Secretary resignation report essay

Hello, Mr. Liu!

Thinking for a long time, I still intend to write this resignation report.

I am very grateful to have the opportunity to work with you. It is also based on your recognition. No matter how much pressure there is, no matter what other people say, I don’t justify, resist, just hope that the effort is fruitful and can help you. I only hope that one day I can watch the growing population and grow up to be a towering tree. I only hope that I will have the opportunity to cool down under the tree.

In the current economic crisis, most real estate companies are having a hard time, and the market is not very optimistic! In combination with the current project of the company, is it still necessary to raise so many people? Should we consider the compression of labor costs? From the situation of communication with the leaders of various departments, it is suggested that if it is only a mountain house project at present, combined with the current project schedule and development volume, the manpower needs to be greatly compressed, and it is recommended to gradually reduce the staffing plan for the valley project. In fact, because it is also started in phases, it is actually possible to implement phased talent expansion preparations according to the phased plan. Of course, this is only my suggestion, and you need to carefully consider it.

In addition, when communicating with various departments, the middle and high level are basically confused about the future development of the company. The strategic goals of the company are not clear. They are also confused about their own development. If it is only a mountain house project, they generally think that only It takes a lot of more than ten people, and it feels a waste to the current manpower. Now what they are supporting is more about your personal personality, but for the enterprise, this is a way of retaining people. But it is not the best way. It still needs the development of enterprises. The cultural atmosphere of the company is to keep people. This is a long-term solution. Especially for middle and senior managers, compensation and benefits are secondary. What they want is Development and self-realization! The strategy for the company is determined after you and the senior management. I think this should be the focus of the personnel administration in 2009 for the cultural atmosphere of the company.

At the same time, the departments also feel that the internal processes of the company are not very smooth, which may be related to the division of authority and departmental responsibilities. This will have a good solution after the consultants come, so I will not say more.

The company's organizational structure and basic management system, with the help of consultant Jiao, believe that it can be quickly settled. Although it is only two days, Jiao's ability can basically be said to have been recognized by everyone. The previously listed work plans for November, especially regarding the manpower planning, recruitment and training programs for 2009, are closely related to the company's development, organizational structure, department/job responsibilities, and the status of existing personnel. I think this part The work also requires the consultant's consulting results to come out after the planning and planning is targeted and practical; the salary performance management method also needs to be clearly defined in the division of departmental and job responsibilities. The setting of job evaluation and performance indicators is scientific and effective, so this needs to be determined based on the results of the consultants. However, the basic management system of the company's administrative category can be advanced. After all, this is related to the company's structure and division of responsibilities. Not big, but it is a necessary magic to regulate daily behavior.

I have been thinking about my own development and positioning. Because real estate, because of your approval, I have left the familiar enterprise. Since I entered the company last August, I have been more than a year. Although I am working hard, I have stumbled all the way. There was no improvement in the work, and the work of human resources was not promoted. I thought that I was still professional in the hr field, but now it seems that it is really a failure. From manpower to being your secretary to doing human and legal affairs, the content of the work is constantly changing, and more and more things are being done, but they are not doing well. I am thinking about it, what should I do and return to manpower? But the work of manpower failed to push and fail! Specialized in secretarial work? However, I feel that my character is not suitable for secretary, and it is also a very failure. For this reason, I am not a suitable candidate for the company. It is time to make a decision. It is time to leave to find a more suitable person to help you. Of course, you will find the successor first before you leave. I will try my best to get the job done before the new person comes.

Wish: xxxx, passed down for a hundred years!