Summary of administrative work in December 2019
Administrative work involves branches, units, and departments. As a result, administrative work is complicated and cumbersome. More often, it requires the cooperation of the heads of various branches, units, and departments to make effective decisions by senior leaders. Here, I summarize the development of administrative work in the recent period as follows:
I. The administrative logistics of the daily work of the administration can basically be put in place in time.
After the rectification of the procurement, the procurement process and triviality were reduced, and related expenses were saved. However, the procurement work has not yet been implemented in the plan, and the filling of the purchase order has not been implemented.
Picking: The picking program is standardized on the original basis, but it is still lacking in planning.
The rent collection is relatively timely.
The minutes of the meeting can be handed in in time, and the work summary begins to be implemented. However, because the corporate culture of the company has caused administrative staff to implement the work difficulties, it is necessary to pay attention to and supervise the implementation of the leaders at all levels.
Second, personnel recruitment: through various channels, actively recruiting, barely able to adapt to the needs of work. However, due to insufficient recruitment and other direct factors, it is not possible to recruit good talents, or because of the company's original corporate culture and environment, resulting in the loss of outstanding talents.
Personnel transfer, attendance, procurement, staff dormitory management, recruitment, resignation, leave, etc. have a corresponding management system and written. However, given the long-term uninstitutional management, it is still difficult to achieve the desired results in a predetermined time in many aspects, and more time is needed to slowly improve.
Personnel organization planning: Since the company has a long history of personnel organization planning, this aspect has always been a long history.
Personnel training: The personnel training work plan, related programs, systems and forms have been introduced. Since mid-November XX, the administrative department has implemented the staff training into practice because the management of the company does not know much about the administrative work. If you don't pay attention to it, you think that the training work is only the work of the administrative department. In this respect, it is necessary to actively cooperate and attach importance to the senior leadership. In many aspects, it will train senior leaders, enhance the management awareness of senior leaders, and let management reach a high level and gradually improve through time. Really play the role of personnel training, thus promoting the promotion of corporate culture, rather than formalist training.
Performance appraisal: In this respect, due to the time factor and the complexity and cumbersome administrative work, it is necessary to start implementation and implementation step by step in the later stage.
Attendance: On the basis of the original work, the attendance work has strengthened certain strengths. Due to the follow-up and supervision of the hands-on, the attendance work has been implemented accurately, timely and well-documented under the limited conditions.
File management: Through the sorting, the basic number of personnel data is entered into the file, which is convenient and quick to find. The unfinished matters will be improved in the next stage.
Third, the company's corporate culture Excellent corporate culture has a variety of functions such as orientation, incentive, coordination, and cohesion. It is the internal driving force for enterprise development, the foundation for enterprises to obtain lasting competitive advantage, and an important symbol of modern enterprises. The true corporate culture itself is a lofty spiritual pursuit based on corporate goals. She is embedded in all activities of the enterprise and above all activities of the enterprise; she is not a job, but a feeling for work; she is not money. But the attitude towards money; she is not power, she is the coordination between power and power. The reason why our company's corporate culture is not recognized is not the fault of the corporate culture itself, but we did not upgrade to this level when we proposed and established the corporate culture. The ultimate spiritual pursuit did not reach the ultimate spiritual realm. , leading to the neurasthenia of our corporate culture. Therefore, in the process of establishing a corporate culture, it is also necessary for the top leaders of the company to make keen decision-making efforts and a high degree of understanding and awareness of managers.
1. Lack of initiative of corporate leaders: At present, some managers of the company lack a correct understanding and understanding of corporate culture, and are confused with corporate image, lacking the initiative of corporate culture construction.
2, not knowing the position: did not recognize the relationship between corporate culture and corporate change, lack of supporting construction of corporate culture in corporate transformation, or recognize the importance of corporate culture, but did not recognize the mutual Influence, take care of this.
3. Corporate culture construction is separated from corporate management. In many cases, corporate culture is built into a culture of literature and entertainment, and it is not effectively integrated with the development of enterprises.
4. Neglecting the establishment of the corporate culture communication system, leading to communication barriers between the top management and the middle and the grassroots level, making it difficult for enterprises to reach a consensus on corporate culture change and other changes, and so on.
5. Due to the long-established corporate culture and the old-fashioned thinking inertia, employees are habitually thinking, analyzing and solving problems according to the original, and employees' innovation awareness is poor. It shows the inertia of the status quo and the touch of learning new knowledge, the fear of changing the original work habits, and the lack of enthusiasm for learning and innovation.
6. Focus on personal interests. Many employees, including some management leaders, position their methods and methods in their personal interests, or the position of the workers, or the decisions and practices of the company’s senior leadership directly affect the employees’ thoughts and practices. The positioning has resulted in employees lacking a sense of overall situation and responsibility. They often have fears of losing their original positions and fears of losing their original powers. For the benefit of individuals or small groups, they create conflicts or power activities for corporate change, which hinders corporate change.
7. The unique inertia of traditional corporate culture. In the corporate culture that has been formed for a long time, the company has gradually formed a common idea, style, values and codes of conduct with corporate characteristics. The unique inertia of traditional corporate culture refers to the stability of corporate culture. It exists in the beliefs, values and norms of every employee in the organization. Once formed, it is not easy to change. It is a product of a specific internal and external environment. When the internal and external environment of a company changes, the corporate culture should also change. Otherwise, the traditional corporate culture will become a resistance to the survival and development of the enterprise.
8. Lack of innovation culture in traditional corporate culture. Due to the long-term formation of corporate concepts and ways of thinking, newly hired personnel, under the influence, requirements or constraints of colleagues, especially when senior leaders do not recognize this, will gradually adapt newcomers to or reflect the common thinking of the company. And the way of behavior, etc., this same will kill the personality and innovation of new employees and new managers. From a psychological point of view, people often do not take the initiative to give up the sense of stability and security, so most will not follow the leadership to a new journey, while the company can not retain innovative talent, unless the leader is strong Powerful personality and self-confidence, able to use eloquent eloquence and performance skills, objective and right, and people, this is actually the conflict between corporate common values and individuality culture. If the corporate culture lacks such innovative spirit, it will directly lead to the company's self-restraint and backwardness.
9. The implementation of corporate culture funds is not in place.
Fourth, the return of goods through the morning meeting many times stressed that the headquarters standardized the stacking and management of the return.
The return management and reconciliation of the North and South Branches were also regulated. Of course, more norms are in the implementation. In the original corporate culture, the implementation of standardized management requires the strengthening of leaders to help the administrative departments to better carry out their work.
5. It is difficult to carry out the administrative work, it is difficult to implement, and it is difficult to advance. I suggest the following:
The senior leaders made strong decisions, and continued to provide corresponding training to the managers of various departments in the original corporate culture, promoting corporate culture reform and continuous improvement.
In order to improve the understanding and cognition of the management of the leadership team, supervise the leadership of various departments to put the work of the administrative department and corporate culture in place, advocate planning work, and have a planning, procurement, and planning organization. Implement every job to improve work efficiency.
Advocate the importance of talents, take the company as their own responsibility, do things by reason, be people-oriented, do things for things, not do things for others.
I. The administrative logistics of the daily work of the administration can basically be put in place in time.
After the rectification of the procurement, the procurement process and triviality were reduced, and related expenses were saved. However, the procurement work has not yet been implemented in the plan, and the filling of the purchase order has not been implemented.
Picking: The picking program is standardized on the original basis, but it is still lacking in planning.
The rent collection is relatively timely.
The minutes of the meeting can be handed in in time, and the work summary begins to be implemented. However, because the corporate culture of the company has caused administrative staff to implement the work difficulties, it is necessary to pay attention to and supervise the implementation of the leaders at all levels.
Second, personnel recruitment: through various channels, actively recruiting, barely able to adapt to the needs of work. However, due to insufficient recruitment and other direct factors, it is not possible to recruit good talents, or because of the company's original corporate culture and environment, resulting in the loss of outstanding talents.
Personnel transfer, attendance, procurement, staff dormitory management, recruitment, resignation, leave, etc. have a corresponding management system and written. However, given the long-term uninstitutional management, it is still difficult to achieve the desired results in a predetermined time in many aspects, and more time is needed to slowly improve.
Personnel organization planning: Since the company has a long history of personnel organization planning, this aspect has always been a long history.
Personnel training: The personnel training work plan, related programs, systems and forms have been introduced. Since mid-November XX, the administrative department has implemented the staff training into practice because the management of the company does not know much about the administrative work. If you don't pay attention to it, you think that the training work is only the work of the administrative department. In this respect, it is necessary to actively cooperate and attach importance to the senior leadership. In many aspects, it will train senior leaders, enhance the management awareness of senior leaders, and let management reach a high level and gradually improve through time. Really play the role of personnel training, thus promoting the promotion of corporate culture, rather than formalist training.
Performance appraisal: In this respect, due to the time factor and the complexity and cumbersome administrative work, it is necessary to start implementation and implementation step by step in the later stage.
Attendance: On the basis of the original work, the attendance work has strengthened certain strengths. Due to the follow-up and supervision of the hands-on, the attendance work has been implemented accurately, timely and well-documented under the limited conditions.
File management: Through the sorting, the basic number of personnel data is entered into the file, which is convenient and quick to find. The unfinished matters will be improved in the next stage.
Third, the company's corporate culture Excellent corporate culture has a variety of functions such as orientation, incentive, coordination, and cohesion. It is the internal driving force for enterprise development, the foundation for enterprises to obtain lasting competitive advantage, and an important symbol of modern enterprises. The true corporate culture itself is a lofty spiritual pursuit based on corporate goals. She is embedded in all activities of the enterprise and above all activities of the enterprise; she is not a job, but a feeling for work; she is not money. But the attitude towards money; she is not power, she is the coordination between power and power. The reason why our company's corporate culture is not recognized is not the fault of the corporate culture itself, but we did not upgrade to this level when we proposed and established the corporate culture. The ultimate spiritual pursuit did not reach the ultimate spiritual realm. , leading to the neurasthenia of our corporate culture. Therefore, in the process of establishing a corporate culture, it is also necessary for the top leaders of the company to make keen decision-making efforts and a high degree of understanding and awareness of managers.
1. Lack of initiative of corporate leaders: At present, some managers of the company lack a correct understanding and understanding of corporate culture, and are confused with corporate image, lacking the initiative of corporate culture construction.
2, not knowing the position: did not recognize the relationship between corporate culture and corporate change, lack of supporting construction of corporate culture in corporate transformation, or recognize the importance of corporate culture, but did not recognize the mutual Influence, take care of this.
3. Corporate culture construction is separated from corporate management. In many cases, corporate culture is built into a culture of literature and entertainment, and it is not effectively integrated with the development of enterprises.
4. Neglecting the establishment of the corporate culture communication system, leading to communication barriers between the top management and the middle and the grassroots level, making it difficult for enterprises to reach a consensus on corporate culture change and other changes, and so on.
5. Due to the long-established corporate culture and the old-fashioned thinking inertia, employees are habitually thinking, analyzing and solving problems according to the original, and employees' innovation awareness is poor. It shows the inertia of the status quo and the touch of learning new knowledge, the fear of changing the original work habits, and the lack of enthusiasm for learning and innovation.
6. Focus on personal interests. Many employees, including some management leaders, position their methods and methods in their personal interests, or the position of the workers, or the decisions and practices of the company’s senior leadership directly affect the employees’ thoughts and practices. The positioning has resulted in employees lacking a sense of overall situation and responsibility. They often have fears of losing their original positions and fears of losing their original powers. For the benefit of individuals or small groups, they create conflicts or power activities for corporate change, which hinders corporate change.
7. The unique inertia of traditional corporate culture. In the corporate culture that has been formed for a long time, the company has gradually formed a common idea, style, values and codes of conduct with corporate characteristics. The unique inertia of traditional corporate culture refers to the stability of corporate culture. It exists in the beliefs, values and norms of every employee in the organization. Once formed, it is not easy to change. It is a product of a specific internal and external environment. When the internal and external environment of a company changes, the corporate culture should also change. Otherwise, the traditional corporate culture will become a resistance to the survival and development of the enterprise.
8. Lack of innovation culture in traditional corporate culture. Due to the long-term formation of corporate concepts and ways of thinking, newly hired personnel, under the influence, requirements or constraints of colleagues, especially when senior leaders do not recognize this, will gradually adapt newcomers to or reflect the common thinking of the company. And the way of behavior, etc., this same will kill the personality and innovation of new employees and new managers. From a psychological point of view, people often do not take the initiative to give up the sense of stability and security, so most will not follow the leadership to a new journey, while the company can not retain innovative talent, unless the leader is strong Powerful personality and self-confidence, able to use eloquent eloquence and performance skills, objective and right, and people, this is actually the conflict between corporate common values and individuality culture. If the corporate culture lacks such innovative spirit, it will directly lead to the company's self-restraint and backwardness.
9. The implementation of corporate culture funds is not in place.
Fourth, the return of goods through the morning meeting many times stressed that the headquarters standardized the stacking and management of the return.
The return management and reconciliation of the North and South Branches were also regulated. Of course, more norms are in the implementation. In the original corporate culture, the implementation of standardized management requires the strengthening of leaders to help the administrative departments to better carry out their work.
5. It is difficult to carry out the administrative work, it is difficult to implement, and it is difficult to advance. I suggest the following:
The senior leaders made strong decisions, and continued to provide corresponding training to the managers of various departments in the original corporate culture, promoting corporate culture reform and continuous improvement.
In order to improve the understanding and cognition of the management of the leadership team, supervise the leadership of various departments to put the work of the administrative department and corporate culture in place, advocate planning work, and have a planning, procurement, and planning organization. Implement every job to improve work efficiency.
Advocate the importance of talents, take the company as their own responsibility, do things by reason, be people-oriented, do things for things, not do things for others.
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