Office Director's Annual Work Summary

Chapter 1 Review of work in 2019

2019 can be said to be a very extraordinary year. During this year, the Chinese experienced a lot of things, such as snowstorms, earthquakes, the success of the Beijing Olympics, the financial crisis that is now raging... and so on. As an ordinary Chinese, our hearts are accompanied by what happens or is happening; as a socially responsible company - a certain automobile group, we quietly contribute our love for the suffering of the country. For the brilliant achievements of the motherland, we cheered together and cheered together!

Looking back at 2010, we are full of emotions; looking back at 2010, we are proud and proud!

I think that as an ordinary employee, our personal ability is very limited, and the best and most simple way to give back to the society is to do our own job.

On behalf of the office , I will now give a written report to the leaders and colleagues on the work of the office in 2019. Please ask the leaders to criticize and correct.

I: Review of administrative work

We know that the breadth of administrative management involves the entire operation process of an enterprise; the depth of administrative management involves many subtleties that are unimaginable to outsiders; the importance of administrative management is because it is the leader and the departments and employees. The bridge between the two; the sensitivity of administration is because it involves the vital interests of everyone.

Administrative work can be said to be complicated and complicated. Executives face a large number of trivial and inconspicuous matters every day.

To sum up, administrative management mainly has three functions of management, coordination and service in the enterprise; among them, management is the backbone, coordination is the core, and service is fundamental. In short, the essence of administrative management is service. We are following this concept to advance the work of the office in 2019.

1: The status of office staff structure

There are currently 13 people in the office , including 1 director, 1 clerk, 1 network administrator, 1 driver, 2 cleaning staff, 3 security personnel, 3 cooks, and 1 plumber.

Judging from the structure of the office staff, the current staffing is relatively reasonable, and it can basically assume all the functions of the office and function properly.

From the perspective of the cultural level of the office staff, the tertiary education level of the office is only 3 people, accounting for 23%. There are 10 people under the junior high school education level, accounting for 77%, and 4 of them are semi-literate.

In terms of age structure, there are 2 people under the age of 40, accounting for 15.3%, and 11 people over the age of 40, accounting for 84.7%.

From the above cultural level and age structure, we can see that the office staff structure shows a low level of education, low quality and age aging.

It is not an easy task to lead such a team and ensure that all work is functioning properly. This requires us to grasp the psychological needs of employees, truly understand what employees think, think, be honest and open, communicate well, and make friends with them.

I think that to really play the role of a good office director, this requires the head of the office to first have the qualities of "sense and caution." "Minute in the line" means hand, diligence, diligence, quick thinking, and thoughtful consideration; "sadness in words" means to manage your words with a high sense of responsibility, do a good job of confidentiality, try to do it. If you want to talk about it, don’t talk about it, don’t talk about it, don’t talk too much. Second, we must have the qualities of being a man first and then doing things. In order to become a competent office director, you must have the excellent quality of being a "person." On the basis of being a good person, go to work seriously.

Since the office director has a wide range of work contacts and represents the image of the unit, it is very important to properly handle some matters. "Being a man" reflects the quality of a person. In all aspects of work and life, he must not only bear hardships, work hard, love others, treat others, and be good, but also pay attention to his words and deeds in details and small matters.

2: Daily work management in the office

The daily office affairs management of the office includes the management of daily affairs planning, organization and implementation, information communication, coordination control, inspection summary and reward punishment. The specific performance is as follows: administrative affairs management, logistics affairs management, expense management, system construction, and corporate culture construction.

1) Administrative affairs management

a: Seal management

The office fully recognized the importance and seriousness of seal management and strengthened the management of seals in accordance with the requirements of the group office . The manager of each seal has studied the "Group Seal Management System" and signed the "Seal Responsibility Letter". Each seal has a dedicated person and is responsible for it. The seal management personnel use pre-press, require careful review, clearly understand the content and purpose of the printed, confirm that they meet the printing procedures, and register them on the printed copies one by one. In 2019, there was no liability accident caused by improper printing.

b: asset management

In 2019, the office and the Finance Department worked twice on the company's fixed assets. Through the store, the "Fixed Assets Account" and "Low-value consumables account" were established, and they really understood how much their own homes were. For the newly acquired fixed assets, the procedures for warehousing and warehousing shall be handled in a timely manner, and the person responsible for the maintenance of the assets shall be clarified. At present, the company's fixed assets have been used to people, responsibility to people.

c: file management

Archives are all kinds of archive materials that are stored in the work activities of the company and have been preserved and archived. It includes receiving files, meeting files, internal files, meeting minutes, and employee profiles.

The office sorted all the company's files and created a file directory, which was managed by a dedicated person. As the number of files increases, some files lose their preservation value, and the files are processed in a timely manner according to relevant regulations and procedures.

d: document management

For all kinds of official documents issued by the group, such as files, notices, spirits, systems, etc., the office can do a single case and deliver it in time. Each file has a paper file and an electronic version file, which are archived and stored by a special person. The receipt can be signed first, and then supervised. The document can be delivered according to the procedure after signing the license.

We strictly grasp the following points in the management of official documents:

1: Each department must have a person responsible for the processing of documents.

2: Strengthen the confidentiality education of relevant personnel.

3: In the process of document transfer, registration, signing, cancellation, etc. must be handled and filed in time to prevent loss.

4: Simplify the approval process, reduce the delivery process, and shorten the file process.

e: Vehicle management

In the vehicle management, according to the requirements of the group company, the vehicle has a record of the vehicle, and the fueling has a fueling record. The vehicle cost account was also established in 2019. The maintenance and maintenance of the vehicle is also timely, and the dispatching of the vehicle is basically normal.

According to the "<mobile mobility management measures" issued by the group company in July 2019, we strictly reviewed the qualifications of the quasi-drivers and posted them in the security booths, strictly in accordance with the regulations, and organized the quasi-drivers again in November 2019. , learn related systems, let the security alarm ring long!

f: Conference management

Conference management is an important aspect of administrative management. In order to ensure the smooth progress of various meetings, the office actively follows the three steps of “pre-conference preparation, in-session transaction processing, and post-meeting work management”.

The general manager's office meeting is held on time every Monday afternoon. Each meeting has a meeting minutes. The office records all kinds of matters that the leaders have explained, and the supervision is completed.

Each department will also hold a special meeting according to their actual situation to discuss the problems existing in the current work, and everyone will negotiate strategies and solutions to deal with the problems.

The implementation of the conference system not only solved the practical difficulties in the work, increased transparency, but also improved the efficiency of work, and the cohesiveness of everyone has also increased.

g: security management

The main purpose of safety management is to maintain the company's normal working order. It is not only the company's own security needs, but also the basic conditions for ensuring that every employee of the company has a safe and comfortable working environment.

Safety management includes three aspects: security management, labor safety management, and fire management.

In March 2019, the Office prepared the “Implementation Rules for Emergency Response Plan for Sudden Safety Accidents”. According to the spirit of the “Notice on Strengthening Summer Safety Production Work” issued by the Group in July 2019, the “Implementation Rules for Emergency Response Plan for Sudden Safety Accidents” was revised and re-issued to various departments to organize learning and implement. .

After the inspections in the first half of 2019, the safety hazards raised by the group office , such as more weeds in the parking lot and insufficient fire protection facilities, were promptly rectified.

The office also regularly checks with the sales department and the after-sales department to check the hidden dangers of inventory vehicles during the parking and production operations, and find them in time to correct them in time.

h: Integrated management

In the employee's dress management, some employees are not well-standardized in winter because of their poor physical fitness, but in the summer and autumn, employees can basically dress according to regulations.

The executives can be strictly executed in accordance with the “Regulations on the Management of Group Companies’ Senior Executives and Directors” issued by the Group.

2) Logistics management

a: Canteen management

At present, the cafeteria serves meals from our employees, shop staff and customers. The number of people dining daily is between 160 and 200.

In the management of canteens, the office strives to improve the logistics support of the canteen in the spirit of serving the employees and satisfying the employees. In the case of rising food costs in 10 years, we tried our best to control the expenses. The cost of the canteen in the past 10 years did not exceed the standard.

Because employees come from different places, different eating habits, and employees have higher expectations for a group of food quality, and a limited food cost standard, it is difficult to meet all aspects of the requirements. Therefore, the satisfaction of employees in the canteen for 10 years is not high. In 2009, the office will focus on the guiding ideology of “correcting service attitude and improving service quality” to improve employees' satisfaction with canteen management.

b: staff dormitory management

At present, the dormitory of our store is the staff of the store and the employees of a store. There are 6 bedrooms and 26 employees. The staff who need to arrange accommodation have completed the “Employee Accommodation Application Form” according to the process, and the accommodation room is arranged by the office . In the dormitory access management, meeting requirements, and dormitory security management, employees are more cooperative with the office . But in the health management of the dormitory, it is a difficult problem.

Since each accommodation company is equipped with only one bed, there is no other supporting living facilities, and most of the accommodation staff come from the countryside, and the living habits are not good. Therefore, the bedrooms are disorganized and the environment is poor. In 2019, key improvements will be made.

c:5s management

The 5s management of the workshop was greatly improved under the supervision of the after-sales department and the office . During the operation of the employees, most of them can work according to the operation process, effectively maintaining the environmental sanitation of the workshop, and the dirty, chaotic and poor phenomena are eliminated. The sales department can arrange and display according to the requirements of the OEM in the management of the exhibition hall. In the cleanliness of office sanitation, the office 's two cleaning staff also did a lot of work, effectively ensuring the company's overall image and comfort.

d: network management

In order to ensure the normal operation of the company's business, the office network administrator can be in the first time at the network failure site, timely discover the problems of the network, timely maintenance and repair, and establish a maintenance record. The company's business management data for 2019 is also recorded in time, and the data is backed up.

3) System construction

Any enterprise regards improving economic efficiency and social benefits as the ultimate goal. In order to achieve the above objectives, enterprises must establish a sound management method and method. This management mainly relies on establishing and improving various rules and regulations. achieve. Through the system construction, the behavior of employees is regulated, and the basis for employees' behavior selection is provided.

2019 is the institutional year of the group company, and has successively formulated and issued a series of rules and regulations. For the convenience of training, the office produced a system ppt version, and also organized staff to learn various systems, and the management staff also conducted institutional examinations.

The office gradually improved the implementation rules in the various rules and regulations formulated by the group company, and revised the "Detailed Implementation Rules for Office Supplies Management", "Administrative Measures for Service Stars", "Administrative Measures for Canteens", and "Measures for the Implementation of Temporary Out-of-Office Registration for Employees". , "Implementation Measures for Staff Dormitory Management", "Implementation Rules for Individual Performance Appraisal", etc. The office not only pays close attention to the study of the system, but also pays close attention to the implementation of the system. If you have any questions during the implementation process, please consult and give feedback to the Group Office and Human Resources Department.

4) Corporate culture construction

u Actively participated in the employee's party held by the group company.

u held the third anniversary celebration of our store.

u Organize employees to participate in field development training activities.

u Actively participated in the first job skills competition and achieved good results.

u participated in the second ngl event organized by the group.

Through the construction of corporate culture, it not only enriches the cultural life of employees, but also enhances the sense of collective honor and enhances the cohesiveness within the enterprise.

5) Expense management

The office is open source and thrifty, eliminates the principle of waste, and strictly controls the expenses of various administrative expenses. For the expenses of the expenses, the corresponding accounts are established according to the project, and the expenses are also strictly implemented according to the approval permission and approval process.

In 2019, all administrative expenses were within the budget and did not exceed the budget. All kinds of materials purchased by the office are purchased at the designated suppliers of the group company, and some materials are purchased through bidding.

Detailed usage of the fees can be found in the attached file.

Second: review of human resources management work

1: Status of human resources

As of December 31, 2019, our company has a total of 68 employees. Among them, 1 is the general manager, 1%; 13 are in the office , 19%; 5 in the finance department, 7%; 11 in the sales department, 16%; 29 in the after-sales department, 44%; 6%; 5 parts in the accessories department, accounting for 7%.

Gender composition status: 43 male employees, accounting for 63%; female employees 25, accounting for 37%.

Age composition status: 1 person under 20 years old, accounting for 1%; 37 people between 21 and 30 years old, accounting for 55%; 14 persons between 31 years old and 40 years old, accounting for 21%; 41--50 11 people between the ages, accounting for 16%; 5 people over 50 years old, accounting for 7%. The average age is 32 years old.

The status of education: 5 undergraduates, accounting for 8%; 27 junior colleges, accounting for 43%; 15 secondary school, accounting for 20%; 11 high school, accounting for 11%; 10 below the national level, accounting for 18%.

The composition of working age: 25 people under 1 year of service, accounting for 37%; 15 years of service between 1 and 2 years, accounting for 22%; 10 years of service between 2 and 3 years, accounting for 15%; - 4 years of service between 4 years, accounting for 16%. 7 years of service or older, accounting for 10%.

The status of middle-level cadres: 6 deputy managers and above, accounting for 9%; 6 supervisors, accounting for 9%; 56 employees, accounting for 82%.

Technical backbone of after-sales workshop: There are 23 people in the after-sales workshop, including 1 workshop supervisor, accounting for 4%; 1 technical supervisor, 4%; 1 quality inspection, 4%; 3 car washing workers, 13% 6 apprentices, 26%; 2 technicians, 9%; 9 technicians, 40%.

Employee turnover: In 2019, our employee turnover rate was 25.14%. The details of the lost personnel are shown in the table. The cause of the loss has also been analyzed in detail before and reported to the Audit Department. The following is only a brief description.

2019 employee turnover summary

Serial number

January

February

April

May

June

July

August

September

total

1

2

3

4

5

total

3

1

1

5

2

3

1

1

17

Remarks: The employee turnover rate is 25.14%.

2: Analysis of the composition of human resources

From the above data we can see:

1) The staff of our company is relatively reasonable and can meet the needs of product sales, production and operation.

2) From the perspective of age composition, the average age is 32 years old, and 77% of those under 40 years old. This shows that our company is a young team. Young people are more capable, accepting new things, and are more active, energetic and energetic.

3) From the perspective of the composition of the educational level, the above-mentioned personnel accounted for 69.12%, the company's employees have a higher level of education and the overall quality is good.

4) From the perspective of service age, employees accounted for 41% for more than two years and 26% for more than three years, which indicates that our employee turnover rate is relatively large. The main reason for employee turnover is that some employees are so far-reaching and hope to achieve success in a short period of time; some hope to realize their dreams of life through personal entrepreneurship; some employees can not achieve the satisfaction of their positions, such as processing capital, promotion, and colleagues. Disharmony, when these self-conceived but unrealistic needs are not met, employees are lost; some employees leave because they cannot adapt to the group's management system.

5) From the perspective of the proportion of middle-level cadres, the above-mentioned personnel accounted for 18%, and the employees accounted for 82%, indicating that our management structure is relatively reasonable, and it is a flat structure. There is no phenomenon of “many people and few people”.

6) From the technical backbone of the after-sales workshop, the technical backbone accounts for 52%, which effectively guarantees the overall technical level and maintenance quality.

3: Review of personnel administration

1) Recruitment management

The office can earnestly fulfill the recruitment obligations in accordance with the requirements of the Group Recruitment Management System. The employment requirements of the various departments of the company are reported to the approval process according to the recruitment process, and can meet the needs of the various departments in the shortest time. I would like to thank the Group's Human Resources Department for its support.

2) Personnel file management

In 2019, the office signed a labor contract with all employees. All employees established personnel files when they entered the company. The archives were filled in according to regulations, and the background examination of important positions was carried out.

3) Training management

Although each employee's success criteria vary, the pursuit of success is the ultimate goal of every employee. Therefore, training is not only the personal goal pursued by employees, but also the welfare enjoyment that employees dream of. It is also the duty and responsibility of the company, and it is also a very effective incentive for enterprises to motivate employees. Giving employees growth and development opportunities is an important manifestation of the company's potential to tap employees' needs and meet employee needs.

The office has established an annual training plan based on the training needs of various departments and the overall needs of the company, from basic safety training, corporate culture training, management system training, to sales skills training, service quality management training, team training, etc. Meet the needs of the business.

Internal training: The office requires all departments to report the next month's training plan at the end of each month, and is responsible for supervising and inspecting the implementation of the training programs of various departments. All training departments will evaluate and score the training effects according to the actual situation. As a basis for performance appraisal, the test papers will be kept in the office archive.

External training: For the training of the host factory or training organization, the office operates according to the process, firstly review the training notice, sign the training agreement with the trained staff, and the employee can receive the training after the training, and finally the reimbursement of travel expenses.

4) Compensation and performance management

Performance-oriented, is not only the company's business objectives, but also an important part of human resources management. The enterprise is: "What to get, what to get." For shareholders, what is required is profit; for operators, what is required is performance; for employees, what is required is personal achievement and personal development. And the basis of all this depends on the company's operating performance. Therefore, the company's assessment of performance, the setting of assessment objectives, the selection of assessment criteria, and the requirements for assessment content are strictly implemented in accordance with the Performance Appraisal Management System and the Assessment Measures issued by the Group.

We grasp the following principles in performance appraisal:

a: Develop a realistic assessment plan.

b: Establish a complete performance appraisal implementation rules.

c: Try to quantify the assessment criteria and refine the assessment content.

d: Increase the transparency of the assessment work.

e: Feedback the performance appraisal results to employees.

As early as the beginning of 2019, the responsible persons of all departments and the company signed the "2019 Business Management Responsibility Letter", which clarified the kpi indicators of various departments, and each department also decomposed and implemented the kpi indicators. Everyone has a clear goal, and the responsibility is to go to people and move forward according to the set goals.

In practice, we have achieved good results through quantitative assessment of job performance, staff quality, work attitude and work ability. The office has established a performance file for each employee, published performance evaluation results every month, and used performance as an important basis for rewards, promotion, and promotion.

5) Social Insurance Management

As of 2019, 68 employees of our company, 41 people participated in the endowment insurance, and all the employees participated in the work injury insurance. The reason why all employees participate in work-related injury insurance is that we have a strong sense of risk. Once employees have accidental injuries, we pass the risks legally to the insurance company.

Chapter 2: Insufficient work in 2019

The administrative work is trivial, complicated, and the workload is large, and some indicators are not well quantified, which determines that our work is difficult to achieve perfection. In the actual work of 10 years, we also left a lot of deficiencies and regrets, mainly in the following aspects:

1: Training:

a: The training of the deputy manager and above is not enough to update the management concept and improve the management skills. It has become the weakness of the company's overall training.

b: The training of employees in the organization within the organization is incomplete or unrecorded.

ways to improve:

a: It is recommended that the group company strengthen the training of deputy managers and above, especially the training in management skills.

b: Improve the training records of each department.

2: Recruitment:

Since the subsidiaries did not set up a position as a human resources commissioner, the existing staff did not carry out systematic training, resulting in a lack of professionalism in human resource management.

Suggestions for improvement: It is recommended to set up human resources specialists in each subsidiary, and professional people to do professional things.

3: Corporate culture construction

Due to financial considerations, the office organized staff culture and sports activities in 2019, and the staff's spare life was relatively monotonous.

Improvement measures: Organize employees to carry out cultural and sports activities at their own expense, enrich employees' amateur cultural life, and improve their cohesiveness and centripetal force. For example: organizing ball games, smashing wrist games, k songs, outings, tug-of-war and so on.

4: Logistics management

a: There are certain problems in the management of the canteen. The employee satisfaction is not high, the opinions are large, and it needs to be improved and improved.

b: The environmental sanitation of the staff quarters is good and bad, and it is not effective and continuous to maintain good environmental sanitation, and management is not in place.

Improvements:

a: In 2009, the office will focus on the guiding principle of “correcting service attitude and improving service quality” to improve employees' satisfaction with canteen management.

b: Continue to pay attention to the health status of the dormitory, improve the living conditions of employees, and increase management and punishment measures.

5: Hidden dangers in security management

Due to aging and other reasons, some surveillance cameras of our company have no maintenance value, have no utility, and have potential safety hazards.

Improvement measures: In line with the principle of cost saving, the equipment that can be repaired is mainly repaired, and equipment that does not have maintenance value is adopted, and the comparative procurement method is adopted to replace the new equipment.

Chapter III Working Thoughts in 2019

One: 2019 administrative management ideas

The office does not bring direct economic benefits to the enterprise like the business department, but it is responsible for the organization, implementation and specific operation of the enterprise administration, and is an important link in the administrative management. Therefore, the office will follow the following principles in order to achieve the 2009 work target:

1: The office should continue to work diligently and conscientiously to do all kinds of administrative affairs, freeing leaders and employees from heavy and trivial administrative affairs and trivial matters of life. In this way, they can concentrate and lightly go into battle, study the market situation, consider the company's development, implement the company's business policy, solve the major problems facing the company, and concentrate on doing every important business.

2: Establish and improve the management system, job responsibility system, work procedures, work processes, etc. of the group company, so as to establish a good working order in the office .

3: Strive to cultivate a high-quality, high-efficiency administrative team.

4: The office must also go to the next level in terms of "management", "coordination" and "service".

From the perspective of "management", the office should not only be satisfied with the staff and assistants who are leading the leaders at the level of daily affairs, but must also have their own problems in the company's business philosophy, management strategy, corporate culture, and employment policy. Insights, and implementation in actual work, become an indispensable staff and assistant to the leadership.

From the perspective of "coordination", the office cannot simply satisfy the command of the leader and complete the task assigned by the leader; nor can it rely on its own unique position in the company to force the various departments to force people. The office should take the initiative to communicate with the upper, lower, left and right, inside and outside, and coordinate on the basis of full communication.

From the "service", the office will be the role of the hero behind the scenes. Because the administrative services are doing a good job, it is still the ultimate goal of serving the employees and departments. The work of the office , especially the logistics service, should never be expected to become the "center" of the company's attention. Not only impossible, but should not.

5: Rationally allocate the company's human resources, material resources, financial resources and other resources, mobilize the enthusiasm and initiative of employees, open source and reduce expenditure; vigorously promote diligence and thrift, oppose big-handed efforts, and strive to improve the company's economic efficiency and adapt to the development needs of enterprises. The office must be a good commander and assistant in the "management", do a good job of "coordination" on the basis of full communication, and be a good-looking hero in the "service". This is the guiding ideology of our 2019 administrative work.

Two: 2019 human resources work ideas

According to the situation and existing deficiencies of human resources work in 2019, combined with the current development of the company and future trends, the office plan works from the following aspects:

1. According to the spirit of the Group Company's 119 file "Notice on Adjusting the Organization Structure of 4s Stores", further improve the organizational structure of our company to ensure the smooth operation of the existing organizational structure.

2. According to the use status and demand status of human resources in each department, timely complete the recruitment and configuration of human resources.

3. Do a good job in employee welfare, do a good job in employee motivation, establish an internal promotion system, cultivate the spirit of employee ownership, and enhance corporate cohesion.

4. Continuously improve on the basis of the existing performance appraisal system, establish a fair competition mechanism, continuously improve work efficiency, cultivate the planning and responsibility of employees' work, timely find the deficiencies in the work and adjust and improve them, thus promoting the company. development of.

5. Vigorously strengthen the training of staff's post knowledge, skills and quality, and increase the intensity of internal talent development.

6. Establish an internal vertical and horizontal communication mechanism to mobilize the subjective initiative of the company's employees and establish a harmonious and harmonious internal relationship.

7. Do a good job in controlling the turnover rate of workers and the relationship between labor and capital, and the foresight and handling of disputes. It not only protects the legitimate rights and interests of employees, but also maintains the company's image and fundamental interests.

In summary, under the correct command of the leadership of the group company in 2019, we have achieved good results and submitted a satisfactory answer to the group company. We are more convinced that in 2019, all employees will work together and achieve the same results.