Post-investigation report

Model essay on post investigation report (generally 5 articles)

With the continuous improvement of personal quality, reports are used more and more frequently, and most reports are written after things are done or happen. So do you know the standard formal report format? The following is a sample essay (5 general remarks) of the post investigation report I collected for your reference, hoping to help friends in need.

Job Investigation Report 1 According to the requirements of the Implementation Plan of Public Welfare Jobs Investigation in Urban and Rural Grassroots Public Services in 20XX by the Municipal Human Resources and Social Security Bureau, our township attached great importance to it, and conducted a comprehensive survey of public welfare jobs in the township through discussion and telephone consultation. The report reads as follows:

I. Basic information

Starting from the year of 20XX, public welfare posts will be placed. From 20XX to 20XX, 30 people have enjoyed public welfare post subsidies (including village labor security coordinators). The main positions are labor and social security, urban cleaning, family planning, public health services, grassroots civil affairs, and grassroots finance. The resettlement targets are: college graduates, landless farmers, disabled people with family difficulties, etc. There are 18 public welfare posts in 20XX, and all the staff are on duty.

Second, the management of public welfare posts

The declaration of public welfare posts in my township was first put forward by the township government. After being approved by the Municipal Employment Bureau, our township conducts open recruitment, and the township labor insurance office signs labor contracts with employees, establishes employee ledgers and implements dynamic management.

Third, the effectiveness of public welfare jobs.

People in public welfare posts have played a good role after taking up their posts. The dirty appearance of the central Wei town has been obviously improved, and most of the new rural insurance coordinators have played a role in actively promoting the new rural insurance policy and raising new rural insurance funds.

Fourth, the main problems

1, the management mechanism is not perfect. First, there is a lack of assessment and evaluation mechanism. Without fair and objective evaluation of public welfare posts, it is impossible to realize the dynamic management of those who have entered and exited posts and can be hired and retired.

2. The salary of public welfare posts is low, and the salary is mainly paid by the Employment Bureau, with a post subsidy of 300-700 yuan per person per month. It is far from enough to solve their wages only by this subsidy, and the financial resources of towns and villages are limited, so it is impossible to ensure that the staff in public welfare posts receive equal pay for equal work. Second, the lack of a normal wage growth mechanism. In the case of rising prices, when and how much wages will rise are not expected.

3. The staff is not optimized. First, low quality and lack of work skills; Second, the work enthusiasm is not too high, mainly manifested in: some people think that public welfare posts are a kind of social welfare and social relief anyway, just to resettle them, and it doesn't matter whether they do it or not; Third, the team is not stable enough, because it will be replaced in three years, resulting in some people's work is not practical. In particular, the post of village labor security coordinator has certain continuity, and it will affect the collection of new rural insurance if it expires immediately after being familiar with the work for three years.

4. There are many people who meet the employment difficulties of public welfare posts, but there are limited public welfare posts, and there is a contradiction between supply and demand.

Verb (abbreviation of verb) Suggestions and Countermeasures

1, increase the development of public welfare posts, and let more people with employment difficulties re-employment;

2, increase the public welfare post assessment mechanism, strengthen the assessment. For example, at the beginning of each year, the agricultural insurance bureau will sign an agreement with the coordinator to pay wages according to the effectiveness of the work, instead of waiting until the collection work is coming to an end and little progress is made. Moreover, the progress of collection in each village is different, and it is easy to dampen enthusiasm if it is across the board.

3. Strengthen publicity and guidance. Further strengthen publicity and education work, so that employees can establish a correct concept of employment and fully realize that public welfare posts are not a kind of welfare treatment and relief means, but jobs developed by the government, and they are jobs that serve the public, and only through labor can they get labor remuneration; Guide employees to realize that public welfare posts are only temporary and staged posts, and post benefits cannot be very high, and there should be no comparison.

Post Investigation Report 2 After promoting the reform of the personnel system of the unit and completing the task of "engagement system in orbit", how to improve the relevant supporting policies for post setting and management as soon as possible, guide the unit to set up posts scientifically and reasonably, and realize the transformation from identity management to post management is a realistic topic that personnel departments at all levels must seriously study and solve at present. The practice and exploration of xx Hui Autonomous Prefecture in Xinjiang are very enlightening.

Some practical experience

Clear the train of thought of reform work. Personnel employment and post management are two important contents of personnel system reform. In order to achieve these two goals, on the basis of the first round of reform from 200/KLOC-0 to 2003, xx region timely proposed to shift the focus of reform work to strengthen post setting and management. In 2004, "Opinions on Promoting the Reform of Autonomous Prefecture Units" was issued, and "improving the new management system based on post management" was taken as the main goal and task of the second round of unit reform from 2005 to 2007.

Study and formulate relevant supporting policies. Combined with the actual situation of Autonomous Prefecture, in 2004, the State Party Committee and the State Government formulated and promulgated the Interim Measures for the Establishment and Management of Units in Autonomous Prefecture, which clearly stipulated the principles, procedures, main contents and matters needing attention in formulating the plan for the establishment and management of units. All units are required to examine and approve the post setting and management plan before formulating a new round of personnel employment (employment) implementation plan, and at the same time strengthen the restraint measures. For units that have not approved the post setting and management plan, the relevant departments will not go through the promotion procedures for staff, professional and technical positions and workers' grades for the time being, thus ensuring the smooth progress of post setting and management.

Provide an operable "platform" for the implementation of post classification management. The positions of the unit are divided into three categories: management positions, professional and technical positions and workers' positions. In view of how to specifically manage the three types of posts and personnel in the unit, in 2005, the State Party Committee and the State Government formulated and promulgated the Interim Measures for the Administration of Staff in xx State, the Implementation Measures for the Administration of Appointment System for Professional and Technical Posts in xx State, and the Interim Measures for the Administration of Appointment System for Workers in xx State. The definition, work nature, setting principles, conditions, supervision and management of various positions in the unit, as well as the qualifications, job grades, job promotion, appointment procedures, assessment and training, wages and benefits of personnel in such positions, have been unified and detailed, providing an effective "operating platform" and policy basis for the smooth implementation of post classification setting and management.

Some experiences and ideas

Post setting must be carried out within the approved establishment and the proportion of various personnel structures.

"Setting posts by editing" is the basic original test that should be followed in setting posts. The organic combination of staffing management and post setting is conducive to the scientific and rational allocation of on-the-job personnel and the constant standardization of employment behavior; It is conducive to the transformation from "setting posts according to people and blindly employing people" to "setting posts according to things and employing people according to posts", and at the same time, it can effectively control the overstaffing of people and reduce the burden of financial support. When setting up posts, we should give full consideration to the existing posts and personnel conditions of the unit, and properly divert and resettle the redundant personnel waiting for posts.

When formulating the post setting and management plan, the unit should adhere to the principle of proceeding from reality and carrying forward democracy, and should scientifically analyze and demonstrate the nature, workload and work content of the re-set post through the workers' congress or the workers' congress on the basis of the original post setting and the current situation of the three types of personnel.

In operation, it is necessary to ensure the relative continuity of posts, fully reflect the suitability of people and posts, and avoid the "blindness" of post setting and the phenomenon of mixed posts, so as to lay the foundation for the smooth implementation of future plans and the production of post efficiency. For the overstaffed staff waiting for posts caused by the merger and streamlining of institutions, in terms of post setting and management, we should proceed from the overall situation of stability, unity and social stability, implement transitional post management measures, and gradually reduce them by means of "only staying but not entering", "natural attrition" and "internal retirement" to achieve a smooth transition.

After the post setting scheme is determined, "competitive recruitment for posts" and "open recruitment" must be implemented.

The implementation of post setting management system is the self-requirement and "foothold" of competitive employment. Only by competing for posts can we truly realize the transformation from "identity management" to "post management" and effectively mobilize the enthusiasm of hiring personnel, so as to realize the original intention and purpose of the reform of "selecting people by posts and hiring people by posts", otherwise it will be counterproductive.

When a company has job vacancies due to reasons such as retirement, termination or rescission of the contract, it should openly recruit for the society in accordance with relevant regulations, realize the most reasonable and optimal combination of posts and personnel, and form a benign situation in which post management and team building promote each other and develop together.

Post survey report 3 Public welfare posts are management and service posts funded by the government to meet the public interests of communities and residents. They are important measures to give priority support and key help to people with employment difficulties, an effective way to establish a long-term employment assistance mechanism, and also used to resettle people with employment difficulties, so that a large number of people with employment difficulties can find jobs again, alleviating the employment pressure in our city and promoting social harmony and stability. This team is not only a fresh group, but also a special group. How to manage this fresh and special group of post personnel, mobilize their work enthusiasm and give full play to their role is a new topic before us. Therefore, the Cultural Street Office attached great importance to it, carefully organized and implemented it, dispatched five government officials, set up a research leading group, went deep into street departments, stations and communities, and conducted a seven-day research on the management of public welfare posts. Due to the attention of the leaders, full preparation and extensive opinions, the topic of this research is close to the vital interests of public welfare posts, and good results have been achieved. Below, the research on strengthening the management of public welfare posts in Cultural Street is as follows.

I. Basic situation of public welfare posts

(1) Composition of public welfare posts. At present, my street * * * receives 56 people in public welfare posts, including 10 and 3 retirees. At present, the actual total number of public welfare posts is 43. The main positions are employment service, labor relations assistant, labor security attendant, community cleaning, community urban management, judicial dispute mediator, and chairman of community disabled persons' Federation.

(2) Placement of public welfare posts. The resettlement targets of public welfare posts are mainly the elderly (women over 40 years old and men over 50 years old) among the laid-off workers in state-owned and collective enterprises, members of "zero-employment families", members of single-parent families raising minor children, those who enjoy the minimum living guarantee, those who meet the requirements with the China People's Disabled Persons' Card, those who are unemployed 1 year or above, and those who cannot achieve employment due to land acquisition and other reasons.

(3) treatment of public welfare posts. At present, the treatment of people in public welfare posts is divided into two parts: one part is 480 yuan per person per month before June XX; Second, it will be raised to the current 650 yuan per person per month after June XX.

Second, the experience and practice of street management public welfare posts.

In order to reasonably and scientifically apply the public welfare post personnel to the work of street communities and give full play to their due role. Cultural Street actively explores and practices the "three-oriented" management mode and strengthens the management of public welfare posts. The specific method is as follows.

First, strengthen the organization, rationally allocate public welfare posts, and create posts and personnel. A group of people in Wenhua Street paid attention to proceeding from reality and made a thorough investigation of 43 people in public welfare posts. I have made a detailed investigation and grasp of their ideological status, work performance in the original unit, my current education level, family members and economic income and expenditure; Arrange the work scientifically and reasonably. On the basis of mastering the basic situation, from the perspective of making full use of their characteristics and strengths as much as possible, and according to the division of jobs, ages, original industries, strong sense of responsibility and personal hobbies, they are placed in posts in various communities. Share community employment and re-employment, comprehensive justice, environmental sanitation, family planning, and assistance to people in need. All belong to the neighborhood committees and special groups under the streets. The streets and communities specifically manage, assign tasks, clarify responsibilities, check and assess, and mobilize the enthusiasm of people working in public welfare posts to the maximum extent, making positive contributions to the harmonious construction of the community.

The second is to strengthen education and improve the comprehensive quality of people in public welfare posts in many ways. Most of the staff in public welfare posts are comrades with low education and family difficulties. Their thoughts can't keep up with the development of the situation, and they are unclear, unclear and inaccurate about enterprise restructuring and the new situation. To this end, we have strengthened ideological education, improved the ideological consciousness of staff in public welfare posts, and adopted the methods of combining enhanced education with normal education, combining on-site education with on-site education, and combining centralized education with decentralized education. On the basis of strengthening education, we also include people in public welfare posts among community members, manage and arrange their work like community workers, hold meetings together, study together, and carry out various recreational activities together, so that they can truly feel that they are members of the community, understand and master the difficulties faced by Songyuan City in enterprise restructuring and production and operation, and achieve the purpose of caring for people, governing people with morality and convincing people with reason. Through flexible employment, combined with practical education, the staff of public welfare posts can truly feel the hard-won post, realize the care of the organization and the care of the leaders, raise their awareness, mobilize their enthusiasm and really play their role.

The third is to improve the system, strengthen the mechanism, and implement institutionalized management of public welfare post personnel. According to the requirements of Songyuan City and ningjiang district City's public welfare post personnel management implementation plan, we have formulated and improved the public welfare post personnel management implementation plan, the public welfare post personnel management implementation method, the public welfare post personnel management system and the last elimination system. The street signed a post employment agreement with each public welfare post, which clarified the work tasks, responsibilities and rights and interests, so that comrades in each public welfare post had goals in mind, pressure in their hearts and management methods. The formulation and improvement of various systems have strengthened the management of public welfare post personnel, effectively promoted and mobilized work enthusiasm, and effectively promoted the orderly development and smooth implementation of various street management work.

Post Investigation Report 4 Developing public welfare posts is an important measure to give key support and help to people with employment difficulties, and an effective way to establish a long-term employment assistance mechanism. In recent years, our county government and relevant departments have conscientiously implemented the national, provincial and municipal employment and re-employment support policies and vigorously developed public welfare posts. The People's Social Security Bureau and the Finance Bureau have paid close attention to the implementation according to relevant policies, which has enabled a large number of people with employment difficulties to re-employment, eased the employment pressure in our city and promoted social harmony and stability.

I. Basic situation of public welfare posts

(A) the placement of public welfare posts

Public welfare jobs are mainly aimed at the following groups of people: the elderly who have difficulties in finding jobs among laid-off workers from state-owned and collective enterprises; Single parent (widowed) personnel; Persons with disabilities who enjoy the minimum living allowance for urban residents and meet the requirements; Farmers who have completely lost their land and are difficult to achieve employment after unified land acquisition by the land and resources department due to urban public construction.

(B) the composition of public welfare posts

At present, there are 477 public welfare job placements in the county, including: 1, 278 from sanitation department, 43 from housekeeping company, 7 from nursing home/kloc-0, and 39 from community cleaning.

(3) Public welfare post treatment

At present, the treatment of public welfare posts in our county consists of three parts: first, post subsidies. The second is social insurance subsidies. Third, all employers pay wages.

(D) Management mode of public welfare posts

Mainly adopt the method of combining centralized management with hierarchical management by the competent business department. The declaration of public welfare posts is first put forward by the competent business department, audited by the Human Resources and Social Security Bureau and the financial department, and the competent business department independently conducts open recruitment. In line with the principle of "who employs people, who manages them", changes in public welfare posts must be reported to the Human Resources and Social Security Bureau and the financial department for approval by the competent business department.

Second, the existing problems

The survey found that there are still some problems in the management system of public welfare posts in China at present, which are mainly manifested in:

1, the management system is not smooth. At present, the recruitment of employees in public welfare posts in our county is not standardized, the main body of responsibility is not clear, and there is a phenomenon of fragmentation.

2. The quality of personnel is generally not high. Because the employees in public welfare posts are older and lack targeted pre-job training and daily business guidance, their quality is generally low, not only lacking work skills, but also poor working ability.

3. Some jobs are unstable. Individual jobs with high labor intensity and poor sanitary conditions, such as sanitation workers and nursing staff in nursing homes, have the same salary as other public welfare jobs, and the staff changes frequently, making it difficult to recruit.

Three. suggestion

1, straighten out the management system. Standardize the management measures for the development of public welfare posts and clarify responsibilities. It is necessary to strictly implement the system of personnel entry and exit, standardize the post recruitment conditions and audit procedures, implement open recruitment in accordance with the principle of territorial proximity, and ensure that people with employment difficulties are given priority on the premise of meeting the post requirements.

2. Do a good job in personnel training. Further improve the working mechanism of pre-job and on-job training for employees in public welfare posts, strengthen training in their professional ethics, laws and regulations, work image, etc., and do a good job in daily business training and business assessment to make employees adapt to the needs of the post.

3, the implementation of post determination treatment. Give appropriate subsidies to high-intensity jobs such as sanitation, enhance the attractiveness of jobs, and change the situation that it is difficult to recruit and employ people. At the same time, efforts should be made to develop more public welfare posts and rationally allocate personnel, so that the setting of public welfare posts can meet the actual needs of our county and expand the coverage of public welfare posts.

Job Survey Report 5 This survey covers 33 key cities in China, involving 18 industries such as finance, communication, energy, automobile, real estate, IT Internet and medicine, and 786 human resources professionals from 100 benchmark enterprises participated.

research results

Understanding of ability

According to the data analysis, 79.43% of human resources in enterprises have some knowledge of competence, and 40.36% of human resources have used competence in enterprises. In the same industry, HR of enterprises with different strengths has very different understanding of competence. For leading enterprises in the industry, nearly half of HR are very familiar with competence and can form their own understanding and views in combination with enterprise practice. In the relatively backward enterprises in the industry, this ratio is close to 0. Therefore, the more mature and powerful the enterprise, the deeper HR's understanding and grasp of competence.

Competency of sales position concerned by enterprises

Among the 48 kinds of investigation contents, the competency that HR pays most attention to is personality, which is closely related to the nature of sales positions and the difficulty of cultivating and changing personality in the later stage. Secondly, we pay more attention to competence, which is closely related to whether we are competent for the target position and has a significant predictive effect on performance. The attention to the content of general ability is 20.83%. General ability mainly examines the basic cognitive processing ability of subjects, and subjects with high general ability have greater potential and faster speed to acquire new knowledge and skills. The attention to the content of motivation survey is relatively low. For a long time, Chinese enterprises have paid less attention to work motivation, and the motivation and maintenance of work motivation are relatively simple. With the change of professional concept and entering the workplace after 1990s, work motivation has become a direct factor affecting performance and retention. Therefore, enterprises need to pay more attention to whether the job motivation of candidates meets the requirements of enterprises. The content of knowledge is the least concerned, which may be related to the easy acquisition and change of knowledge.

Generally speaking, the competence that sales-oriented enterprises are most concerned about is consistent with the conventional concept. The main target of sales position is people, so the enterprise is most concerned about whether the candidates can integrate into the crowd and whether they are suitable for dealing with people.

Comparative analysis of sales staff's competence

We analyzed the competency of 9843 employees in sales positions, and the data showed that the competency of sales staff was both * * * and different. Generally speaking, as expected, salespeople are more extroverted than ordinary people. However, at different levels, different positions and different ages, the competence of salespeople is different.

Hierarchical comparative analysis

The sales manager's score on each competency is better than that of the basic sales staff, which shows that personality, ability and motivation have a significant impact on sales performance and promotion, and excellent personality, ability and motivation may make it easier to achieve high performance and career promotion. There is little difference in competency scores between middle-level sales managers and senior managers, indicating that the higher the level, the less the influence of specific job-related competencies, and leadership may be the more important influencing factor.

Comparative analysis of positions

Grass-roots sales positions have similar competency score trends, and there is little difference between different positions. In vertical comparison, telemarketing scored lower in each ability. Extroverts are more important to account representatives and sales representatives.

Different from grass-roots salespeople, there are some differences in the competency scoring model of sales managers, which may be related to the differences in specific sales management responsibilities. Account managers score high in all dimensions.

There is little difference in the scores of directors in various abilities.

Comparative analysis of age

The scoring patterns of post-70s and post-80s are similar, but post-90s are quite different from other age groups. After 90, the new generation has the lowest sales group and pursues independence. From the perspective of work motivation, the scores of post-90s and post-60s pursuit of success are low, and the new generation of post-90s pays less attention to success, which is consistent with the group characteristics of post-90s. The career of post-60s basically enters a stable state, and the range and interval of changes are small, so the desire for success is also reduced.

From the evaluation data of grassroots salespeople, we can find that ability, motivation and personality have a significant impact on career success and promotion.

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