Exchange study report

I am very pleased to be able to exchange ideas with the personnel departments of Indonesian and Indonesian companies. In this exchange, we learned from each other and learned from each other's strengths.

The following is my comparison of the personnel work on both sides and some personal views:

1. Examinations for personnel recruitment Our company is mainly based on interviews. The personnel department looks at the applicant's materials, understands the person's work experience and family situation in the interview, and observes his overall quality of conversation, attitude and other personalities. Then, the workshop supervisor will be interviewed again; if the office staff is recruited, the computer skills test will be added. In addition to interviews, Indonesia also conducts written examinations, such as looking at some patterns and analyzing which ones are different. Such analysis questions, or some calculation questions, correspond to the IQ test of the employer, as well as tests for vision, color blindness, etc. Everyone must pass these exams in order to consider the offer. At this point, I have considered this before, but I feel that such tests are relatively empty. Some people may work well, but they will not do these problems. Of course, Indonesia also said that this practice is also to deal with some local people who want to enter the factory and give him a title. He will not, there is such a reason to be a shield. Through exchanges, I intend to recruit some special types of workers in our factory, and add some examinations according to the requirements of the post.

2. We are similar to the training of new employees. The Ministry of Personnel is responsible for training some factory regulations. The real workshop operation is workshop training. I think the field training in the workshop is indispensable, but now our workshops are old workers with new employees. In the future, we will try to select several people in the workshop to train new employees. This will strengthen their teaching experience and avoid old ones. The employees will continue to bring new employees when their skills are still immature.

3. Inspection of the employee's probation period Our company will confirm the passing of the trial period by the workshop supervisor through the performance of the employee in three months, and confirm the person who will use it. In Indonesia, the team leader and the foreman are evaluated in writing, and the personnel department will conduct a written examination for him, because the workshop supervisor in Indonesia may not be mature enough. At this point, I am not prepared to fully adopt it. First, it requires a certain number of people to do it. Second, because our workshop supervisors have relatively mature experience, the boss also gives them the right to recruit and evaluate employees. At most, I will carry out appropriate The spot check is for assistance.

4. There are many situations in which the employee transfer department handles the employee transfer department. If there is a workshop that is very busy, it will be transferred to a busy shop, or a person’s specialty will not be found in a suitable position, etc. These two companies are the same. However, there is a difference. If an employee in Indonesia has a conflict with his supervisor, he can transfer him to another department. However, if we have such a person here, we think that we are not getting along well with our superiors. It will not be good to other departments. Other department heads will not accept such people. In the future, we will try to transfer to other departments according to the actual situation of the matter to see if changing the environment will be more suitable for one's work. .

5. The leave system, employee benefits, and insurance are at these points. Because of the different policies of the two countries, Indonesia has strict requirements in this regard. For example, sick leave must pay normal wages, etc., although our policies also have regulations, but enforcement The aspect is relatively loose, and the employee benefits are also simpler than Indonesia. The national conditions policy is different and there is no comparability.

6. We are very similar in terms of employee dismissal. The policy stipulates that employees must pay liquidated damages, but we all transfer the employees to the department that they don't like and let him go. There are special circumstances to discuss and resolve.

7. In terms of wages, the calculation methods of wages of our two companies are different. Indonesia is based on the time of attendance, and we see diligence on the one hand and production on the other. I personally feel that it is more reasonable to calculate the wages with the output. It is more labor-intensive and more motivated. However, in Indonesia, because of sick leave, statutory holidays, etc., it is also necessary to pay wages. This makes it impossible to calculate wages by output, which is more difficult to implement.

8. In terms of preservation, Indonesian companies have a wide distribution of security because of the surrounding environment. The surrounding points must be guarded at all times. The control of patrols is strict. The patrols must be controlled by machines to prove that his patrols are not lazy. We look at their patrols on a daily patrol report and have stricter control over shop floor discipline. However, our preservation needs to be further strengthened. In the future, I will have the opportunity to go to other factories to learn about how to better manage the team.

9. In the canteen area, Indonesia is a small number of managers who eat at the factory. Therefore, it is a round table to take turns to eat, and it is doing a good job in health. This is worth learning. Therefore, I suggest that the canteen can be appropriately changed in such a form to improve the management of a group of food.

10. In terms of environmental sanitation, I have to admit that the environmental sanitation of the Indonesian factory is much better than ours. Of course, this has a lot to do with the objective environment of the factory. However, we must try our best to urge the workshop to maintain a clean and refreshing working environment. benefit.

The above is my comparison of the two companies. In addition, after reading the scope of duties of the Indonesian Ministry of Personnel, I feel that some work should be classified, for example, they are responsible for the sale of some scrap products, the purchase of stationery, and preservation. And distribution, whether these should be attributed to the procurement, warehouse and other departments, so that the functions of each department are more clear.

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In short, in this exchange study, I feel that the harvest is relatively large. We have not reserved the exchanges between each other, learning from each other, truly making up for each other's strengths, and better operating personnel in accordance with their local policies. Department of work responsibilities.

This is the summary report of my exchange. Finally, thank you for giving me this opportunity to exchange and study.

Personnel Department: ***