During the interview, the examiner asked me: What would you do as a logistics manager? Or any plans?

During the interview, the examiner asked me: What would you do as a logistics manager? Or any plans? 1, fully understand the logistics work content;

2, respectively, the logistics focus and daily work content;

3. Make relevant work plans according to the principle of orderly management.

Urgent! There will be no reward for logistics managers without points. ! You have to give a reward point first, and then come back and earn some slowly! How stingy!

As for people like you who are still doing business, they want to make money when they come up. Really not businessman's material!

How to evaluate the job saturation of administrative logistics managers? The first is safety, safety protection measures, potential safety hazards, fire training, fire guidance, fire prevention and anti-theft guidance training, including the use and maintenance of some safety devices and equipment.

Dormitory problems: distribution principle (how to distribute), dormitory safety, dormitory environmental sanitation, dormitory sanitation follow-up supervision.

Canteen problems: the control of the number of service personnel in the canteen, the quality of edible oil in the canteen, the hygiene of the canteen, the working hours of the canteen and the cleaning and maintenance of the entertainment facilities in the canteen.

Vehicle management: the record of vehicle number and brand, the configuration of drivers and tasks, the record of oyster sauce and kilometers of vehicles, the maintenance of vehicles, and the use procedures of vehicles.

Environmental sanitation: this can be stipulated according to the actual situation of specific companies, and the final regulations can be formulated with reference to the health inspection procedures of 5S management.

Discipline: the commuting time of employees and office staff, the recording and maintenance methods of commuting attendance, and some specific methods and schemes to deal with contradictions.

Corporate culture construction: The corporate culture of this social factory is very important now, so hold some activities to celebrate.

How to be an excellent manager? What experience do you have as a manager? How do you improve the efficiency of the people below you? Because I don't know the specific situation of your company, I can only say one thing here:

Most employees have a weak sense of ownership, except for a few employees with unique vision. Most employees will only see how much they earn a month, but they can't see that making the enterprise stronger can bring them more wages a month. They think that it is the boss's consideration to make the enterprise stronger. This idea is not completely wrong, because in some enterprises, employees with strong sense of ownership are not valued, while employees with weak sense of ownership only pay attention to their own immediate interests. With the influence of the environment, employees who are not lazy will also be worn away by this environment and become lazy, so that enterprises will not develop better; The profits of enterprises will not be high; If the profit is not high, the salary given to employees will not be high; If the salary is not high, employees will have no enthusiasm and will be more "lazy"; If employees are lazy, they will not work hard and enterprises will not develop. This will form a vicious circle. Most of these enterprises will face bankruptcy, and the loss of employees is not great, so it is a big deal to quit. The loss of the boss may be incalculable. The company went bankrupt, losing not only money, but also contacts. Running a business, connections are very important.

Speaking of stakes, let's talk about the management of employees. Because I don't know the situation of your enterprise, I want to divide the situation:

1. Small business (boss directly manages employees): "People manage people, which is exhausting; The system manages people and manages the dead. " I don't know if you have heard this sentence. A promising enterprise cannot do without a good system. A good system lies in:

(1) rewards and punishments are clear;

(2) System is greater than human feelings;

(3) Principle should be emphasized in major events, and style should be emphasized in minor events;

(4) The system is applicable to anyone, and the boss cannot be specialized.

Is there a contradiction between paragraph (2) and (3)? Hehe ... actually, it's not. Let me give you an example: when I was in junior high school, the class teacher asked our class committee cadres to record the names of students who came after 7: 40 every morning. After the implementation of this system, many students are still late. I made a suggestion to the class teacher in line with the principle of "stressing the principle of major events and stressing the style of minor events", giving the students some time, but it was not clear. The specific way is: we privately changed the late time to 7: 45, and the students who came later will be recorded. On the surface, the time of being late is still 7: 40, five minutes is called "small talk", and after 7: 45 it is called "big talk principle". After that, few students were late. If the class teacher clearly stated that the time of being late was changed to 7: 45, the effect would be different.

Trap employees with the system (instead of locking them up) and leave employees with a little "tolerance", and they will abide by the system while relaxing.

In addition to using the system, it is also important to cultivate employees' sense of ownership. The reward system should be clear and moderate, and meetings should be held frequently. We must instill a sense of ownership in every employee. As for how to instill it, it depends on the actual situation of your enterprise.

This is a good way to be open and honest. To keep abreast of employees' thoughts and family situation, it is best to remember everyone's birthday and give them a surprise on it. Perhaps employees will regard the enterprise as a "second home". Listening to employees' suggestions often helps to find more talents and make employees with strong sense of ownership more motivated, while employees with weak sense of ownership will enhance this awareness.

2. (Medium-sized and large enterprises) (Please forgive my guess, the chairman of a large enterprise may not take the time to ask such a question on Baidu): Medium-sized and large enterprises have a characteristic that employees and bosses rarely communicate or even meet. Being unfamiliar from top to bottom will lead to inconvenient communication and some bad situations. For example, the suggestion of talents can't be reflected to the boss in time, because there is also a supervisor and department manager, and communication is inconvenient, which will lead to the failure to implement big principles and strategies better. There is a saying that "my subordinates are subordinates, not my subordinates", which is very good and applicable. As the chairman and president of large and medium-sized enterprises, your subordinate is the department manager. All you have to do is treat the department managers like the small business owners mentioned above, and then manage them. But you need to do "grassroots research" from time to time. Although they are not your subordinates, they are also working for you. Otherwise, there will be such a situation: employees only pay attention to their own interests, and the chairman only pays attention to the long-term interests, which are not visible to every employee, and may even affect the short-term interests of employees because of the long-term interests, even if the long-term interests are far greater than the short-term interests. Yes, if you are in different positions, you will have different opinions, otherwise everyone can be the chairman. At this time, communication becomes the key. The chairman, president and department manager should try their best to let more employees know about the enterprise, and when implementing the long-term interest policy, they must be informed in time. In this way, the road of enterprises will get better and better.

The above-mentioned system and opening mode can also be used in medium and large enterprises, but it is necessary to "analyze specific problems", otherwise it is not good to blindly "dogmatism" and will destroy the harmony of enterprises.

I can only tell you this. I hope you can choose the appropriate method according to the actual situation of your own enterprise after reading it. Finally, I wish you a prosperous business and make a fortune. thank you

Diary of logistics manager of construction company is in the law of survival. Please never discriminate against those who seem weak, because seemingly insignificant actions do contain more powerful power.

As a manager of a supermarket, what is the ideal of improving management (performance management) and management level (customer number, consumption times and customer unit price)? In order to increase their own value and achieve wage growth and promotion. These days, talents are the most expensive, but the most expensive talents are more worthwhile for enterprises. Real talents don't cost money. Talents are investment and capital.

As a property manager, how can I thank you for summing up the importance of service and management in the past six months?

There is no model essay.

The following is for reference,

Mainly write down the main work content, how to work hard and the achievements, and finally put forward some rationalization suggestions or new efforts. . . . . . .

Work summary is to let the superior know what contribution you have made and reflect the value of your work.

So you have to write a few points:

1, your understanding of the position and work 2, what did you do specifically?

3. How did you work hard and what things did you solve with your brain? Even if it's nothing, write something difficult. How did you solve it through hard work?

4. What abilities or knowledge do you need to improve in your future work?

5. The superior likes people who take the initiative to work. You should make all the preparations in your work, that is, the preparations in advance are as follows for your reference:

Summary is a comprehensive and systematic overall evaluation and analysis of the situation over a period of time, and analysis of achievements, shortcomings and experiences. Summary is a kind of applied writing, which is a rational thinking about the work that has been done.

Basic requirements of summary

1. Summary must have an overview and a description of the situation, some simple and some detailed.

2. Achievements and shortcomings. This is the main content of the summary. The purpose of summing up is to affirm the achievements and find out the shortcomings. What are the achievements, how big, how to use them and how to achieve them; How many shortcomings there are, what aspects they are manifested in and how they are produced should be clearly written.

3. Lessons learned. In order to facilitate the future work, we must analyze, study and summarize the previous work experience and lessons to form theoretical knowledge.

Summarize the precautions:

1. We must seek truth from facts, the achievements are basically not exaggerated, and the shortcomings are basically not narrowed. This is the basis of analysis and learning lessons.

2. Clear organization. This sentence is fluent and easy to understand.

3. Be detailed and appropriate. There are important things and minor things, so when you write, you should highlight the key points. The problems in the summary should be divided into primary and secondary, detailed.

Basic format of summary:

1, title

2. Text

Introduction: overview, overall evaluation; Summarize the full text.

Subject: analyze the shortcomings of achievements and sum up experiences and lessons.

Conclusion: Analyze the problem and make clear the direction.

Step 3 sign

Signature and date.

As a project manager, what quality is the most important courage ~

Management is mainly work coordination, not necessarily the strongest ~ but coordination and distribution must be the strongest ~ ~

As long as the supervisor ensures the smooth progress of the work, reasonable distribution and improvement of work efficiency, it is possible.

As a kindergarten manager, what you need to pay attention to is what to respect for all people who enter the kindergarten (excluding malicious people).

Do your job well.

Parents should be sincere and patient when asking questions. If you can't answer, say you are sorry. I don't know. Please find the director or teacher. Such as civilized words.

Pay attention to the image in the park, and walk slowly. Clean clothes and clean shoes. Keep your hair tidy. No swearing, no swearing, no hitting.

Children are forbidden to enter the dangerous area. Children ask for help. Don't lose your temper no matter how good your attitude is. Listen carefully and do well.

Don't be too strict, it's not good for children. Children can't make you angry. Say to him: son, uncle (aunt) has to finish his work. Would you please play with your partner?

Summary:

Serious, diligent, enthusiastic and patient.

What is the most important quality as a manager? 1, treated equally.

2, comprehensive

3. Guidance function