Administrative practice professional social practice report

I am in an internship in the Finance Department of Kui Kui Bio Co., Ltd., and also handle the related work of the Purchasing Department.

In the finance department, it is mainly responsible for checking the bills and vouchers, and also has certain contact with the gold disc k3 financial system. In the procurement department, it is responsible for the establishment of the iso environment certification system. Mainly communicate with the company's suppliers to investigate whether the products they provide meet environmental standards and are responsible for the signing of environmental agreements.

Performance and gains

During the internship, we strictly abide by the company's rules and regulations, actively participate in the work, and achieve self-awareness, self-discipline, self-study, and self-reliance. Although I am an intern, I am asking myself for the requirements of a regular employee. Consciously abide by the rules of attendance, office management and so on. Stick to the code of the Kui Kui people, start with small things, start from the things around you, and be strict with yourself.

I am not a professional in accounting, and I have some difficulties in internship in the finance department. However, I have done “return to zero mentality” and strive to learn financial knowledge through self-study and consultation, improve my work ability and service level, and develop a sense of continuous “work + study”.

The biggest gain in Quaker is to experience its unique corporate culture. Quaker's business philosophy of "creating customers, being close to customers, serving customers, and moving customers", the concept of "learning first, then learning to do things" makes me realize that corporate management is not only a science, but also a kind of culture. Culture is the soul of an enterprise and the core competitiveness of an enterprise.

Self problem

First, my financial knowledge is limited, and colleagues are busy. They can't be consulted often, and it's hard to make a big contribution to the company.

Second, he has two positions and is part of two departments. Sometimes it is not very good to distinguish the primary and secondary of the work, and the work efficiency is not particularly high.

The third lack of coordination skills. Because of the "double leadership", the Ministry of Finance and the Purchasing Department need my situation at the same time. I couldn't propose a solution to the problem, just wait for the two managers to coordinate before starting work.

Fourth, I was unable to actively communicate with the company's senior management. The executive vice president once expressed concern about me, a student who graduated from the administrative management profession, to the work of the finance department. The "double leadership" has occasional minor contradictions. However, he did not actively contact and communicate with the company's senior management to solve practical problems.

In addition to harvesting and seeing its own shortcomings, it also found some shortcomings of the company with a solid theoretical foundation:

The first recruitment is not very standardized. At the recruitment center of the sports center, I submitted a resume to explain the application for human resources positions. The recruiters exchanged "the quality is good, can't do human resource management, and other positions can be done." Without asking if I would like to obey the deployment, I feel that I have not received respect. More than one hundred people took part in the re-examination. The re-test is very simple, "one minute self-introduction", and then ask one or two questions. This is likely to result in a person with strong ability but lack of interview skills who are screened out, or who are incapable but skilled in interviewing skills to enter the company. No matter what happens, it is a loss for the company. I have participated in the interview of the national civil servant. Although I have not succeeded, I am more convinced. I feel that the structured interview is fair and effective.

The second training mechanism needs to be improved. The one-week closed training feels like a vacation. Most of the training instructors are very good people on the market, but it is obviously not enough to start classes. The discipline is relatively loose, lacking a curriculum that encourages morale, and fails to form a standardized training system. I used to receive two months of training at an insurance company. I feel that the training courses and the training methods of insurance companies are worthy of other companies to follow.

The third human resources strategy does not seem to be in line with modern management concepts. Kui Kui runs a training class every month to recruit a large number of people. At the same time, there is a large turnover of employees every month. I am convinced that the cost of retaining an old employee is much lower than the cost of recruiting a new employee. Companies should find ways to retain talent, rather than constantly replenishing people.

Fourth, the distribution of new employees is not reasonable. Take my own. I studied administrative management. When I applied, I explained my career orientation but asked me to do financial work. For the company, it is a waste of human resources; for me, my choice is not respected. I first accepted the company's arrangements and worked hard and studied hard in the finance department. But after all, finance is not your own specialty and interest. After several unsuccessful conversations with the HR Director, I finally chose to quit. Going to a small company as an administrative personnel assistant ended my internship experience at Kui Kui.

Summarize the internship experience at Kui Kui. Whether it is positive or negative, it is a great reward for itself. Quake is the first school I entered into the society. I learned a lot from it and I have a clearer understanding of my strengths and weaknesses.