Unit work summary

Time flies, and a period of work activities has come to an end. What achievements are worth sharing in retrospect? Write a work summary, draw lessons and guide future work. Are you still worried about writing a work summary? The following is a summary of the work of the unit that I have carefully sorted out (6 general remarks). Welcome to read the collection.

Work summary of the unit 1 It has been one year since I was transferred to Zhu No.1 Branch Factory as the deputy director at the beginning of 20XX. In this year's work, under the correct leadership of the company and branch factory leaders, with the cooperation and support of branch factory employees, I successfully completed this year's work, initially completed the role change from a logistics person to a manager, became familiar with the production management process, and improved my personal management ability and business level accordingly. In our daily work, we mainly focus on the following aspects of management:

production control

In the workflow of the branch factory, I am mainly responsible for the production organization of the branch factory; Internally, based on the connection of core-making, modeling and smelting workshops, I am very concerned about the improvement of class production efficiency and demand output per unit time. Through the analysis and calculation of OEE, the bottleneck affecting the improvement of comprehensive efficiency is found out and the corresponding assessment policy is formulated, which improves the production enthusiasm of employees and promotes the improvement of comprehensive efficiency compared with the previous year. Strengthen communication and coordination with foreign countries, closely combine with manufacturing departments, pay attention to inventory processing, and adjust production schedule in time to meet the principle that delivery is the first principle of production organization and ensure the smooth development of the next process; In the process of trial production of new products, follow the principle of priority and inform the tracking results in time, so that the trial production progress of new products in Zhuyi Branch will not be affected by the trial production delay; Pay attention to the factors of the production process, pay attention to the preparation work, gradually implement the assembly line mode of each process in the factory, simplify the logistics adjustment and distribution of production materials, and implement "lean production".

quality management

In the process of quality management in the branch factory, I mainly cooperate with the director of Chai to do a good job in quality management; Under the careful explanation and guidance of Director Chai, we got a preliminary understanding of the product characteristics, summarized the common problems and key control items of some products, and made clear the characteristics of each link from core making to sand mixing modeling to melting and pouring, which was summarized by using the "independent inspection" tool developed by the company, serving the production site and promoting the overall improvement of quality to a certain extent; With the help and guidance of the system office, I made clear the elements of the quality system of the branch factory, which prompted me to master the basic detail management and ensured the smooth operation of the system.

Unit Work Summary 2 Performance appraisal is the core work content of the human resources department, and it is also one of the main work contents of the company for 20xx years. In order to better expand the implementation of the performance management system within the company, the human resources department conducted a trial run of performance appraisal in three functional departments (finance, administration and human resources) from May to July. The following is a summary of the trial run:

I. Assessment results of functional departments

The performance appraisal system vigorously promoted in functional departments this time includes four aspects: departmental KPI index assessment, post work target assessment, employee work ability assessment and employee work attitude assessment. Through the final data collection and analysis, objectively speaking, the system is effective and feasible in functional departments, and the goal of quantitative performance management has been achieved initially. The collection of these four aspects is described as follows:

Department KPI evaluation (TP):

The difficulty coefficient of the performance appraisal of the department itself is high, and the design of KPI index is not in place, so this time only part of the data is collected, which can only reflect part of the work of the department from the side, and can not fully reflect the performance of a department for the time being, so the collection of KPI in this department provides valuable practical experience for the next step. One of the key points of the next assessment work is to continue to improve and optimize the assessment of departmental KPI.

Work objective assessment (IP):

On the basis of the decomposition of the company's overall objectives, each department decomposes the departmental objectives into individual work objectives of employees. At the beginning of each month, the department manager helps employees set personal work goals, and at the end of each month, evaluates the realization of employees' work goals. Judging from the three-month trial of IP assessment, all functional departments have effectively promoted the achievement of employees' personal work goals, effectively conveyed the work pressure of departments, improved work efficiency and promoted the company's work goals and plan management through this assessment. Therefore, this part of the assessment.

Assessment of employees' working ability (CP):

The CP assessment of functional department managers is carried out through multiple dimensions (such as objectives, guidance, communication, support for superiors, support for straight-line departments, etc.). ) and multiple angles (boss, subordinates, internal customers); The assessment of employees in functional departments is multidimensional (working ability, cooperation and communication ability, support and cooperation with superiors, personal learning and self-development ability), and the direct assessment of superiors is adopted. From the final data collection results, the CP assessment of functional departments objectively reflects the ability level of employees, and this part of the assessment is effective.

Employee attitude assessment (at):

Employees' work attitude is their daily work performance and behavior. This behavior is mainly reflected in the degree of employees' commitment to our company's work. This part of the assessment data mainly comes from the overtime hours of employees, so the source of this part of the assessment data can accurately reflect an employee's work attitude, that is, the degree of investment in work. AT evaluation is also effective.

Second, the problems and solutions in the trial evaluation

The main problems in the trial:

1, the design of the exam itself

As the evaluation itself, its operation needs a perfect human resources system, such as a scientific and relatively stable organizational structure; Scientific job description and job evaluation system, fair and scientific quantitative means, etc. These are exactly what we lack, which also shows that our human resources background for assessment is relatively weak.

Compared with the company, the performance appraisal system is a new thing. New things must be practiced in the company, and the most suitable solution must be found in running-in and improvement. Subjectively, when we design some indicators, we don't fully consider them, and some processes and indicators are not in place. Therefore, objectively and subjectively, some aspects of the design of this assessment system are still not in place. For example, the design of departmental TP cannot collect complete data for the time being. At present, the human resources department is assisting all departments to set their work targets for the next quarter according to the new operation form of departmental TP.

2. Communication problems

Through the three-month trial evaluation, we believe that the key issue in the implementation of the evaluation is the communication and interaction between the assessed and the employees. If a department manager doesn't fully communicate with employees when helping them to set personal work goals, there is no guidance and help in the process, and the final assessment results don't put forward work improvement points on the basis of full communication with employees, then the final assessment results are definitely invalid. It will not improve the performance. Judging from the trial of this assessment, the failure of some assessment data is caused by this problem, and the communication and interaction between the assessed and the employees is the key to the effectiveness of the specific assessment results.

3. Understand the problem

According to the experience of previous assessment, some employees are not fully aware of it. They think that this assessment will be just a formality as in the past, so they don't pay enough attention to it ideologically. In addition, in the process of assessment implementation, it is considered that assessment is nothing more than beating employees, creating troubles for employees, or going through the motions, adding a lot of unnecessary troubles to employees' work and so on. These negative misunderstandings will make employees have obvious resistance and rejection in their operations.

4. Promote this issue

Before the habit of assessment is formed, the promotion of assessment is still a very important issue. In addition to the strong promotion of human resources departments, the strong promotion of middle and senior leaders is the key issue. There are few pilot departments in this functional department, and the promotion problem is not obvious. However, if it is fully promoted in the whole company, the promotion problem is the key to the success or failure of the full implementation of the entire assessment system.

In view of the above problems, the next major solutions of the Ministry of Human Resources are as follows:

1, explore and improve, and constantly optimize the assessment system in practice;

2. Through guiding training, gradually introduce the evaluation concept and gradually form the evaluation habit;

For example: nearby training, secondary guidance training for logistics system managers and employees.

3. Strengthen communication:

The human resources department strengthens communication and guidance with the pilot departments, and guides the assessment, communication and interaction between department managers and employees through forms or other means.

4. Strong execution:

Led by the human resources department, it is strongly implemented from top to bottom, and the key is the promotion of middle and senior leaders. Therefore, the focus of the human resources department is to strengthen the promotion of the performance appraisal system for middle and senior managers.

5, linked to performance

Only by linking with performance can we fully attract the attention of employees, fully expose some problems that could not be exposed before, and then achieve the result of continuously optimizing the assessment system through adjustment. Finally, the assessment system can really motivate employees to continuously improve their performance.

Third, the next assessment objectives and work ideas

Work objectives:

Establish and fully implement an effective and practical performance management system.

Working ideas:

The test results of functional departments prove that the system is effective and can realize the development of the company to target management (May-July).

In September, the Human Resources Department will conduct a comprehensive and objective evaluation of the performance appraisal system, and put forward specific measures to implement in the logistics system. At the same time, we started the early training and guidance work.

From 10 to 12 (three months is an assessment cycle), the performance assessment results of employees in the administrative, human resources and financial departments will be linked to the salary, and the specific operation will be implemented by the human resources department. The logistics department will gradually link performance with salary (to ensure that it will be realized early next year).

In the following year, the mature appraisal system that has been running in the company will be promoted throughout the company, and finally an effective performance management system will be realized in the company to support the company's overall strategy.

Summary of unit work 3 Since the declaration of civilized units in the county, all the teaching staff in our park have actively participated in it, creating a good atmosphere of striving for Excellence, and taking promoting quality education as the core, building teachers' morality as the starting point, and creating a good educational environment as the platform to strive for a double harvest of "two civilizations" and promote the development of school education and teaching.

First, pay attention to the construction of spiritual civilization and create a good campus culture.

During the period of 20xx, we studied and mobilized to strive for a civilized unit at the county level at the teachers' meeting of the whole school, and put forward the requirement of creating a "good image of a civilized school and a civilized teacher", and strengthened the construction of teachers' morality through speeches on teachers' morality, essay competitions and the selection of teachers' morality stars. We have also formulated the detailed rules for the assessment of spiritual civilization in Youth Road Kindergarten, taking the assessment results as an important basis for faculty evaluation and job promotion. Gradually established a good garden spirit of teaching and educating people, being a model and being helpful, and really created a "positive, pragmatic" campus cultural environment.

Secondly, our park has carried out a series of educational practice activities in combination with reality. For example, in the discussion of "honor and disgrace in my heart" among the teaching staff, let each teacher talk about experience and make a speech in combination with some phenomena in today's society. Carry out "honor and disgrace education" and play games among children.

This semester, the activity of "Growing through Self-discipline and Developing through Mutual Assistance" was also carried out, and a work manual for the staff of Youth Road Kindergarten was formulated, so that the staff can lead the new social trend with their own civilized words and deeds and make their own contributions to the promotion of Zhongmou civilization.

Second, improve the people-oriented management system and promote the connotation development of the school.

Our garden adheres to the people-oriented management concept, establishes a scientific management mechanism, and strives to create a campus culture of "understanding, respect, trust and tolerance", so that kindergartens can gradually form a campus atmosphere of "respecting differences, appreciating each other, listening to each other and sharing".

First of all, in the implementation of kindergarten management, our park actively promotes the openness and democratic management of school affairs. Earnestly complete every teachers' congress, so that the masses can exercise their democratic rights and participate in the democratic management of the school. Make policies, processes and results "three public". For example, the school's three-year plan, the new bonus distribution plan, the overhaul plan in the park, the kindergarten level, the teacher self-discipline manual and so on. Before the decision, the person in charge of the kindergarten fully listened to the opinions of people at all levels and held various seminars. Based on the principle of seeking truth from facts, the kindergarten reform has truly adapted to the requirements of the development of the situation, truly represented the interests of the majority of teaching staff, and finally formed a feasible decision that can be accepted and understood by most teaching staff. Let the faculty know and enhance the sense of ownership.

Secondly, in school management, we should adhere to the people-oriented concept, create a humanistic environment, strengthen cohesion projects, and cultivate a team of high-quality teachers with popular support. According to the actual situation of teachers, our garden allows each teacher to make a unique personal development plan and communicate at the school meeting. The leaders of the park insisted on "visiting if you have something, exploring if you are sick, and helping if you have difficulties", and tried every means to solve problems for everyone, so that the teaching staff felt the care and warmth of the school. For example, last semester, a teacher in our garden suddenly fell ill because of her father-in-law, which brought greater difficulties to the already poor family. After learning about this, our park leaders and trade unions actively gave her all kinds of help. Although the number is small, it adds warmth to that cold winter and makes our collective more harmonious. In addition, the chairman of the trade union often listens to the opinions of the masses and conducts colorful, healthy and beneficial entertainment activities to enhance team cohesion.

Third, pay attention to research and practical activities to improve teachers' professional level.

Our park has always adhered to the correct direction of running the park, taking education and teaching as the central work of the school, and taking "children's development as the foundation" as the common goal of all the staff in our park, so that school management, educational research, parents' work and logistics work are all planned and arranged around promoting the healthy development of children. In recent years, taking teaching and scientific research as a breakthrough and improving classroom teaching as a starting point, our garden has carried out a series of research and practice activities, which greatly improved teachers' educational philosophy and professional level. Our research results have also been fully affirmed by experts in the municipal teaching and research section, and we are gradually improving it to make it a garden-based course in our garden. In the process of research, the professional level of teachers has been improved by leaps and bounds.

Fourth, pay attention to community linkage construction and realize the harmonious development of homes.

Kindergarten, as an educational institution, is a member of the community, so it is very important to strengthen the trinity educational environment of community, home and kindergarten. Parent-teacher conferences, family committees, parent lectures, parent-child activities, etc. Every semester is held regularly in our garden to carry out various activities, such as promoting used batteries, smoking ban, condolences from nursing homes, "garbage never falls, everyone participates", and setting up a love foundation to care for the disadvantaged groups around us this semester. During the activity, our actions were not only recognized by the community residents, but also benefited the teachers and children in our park.

Summary of the work of the unit 4 According to the spirit of the Document Notice of the District Comprehensive Management Committee on Preparing for the Inspection and Evaluation of Comprehensive Management of Provinces and Cities in xxxx ([XXXX] No.8), under the guidance of the correct leadership of the district party committee and government and the business guidance of the superior competent department, our bureau has mainly done the following work within its own scope of duties.

I. Main Work

1, actively do a good job in joint inspection of county-level administrative boundaries. According to the provincial civil affairs department's joint inspection task of county-level administrative boundaries in 20xx and the Notice of Civil Affairs Bureau on Doing a Good Job of Joint Inspection of Administrative Boundary in 20xx (Zao Min Zi [XXXX]No. 14), the Implementation Plan for Joint Inspection of the Boundary between Yicheng District and Cangshan County and the Implementation Plan for Joint Inspection of Administrative Boundary between Taierzhuang District and Yicheng District were formulated. In conjunction with Cangshan County, Taierzhuang District, and * * *, respectively, do a good job in the inspection of boundary markers (directional objects) in Yicheng-Cangshan and Taierzhuang-Yicheng. Joint inspection of the border line140km and boundary pillar 17 has been completed.

2. Sign the county border harmonious corridor agreement. In order to consolidate the achievements of county-level joint demarcation, effectively protect the interests of people on both sides of the border, maintain social stability in the border areas and promote economic and social development in the border areas, Yicheng actively signed agreements with the civil affairs departments of Taierzhuang, Xuecheng and Cangshan to create a peaceful border harmonious corridor.

3. Border joint inspection "looking back". Reviewing the border management, especially the joint inspection of the border, and carefully inspecting and correcting the maintenance of the border and boundary markers can timely discover and solve some remaining problems in the joint inspection and demarcation work, and ensure the realization of the goal of "creating a safe border and building a harmonious and appropriate city".

4. Organize and summarize the joint inspection data and file them. Organize and summarize the implementation plan, meeting minutes, boundary marker joint inspection records, boundary marker photos, joint inspection report and other related materials formed in the joint inspection work, and file them in accordance with the relevant provisions of national archives management.

Second, the existing problems and improvement measures

Although some achievements have been made in the establishment of safe border in our region, there is still a certain gap from the overall goal of safe border construction. Mainly reflected in the following two aspects:

First, a few cadres and masses on both sides of the boundary line have insufficient understanding of the significance of the boundary line and boundary markers, and their awareness of protection needs to be further strengthened.

Second, in recent years, with the rapid development of foundation engineering, boundary markers have been lost and directional objects have been artificially destroyed.

In the future, our district will take this inspection as an opportunity to learn from the good practices of other districts and cities and do the following work:

The first is to increase publicity. Through publicity, we will further raise awareness and create an atmosphere, so that the activities of building "safe frontier defense" will be deeply rooted in the hearts of the people, and the enthusiasm and consciousness of frontier defense cadres and the masses will be enhanced.

Second, continue to strengthen contacts with relevant departments and do a good job in building safe borders. Actively communicate with forestry, land, water conservancy, public security, comprehensive management, finance and other departments, strive for support and cooperation, and maintain stability and stability in border areas.

Third, strengthen communication and contact with neighboring parties, maintain close contact, hold joint meetings in due course, sum up work, exchange experiences, and promote the construction of safe borders.

The fourth is to further realize the informatization construction of border management and better serve the construction of Yicheng.

Summary of the work of the unit 5 Two months have passed in a blink of an eye after taking part in the work. As a new employee who just joined the work, I summarized my work in the first half of 20xx in order to better discover and improve myself in the second half of the year. In the past six months, through the help and care of leaders and colleagues, I have clearly realized the shortcomings in my work, which has also taught me a lot and greatly improved my work. I made the following summary of my work. Completed work:

My main job is mainly to handle the receipt and payment of various economic businesses of the company, sort out accounting vouchers, and handle various businesses between the company and banks. Since I took over the cashier's work in two subsidiaries, I have successively completed the opening of the general account of xx New Energy Company, the handling of the tax registration certificate of xx New Energy Company and the opening of the basic account, and checked the accounts with the competent accountant every month to find out the mistakes in time and ensure that the accounts are consistent.

Experience and lessons

Through these two months' work, I have learned a lot of knowledge and experience that books can't. What I learned in school is simple and fixed operation, but in practical work, various elements are changing. Vouchers and receipts are hard to fill in and often make mistakes. At first, I didn't use this change, so I made many mistakes in my work. Later, it was discovered by some old employees and quickly corrected.

Next work plan

In the future work, carry forward the spirit of being willing to bear hardships and love their jobs, complete other tasks assigned by the leaders while completing their own work, get familiar with the company's various businesses as soon as possible, study hard, and strive to finish independently to avoid causing trouble to others. There will be a lot of business in the second half of the year, and the account opening license of xx New Energy is almost completed. After that, a tripartite agreement was signed, and a new domain code certificate of the organization was signed, so as to do a good job of self-examination and self-correction in the early stage and make statistics on possible problems in the inspection.

Summary of the work of the unit 6 Since I joined the work, I have been keen on my work, strict with myself, keeping my job in the right position, and always maintaining the attitude of "modesty", "caution" and "self-discipline". With the care and support of the leaders and the help of my colleagues, I have been studying hard, making positive progress, striving to improve myself, working hard, finishing my tasks seriously and performing my duties. I performed well in all aspects and won the praise of leaders and the masses. Now I will briefly summarize my study and work in the past three months.

First, be strict with yourself, consciously strengthen party spirit training and improve political and ideological awareness.

Always adhere to the stand, viewpoint and methodology of Marxism-Leninism, adhere to the correct world outlook, outlook on life and values, and use them to guide their study, work and life practice. Love the motherland, love the party, love socialism, strengthen the faith of * * *, and maintain a high degree of consistency with the party organization. Conscientiously implement the party's line, principles and policies, be proactive, work diligently, be fearless of difficulties, work conscientiously and work hard, and make contributions within one's capacity in ordinary posts.

Second, strengthen theoretical and professional study, and constantly improve their overall quality.

As a newcomer to transportation administration, I clearly see that the stage of life has changed and my work experience is insufficient. Therefore, only by constantly strengthening study and constantly accumulating and enriching ourselves can we exercise our ability to serve the people. Since I started working, I have always insisted on studying while working, and constantly improved my overall quality level.

First, earnestly study the Party's important thoughts, profoundly understand their scientific connotations, earnestly study "striving for Excellence", further lay a solid theoretical foundation, and improve party spirit cultivation and ideological and moral quality.

The second is to study business knowledge seriously, and always keep an open mind and eager to learn business knowledge. I learned a lot of working methods, directly contacted the masses, and really penetrated into the masses. I usually read more books, ask more questions, think more, take the initiative to ask questions to leaders and the masses, and government study meetings and various work meetings are all good opportunities for me to study. In addition, I seriously participated in various trainings and conferences, and mastered business skills through law enforcement training. The study of business knowledge has enabled me to grow rapidly in my work.

The third is to study legal knowledge seriously. As an office worker, I need to handle all kinds of documents, and as a traffic law enforcement officer, it is directly related to the application of many laws and regulations. Combining with the actual characteristics of my own work, I consciously strengthen my knowledge of laws and regulations in my spare time to further enhance my legal consciousness and concept.

Third, work hard and finish the task seriously.

I always insist on being strict with myself, work hard, always keep in mind the purpose of serving the people wholeheartedly, and strive to do my job well. No matter in the office or in the violation handling room, be diligent, work hard, provide good service and be a good staff assistant.