What are the accounting positions established by modern enterprises? The finer the points, the better

What are the accounting positions established by modern enterprises? The more detailed the breakdown, the better

General units should set up accounting positions: accounting supervisor, cashier, fixed assets accounting, material and material accounting, income and profit accounting, capital accounting, salary accounting, cost accounting, general ledger report and auditing, etc.

There can be multiple people in one post or multiple posts in one person. What types of modern enterprises are there?

Legal classification of modern enterprises

(1) State-owned enterprises. This refers to an enterprise whose entire property belongs to the state and is funded by the state. The scope of state-owned enterprises includes enterprises invested by central and local state agencies, institutions and social groups at all levels using state-owned assets. It also includes institutions and institutions engaged in production that implement enterprise management and the state no longer allocates funds or allocates part of the funds. Social groups with business activities also include enterprises invested by the above-mentioned enterprises, institutions, and social groups using state-owned assets.

(2) Collectively owned enterprises. This refers to enterprises funded by the working people within a certain range. It includes enterprises invested and established by urban and rural workers using collective capital, as well as enterprises in which some individuals voluntarily give up ownership through fund-raising and are recognized as collectively owned by the industrial and commercial administration authorities in accordance with the law.

(3) Private enterprises. This refers to a for-profit economic organization whose assets are privately owned and have more than a legal number of employees. In my country, such enterprises are funded by, owned and controlled by individual citizens, and their production and operation methods are based on hired labor. , the number of employees should be more than 8 people. This type of enterprise originally mainly operated the tertiary industry, but now it is involved in the primary and secondary industries, and is developing in the direction of science and technology, production and export-oriented.

(4) Joint-stock enterprises. An enterprise whose assets are jointly invested by two or more investors and formed in the form of shares. my country's joint-stock enterprises mainly refer to two organizational forms: joint-stock companies and limited liability companies (including wholly state-owned companies). Although some state-owned, collective, private and other economic organizations operate in the form of joint-stock systems, if they fail to follow the established restructuring regulations of the Company Law and are not registered as a joint-stock limited liability company or a limited liability company, they will still be classified according to the economic nature of the original ownership. Economic type.

(5) Associated enterprises. This refers to the joint venture between enterprises or between enterprises and institutions to form a new economic entity; joint ventures that meet the qualifications of legal persons shall independently bear civil liability; if they do not meet the qualifications of legal persons, the parties to the joint venture shall be responsible for the joint venture according to the capital contribution ratio or the agreement. , enterprises that bear civil liability with the property they own or operate and manage. If you are jointly and severally liable in accordance with legal provisions or agreements, you must bear joint and several liability.

(6) Foreign-invested enterprises. Such enterprises include Sino-foreign joint ventures established in China with the approval of the People's Republic of China, in which the Chinese and foreign partners jointly invest, operate jointly, share profits, and bear risks. ; It also includes Sino-foreign cooperative enterprises established by foreign enterprises and other economic organizations in accordance with the principle of equality and mutual benefit, in accordance with Chinese laws and by stipulating the rights and obligations of both parties in a cooperation agreement, and with the approval of relevant Chinese authorities; also includes Sino-foreign cooperative enterprises established in China in accordance with Chinese laws A foreign-invested enterprise in which all capital is invested solely by foreign enterprises, other economic organizations or individuals, is independently operated, and is solely responsible for its own profits and losses.

(7) Hong Kong, Macao and Taiwan investment enterprises. This refers to enterprises established in the mainland by investors from Hong Kong, Macao and Taiwan in the form of joint ventures, cooperation or sole proprietorships in accordance with the relevant foreign economic laws and regulations of the People's Republic of China and the State. In terms of legal application, they are all based on the foreign-related economic laws and regulations of the People's Republic of China and the State. In terms of economic type, it is an economic type different from foreign-related investment.

(8) Joint-stock cooperative enterprises. This refers to an economic organization based on the combination of capital alliance and labor alliance as the basis for its establishment and operation. It effectively combines capital and labor force, the two basic elements of productivity, and has the advantages of joint-stock enterprises and cooperative enterprises. form of corporate organization.

What are the advantages of modern enterprises?

Seize the future development! For example, what accounting positions are generally set up in modern enterprises of PE plastics that are lacking in China? Please give examples of large companies and small companies for guidance.

Small companies, general financial accounting (the smallest one may also be a cashier) - certain If the scale is more than 100 people, the cashier and accountant should be separated. For large companies, tax accounting, cost accounting, current accounts receivable accounting, cash accounting, accounting statement accounting, audit accounting, general accounting, etc. What are the modern enterprise salary systems?

It can be divided into two parts, one is spiritual and the other is material. Spiritual ones include job promotion, selection of outstanding employees, use of vehicles, study tours to advanced domestic or foreign enterprises, further studies at training institutions, annual salary leave, travel and vacation for outstanding personnel, etc.; material salary, mainly Is it basic salary, insurance, bonuses, allowances, vehicles, housing, shares, etc.

What are the functions of modern corporate documents?

Introduce corporate culture, condense corporate spirit, display corporate style, attract external inspections, expand corporate influence, record corporate growth, and talk about the challenges faced by modern corporate salary design

Salary Management It is a dynamic management process that determines, allocates and adjusts the salary payment principles, salary strategies, salary levels, salary structures, and salary composition of corporate employees under the guidance of organizational development strategies.

Through a deep understanding of industry development trends, Ruixin Consulting helps corporate customers establish efficient salary management systems and improve organizational management on the basis of understanding corporate development strategies and businesses, combined with practical experience for a large number of companies. The constraint mechanism and incentive mechanism of the personnel team enable the salary management system to fully reflect the customer's business strategy, work culture and impact on different employees, so as to adapt to the rapidly changing environment and achieve long-term sustainable development of the enterprise. What are the components of modern enterprise systems?

General enterprise management systems include: "Office Management System", "Administrative Personnel Management System", "Human Resources Management System", "Health Management System", "Office Supplies" "Management System", "Vehicle Management System", etc. These systems are needed in every company. Others depend on the company's specific business projects to formulate corresponding rules and regulations. What are the misunderstandings in modern corporate training?

Eight Misunderstandings in Modern Enterprise Training

To achieve successful and steady development, enterprises must master two methods, one is training, and the other is change.

Long-term and continuous training can provide enterprises with sufficient talents and thereby improve their abilities and qualities. It can also provide the necessary good cultural atmosphere for the stable development of enterprises and maintain the excellent corporate culture. All of this All lay the foundation for the transformation of the enterprise, greatly increasing the chance of success of the enterprise's transformation and ensuring that the enterprise can successfully move to a new level. When the two methods are used together, the company will move forward steadily like a person walking on two legs. Of course, there will also be some unsatisfactory problems when implementing the method.

After China officially joined the WTO, competition among enterprises has become more intense, and the sense of crisis has been significantly enhanced. The increasing demand of enterprises for training has promoted the rapid development of the domestic training industry. Cooperation between enterprises and consulting companies to promote self-growth has become an increasing trend. Most well-known domestic enterprises have introduced the services of consulting companies, which is a great progress for society and enterprises. Our country's training industry is still in a state of confusion, especially domestic enterprises' lack of correct understanding of training value, training methods, etc., which has hindered the development of training. Currently, enterprises have eight major misunderstandings in training:

One of the misunderstandings: training by yourself

Many domestic companies’ attitude towards training is “we will train ourselves” and refuse to cooperate with consulting companies. They train trainers within the company or hire professional trainers to enter the company. , becoming a member of the enterprise for training, this method is also conducive to the improvement of the quality of the enterprise, but there are many disadvantages, which has many similarities with the seclusion in the late Qing Dynasty. In the long run, the corporate culture is easy to solidify and lacks freshness. In a closed environment, corporate employees lose their due vitality and their enthusiasm is dampened, which runs counter to the purpose of training. Many companies have realized and got rid of this misunderstanding, and more and more companies have adopted training methods combined with consulting companies.

Misunderstanding 2: Misunderstanding of training needs

Each department and each person may have different conclusions on what training is needed, and everyone has his or her own opinion. In order to achieve the purpose of training, it is necessary to correctly find the training needs. Many companies are confused as to what kind of training companies need and what training is most beneficial to their development. If corporate training wants to achieve ideal results, it is necessary to investigate and analyze training needs. This is also one of the keys to cooperation between companies and consulting companies. Consulting companies can design good training needs analysis plans and investigation methods for enterprises, which not only solves the confusion of unsatisfactory training effects of enterprises, but also finds the real training needs of enterprises from the source of training.

There are three types of corporate training needs. The first is the gap between the current situation of the company and the company's expectations, which can be obtained through surveys; the second is the training that must be carried out when the company adjusts, which must be based on the company's adjustment plan. To arrange; the third is the reserve of talents, knowledge, abilities, and expertise required by the company's strategic goals, which must be reflected in the company's strategy. Only by understanding these three needs can we develop a suitable training plan and achieve good results.

Misunderstanding No. 3: Celebrity Training

Many companies embody the value of training in a trainer, or even hire a teacher, and then go to a bookstore to buy a book to do it Textbooks, "systematic" training, no matter how many chapters are useful, so they rely heavily on training instructors. Professional training institutions provide customers with a training framework, and the content will be customized according to the customer's specific needs and actual situation. The trainer is only one part of the training, and the training focuses on the entire effect, including understanding customer needs, making courses, how to teach them, follow-up services, etc. This is a complete set of services that can only be achieved through an excellent team. Finish.

Misunderstanding No. 4: Training courses

No course is suitable for all companies. The courses should be formulated based on the actual situation of the company, personnel quality and company goals, and should be very complete. Ideas, methods and concepts.

Many domestic courses are relatively old, mainly academic courses, and there is a very lack of applicable corporate training courses. For example, MBA courses abroad are mainly used to improve personal qualities, abilities, thinking methods; but corporate training is aimed at the entire company and should be dedicated to improving the overall quality of the team. Only when the courses are highly practical and interactive will companies feel that these trainings can truly help them.

Corporate training consists of three elements: training process, training courses and trainers. The most important thing is the training process. The process determines the courses and trainers, and the training needs determine the training process. Only when the process is suitable can we produce personalized training results. It is most important to achieve the best effect of training through the evaluation and tracking of course training effects.

Misunderstanding No. 5: Foresight rather than suddenness

How excellent companies conduct training: The purpose of training is clear, and the company's philosophy and operating methods are unified through training. Let every employee of the company have a unified value direction. There is a complete definition of the training plan every year. At the beginning of the year, the training plan will clearly list the training content, and then follow this direction. They hope that every employee in the company can reach the established level.

One of the annual assessments is employee training. Employees’ files will contain their current abilities and abilities that need to be strengthened, as well as which ones need training. At the end of the year, we will check whether the employee training has achieved its goals, and then employees will have opportunities for promotion, salary increase, and development. This is a relatively complete system.

In one sentence, many domestic corporate trainings are done on a sudden basis, while foreign corporate trainings are more systematic and forward-looking.

Misunderstanding No. 6: Pursuing value rather than evaluation

Companies are increasingly aware of the importance of training, but there are still some misunderstandings about value. Some companies tend to think this way: the cost of training is the salary of a trainer's working day. Domestic enterprises generally understand and will actively cooperate with the preliminary work of training. For example, they hope that training consultants will go inside the enterprise to understand, find some substantive cases, and formulate corresponding training courses. However, when they see the quotation, they often feel that It's very expensive, and at this time they are unlikely to accept the price.

If a team provides a complete set of services for the enterprise, the effect it brings to corporate training will only be reflected in the next few years. In this case, the cost and price will naturally be relatively high. Such problems may be encountered by domestic professional training companies.

Some companies are willing to adjust their prices downwards, hoping that customers can try this benefit. Of course, customers who have done it will come back to cooperate. They feel that this is personalized training for their own companies, which is of great significance to them, and they think that such a price is indeed justified.

In terms of effectiveness evaluation, only by examining the effectiveness of training from different levels can we better grasp the effectiveness of training. This is because the gains from training are sometimes transformed. If something is done well, it does not mean that it is spoken well. Some people cannot tell how to do it, but they can execute it correctly. This lies in the human subconscious mind.

Misunderstanding No. 7: Teaching you to do it instead of helping you do it

Many Chinese companies like to compare consulting agencies to doctors. In fact, the most suitable role of consulting agencies is that of coaches, because The patient is very passive, while the players have great subjective initiative. It is impossible for the coach to replace the players. High-level training experts cannot replace daily management, but are based on facts, analyze and put forward specific suggestions and training plans for enterprises, and assist enterprise personnel to implement them.

Training companies usually work this way: training consultants visit customers in person and provide free diagnostic consultations to understand the company's training needs. Analytical tools included questionnaires, telephone interviews, and group discussions.

Form a course team consisting of consultants, training managers and relevant trainers. The course will be designed and adjusted accordingly based on the training needs survey results. The entire training package consists of the course's relevant theoretical framework, practical skills, cases tailored for customers, related learning, games and evaluation forms.

Project managers and trainers are responsible for implementing customized courses. After the training is implemented, the companies and individuals receiving the training will receive a comprehensive evaluation report on the training implementation and training effectiveness, as well as corresponding training follow-up plan recommendations.

The training process is not over yet. Follow-up services will also be arranged to help students apply the knowledge and skills they have learned to their work and life and form good habits. The trainer will answer questions raised by the trainees. Only through courses and training processes designed by excellent trainers tailored for customers can the true value of training be reflected.

Misunderstanding No. 8: Training is for development rather than training

Domestic companies mostly train for the sake of training. For example, before and after China's accession to the WTO, there was a sudden increase in WTO training; when project management training was introduced, there was also a rush. This trendy phenomenon is very detrimental to the development of enterprises. But without a good strategic plan, perfect system and good habits, it is difficult to change.

Training is a method, a way to promote enterprise development, and it cannot be regarded as a purpose. When you look at training from the perspective of enterprise development, it is easy to understand and achieve good results. Of course, there is a misunderstanding, which is to simply calculate the effect and cost of training. In fact, the evaluation of training cost and effect should also be based on the perspective of enterprise development. The cost of training can be transformed into the corporate culture and entered into the enterprise through the implementation of training. Intangible assets, this view has been confirmed by the development of internationally renowned companies. An enterprise that does not do a good job in training cannot become a competitive enterprise.

Shantou Recruitment Network What are the economic behaviors of modern enterprises?