly, I want to talk about some personal views on corporate culture and improvement measures.

1. Conduct a one-day training on corporate culture and other related issues for newcomers, and set relevant test questions for assessment and scoring, which will be included in the assessment items for employees during the probation period.

Second, read aloud before going to work early (morning meeting). The suggestion is not limited to a few words, but to learn a complete corporate culture. After that, you can arrange to do morning exercises or sing Zhendong company songs to gather combat effectiveness, or choose a more suitable morning meeting process.

Third, the cleaning work of personnel in logistics functional departments can be adjusted to before going to work in the morning or before coming off work in the afternoon. The pre-shift meeting time is fixed at 7:20 or 7:30 in the morning. Employees can swipe their cards before going to work and clean the office or tidy the office desk before the meeting time. The current situation is that employees have nothing to do, get together and chat, talk about things that are not good for the company and work, complain and so on. 10 to 20 minutes before the meeting. It is suggested that companies should try not to provide a platform for spreading negative thoughts.

4. Open the general manager's email address or other green complaint channels, so that employees can make comments or suggestions to the company anonymously, and prevent public complaints or vent personal emotions and negative information in bad ways.

5. Add relevant provisions on not complaining to the company's daily management system, and give warning to employees who have negative thoughts and like complaining. If they don't change after warning, they will be ordered to leave.

Thirdly, for suggestions on improving employee efficiency,

First, the recruitment interview should be matched with the post as much as possible, and the job competency requirements and work discipline requirements should be increased in the induction training.

Second, department heads should cooperate with the division of labor, strengthen internal training and improve employees' work skills.

3. With the participation of human resources and department heads led by the enterprise management department, the company will analyze the work of each post/type of work, make a post quantitative analysis table (subdivide normal work items and unexpected work items, give work weights to work items in stages, clarify work priorities, and facilitate employees to arrange their work reasonably), and sort out the work flow of each post; Department heads are responsible for communicating learning.

Fourth, strengthen daily management, supervise the working status of employees and give timely guidance. It is suggested that employees do a good job summary for the day and work plan for the next day, and quantify the time (hours/minutes) until the work item is completed. It will be useful.

Discipline and work attitude are the indicators of employee performance appraisal. Conduct timely assessment, train employees who are not suitable for the post, and then hire or dismiss them.

Five, select outstanding employees, set an example (selection criteria from performance, efficiency, responsibility,

Evaluation of special contributions, etc.), forming an atmosphere of learning from examples, standards and norms.

The intransitive verb implementer prepares a plan to cultivate and reserve management talents, backbone talents and technical talents for the company, avoid the influence of talent flow on the company, build a hierarchical talent team, and make the company develop orderly and efficiently.

Seven, the weekly meeting time is suggested to be Monday or weekend, and the participants are determined to be middle-level and above managers. The production system can determine the participants according to the needs, and the logistics management department does not have to attend all of them; The content of the meeting can focus on how to solve the problem, and the moderator should integrate the content of the meeting in advance to avoid invalid meetings; As for the spirit and requirements of the meeting, the department head can convey and supervise the implementation.

Eight, establish the authority of middle managers, supervise the work at all levels, and at the same time require and enhance the management ability and personal leadership charm of middle managers, and truly play the role of department leaders.

The above are suggestions for the overall management of the company. If there is anything wrong, please criticize and correct me. Finally, as a member of the human resources department, I have an unshirkable responsibility for the company's human resources management. I am still studying and analyzing the company's existing human resource management; However, I would like to express some personal opinions on my shallow qualifications in human resource management, as follows:

1. Suggestions on recruitment methods and processes,

Current recruitment methods:

It is suggested to consider the needs of phased and regional recruitment, and the following methods can be considered for the recruitment of production post personnel with a large amount of labor:

Second, suggestions for new employees' induction process:

1. The human resources department inquired about the personal career planning of the newcomers before they joined the company in detail, to find out their understanding of the company and their work in their new positions.

2. The human resources department introduces the work direction to the newcomers on the day of employment. The employing department is responsible for introducing new people, including work scope, division of labor, work flow and work requirements (comprehensive quality, learning ability and work attitude); Assign special personnel to take care of new employees; The employing department and helpers are responsible for training new people, resulting in the loss of personnel; At the same time, a certain amount of help bonus is set, which is included in the monthly salary bonus.

3. The Human Resources Department regularly organizes training for newcomers, covering corporate culture, company rules and regulations, production processes, safety and so on.

4. The Human Resources Department conducts probation talks and assessments one week, half a month, one month and two months after the newcomers join the company; Before the new employee becomes a regular employee, make a regular assessment and submit the assessment results for filing.

5. The Human Resources Department tracks the working status and psychological dynamics of the newcomers after they join the company, communicates with the employing department in time about the newcomers' work (including the evaluation of the newcomers by the employing department), and makes timely adjustments to ensure the matching of people and posts.

Improve employee satisfaction.

Third, the reasons for the loss of new employees and suggestions for improvement

At present, the company's situation is that newcomers basically enter the stage of self-study and self-familiarity after completing the entry procedures. Occasionally, old employees will give guidance, but at the same time, they will also give new people some negative information about the company, causing new people to be confused about the company and personal development, and most of them can't find a sense of belonging.

Here, it is suggested that the human resources department and the employing department track the newcomers and support the "soft landing". The specific implementation can start from the official registration of new employees, and the human resources department and the employing department will follow up with new employees until they are fully adapted to their jobs and start working independently. As an assessment cycle to track and support new employees, the human resources department and the employing department are also responsible for training new employees, which will be included in the assessment indicators of the human resources department and the employing department.

The reasons for the loss of new employees focus on the following aspects: insufficient care, great environmental pressure, the negative influence of old employees and the mentality of new employees to try.

Here, my suggestions are:

1, employ the active care of department leaders, talk with employees in time, understand whether their stress comes from spirit or work, and solve or help employees decompress in time;

2. The employing department arranges excellent employees to help and bring new employees to avoid the transmission of negative information. For some old employees with incorrect mentality who communicate alone and do ideological work and affect the principle, they can be dismissed.

3. In the interview stage, the human resources department clearly understands the applicant's application purpose, and filters out candidates with high job-hopping tendency and low loyalty. Besides the talent's ability, it pays more attention to personality.

4. Recruiters should truthfully reflect the company's situation to candidates, and must not exaggerate the company's strength for recruiting outstanding talents and lay hidden dangers for brain drain; During the interview, explain the ability requirements and job skills requirements to the candidates, and identify them accurately, which is suitable for the post.

5. A one-week probation period can be set for new employees who join the company with a "try it" mentality. There is no salary this week. After successfully passing the probation period, this week's salary can be included in the current month's salary and paid on time.

Fourth, suggestions on keeping people and reducing the flow of people.

1. Improve and implement the salary and welfare system. Try to make the salary and benefits paid consistent with the efforts and contributions of employees, keep a balance with the regional mainstream consumption level and quality of life, and maintain considerable competitiveness in the same industry. Pay attention to meet the needs of employees at different levels (material, spiritual, etc.). ), so that enterprises are full of talents and prosperous.

2. Strengthen internal communication. By establishing communication channels.