Excellent staff debriefing work report

The chairman is good, the leaders are good:

Hello everyone!

I am very grateful to the Chairman for giving me the opportunity to work, especially in the face of the global economic downturn. At the same time, I would like to thank the leaders at all levels of the company. Your interview and trust made it possible for me to enter the company.

Since joining the company, through daily observation, talking with some employees, and implementing the company's fixed asset management process, the company's corporate culture has gradually gained insights from initial experience to gradual deepening. Within a short period of time, the deepest feeling is the company's active pursuit of modern management methods. Under the leadership of the General Manager, everything is operated in accordance with the modern management method. The most obvious point is the performance appraisal system that implements the results-oriented key objectives. In addition, in terms of system construction and work ethics, it is reflected. This modern pursuit of our company. The direct result is: management professional, employee dedication. It can be foreseen that in the future, the company's management trend will be: management norms, smooth cooperation, unified thinking, pragmatic and efficient.

At the beginning of the job, as a senior reserve cadre of the General Manager Office, there are two performance targets for the general managerial arrangement. One is the company's fixed asset management, and the other is a work report based on the company's status.
Managing fixed assets, the company pays attention to it, and it is the first performance show for me personally. My management purpose is to prevent the loss of assets and control operating costs. First, expand the definition of the original fixed assets, and put the assets that can be controlled into the scope of management, especially the company file assets of the personal management.
The focus is on the registration of fixed assets.
The steps to register are:
1. The staff with fixed office space shall register the equipment, tools and important files of the company as fixed assets, establish a personal fixed assets account, and directly administer the responsibility to the person, as the basis for the transfer of goods and work when the staff positions change and leave.
This part of the asset statistics is more detailed, from air conditioning to small stapler. Because of the specific responsible person, the assets are more targeted and traceable.
For public facilities in certain office environments, it is within the responsibility of the highest administrative staff within the environment.
2. For the assets of public places, register with specific places.
3. After the initial registration, check the relevant registrations of the financial, material control, document control and other departments, check the original records, check and fill the gaps, and dock with the company's original asset book.
4. The responsible person signs and confirms, and the original is filed by the General Manager.
The advantage of such management is very: not only clear the specific distribution of the company's assets, but the key is to be able to trace the whereabouts and status of the assets at any time, providing a reliable basis for asset allocation, depreciation, scrapping, and replacement.
As of today, the work has been completed ahead of schedule. The results of the statistical book have been reported to the General Manager. Thanks to the cooperation of the department heads and colleagues.
The next work: the system reaffirms, develops the operational plan and is responsible for implementation.

The following topics are all about the management of the company. I think it is necessary to improve or pay attention to it. Some of these topics are not necessarily real problems, but I think that they need special attention in some aspects, so they are also included in the scope of the topic.

Topic 1, Maintain a low turnover rate
1. Problem phenomenon Since I was in the Office of the General Manager, there have always been employees who have left the company without interruption. The main component is general workers, and there are also a small number of grassroots management cadres. When registering fixed assets at the grassroots level, some grassroots cadres have not been added.
2, the problem is unstable, especially the core staff is unstable, it can not be said to build a corporate culture, the company's operating process is always there are some faults, bringing passiveness to production, management and management.
3, the solution
1) Unannounced visits to surrounding enterprises, through various means to understand the salary standards of surrounding enterprises, and then combined with our own actual situation, appropriate adjustments in wages, rewards, and equality in the industry.
2) Reasonable rewards, through effective performance appraisal methods, paying employees with different performances in the same position, and achieving job equality. Performance appraisal is an incentive mechanism. It is necessary to encourage and motivate interactions to prevent incentives and strikeouts. While rewarding excellence, it is also necessary to help and encourage the improvement of employees whose performance is temporarily unsatisfactory. Some of the temporary imperfections have lost the motivation to move forward.
3) Implement internal talent training strategies for some key technical positions, focus on those employees who recognize corporate culture, work hard, and seek long-term development, encourage them to try, take responsibility for them, and slowly cultivate their own commitments. The ability to take responsibility. Strive to form a technical competition in certain important positions, so that not only can the technical personnel balance and balance, but also the passive situation brought about by the monopoly of technical resources. Consider the training of newcomers as one of the annual performance appraisals of direct supervisors.
4) Planning a career for core employees, the company should strengthen the corporate culture training for core employees, strengthen their sense of belonging, and at the same time, provide them with space and platform for development. You can consider adding some qualified employees to important positions, which not only reduces the cost of recruitment and training, but also allows other employees to feel the company's desire and attention to talents through the promotion of their promotion experience. Your future is full of confidence. This is also a manifestation of people-oriented.
5) Improve the working environment, especially in terms of accommodation and accommodation, recreational and sports facilities, etc. Some conditions may not be improved in one step, but employees should be aware of the company's continuous efforts. The achievement of this point can make full use of all means of publicity such as newspapers and newspapers.
6) Under the premise of enterprise operation and production task permission, consider allowing some posts to have more free time. The following ideas can be used for reference and selection: a. Gradually implement the weekend system; b. Implement the vacation system for large and small worship; c. Have at least one rest break in a month. The purpose of the above three is to give employees the opportunity to change the rhythm of vacation and to plan and handle personal affairs.

Question 2: Treating customers as purposes and acting as a means

1. Reasons for the project In view of the particularity of our products, the customer base is mainly schools. At present, the school is basically the head of the government. The procurement plan must be restricted by the government authorities. Therefore, we must keep the government resources high enough. Pay attention to it.
However, in the future development trend, the education industry will gradually be weaned by the government and become independent. Moreover, some private enterprises will increasingly enter the education industry. That is to say, in the near future, we are more and more Face customers with independent purchasing rights. Most customers have two sources of product information before purchasing, one is the product promotion of the manufacturer, and the other is to explore the acquaintance. The latter is the consistent buying habit of the Chinese. Therefore, marketing personnel must gradually learn to make customers the ability of our second salesman.
2, reaching means
1) Strengthen the training of marketing ethics of marketing personnel, and vigorously publicize the deeds of some of the company's promoted salesmen to stimulate their sense of belonging and positive spirit, and gradually realize the value of the salesman's work platform provided by the company. A sense of identity, so that more sales staff to build a sense of long-term service to the company.
2) Establish a strong service-oriented marketing concept to provide customers with the best quality service, because quality customers are derived from quality services.
3) Evaluate customers reasonably and accurately. Strengthen the emotional communication with customers, and accurately locate and evaluate the customers in the early stage of the order invitation, bid invitation, etc., determine which objects are eager for sincere cooperation, which objects just want to obtain comparative information, and which objects are purely against us. In order to determine the focus of the market, from the above objects to determine which is the main direction, which is to fight for the object, and strive to make all possible objects eventually become our order customers. One percent of hope is when 100% effort is paid.
4) Marketing personnel should gradually learn: In the heart, not only on the surface, not only to treat customers as a service object, but also to be treated as a friend. The customer is the object of our service, the purpose of our work, and we must work hard to make the following changes: the customer being served → friend → salesman, thus completing the transformation of the purpose to the means.

Topic 3: Management of marketing centers needs improvement
1. Subject phenomenon According to the arrangement of the general manager, I attended the weekly meeting of the marketing center. The regular meeting reflects the following questions:
1) The person in charge of the marketing center was tired of the chores of the office and neglected the focus of marketing. The main reason is that the arrangement of the internal internal staff is not organized, and the duties are not divided and the responsibility is shirked.
2) Internal internal staff are more active than rigorous,
3) In the process of streamlining the responsibility, the person in charge of the center is overkill and forgets the service nature of the internal staff.
2, causing problems
1) Management confusion creates a short board effect.
2) The idea is not clear, the internal responsibilities are unclear, the work flow is not smooth, and the workload is unbalanced.
3) In order to standardize the responsibilities and sacrifice the service aim, the direct consequence is that the customer's guidance sends out the wrong information, which leads to the situation of full responsibility of the staff, and ultimately the damage is the company's interests.
3, the solution
1) The marketing center starts from the responsible person and establishes the central idea of ​​rigorous, active and unconditional service. The internal staff is to serve the customer, serve the market personnel and serve the technical engineering personnel. The purpose of the service must be in the consciousness of the whole staff.
2) Strictly clarify the duties of the internal staff. This process should not be rushed for success. It can be improved while testing, and finally the job responsibilities are clearly defined and coordinated.
3) In this process of rationalization, we must not sacrifice the passion of work, we must not turn the rationalization into a shoving, we must strengthen the training of the professional quality of the internal staff, establish a customer first, service-oriented work concept, for not belonging to their own duties. The content of the work within the scope must be reasonable and actively guided, and must not be rude.
4) Strictly eliminate the phenomenon of grievances, strictly integrate into the corporate culture, be brave enough to shoulder the responsibilities that should be assumed, and be brave enough to take responsibility for the subordinates. Encourage internal staff to propose their own to the superiors or directly to the department heads through various channels. Rationalize the recommendations, and even encourage staff to raise their own confusion and dissatisfaction with certain work procedures and work arrangements, and then solve them one by one according to actual problems and actual situations. Solve all the negative factors, go to work lightly, and work hard, happy, and smoothly.
5) For some highly professional positions in the internal service, it is necessary to prevent the passive person from being passive because of the exclusive use of technical resources to the department. For example, the responsible person of the position threatens the company because of some dissatisfaction, so he must give similar positions. Adequate crisis awareness, ensure the stability of the position through various means, or reserve a choice, or equip the post with a related professional subordinate to share his work, let the technical staff of the post be responsible for training the subordinate's responsibility, and pass the training to the subordinates. As one of the long-term performance results of the employees in this position.
6) The engineering and technical personnel of the marketing center are mainly responsible for the technical guidance of the customer and the help of the customer's Q&A for the product. Sometimes it may be difficult to meet the pure technical problems raised by the user. In this case, the marketing center can The user provides contact information for the R&D technician who answers the question, or the contact details of other people who can answer such questions. The responsibility of the department head is to achieve a consensus and coordination with each department head for these operations.
4, the effect is achieved only by first smoothing the internal work, the operation process is solidified, the center responsible person can be freed from the complicated internal affairs, and the main energy is transferred to the direction of the market and customers.
For marketing, market evaluation, customer development and maintenance are the core of the business.

Topic 4, establish a sense of full service
1. The problem of unclear responsibilities between some departments of the project phenomenon
2, the solution
1) Establish a sense of service throughout the company, the marketing center must establish a sense of customer service, the entire company must establish a sense of marketing services. Because marketing is the lifeline of the company.
2) Clarify the work process and clarify the responsibilities between departments to ensure the cooperation between the departments.
3) No department can shirk responsibility. Within the department, the concept of full-service can be established through the following channels: the responsible person solves and publicizes the service concept pursued by the company through the actual responsibility problems that arise between the departments.
4) When there is a dispute between departments, the internal executives of the department must first not allow to cover up the default of their own departments, or by exaggerating the accusations of other departments, the relevant responsible persons and supervisors must first review The failure of his own department shows that his service is too much. For the responsibility of the other department in the incident, the person in charge of the department will come forward and communicate with the person in charge of the other party to reach a consensus. Long-term persistence will surely produce good results.

Topic 5, Intern's production quality problems
1. Subject phenomenon There are many student interns in the company. The intern has the advantage of low cost and has the disadvantage of low responsibility. Therefore, the intern is a double-edged sword. If used well, it can bring higher to the company. Profits are also an important channel for the company's corporate culture. They will also become a very effective source of manpower for the company. If it is not used well, it will produce more defective products, and it will waste or damage more production materials and improve production. cost.
2, the solution
1) Improve the professional conduct of technical counselors or homework counselors. Entering our company may be the first time that an intern has entered the society, and the things he accepts may have a crucial impact on their lives. Therefore, our counselors should not only coach the intern's operating skills, but also care for their lives and help them establish a healthy professional outlook and professional ethics. This can be done by strengthening daily interactions with interns and enhancing the results through in-depth conversations and networking events.
2) Before the internship leaves the company, ask them to evaluate the satisfaction of the counselors and include the results of the survey into the performance appraisal of the counselors.
3) Improve the responsibility of quality inspectors, let the inspectors of the finished products increase the intensity and scope of inspections, and make the last one.
4) In any case, we can't pass the quality problem to the customer. We can't wait for the customer to make a complaint, we will manage it. After-the-fact management can never keep up with the pace of the market.

The above several topics are my thoughts during the company's nearly one month period. I have put forward my own ideas on some of these issues, which are not necessarily correct, but can be used for reference.

I remember this sentence: When I went to the river to drink water, I felt that the water was also thirsty. When I drink water, the water also drinks me. I think that my personal future and the company's development are closely linked to the company's development. Well, I can develop well myself. In the recent period, my goal is to do my job well and strive for excellence. I hope to develop in both electronic board testing and electronic maintenance, and strive to become the company's technical backbone. Make your due efforts for the company and its own development!

thank you all!