Work summary 30

Work summary and debriefing report in 2007 and work plan in 2008.

Reporter: * * Reporting Department: * *

Title: * *

After 1 week's study since I joined the company in June 2007, I have basically understood the industry composition, industry status, management status and organizational structure of * * enterprises, and deeply realized the areas that need to be strengthened and improved at present. I learned the responsibility and mission: I was ordered to establish the administrative management system of the group, optimize and study various systems, and make a management system suitable for the operation of the group. On the basis of carefully understanding the spirit of the President's speech and instructions, I visited and solicited the opinions of the leaders of various departments, such as * General Manager, * General Manager, * General Manager, * Vice President, * Vice President, and * Vice President, so as to gain a deeper understanding of various departments and gradually start work. In the shortest time, after 10 days, I entered a normal working state and gradually cut into various jobs. First of all, one week after I arrived in * * in mid-June, 5438+00, I began to think about how to set up my own administrative department as a group company, what kind of organization and staffing, and on the basis of some original simple management systems, I began to comprehensively consider the responsibilities and functions of the department run by the president, positioning the office as having not only administrative functions, but also corporate planning, corporate image building and planning functions. On the basis of perfecting these factors, we revised, drafted and compiled a series of administrative management systems and processes, and solicited opinions from many parties and revised them many times to adapt to the current situation of the enterprise, which is operable. A complete job description of the president's office was compiled and drafted, and the specific work contents, business processes and powers and responsibilities of each position were clarified. Through a month's work and in-depth understanding, I focused on the whole group, thought about the whole industrial chain, and put forward my own views. In the shortest time, the analysis report of Thinking about the Situation of * * was completed and submitted to the President, systematically analyzing the industrial risks and planning, pointing out the existing problems and the ideas and methods to solve them, and analyzing and expounding the organization system, management system and human resources system of the whole group company. It can be said that I deeply saw the problems existing in the enterprise, and made plans step by step and implemented them step by step.

On this basis, the company gives more important responsibilities. Since the president announced the establishment of the "* * Department" on * *, I have been the person in charge of the administrative and personnel systems of the system management group company. I put human resource management into my own work, started planning and thinking around the functions of the department, and managed the administration and personnel of the whole group company and the management of enterprise operation under the authorization of the president. From establishment to operation, from staffing to organizational structure, from post responsibilities to various rules and regulations, we have carried out meticulous, scientific and intense work, gradually defined management functions and working methods, and gradually played a role. It is the first time that our * * Group has a systematic administrative staff and planning management coordination department, and our professional design planners. For the first time, in the shortest time, an important department with clear responsibilities, perfect staffing and clear responsibilities was successfully established in the group company and made it run well. But because I have been in the company for a short time, I don't know enough about the deeper level of the enterprise. There are also some problems in the work and many obstacles and misunderstandings. I was depressed, too, but I never gave up or backed down. Since you chose * *, you won the trust of * *. When I encounter any difficulties, I will first reflect on myself, improve and learn, accept criticism and suggestions with an open mind, keep my faith, and strive to bring out a run. At present, there are still many shortcomings and areas that need further strengthening and improvement, and there are still many areas that need improvement. But after all, we took the first step and began to vigorously promote modern and scientific management concepts and methods in the group, which laid a good foundation for the development and construction of the group company in 2008.

At present, while the work is progressing, we also feel some problems and difficulties. Through the work in June of 5438+00, we have a deep understanding of the company's current situation. In the work summary and report in June, 5438+00, we have a deeper understanding of the problems such as management needs to be improved, cross-leadership exists in different degrees, work efficiency is not ideal, and systems and processes need to be improved. While the various systems were improved, some details were ignored in the implementation process, which caused some reactions from branches and departments. My original intention is kindness and kindness. I think the administrative department is a service department and can work independently. Some daily small things are organized by the administrative department and reported to the heads of various units, so that the general manager will no longer be distracted by these small things. We will convey it to the administration department, which will report it and arrange it for their respective bosses. I think we are arranged according to the practice of regular large enterprises. We are carrying out the instructions of the president, and we have also communicated with the managers of relevant departments in detail in advance. Ignoring the process of telling the general manager first and arranging it by the general manager has caused some resistance. Looking at the obstacles encountered in some work arrangements, the president gave me four suggestions: we are not government agencies, and we should not be too bureaucratic. I think this is wrong. The documents and notices we issued were issued by the group headquarters in accordance with the spirit and principles of the instructions of the president, on the basis of full communication with relevant departments and comprehensive consideration of the specific conditions of each enterprise. Subordinate units should not have any doubts, should be implemented unconditionally, and there is no room for bargaining. They paid insufficient attention to the president's instructions and the management of the headquarters. There should be such a situation. I openly and arbitrarily changed the clear instructions of the president to some leaders of the company. This requires us to define the organizational structure as soon as possible. At the administrative level, what is the relationship between the * * department and the branch, or is it a peer relationship? Or is it because the score is higher than the company? These need to be clear. For the overall development of the company, the management department of the group headquarters should be higher than that of the branches, so as to form the integrity of the whole group. It is very important to improve the responsibilities of the headquarters management department on the one hand and the strong support of the president on the other, so as to establish the management authority of the headquarters. I wonder why some people have so much courage not to carry out the instructions of the president, which is unimaginable in the eastern coastal enterprises. But I always think that I don't have enough communication with the person in charge of the unit, mainly because I am responsible for it myself. I will strictly abide by this process in the future and will not directly arrange other departments to implement the decision of the headquarters. And apologize to them. These phenomena will not appear in the future, and I am gradually adapting to the enterprise. But at the right time, we should carry out a special rectification of execution, rectify the departments and personnel who shirk and do not implement the decisions of superiors, and establish the management authority of the president and the group headquarters. This phenomenon should be stopped in time, otherwise it will form a habit and cause great resistance and obstacles to the unified management of the headquarters in the future! This requires us to adjust measures to local conditions, fully communicate, listen to opinions from all sides, and gradually adapt to the current situation of enterprises. On the other hand, it is necessary to gradually reform and promote, from top management to employees, and gradually change the style and thinking.

In terms of management, after the establishment of the * * department, relying on the various functions of the * * department, I reached a consensus with the president on the purpose and goal of "establishing a set of scientific systems and processes that have a significant impact on the work, without making a single change, so that the enterprise can operate well, and all departments and personnel have a clear division of labor and work efficiently". I am also committed to the progress of this work, and strive to promote new management methods and efficient division of labor within the work and business scope of this department. However, there are also many problems: the presidents of some administrative affairs and external communication under the office are still arranging other departments or personnel. Admittedly, I don't know these things yet, but I need to get involved and get to know the external liaison departments and leaders step by step. I'm not involved. I don't even know. How can we shoulder these tasks well? Let's focus on department responsibilities and job descriptions. Many responsibilities still lie with other departments and personnel, resulting in some overlap and unnecessary friction in business management. We should finally establish a management system with clear and scientific rights and responsibilities, balanced rights, obvious professional division of labor and obvious departmental business, so as to fundamentally solve the above problems. This decision should be made by the president first.

The establishment of the * * Department of the Group embodies the foresight and determination of the leaders to reform the Group, and also recognizes some shortcomings in the management and operation of the company at present. It is hoped that this department will play a powerful role in human resource construction and management, administrative management and enterprise management, and build a human resource management system with rapid response mechanism, forward-looking enterprise employment concept and scientific human resource strategy, and build an administrative management system with clear responsibilities, clear system and high efficiency. This should be said to be the comprehensive positioning of this department. A series of posts, departmental responsibilities and institutional processes have been drawn up around the president's functional orientation of the * * department. Several drafts were changed, opinions from all sides were fully solicited, and several revisions were made. According to various systems, various operational processes and operation tables suitable for the company are designed. At present, all systems have been revised, and the headquarters will implement them after the approval of the president and train relevant departments and personnel.

At the beginning of its establishment, the * * department divided its staff, and determined that * * personnel were specifically responsible for human resources work, focusing on systematic work in recruitment, training, performance and salary design. * * Personnel are responsible for internal and external liaison and coordination of some projects. I am directly responsible for the administration and planning work, determine the staffing, and increase the administrative department manager, planning department manager, clerk, design director, copywriter and clerk. Equipped with clerks and fleet managers, it started standardized operation at the beginning of its establishment and recruited design directors at the fastest speed. I have personally set out to establish a recruitment system, manage recruitment websites, screen interviewers, start interviews, let some outstanding talents join the * * Group, pay close attention to high-end talents, and recommend suitable talents to the President. A new version of the Approval Form for Personnel Requirements and the Approval Form for Employment Registration was compiled to standardize the interview, employment and approval processes. Issued interview instructions, compiled a new employee handbook, and took the lead in trial operation in this department. After improvement, it will be extended to all companies in the group. Recently, on the basis of improving the planning department and the administration department, the focus has been shifted to the human resources department, and the staffing has been improved as soon as possible. The working framework of each business module of human resources has been issued and gradually improved and implemented.

Under the leadership of the president, the specific job responsibilities and some rules and regulations of the department were determined, and the post grades of the group were divided and determined, which provided the foundation and basis for the formulation of various work systems and power and responsibility systems in the future. In the relocation of the company's group headquarters, the manpower is reasonably allocated, and the decoration and relocation are carried out according to the plan and steps.

In the specific work, the recent work plan and tasks were clarified, the discussion on corporate culture construction was initiated, and the overall CIS of the enterprise was planned. After the equipment was put in place and moved, the company completed the design of temporary picture books at the fastest speed 10 hour, printed them into books, and designed the company's window design, newsletter editing design and new group website planning. The design confirms the LOGO of the enterprise, redefines the standard color of the enterprise, abandons the earlier standard color of enterprise brown, and adopts sea blue as the standard color of the enterprise. Sea blue represents all the colors of the ocean, and green is the basic auxiliary color, which means that * * Industry is committed to the development concept of pollution-free, green food and green environmental protection. Designed a new business card. Start designing and modifying enterprise photo albums and VIS identification systems. With the arrival of copywriting, a complete prototype of graphic design, copywriting and creative planning department was initially established and began to enter the track of standardized development. In the last month, after the intensive work of the preliminary planning department, the creativity, writing and modification of the enterprise website, internal newsletter and briefing will be gradually completed. Completed the revision of enterprise basic articles and necessary articles in enterprise VIS manual. These tasks seem simple, but in fact they need strong professionalism and a lot of labor, spiritual purification and foresight. This is a creative work with high IQ.

After the group headquarters was officially moved and put into use, the Regulations on the Management of the Office of the Group Headquarters was promulgated, which called on all employees of the * * Department, * * Department and * * Company of the Group Headquarters to read and study, and posted them on the wall, which strengthened attendance and made the headquarters office orderly. Equipped with and purchased all kinds of office supplies and arranged a good and warm office environment. The "Regulations on Internal Work Management of Group * *" was issued, which stipulated the requirements and processes of daily work norms, defined the weekly work summary and planning, monthly work summary and planning system, and determined the working methods and hierarchical management mechanism for implementing target management. Standardized the office environment of the group headquarters and the work order of this department, drafted and implemented the work coordination list used between departments, making the cross-departmental work orderly and feasible. The administration department has improved the collection and storage system of office supplies, and improved the file management and construction, document drafting and distribution process, document delivery and signing process. Let the management department start standardization work. Attendance is quite standardized. While strengthening my moral cultivation and fully listening to others' opinions, I am friendly and kind to my colleagues. Focus on providing them with services, providing them with a good office environment and atmosphere, not simple and rude management, not high-pressure management, being tolerant of some problems, guiding and talking to employees who are in difficulty and hesitant in time, and treating them as brothers and sisters. At present, the department has formed a United, friendly, efficient, civilized, polite and harmonious office environment and work team, which has also been respected and supported by the employees of the department. * * Department has unprecedented cohesion and centripetal force, and maintains a high degree of recognition with * * Group, as well as a high degree of stability and passion for work.

While all the work is carried out in an orderly way, there are also many problems and difficulties, which are far from the strong operation and functions of the department. The main reason is that the relevant personnel are not in place and the system and process have not been promulgated and implemented. Looking at the recent work of this department, the administrative and personnel functions of this department have not been fully brought into play. The diagnostic integration of other departments of the enterprise has not yet started, and the recruitment system, training system and salary system have not yet been established. It is still necessary to further strengthen the work and speed up the progress. These problems can't be decided by one department, but need the determination and strength of the company's top management.

Looking at the present situation of the whole group, some problems need our attention and solution. Obviously, cross-departmental work, leapfrog command and leapfrog reporting still exist to varying degrees, which requires us to further standardize and promulgate various systems and processes, and at the same time carry out management training at different levels. The salary system, job responsibilities and departmental responsibilities are not completely divided. As the development of the group will introduce many new high-end talents, how to give full play to the role of these talents and retain them is a very serious problem before us, and it is also a problem that I have been thinking about for a long time. First of all, under the scientific system, we should reasonably authorize, trust and clarify their remuneration and professional responsibilities, give them a growing environment, trust and give full play to their abilities, so as to retain them, realize our original intention and purpose of introducing talents, and create greater value for enterprises. Furthermore, we should abandon the concept of using new employees in some enterprises. Some enterprises * * * think that new employees are not employees of our company, but only their own after 1 year. This view is very dangerous. We need to trust and entrust talents. The new employees are full of passion and work enthusiasm is very high. Our enterprise should provide them with a platform in time. These require us to fully trust and authorize on the one hand, and improve the system to restrain some irregular behaviors on the other.

It is also imperative to implement hierarchical management and target management. First of all, we should start from the top of the company, pay attention to details, be strict with ourselves, decompose the goals, and perform their duties on the basis of the authorization system. Senior leaders should pay attention to grasping the strategy and direction, based on providing services, instead of doing everything by themselves, monitoring the process and demanding results, and giving full play to the subjective initiative of managers at all levels. Trusting them and entrusting them with important tasks must be considered by top managers, otherwise it will waste the company's talents, resources and financial resources. At the same time, how to provide service and support in the use of talents is a problem that we should consider. It is necessary to track all stages of talent use and take the turnover rate of personnel in this department as an important index to evaluate managers. If the staff of a department leave their posts one after another, it shows that the leaders of this department have problems in management, so they must hold special discussions and criticize the supervisor, and in serious cases, they must resolutely leave their posts. Due to the frequent turnover of personnel, especially some cadres, a lot of talent expenses are wasted and management costs are increased. The important thing is that it has a bad influence on the people who leave their jobs, making it difficult for outstanding talents to survive, hindering the development of the company and affecting its reputation. We attach importance to every employee who recruits, and pay more attention to every employee's departure. We should not simply despise the resignees. We should have a serious exit interview, analyze the reasons for their resignation, and find out the gap in our company, which is of great benefit to us.

The responsibilities of each department should also be clarified as soon as possible, so that each department can perform its own duties and gradually decompose the work that does not belong to this department and let the professional departments do it. These responsibilities are easy to divide, but the key is difficult to implement. In the past work habits and inertia thinking, still subconsciously or involuntarily follow the past habits, which will lead to disorderly management and overlapping functions, and reduce work efficiency. The key lies in the top management of the company. When arranging tasks and things, you think more about: which department does this job belong to? Which department is responsible for organizing? That department assists and tries to arrange professional departments and departments with clear responsibilities to do it.

On the basis of gradually clarifying and improving the management and internal construction of the comprehensive office, we should focus on the development of the whole group as soon as possible, play its due role in the standardized operation of the whole group, give full play to the enterprise management function of the comprehensive office as soon as possible, optimize the rectification and process system of other departments and units, assist the president to set up new departments and organizations, focus on the analysis and investigation of the marketing, production, procurement and financial operation of the whole group, and cooperate with the company's top management to realize new strategies. At present, the financial management of our group is not systematic and standardized, the project operation is not systematic and professional enough, the marketing is still weak, the strategic planning is not strong, the business of * * has not yet defined its strategy and self-regeneration function, and no one has made external contacts and left Guangxi. Corporate brand and image building has not yet started, corporate culture building needs to be improved, and external financing and public relations for listing need to be further strengthened. . . . . . . . A lot of work needs to be coordinated and even organized by our department. 2008 is a crucial year for us, and we have many bigger and more important things to do. This requires our department to straighten out various processes and relationships as soon as possible, so that the internal work can run well, thus giving full play to all functions of our department. Of course, we need the president's strong support and full authorization.

Personally, I am not good at managing the administration and personnel work of group companies. Before this, I have never done the administration and personnel work of the group systematically. Since I was appointed to manage this department, I have been studying, making continuous progress, and gradually improving various systems and working methods to make them work effectively. Although the administrative, planning and human resources departments have been established, the organizational structure and division of responsibilities have been clearly defined, and standardized operation has begun after the completion of infrastructure construction, it is not my original intention to engage in this work, nor is it my original intention to come to our company. I hope to make some achievements in enterprise management and marketing management and make greater contributions to the president and the enterprise. I hope the company can send someone else to take over my job at an appropriate time. Of course, I will hand it over to the group or any other department with efficient, harmonious and well-functioning mechanism. I only hope that when the group sends someone else to take over, it must listen to my own opinions and make a comprehensive evaluation of the next one. I don't want to see the department I worked so hard to build become loose or even collapse by the next one. If there is no suitable candidate, I'd rather take a part-time job. At present, the company needs courage and re-division of departmental responsibilities to build a new marketing system. Under the present circumstances, I can't take the management position in the marketing department because the corresponding resources and management responsibilities are still scattered. Before I concentrate on figuring it out, I won't directly organize the marketing system, I can only help, otherwise it will be difficult to achieve something, and I will be embarrassed and depressed. As for project operation, if the president doesn't make up his mind to separate project management from some departments and leaders, it will be difficult for someone to manage the project operation, and it will not really establish a project management department, let alone systematic operation, and it will not retain high-end talents in project management. This requires the president to make great efforts to separate the rights and responsibilities of some departments and personnel, improve the organizational structure and departmental responsibilities, and strictly implement them. My idea and my ideal plan: After the construction of this department is completed, I can be the manager of a branch, or form a marketing system of a group company to make it stronger and enrich it to the most difficult and needed places of the group company.

Looking at the past 2007, it should be a very difficult year for this department. In the final analysis, it is to set up a brand-new department and play its role. On this basis, the work is gradually carried out, and other departments and units are gradually recognizing the work of this department. Although there are many problems and difficulties, we are confident to overcome them. After two months of preparation in 2007, we have initially completed the infrastructure construction, laying the foundation for the smooth development of the work in 2008.

In 2008, the Department of Public Information should focus on the following tasks:

1, accelerate the discussion, promulgation and implementation of the administrative personnel management system.

2. On the basis of publishing websites and publications, improve the planning system, plan and implement corporate culture construction and brand promotion.

3. Establish and improve all business modules of the human resources system, and establish a perfect recruitment system, training system, performance appraisal and evaluation system.

4. Improve the administrative management system, gradually cut into the external contact of enterprises, organize reception and other work, standardize various administrative work processes, and maintain and manage the good office environment of the group headquarters.

5. Strengthen the management of recruitment websites and on-site recruitment of talents, and timely deliver qualified talents for all positions in the company.

6. Strengthen vehicle management and vehicle cost management.

7. Under the authorization of the president, he was ordered to set up the marketing department and the project management department to investigate and report all aspects of enterprise operation and assist all departments in standardization and integration.

8. Unify the business work of all departments and administrative personnel departments of the Group Company.

9. Organize talent evaluation and use tracking, and evaluate the use of personnel in various departments.

10, complete the domestic new product design and promotion planning.

In the first quarter of 2008, the following contents were specifically completed:

Before1.65438+1October1May, organize and review the contents, articles and pictures of the website and submit them to the network management department.

2. Publish * * special issue and briefing before 65438+ 10/5.

3.65438 published before June 30th * * bimonthly.

4. Complete the enterprise brand promotion plan before February 30th.

Before June 30th, 5.65438, we began to compile enterprise memorabilia.

6. Complete the revision of VIS manual before February 30th, and release the basic articles and necessary articles in VIS manual before October 30th, 65438/KLOC-0, and complete the revision of enterprise logo.

7.65438+Before June 30th, organize the administrative and personnel meeting of the Group, and make the final revision and announcement on various systems.

8.65438 Organize the year-end summary commendation meeting of * * Group before June 30th.

9. Organize an employee appraisal before 1.30.

Before 10. 1.30, improve the human resources personnel in place and establish a preliminary recruitment system and training system framework.

11.Make a performance appraisal system and salary reform plan with the financial department before February 30th.

12.65438+1Complete the resume screening and personnel placement of personnel in relevant positions before October 30th.

13. Under the authorization of the President, assist the new senior management and help establish new departments.

14.3 submit the marketing system construction plan and project operation management system plan of * * group before 30th, and assist the company leaders to set up new departments and make them run normally.

15, arrange the Spring Festival holiday.

16. Strengthen management and establish an efficient management mechanism. Reduce the overlapping of powers and responsibilities of departments and share worries for leaders.

17, complete other tasks assigned by the leaders.

Matters requiring instructions from the President and other departments as soon as possible:

1, review and instruct the administrative system and convene an administrative work meeting as soon as possible.

2. The use and construction of administrative office system 0A

3. Clarity of group registration and name

2007 has passed. Over the past year, there have been achievements, shortcomings, hesitation and joy, but in any case, I have not given up, retreated, shirked my responsibilities or given up halfway. My own recognition and sense of responsibility for the enterprise has never been reduced. In the coming year of 2008, I hope that with the approval of leaders and presidents at all levels, I will be more tolerant of enterprises and spare no effort to do better for * *!

Thank you very much for reading this 8500-word report carefully in his busy schedule. These are my true feelings and expressions in the article, and they are my fulfillment of corporate responsibility. My heart is in the words. Please look at it!

Reporter: **fqn