New employees usually write opinions and suggestions when they become full members.

New employees usually write opinions and suggestions when they become full members.

After becoming a full-time employee, new employees usually write opinions and suggestions. Some companies allow employees to give some opinions and suggestions to the company. How to write opinions and suggestions after successfully becoming a full-time employee? Let's share the general opinions and suggestions for new employees to become full employees. Let's take a look.

When a new employee becomes a full-time employee, he will generally write comments and suggestions 1. Opinions of new employees becoming regular employees 1.

X is smart, studious, always learning and actively enriching himself. I have an independent opinion on technical issues. Although my thoughts and ideas have obvious book traces, I believe that after half a year, my thoughts will be clearer. Just lack of practical experience, need to be modest enough and pay attention to details. Improve team consciousness, communicate with colleagues more at ordinary times, and make personality as flamboyant as thought. On the whole, it's quite good. I passed the exam and agreed to become a full member.

New employee confirmation opinion 2

The employee loves his job, sets an example and has strong personal skills. Take the initiative to save in daily maintenance, and actively make full use of and reuse the old and waste under the premise of safety. With profound electrician skills, we have conquered and repaired many electronic components, electronic switch sockets and so on that are considered scrapped.

New employee confirmation opinion 3

In the past year's work, we have earnestly fulfilled the obligations of civil servants and successfully completed the tasks assigned by the unit. We believe that we have the main conditions for qualified personnel, and according to the relevant regulations, the unit agrees that we will become regular employees.

New employee confirmation opinion 4

Employees are conscientious and responsible, and can strictly implement dyeing process operation. The annual repair rate is%, and the annual total output is 1000 pounds. Usually, I can actively train new employees, enthusiastically teach dyeing technology, and obey the work arrangement of my superiors.

New employee confirmation opinion 5

The comrade has good comprehensive quality, strong professional ability and strong learning ability, and agrees to become a full member. Can fully grasp the knowledge learned and the main functions and key work of the unit, have strong communication skills, and be competent for their own work.

New employee confirmation opinion 6

During the probation period in my unit, I am serious and proactive, respect leaders, unite colleagues, treat people sincerely, obey orders, work hard, be not afraid of hardship and fatigue, and use my professional knowledge flexibly to solve practical difficulties encountered in my work. During my work, I was praised by my leaders and colleagues. Agree that the comrade will become a full member.

New employee confirmation opinion 7

This employee is conscientious, down-to-earth and caring for his colleagues. Although the nature of her work is complicated, she can handle things calmly and methodically, and she can always do her work conscientiously. She was very popular in the office and agreed to become a full member. At work, she can stand in the company's point of view, often put forward reasonable suggestions and make suggestions for the management of the department. She is a good assistant to the leader.

New employee confirmation comments 8

This comrade loves his work and is serious and responsible. Good results have been achieved in the business learning assessment organized by the unit. Can complete the task with good quality and quantity, and can also help other comrades to do all the work within their power.

Confirmation opinions of new employees 9

This comrade is modest and prudent, diligent and studious. Can actively learn political and professional knowledge, study diligently, pay attention to the combination of theory and practice, and effectively apply theory to practical work.

New employee confirmation opinion 10

I started working on xx, xx, and now I'm on probation. During the trial period, its excellent performance was unanimously affirmed by leaders and colleagues.

The time for new employees to become full members and write suggestions passed quickly, and the three-month probation period ended in a blink of an eye. This is a precious experience in my life, and it also left me with beautiful memories.

In a harvest season, I am honored to step into a new vigorous and dynamic enterprise-* * * *. Became an ordinary member of * * * *. It has become a messenger of happiness in customer service work. Thank you * * * for giving me the opportunity to work. You extended my dream of spreading my wings.

During this time, you have given me enough tolerance, support and help, so that I can fully feel the mind of * * people, feel the heroism of * * people who "can't see the rainbow without experiencing storms", and feel the persistence and firmness of * * people. While I am in awe of you, I am also surprised that I have the opportunity to be a member of * * * *.

With a beautiful vision and hope for the future, I embarked on a new journey, an ordinary but not mediocre post. Looking back on the past three months, I am happy and worried, with the joy of success and sad memories; Some people are in a daze in a smoky room, while others jump out of bed in the middle of the night. This seems to be a microcosm of life, unforgettable. Life is tense, but orderly.

During these three months, under the care and guidance of leaders and colleagues, through my unremitting efforts, I have gradually adapted to the surrounding living and working environment and gradually entered the working state. In this process, I want to summarize my work in three stages.

First, the budding stage (165438+1October 7-165438+1October 3/).

During the period, I was mainly familiar with the daily workflow. For example, being familiar with the process of property right certificate and land certificate, the consultation and explanation work of the owner, and the process of house maintenance and rectification involve a variety of things with strong randomness. Sometimes they are anxious to deal with several things at the same time, but sometimes they are bored.

And in these things, there is a lack of superficial hierarchy, and it is difficult to get a more correct judgment through intuition at the first time without fully understanding its internal attributes.

Because when you receive every message, you don't clearly identify which ones are important and unimportant, which ones are urgent and which ones are not urgent, which ones need to be conveyed immediately and which ones need to be filtered out, which is difficult to grasp without experience and understanding of the overall operation within the company.

Of course, this period is the peak of my mistakes, especially in dealing with some things, lacking certain flexibility and not considering some things comprehensively, but by learning from some experienced colleagues, I gradually improved in my later work. A newcomer like me, who just entered the company, is full of strangeness and curiosity about everything.

So I often chase engineers or old employees to ask questions, and they always take pains to explain. From it, I learned a lot that I had never learned before. I often communicate with the owners, and I can learn things from them that I can't learn elsewhere, so they all become my mentors.

Second, the growth stage (65438+February1-65438+February 3 1).

Through the previous stage's work performance and the guidance of leaders and colleagues, we have made some adjustments to the current stage's work, starting from four categories: daily plan, client department's warrant handling, owner's consultation and explanation, rectification process and owner's negotiation.

During the period, assist the department to handle the warrants, the process of handling the owners' related warrants, the materials needed, and the relevant matters needing attention when handling. The owner's consultation and explanation work is varied, which makes me clearly see my lack of professional knowledge and the quality of service needs to be improved.

I learn from leaders, colleagues and other relevant departments, supplement professional knowledge, improve service quality, satisfy the owners and serve them better.

Here, I clearly realize that every host standing in front of me is a god in my heart, and my duty has become an angel to convey happiness. Dealing with occupation is hard science and technology, and dealing with people is soft ideological art, which requires me to grasp both hands and be hard.

At the same time, this spirit also goes deep into the rectification of the project. Through the rectification of housing quality by the maintenance team, we must first rectify the problems reflected by the owners as soon as possible. Be sure to rectify in time. Because this problem is easy to affect the owner's living order or home improvement progress. Once the owner stops work, it will bring the loss of construction period and economy, and more seriously, it will affect God's mentality and destroy the happy mood brought by the new house.

Once the owner's mood is destroyed, the problem of quality itself is no longer the mainstream, and healing the trauma in the owner's heart has become the top priority of my mission. This not only improves the work efficiency, but also increases the reputation of * * * *; Secondly, urge the rectification construction unit to improve the quality level of rectification.

During this period, I worked with maintenance engineers for many times and found out the root causes of housing quality problems, such as: water seepage in aluminum windows, mainly the aging of window stickers and glass glue; The door and window splicing is not standardized; The joint between the window and the wall is not closely connected with the civil part.

Another example is: the cracks and hollowing of the wall are caused by insufficient masonry mortar, unreasonable handover treatment of different materials and irregular decoration and slotting operation; Empty drum is caused by insufficient wall wetting when plastering, too thick plastering at one time and too heavy fine sand content. Through on-site practical work, I can better supervise the construction quality of the construction unit and enhance my confidence.

Third, the mature stage (2XXX years 65438+1October 1- to date)

Through the constant familiarity and exercise in the first two months, I have further improved my basic work skills and improved my work efficiency.

At this point, * * * * * has also been successfully delivered, but the centralized rectification work after delivery also started immediately. The number of repair applications is several times that of the previous period. In this case, in order to control the development of this phenomenon, it is necessary to conduct on-the-spot investigation on these rectification reasons, find out the crux and prescribe the right medicine. Among them, it is found that false reports, repeated repair reports, and some owners' own irregular decoration operations account for a large part of the repair report.

It is very important to reduce this kind of repair report to the lowest point for the improvement of repair report and closing process, and it also brings convenience to our later work. In view of this, with the help of department leaders and colleagues, the repair process is partially improved. First of all, from the root, check whether the responsibility and authenticity of the owner's maintenance problems belong to the scope of normal maintenance and rectification.

For example, whether it is the owner's improper operation (mainly aluminum alloy hardware fittings for doors and windows), by explaining the work to the owner and guiding the correct operation, the owner can completely avoid the complaint of repairing, and at the same time prevent the construction unit from making rectification, which increases the maintenance cost and workload, but the problem has not been fundamentally solved. Almost every time the owner makes rectification, he must supervise the work on site, which also causes the owner's satisfaction with * * * *.

Secondly, the review and return visit after rectification are implemented to each responsible person. The review can test the rectification effect and quality of the construction unit, and avoid the sequelae of incomplete rectification caused by the construction unit cutting corners. A return visit can first improve the satisfaction of the owner, and then we can hear the real, pertinent and good opinions and suggestions of the owner, which improves the quality of our work. Why not?

Through the improvement of the rectification process and its implementation in actual work operation, the centralized rectification work of * * * * * * was successfully completed. However, this is not three minutes of enthusiasm. It will continue to be implemented in the normal rectification work in the later period, and it is necessary to constantly sum up experiences and lessons, improve, improve, and improve.

With the passage of time, with the help of company leaders and colleagues, I kept growing and solved one quality complaint after another. These problems can be described as varied and varied, so I won't elaborate here.

When a new employee becomes a regular employee, he usually writes comments and suggestions. 3 employees' opinions and suggestions on the company 1.

During the week of joining the company on X month X day, through careful understanding, I communicated with the company personnel in all aspects; 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 our company will take a negative attitude at present, so they obey the orders of the leaders, delay or even do nothing.

Excellent employees dare to be angry and dare not speak out, so they have complaints such as "doing well is the same as not doing well", "doing too much and making too many mistakes" and "bullying 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 and the departments is not smooth. The first problem is the management team and the executive team of the company (that is, the heads of various departments). To make employees cohesive, we must start from the head of the department.

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.

Third, suggestions on improving the efficiency of employees,

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.

Take discipline and work attitude as the performance appraisal indicators of employees, and conduct appraisal in time. Train employees who are not suitable for the post, and then hire or dismiss them.

Five, the selection of outstanding employees, set an example (selection criteria from the performance, efficiency, sense of responsibility, special contribution and other aspects of evaluation), to form an atmosphere of learning from the example, to the standard, to the standard.

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, layers of supervision of the work. At the same time, it requires and promotes the management ability and personal leadership charm of middle managers, and really plays 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'm still studying and analyzing the company's existing human resource management.