Investigation report on enterprise management and development

Model essay on enterprise management development research report

With the continuous improvement of personal civilization, there are more and more cases that need to be reported. Usually, the report has a lot of content and a long length. Actually, writing a report is not as difficult as you think. The following is a sample of enterprise management and development report that I have compiled for you. You are welcome to study for reference. I hope it helps you.

Research Report on Enterprise Management Development 1 1. Analysis of the current situation of enterprise management talent team construction;

In recent years, the county's industrial economy has shown a rapid growth trend. With the serious implementation of the three major strategies and five key tasks of "opening up the county, establishing the county by industry and strengthening the county by benefiting the people", the private economy has developed steadily, and the enterprise management talent team in the county has gradually developed and expanded, and a number of outstanding enterprises and entrepreneurs have emerged. On the whole, the construction of management talent team of small and medium-sized enterprises in the county has the following characteristics: First, the confidence of enterprise managers has been significantly enhanced. The second is to strengthen the introduction and training of enterprise management talents. Third, the political and social status of entrepreneurs has been continuously improved, and the government and society have increased their support for entrepreneurs. Fourth, the environment for entrepreneurs' growth and entrepreneurship has been continuously improved. The main approach is:

1, unify thinking and understanding, and grasp the direction of talent work.

Since the CPC Central Committee put forward the policy of "Four Respect" and the policy of the Party managing talents, the county party committee and the county government have placed talent work in an important strategic position and made efforts to realize two changes in the construction of enterprise talent team: First, turning talent work into an enterprise's business is the same thing for the county party committee, the government and the enterprise. We have emancipated our minds and deepened our understanding, firmly established the scientific talent concept of keeping pace with the times, being enlightened and open, formed the understanding that talents support development, development breeds talents, talent quality determines the level of development, and talent advantages win competitive advantages, and established a new concept that grasping talents means grasping development. The second is to change the general call of the county party Committee and the government and work hard. Give full play to the abilities and advantages of the county party committee and the government in taking the overall situation into account and coordinating all parties, proceed from reality, strive to integrate all social forces and actively mobilize all favorable factors, thus improving the efficiency and quality of talent work.

2. Formulate preferential policies to encourage enterprise talents to start businesses.

To achieve a new leap in county economy, the main body is enterprises, and the key is talents, and the team of enterprise management talents occupies the primary position in the strategy of strengthening enterprises with talents. To this end, the county party committee and the county government have continuously strengthened the work of enterprise talents, made some useful explorations and innovations in talent policies, mechanisms and service levels, and made some regulations on the introduction, training and use of enterprise talents. At the same time, it also encourages and guides the professional and technical personnel and management personnel of institutions to make contributions to enterprises, and can also provide services for enterprises in their spare time, and participate in income distribution with production factors such as scientific research achievements, technology patents and intellectual property rights.

3. Establish a communication platform and build a talent service bridge.

"The Party manages talents" requires us to change management talents into service talents. To this end, we actively change our concepts, strive to solve practical difficulties in work, study and life for talents, build a bridge for dialogue between county party committees, governments and enterprises, and establish and improve a platform for exchanges, discussions and communication between enterprises' talents. The first is to establish a system of county leaders contracting key enterprises. Regularly go to the contacted enterprises to investigate or listen to work reports, assist enterprises to strengthen production and operation management, improve the overall quality of enterprises, help formulate production and operation strategies and development plans of enterprises, and solve problems for enterprises. Second, the open recruitment of county enterprise bureau is used to expand the propaganda and information space of talents, provide opportunities for exchanges and cooperation between employers and candidates, and do intermediary services well.

4, strengthen learning and training, improve the quality of enterprise talents.

We constantly increase the training of existing enterprise management talents. The county enterprise bureau has issued a training program. First, it participates in various types of study and training. The county enterprise bureau organized some personnel to participate in the quality management training course for small and medium-sized enterprises in the county and the safety technical specification training course for enterprises. The second is to hold lectures in enterprises, and invite senior experts and professors to give academic lectures, so that they can accept the knowledge of economy, law and enterprise management. At the same time, enterprises have also strengthened various trainings for their own talents. Some enterprises actively set up training systems and enterprise schools, and carried out reading activities with "effect month" and "study week" as carriers to further improve the quality of talents in all aspects.

Second, the main problems of enterprise management talent team:

Although the number, structure and quality of enterprise management talents have also improved. However, under the background of implementing the strategy of strengthening the county economically and driving the project, the enterprise management talents in our county can not fully meet the needs of rapid economic development. Mainly manifested in: the total number of talents is small and the overall quality is low.

Among the enterprises with an output value of more than 5 million, the demand for talents in enterprises with college education or above is less than xx years, and some enterprises have a strong sense of demand for talents, and it is gradually strong. According to the survey, the education needs are mainly junior college and undergraduate, and the professional needs are mainly concentrated in enterprise management, product development and design. In recent years, the demand for talents in enterprises basically depends on the original personnel, and the introduction and retraining of talents are less.

Third, the countermeasures and suggestions for the construction of enterprise management talent team:

At present, the talent work of enterprises in our county is facing the competition of administrative regions, comprehensive economic strength and policy advantages. In order to rise in the competition and gain an advantage in the competition, the external and internal factors affecting its development must promote and coordinate with each other, that is, the government and enterprises must give full play to their respective functions, assume their respective obligations and responsibilities, and take active actions.

From the government level:

1, strengthen the leadership of enterprise management talent team construction.

We should deeply understand that talent resources are the most precious resources, and talent consciousness is the first consciousness of leading cadres. We should deepen our understanding of the connotation of talents, establish a comprehensive and scientific view of talents, adhere to morality, knowledge, ability and performance as the main criteria for measuring talents, strive to improve the welfare benefits of talents, introduce some more flexible and preferential talent policies, and make clear provisions on welfare benefits and spiritual rewards to attract talents.

2. Promote the healthy development of enterprise management talents.

Continuously improve the service level, create a good environment, and lay a good foundation for talent development. Establish an intermediary service agency for enterprise management talents to provide a platform for enterprise talent exchange, communication and coordination. Accelerate the pace of information construction of talent management, vigorously develop online talent exchange business, promote the rational flow of talents, establish enterprise talent information database and expert information database in different categories, and help them establish contacts with key universities at home and abroad.

3. Strengthen the construction of enterprise management talents.

Under the new situation, government departments, especially personnel related departments, should give full play to their functions, take the development of enterprise human resources as the focus and breakthrough point of personnel work in economic construction, guide enterprises to improve personnel work mechanism, help enterprises to do a good job in attracting, educating and using talents, and make enterprise personnel work achieve greater results.

From the enterprise level:

1, change ideas and improve the motivation of enterprise talents.

Enterprise managers should emancipate their minds, establish the concept of "talent is wealth, talent is benefit, talent is competitiveness and talent is development potential", select talents in an eclectic way, and try their best to create space for activities and entrepreneurship for talents, so that talents can feel that they have a position, an opportunity and a more promising future in the enterprise.

2, the construction of corporate culture, optimize the enterprise talent environment.

Enterprises can attract a group of management talents because of high salary and flexibility, but people's sociality determines that people's needs are hierarchical. When the survival problem is solved, talents will have higher-level needs: the need to be respected, the need to realize their own values, and the hope to have harmonious interpersonal relationships and working environment. This requires enterprises to face up to the disadvantages in talent competition, focus on shaping corporate culture, complete the transformation of enterprise system and enterprise management from traditional to modern by improving corporate culture and enhancing corporate image, improve the status of talents and improve their working and living environment.

3, strengthen learning and training, improve the quality of existing talents.

Enterprises should increase personnel training and investment, organize activities to create learning enterprises and strive to be learning talents, and earnestly strengthen the continuing education of all kinds of talents. Conditional enterprises can establish human resources development and management institutions, establish their own training colleges in cooperation with famous domestic schools, develop and operate human resources as human capital, and treat personnel training from a business sense and strategic height. Incorporate the talent education and training plan into the development plan of the unit, improve the talent education and training system, establish a guarantee system for enterprise training funds, and invest in enterprise training according to the annual sales ratio. The "service period system" is implemented, and the enterprise signs a training contract agreement with the trainees, which clearly stipulates that the enterprise should have a service period of several years after training talents, thus giving the enterprise real input motivation.

4, improve the working mechanism, improve management ability.

The first is to establish a brand-new talent selection and use mechanism. For an enterprise, talents, especially management talents, play a decisive role in the enterprise. Under the market economy system, enterprises should explore the establishment of a new mechanism to adapt to the requirements of modern enterprise system, break through the family management model, and select high-quality enterprise managers through multiple channels by means of open recruitment for the society, democratic elections within enterprises, competitive posts and direct appointment (employment).

The second is to establish a scientific talent introduction and flow mechanism. In view of the problems in attracting talents in our county, such as poor channels, ineffective information and ineffective mechanism, enterprises should actively adopt various means to establish the talent concept of "not seeking everything, but seeking use", hire some high-level management talents through part-time, long-term employment, short-term service and consultation, and jointly establish enterprises with scientific and technological personnel of universities and research institutes to engage in high-tech transformation.

The third is to establish a fair talent evaluation and distribution mechanism. It is necessary to establish and improve a fair and reasonable talent evaluation mechanism, build a diversified distribution system with business performance as the core, actively explore various distribution systems such as annual salary system, stock right system, technology and management factors, and implement ways and means for technology, knowledge, management, information and asset production factors to participate in distribution, so that the value of talents can be fully reflected in income distribution.

Research Report on Enterprise Management Development 2 xxx Bureau of Industry and Information Technology established a research project team headed by Deputy Secretary and Deputy Director xxx according to the requirements of "Implementation Plan for Comprehensive Research on Talent Work in the County". The implementation plan of the research work was formulated, and the content, method and time arrangement of the research were determined. From mid-August to the end of September, it took one and a half months to carry out research work.

I. Development of research work

Scope and method of research

This survey is mainly aimed at industrial enterprises above county scale, among the 23 enterprises above designated size surveyed. Among them, there are 3 households in forest products processing industry, 3 households in energy industry, 4 households in mining industry, 7 households in green food industry, 0 households in pharmaceutical processing industry, 0 households in building materials industry and 4 households in other industries.

The survey mainly adopts the methods of questionnaire survey, existing managers' statistical questionnaire and symposium, and selects 1-2 representative enterprises in the same industry. * * * 23 questionnaires were distributed, and the enterprises holding the forum were selected from various industries: forest products processing industry: xxx Co., Ltd.; Energy industry: xxx Co., Ltd.; Mining industry: xxx Co., Ltd.; Green food industry: xxx Co., Ltd.; Pharmaceutical processing industry: xxx Co., Ltd.; Building materials industry: xxx Co., Ltd.; Other industries: xxx Co., Ltd., ***7 households.

(2) the main contents of the investigation

1. Basic information (quantity, structure, characteristics, distribution, etc. ) and the overall evaluation of enterprise management talent team construction.

2, the main practices and basic experience of enterprise management talent team construction.

3. The deficiencies, problems and reasons of the construction of enterprise management talent team.

4. Long-term strategic tasks, main objectives, work measures and work suggestions for the construction of enterprise management talents.

5. Advanced typical cases of enterprise management talent team construction.

6, the concise situation of some outstanding talents in enterprise management talents (main performance, representative performance).

According to the above-mentioned scope and methods, through nearly one month's thorough investigation, we have basically mastered the present situation, existing problems and future opinions and suggestions of enterprises in talent team construction.

Second, the current talent situation of enterprises

Through the investigation of managers in 23 enterprises above designated size, the present situation of managers is basically found out.

At present, there are 342 management technicians (including workshop technicians) in 23 enterprises above designated size.

Education: Among them, 8 1 below technical secondary school, accounting for 23.68%; College students 1 16, accounting for 33.92%; Undergraduates 132, accounting for 38.59%; College degree or above 13, accounting for 3.9%.

Professional title: The number of people with professional titles is only 19 1, accounting for 55.84% of managers. Among them, there are 87 junior professional titles, accounting for 45.55%; There are 69 people with intermediate titles, accounting for 36.13%; There are 35 senior professional titles, accounting for 18.32%.

In terms of professional counterparts, only 4 1 person, accounting for 1 1.99%, and the academic qualifications are consistent with the industry. After taking up their current jobs, other personnel gradually engaged in their current jobs through later study and practice accumulation, without systematic study and improvement.

Three, the current problems in the construction of enterprise management talent team

First of all, the characteristics of resource-based and labor-intensive enterprises still exist. There are many primary processing products, few deep processing products, and low proportion of high value-added and high-tech products. At present, there is little demand for high-tech talents.

Secondly, because the enterprise management team is not aware of the application of advanced modern management systems, they are not enthusiastic about receiving senior management talents and providing them with good working and living conditions.

Third, because of the inherent shortage of financial resources and related environment, and because receiving high-tech and high-ability talents needs to provide a good environment in terms of salary, living conditions and development space, enterprises are willing to accept them and cannot meet the conditions of high-tech talents.

Fourth, some enterprises are subordinate to the head office, and the right to mobilize manpower lies with the head office. Enterprises still have a negative mentality of "waiting, relying and wanting".

Fourth, the demand of enterprises for management talents.

Most enterprises are eager for high-tech talents. Due to the lack of high-tech talents, backward management level and production technology, weak product competitiveness, lack of entrepreneurship and cultural construction, and insufficient cohesion, the workforce is unstable. These problems have made many enterprises suffer a lot in their development. Enterprises' demand for talents mainly includes the following aspects:

1, need senior technical personnel, especially in product research and development, production technology, etc., mainly to develop new products for enterprises and enhance the market competitiveness and market share of products; It can improve production technology, reduce cost and improve product quality. Xxx Co., Ltd. badly needs such talents. ..

2. The demand for senior managers, especially those who are proficient in modern enterprise management system, can provide strong support for enterprises to guide enterprises to go public and strengthen enterprise management, further straighten out the current situation of enterprise management, actively move closer to modern enterprise management system and improve the overall management level of enterprises.

3. From the perspective of enterprise culture construction and enterprise spirit construction, it is necessary to establish senior talents of enterprise teams who can create enterprises suitable for enterprise development. An active, new and stable workforce provides a solid foundation for the stable development of enterprises.

Five, suggestions on the construction of enterprise management talents.

According to the present situation and existing problems in the construction of enterprise management talents in our county, in order to better solve the problems in the construction of enterprise management talents, the following suggestions are put forward:

1, efforts should be made to formulate practical preferential policies. Through long-term policy support, in terms of funds, benefits, income, etc., we will take the form of targeted payment from enterprises and corresponding government subsidies to attract more senior management talents to work in enterprises and retain talents through generous treatment.

2. Build a talent recruitment platform. Relevant government departments will take the lead in building a "bridge" between enterprises and talents, and use the Internet, the talent market and other media to build a "fast track" to attract talents.

3. Establish a talent pool. Integrate human resources, education resources, outreach networks, talent markets and other media to form a talent pool based on the county and radiating around, attracting and hiring talents more conveniently and quickly.

4. Improve the level of personnel training. Enterprises and education and training departments join hands to "provide training on demand". Enterprises provide some training funds to help training departments train talents, and the government will give some subsidies to ensure the efficiency of personnel training and meet the needs of enterprise development.

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