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Give you two articles: & lt Enterprise Personnel Management Practice Report > According to the actual situation, it can be modified by itself.

& lt Report on Modern Enterprise Management Practice >;

Internship: Baosteel Group Shanghai Pudong Iron and Steel Company

Internship time: June 65438+1October/-June 65438+1October 3, 2007.

Instructor:

Practical purpose: Through the study of modern enterprise management for one semester, I have a certain theoretical basis for the definition, basic functions and management of modern enterprise management. Through practice, I combine these theories with practical operation to improve my ability to apply knowledge in practice.

Practical methods: interview and data collection. Data collection method: online collection.

Company profile: The company is located in Pudong New Area, Shanghai, covering an area of 3 1, 8 1.88 mu. The west and north sides of the plant are adjacent to Huangpu River, with a total coastline of1.747m.. The number of employees has decreased from 20,500 in 1999 to 8,000 now. It has two steel mills and special steel mills, two heavy plate and plate rolling mills, with a comprehensive production capacity of 2.4 million tons of plate. In 2006, the steel output of Pugang was 1.5235 million tons, up by 4.4% year-on-year; the steel output was 2,382,654.38 tons, up by 209,700 tons compared with 2005, up by1%year-on-year; Realized sales income of 8.435 billion yuan.

Company Profile: Baosteel Group Shanghai Pudong Iron and Steel Company (formerly Shanghai No.3 Iron and Steel Plant) was established in 19 13. With an annual output of 2.5 million tons of steel and 2 million tons of steel, it is one of the 500 largest industrial enterprises in China and one of the super-large key enterprises in metallurgical industry in China. The company can smelt 755 steel grades and roll 1300 specifications. Our products are widely used in machinery, shipbuilding, chemical industry, coal mine, electric power, construction, automobile, aerospace and other industrial industries, as well as military industry and export, and enjoy a high reputation at home and abroad. 1997, the quality system of the whole company passed the ISO9002 standard certification, and the coverage rate of product quality certification reached 100%.

Main products: all kinds of plain carbon steel, low alloy steel, alloy steel, stainless steel sheet, medium plate, wide plate, all kinds of low alloy ribbed steel bars, special-shaped steel, large and small steel castings and iron castings (the steel was discontinued in April 2004).

Main system equipment: steelmaking system equipment includes converter and DC electric furnace, including two 100t DC electric arc furnaces, LF ladle refining furnace, VD vacuum refining furnace and a 300 * 2000mm slab caster; What are the rolling system equipments? 985/? L800*4200 four-high reversible roughing mill. 1020/? 2000/? 3300 mm four-high reversible finishing mill and small and medium profile mill. The whole set of equipment is at the leading level in China.

The reform of the internal management of the company: A successful enterprise can not be separated from the internal reform and innovation of the organization. Three iron and steel companies have long insisted on internal reforms to stimulate economic growth and achieved good results.

The reform of internal management assessment indicators of the company has improved the assessment system of various indicators of internal branches. The company set up an assessment team led by the production department to assess the internal management indicators of four branches in different months, which is mainly divided into three parts: 1, performance responsibility system assessment (production, quality and technology), economic responsibility system assessment (planning, control and assessment) and customer integrity assessment (on time and in quantity).

The reform of salary assessment has innovated the salary distribution system and inspired employees' enthusiasm for production. The company broke the previous iron and blood salary system and adjusted the salary formulation and assessment successively, from the addition salary system to the subtraction salary system. The specific operation mode is: 1. Additive wage system: change the previous iron and blood wage system, first determine a minimum wage standard, and then increase wages from bottom to top, thus giving employees the motivation and hope to get high wages, thus promoting labor. 2. Subtraction salary system: First, determine the highest salary and the corresponding assessment standard, and then conduct subtraction assessment through indicators. Objective: To maintain the best labor productivity of employees and improve the economic benefits of enterprises. Specific operation: after the implementation of the additive wage system, employees have not always maintained a high wage standard, that is, they have not reached the best labor productivity. Therefore, after various investigations, the company first determined the highest salary and the corresponding assessment standards, and deducted the unfinished indicators one by one through the monthly assessment of the production department and other corresponding departments.

Reform the company's scientific and technological quality objectives and improve the company system. We should have scientific and comprehensive goals. Therefore, Sangang Company has increased the assessment of internal management objectives, focusing on technology, customers, quality and research and development. Specific indicators are: 1, technical and economic indicators; 2, service user goals; 3. Quality management objectives; 4, technical quality research objectives; 5, new product development goals.

The financial affairs of the company shall be subject to the financial appointment system, which shall be managed by the comprehensive financial department of the company at the first level (straight line management). To a certain extent, it has eliminated the long-standing problem of state-owned enterprises' small coffers, at the same time, it has increased the transparency of the company's finance, reduced the company's cost and improved the efficiency of financial management.

The management system of the production department aims at serving production, guiding production and organizing production. The company makes great efforts to implement the specific work of the production department to make it play a greater role: the production department is specifically responsible for: 1, the production organization and plan of the whole factory; 2. Technical quality (technical quality of mass production); 3. Formulation of product standards for the whole plant; 4. Review, tracking and execution of the contract.

Using contract to guide the production of Sangang Company and using contract to guide the production reduces the cost, saves the cost, reduces the inventory and improves the efficiency of capital use to the maximum extent.

From the above understanding, I think the company should also take the market demand as the guide, focus on structural adjustment, and implement the "boutique strategy"; Further strengthen the concept of market, variety, benefit and service; Strengthen market development, actively expand sales channels, improve marketing strategies, and cultivate market foundation for the capacity expansion to be released in the next 2-3 years; Strengthen marketing management, deepen the reform of "research, production, supply and sales" mechanism, and comprehensively consolidate and improve the company's economic benefits and market competitiveness.

In addition, we must unswervingly pay close attention to human resource management.

The development of an enterprise, in the final analysis, lies in talents, and it lies in fully tapping the potential of talents to make them serve the enterprise. The manager of an enterprise does not lie in that he "takes the lead among the generals among the hordes" like Guan Yu, nor in that he "strategizes and wins thousands of miles" like Sean. The important thing is whether he can find and make good use of such people, that is, the ability to recognize people and employ people determines the development prospects of an enterprise manager. Throughout the ages, such examples are numerous. Liu Xiao He and Han Xin once said after the establishment of the Han Dynasty that I was not as good as Xiao He in management, Sean in planning and Han Xin in leading the troops to fight, but I succeeded, because I used them well and everyone made great contributions.

Enterprises must implement the policy of grasping both hands and being hard at both hands. On the one hand, we should continue to face the society, recruit talents and vigorously introduce high-quality talents; At the same time, actively cultivate and care for on-the-job employees and realize "three stays", that is, emotional stay, treatment stay and career stay. On the other hand, it is necessary to strengthen the training of existing employees to achieve the goal of consolidation and improvement.

Through this internship, although the time is not long, it still achieves the purpose of this internship to a certain extent, and also makes this internship more meaningful. I deeply understand that as a qualified enterprise manager, how to control the operation wit of the whole enterprise, promote innovation through management and benefit through innovation, thus promoting the steady and healthy development of the enterprise.

Practice report of enterprise personnel management

Internship purpose: Through the three-month internship probation period, we can understand the production process of the factory and lay a good foundation for HR work; Pass the internship in this department. Understand the work scope of factory HR, and take over the relevant personnel management positions, and have their own views on HR.

Internship time: 2009- 1 1-2 to 2010-21.

Internship Department: Manufacturing Department I, Manufacturing Department II, Manufacturing Department III and Human Resources Department.

Scope of work: recruitment, training and participation in evaluation.

Internship content:

I: 165438+ I 10 joined the company at the beginning of October, and went to the factory for internship according to the internship plan, and the human resources department also went back to the headquarters to help if something happened. The first month is mainly to understand the production process of the three departments of the factory and to understand and be familiar with the factory environment. Take over the post of personnel manager of human resources department.

During this month, I traveled to three departments and got a deeper understanding of the production process of each department. Now the production process is reported as follows:

Part of manufacturing is batching process and grinding process. The batching process is subdivided into procedures such as picking, derusting, crushing/cutting, weighing, inspection, melting and inspection. The milling process is subdivided into casting, hydrogen crushing, coarse powder stirring, airflow crushing, fine powder stirring and inspection. After these procedures, we will enter the second manufacturing department. The second part of manufacturing is mainly divided into forming section and sintering section, and the forming section is subdivided into weighing, pressing, isostatic pressing, degreasing, inspection and other processes. The sintering section is subdivided into furnace charging, sintering, inspection, warehousing and other processes. After these two processes, it enters three processing sections and is subdivided into picking, polishing, decontamination and drying, inspection and other processes. Then enter the packaging workshop. While knowing the production processes of the three departments in detail, I also know the glorious history, impressive performance and mission of the company in detail. At the same time, it also clarifies the organizational framework of the enterprise.

After entering the enterprise, when I came to the post of personnel administrator. The people in this position have already left. Although there is a text handover. But there are still many difficulties in taking over comprehensively. With my own efforts and the help of my leading colleagues, I was able to take over smoothly and get on the right track accordingly.

Two: after one month's internship in the factory department, I entered the post of personnel administrator in the second month. This coincides with the improvement of the economic crisis. Our company's orders are increasing gradually, and the output of enterprises is increasing relatively. In this way, the demand for front-line workers in various departments increases. Under the correct guidance of Manager Han of the Human Resources Department, we make full use of our own professional characteristics, and focus on the personnel needed for the post through common means such as advertising recruitment, personnel recruitment, internal promotion and selection, fresh graduates recruitment, talent market, online recruitment and so on. For example, for front-line workers, we usually use talent market recruitment, auxiliary network recruitment, personnel recruitment, advertising recruitment and so on. For management, we mainly use online recruitment, assisting the talent market, special recruitment and even headhunting. For some positions that need training, we mainly recruit from fresh graduates, assist networks, special recruitment, talent market and so on. It's also here. According to the needs of enterprise development, our human resources department participated in the 20 10 double election meeting of new graduates of Inner Mongolia University of Technology. And assisted senior engineers to participate in the special job fair of Rare Earth College of Inner Mongolia University of Science and Technology, and achieved good results.

After the new employee joined the company, the whole recruitment process was sorted out. These are mainly due to the introduction of the new labor contract law in 2008 and the gradual improvement of people's legal awareness, so as to reduce the employment risk of enterprises. It includes the production and refinement of employment notice, new employee employment notice and employment confirmation notice. At the same time, in order to refine the whole recruitment process, it is necessary to sort out a series of documents such as application registration form, employment registration form and notice of signing labor contract, so as to reduce the employment risk of enterprises from the perspective of recruitment.

When entering training, people usually say that the quality of enterprise training determines the long-term development of enterprises. No matter from the six modules mentioned by HR, such as human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management, or subdivided into human resource planning, corporate culture, organizational design, process design, salary system, incentive system, performance system, authorization system, recruitment system, employee relations, training system, personnel allocation and quality model, the fourteen small pieces of career system say that training is enterprise development. Far from Haier's business school, as far as Mengniu is concerned, Yili has gradually standardized in this respect. As for the north where our company is located, it is far from the headquarters, so we can't make full use of the training resources of the headquarters. We can only arrange corresponding training according to the actual situation in the region and make a good training plan for the whole year.

Our human resources department will regularly provide basic training for new employees every three months, so that employees can better understand the corporate culture, system, glorious history, corporate development blueprint and so on. Let employees better integrate into the big family of Yun Sheng, and at the same time, all departments should do corresponding job training for new employees, so that employees can better work in their posts. For old employees, training is mainly conducted from two aspects: management and technology. While training technology to create value, we should increase everyone's management art, thus enhancing the added value of enterprises in an all-round way. During these three months, we organized the ideas and methods for middle managers and key technicians to deal with quality problems and the basic training for new employees, and achieved corresponding results. The 20 10 annual training work is based on the 20 10 annual training plan, and the quarterly and monthly work arrangements are well made. Aiming at the related problems existing in the training. Do a good job in training adjustment and treatment plan.

When it comes to assessment, what we talk about most is performance assessment and salary assessment. For my position, the main job is to summarize the salary assessment at the end of the month and check the accuracy of the data of various departments accordingly. In this job, I made clear the responsibilities of each department and many assessment principles related to HR.

Three: In a blink of an eye, the three-month internship period is over. I have gained a lot. Here I want to talk about my views on the work in these three months, which is also the summary of my internship report and thought report. If there are any shortcomings, I hope the leaders will understand.

The human resources department is a relatively young department in China enterprises. From the personnel department to the human resources department, we can see the change of enterprise leadership concept and the emphasis on human resources. People usually say that the human resources department is the lubricant of an enterprise, and it should also play the role of the boss's right-hand man. The human resources department should make suggestions for leaders in the six modules of human resources management in combination with the actual situation in the region. Thereby creating the real value of the department.

From my own work, in a series of processes from recruitment to employment, it is necessary to establish the standardization of enterprise employment, which is not only conducive to the establishment of corporate image, but also conducive to reducing employment risks. Of course, our enterprise itself is doing better than other enterprises. Especially after the introduction of the new labor contract law. Various corresponding details are particularly important. Of course, in the northern region, especially workers, people's legal awareness is not very strong, but who can guarantee that everyone who takes up their posts will not pay attention? People who are concerned will inevitably have corresponding risks. All the details of this process are particularly important. In view of our progress, some agreements have little practical significance. For example, the confidentiality agreement does not need to be signed by everyone, as long as the personnel in this field are designed. The internship agreement is mainly aimed at interns who come to our factory for internship. Compared with the internship plan of the post, this agreement is not very suitable. If everyone signs it, it is a waste of resources and has no practical significance.

With regard to training, judging from several trainings, it seems that some employees in the enterprise do not pay enough attention to training. Our individual managers, some key personnel and ordinary workers treat training with entertainment psychology. Don't take training as an opportunity to learn again. I thought everything would be fine as long as I did my job well, but I didn't know that thoughts decided actions and ideas changed lives. Without the ability to learn again, it is difficult to keep up with the development of enterprises and the progress of society. This requires us to strengthen the importance of training and standardize the training system. Of course, we should also choose good training courses. This work is a long process.

For the assessment, enterprises now advocate the flat management of the organization, but our Xx company can't talk about the flat management of the mold organization, because by 20 10 and 15, the number of people counted is 4 13, and the current hierarchical management basically meets the management requirements. The broadband salary system has been gradually recognized by people in enterprises, which can effectively realize the rational use of enterprise personnel and achieve a win-win point of administration and technology. No matter from Maslow's hierarchy of needs theory, modern management thought or Stephen Robbins' management idea. Every manager, especially every business leader, knows the importance of salary incentive in employee management. Of course, you can't walk on one leg in every way, otherwise it will be difficult to go far.

After three months of big family life, I deeply felt the meaning of "sincere responsibility" and gained a lot. At the same time, I also know my relative shortcomings. This is the goal that I need to constantly strive to improve. People often say "sharpen a sword every ten years". I hope that in such a harmonious family, I will be tempered into steel, my pride and my glory.

Thank you for taking care of me during my internship, my colleagues for their tolerance and support, and my boss for trusting me all the time. I would also like to thank manager Han of the human resources department and sister Meng, who is in charge of labor and capital, for their careful guidance. I will work hard and study with an open mind. Under the leadership of the leadership, we will create a brilliant enterprise and show the elegance of Xx people!