2000-word resignation report essay

Mr. Mai, General Wu:

I went to CIMC in November XX. It has been one year and six months since. I was willing to do my best for a Chinese company, bought a one-way ticket, and went to CIMC. Although I have worked in China in the past and have had joint ventures with Chinese companies, this is my first time in a Chinese company. This decision to CIMC has my idealistic color. Over the past year, my experience has been enriched and I have gained a deeper understanding of Chinese and Chinese companies. I cherish this experience very much, and I don't regret making this decision.

There is still a month, I will leave the CIMC. This information will be made public in May. We have been discussing the mode and candidates of CIMC human resources management for several months. Both of you have always understood my own ideas and plans. However, during these months of work, you still maintain trust in me, confidential and sensitive work is still delivered to me, let me see the generosity and mind of your two and CIMC. I sincerely thank you for this!

Human resources are a strategic factor supporting the continued development of CIMC in the future. Therefore, whether I am in CIMC or not, I hope that you and the group's president team will continue to give strong support to human resources management. In the next few years, the basic work of CIMC's human resources management needs to be done more solidly. Before I leave, there are a few things I hope to get your attention:

In the next two years or so, the human resources function should establish a unified rank system of CIMC. This system should include the various industries of CIMC, various enterprises, regions, and countries. As long as it is a CIMC enterprise, it should be included in the unified rank system of CIMC. Only with a unified measure can CIMC be able to understand the responsibilities of each employee fairly. Only by implementing a unified rank system, in the future, in the design of compensation and benefits, in the career development of employees, in the cultivation of reserve teams, there is a clear scale. The Group's Human Resources Department will implement the implementation of the CIMC system in China in XX. In 2019, the ranks will be advanced to burg, vanguard, Thailand, and so on.

The work that has begun to take shape this year is a unified performance management system for the entire group. Thanks to Mr. Wu's support, the entire group is now beginning to realize that building a team vision and annual plan will greatly benefit the coordination and promotion of work, performance management, etc. In XX, we can begin to promote how to do the project, and we can evaluate the completion of work plans and the core values ​​of employees at all levels in a unified way. In the next few years, it is necessary to continuously strengthen the management's strategic planning capabilities, forecasting capabilities, team management/incentive capabilities, and performance coaching capabilities. A performance management system requires a strong management team to be effective. Several forms, several programs, are not capable of replacing effective management.

This shows the importance of leadership improvement. Voyage needs strong support. "Yuanhangyi" should be the first step in leadership improvement. Like China’s “literacy” campaign many years ago, the voyage should go to every corner of CIMC. Let every manager participate, including the general managers of the company, including the president team. In this way, CIMC can use voyage as the mouthpiece of group management, promote a unified management concept, and solve problems in a unified way. Only in this way can it be possible to reach up and down and coordinate from the heart. Coordination cannot be enforced. Coordination must come from the heart. The Group's Human Resources Department has realized that it should analyze the leadership capabilities it should have based on the needs of its business strategy. In the future, we should launch "Yuanhang II", "Yuanhang III", and so on.

In addition, CIMC's human resources function, at the group level or the enterprise level, has not been able to provide timely, reliable and effective human resource information for management teams to make business decisions. The first two reasons are: the ability of human resources personnel is limited, and the human resources information system has not been implemented. Therefore, in XX-2019, CIMC needs to fully promote the Group's unified human resources information system. Such a system, coupled with effective information management, can provide management with a variety of information about effective internal staff, while reducing the labor costs of the human resources function.

Once there is a unified rank, a unified performance management system, an effective information system, the human resources function can establish the potential assessment of employees, the career development channel of employees, the reserve strength of key core positions, and the human resources that support business strategies. planning.

Once the leadership of the management is improved, the employee's spiritual contract to the enterprise can be deepened, the enterprise and the team have cohesiveness, and the degree of synergy between the upper and lower sides is improved, and the possibility of the group becoming an organic one is enhanced. The dependence on human governance will be reduced. A more equal, more transparent and fairer corporate culture will emerge, which will deepen the trust and authorization of people and enhance the timely communication of information.

The Group's Human Resources Department has a lot of basic work to do in the next 2-3 years. The human resources function of CIMC faces the challenge of going up the steep slope. It is unrealistic for this functional department to kill itself. If human resources management does not have the unanimous support of the president and the president's team, it will not work. At the same time, I think that if human resources are regarded as one of the most important operational resources, the human resources function should be directly involved in the operation.

In the current situation of CIMC, I do not recommend CIMC to go outside to find a human resources manager with experience in multinational companies. CIMC should also trust its own internal management staff with potential. Use these people to really use them and motivate them. The long-term value they bring to CIMC is far higher than an airborne soldier who cannot adapt to the status quo of CIMC. Some people don't complain, don't cry, don't want to call, don't mean they don't have expectations, no ambitions, no ability. People who call will not necessarily be the best. Silent people are not necessarily not strong.

The resignation today is a decision I made after careful consideration. I decided to leave. The most reluctant and unwilling to let me down is the colleagues of the Group's Human Resources Department, the human resources colleagues of many member companies, the general managers of many member companies and many colleagues at the headquarters, and finally you two. Bit. During this year and a half of work, I made a lot of friends. The support and concern between colleagues, the kind of sentiment of the Chinese, is more difficult for me to obtain abroad for many years.

I am very grateful to the two for supporting me and the Human Resources Department for more than a year. I hope that the two will be more concerned about the development of human resources functions in the future. Take care of a newly formed function to help it grow. At the same time, understand the mentality and voice of employees and managers at all levels. Employees' satisfaction surveys, exit interviews, grievance investigations, etc. provided by the Human Resources Department are used as a legitimate channel for understanding employees. The use of information provided by the Human Resources Department will be the greatest recognition of the human resources function.

I am very grateful to the other colleagues of CIMC and CIMC for their support to the Human Resources Department during the year! I also wish that CIMC will reach the goal of 100 billion yuan soon! I wish from the heart that CIMC will become stronger and stronger and be invincible. Ground. If necessary, I will be willing to continue to help CIMC in a different way and in different roles.

Wu Hao

April 25, 2019