Model essay of administrative investigation report 1: social investigation report of administrative management specialty.
I. Reasons and purposes of the investigation
A century-long plan, people-oriented. In the final analysis, the development of enterprises is the development of people. In the final analysis, enterprise competition is also talent competition. In contemporary society, in the face of rapid development and progress, learning speed and training speed are also important parameters to improve the speed of talents. Training is often an important way to provide information, knowledge and related skills, and sometimes even the only way. In today's market, enterprises in an invincible position must be those that can enable employees to give full play to their full potential. This means that employees must receive training as a means of continuing learning, and employee training plays an important role in helping companies cope with competitive challenges. Staff training can effectively help enterprises create value or win competitive advantage. Companies that attach importance to employee training will show better business performance and be more confident to meet the competitive challenges than their competitors. Training not only increases the efficiency and value of enterprise output by improving employees' consciousness, enthusiasm and creativity, but also improves the quality and ability of employees and benefits them. So some people say that training is the best gift for employees. Training is the premise and means of management. Training not only creates conditions for management, but also is a means of management, that is, training stimulates employees' enthusiasm and enthusiasm by meeting their high-level spiritual and cultural needs. At the same time, enterprises should take training as an opportunity and way of management, as well as ways and means to complete tasks, implement training around the tasks and objectives of enterprises, communicate with superiors and subordinates through training, grasp the progress of work, reach mutual understanding and support, and continuously improve work performance.
In order to fully understand the ideological status of employees, understand the company's requirements and plans for employee training, and build a unified and structured internal training system. I conducted a training demand survey in xx Pharmaceutical Co., Ltd. A total of 36 questionnaires were sent out and 35 questionnaires were collected, including 34 valid questionnaires, 4 questionnaires for middle managers and 30 questionnaires for supervisors and employees. Below I will make a simple statistics and analysis of the results of the questionnaire survey.
Second, the time, place and method of investigation
1. Investigation time: August 2007.
2. Investigation place: xx Pharmaceutical Co., Ltd.
3. Survey method: questionnaire survey.
Third, the investigation content and analysis
Xx Pharmaceutical Co., Ltd. is a pharmaceutical enterprise that mainly produces anti-tumor drugs. The quality and management of drugs are directly related to the safety of people's medication, which is particularly important for strengthening the quality awareness of employees. Therefore, it is necessary to strengthen the training of employees.
(A) the company's development philosophy and culture
1, the development direction of the enterprise is clear. According to the survey data, about 95% employees think they know or know the company's development strategy very well, which is mainly related to the company's current business priorities and work objectives, but the remaining 5% employees are confused, which will inevitably lead to the lack of goals in actual work or a great waste of human resources.
2. Nearly 90% employees are familiar with the spirit and value orientation of the enterprise. Product quality is the life of an enterprise, which is directly related to people's medication safety and health. So what? Keep forging ahead and always be perfect? Our management ideas have infected almost all employees of the company, which shows that corporate culture has played a great role in condensing the professionalism and loyalty of employees.
3. Enterprises still need to further strengthen system construction and cultural construction. According to the survey data, 85% of companies have a very healthy culture, while about 15% of employees think it is average, and no employees object. In addition, only 45% employees think the company's system is complete, while the number of people who think it is incomplete is 15%.
(2) Organizational structure and post setting
1, nearly nine employees agree with the current organizational structure of the company, and said that it is closely related to the performance of the department. Among the existing employees of the company, 9 employees agree with the existing institutional setup and think that the current setup mode has played a positive role in practical work.
2. The current functions and responsibilities, business processes and actual work are well connected. The survey results show that 80% of employees think that the current job function distribution and work business process are effective, and only about 35% of employees think it is instructive and referential in practice.
Talent management and skills
1. In the use of talents, middle and senior managers have gained a high support rate. As the backbone of xx Pharmaceutical Co., Ltd., department heads shoulder the heavy responsibility of continuous innovation and development of enterprises. According to statistics, about 80% of employees think that middle and senior managers have done their best, but 20% still think there is unfairness.
2. Internal communication between departments is basically smooth, but it needs to be strengthened. Most employees generally report that in actual work, their superiors have great support for their work and have some communication on the work content, but the follow-up investigation shows that the internal communication of the department has not reached the expected requirements; There are also some employees who report that the work connection between departments is not ideal. In many cases, only employees communicate with each other, and the communication ratio of department heads only accounts for 55%. For the communication between employees in the department, investigators are balanced in three aspects: self-coordination, asking colleagues and asking leaders for help.
3. Middle managers need to be improved. According to the survey data, most employees believe that in the future work, middle managers need to improve their personal qualities in the following aspects: responsibility, communication between superiors and subordinates, leadership art, team culture, fairness, business ability, ideology, employee motivation and achievement motivation. According to the survey of middle managers, they are: responsibility, communication between superiors and subordinates, team culture, leadership art, fairness, professional ability, ideology, employee motivation and achievement motivation.
(D) Team spirit and quality
1, except for a few employees, the team morale is good. In the actual survey, 28% of employees think that our team spirit is very high, 60% of employees think that our team is a caring and United group, but 12% of employees think that the team is in a downturn. When investigating the specific members of the team, it was found that about 35% employees reported that some employees were not integrated into the whole team and showed exceptional or special behaviors.
Model of administrative investigation report Part II: Investigation report of administrative management specialty
Investigation report on community grass-roots administrative management
The community is located along the North Third Ring Road in this city, and all members of the community neighborhood committee are elected. As an important comprehensive residential area in the northern urban area, this community has further improved and enriched the development of community management under the impetus of a series of policy documents issued by the district committee and government. With the increasing demand of urban management, there are still problems that affect community development and community autonomy in community management. The solution of these problems is related to the improvement of urban management level and the construction of a harmonious society. Therefore, I visited community management in August this year, analyzed and pondered some problems existing in community management, and put forward corresponding countermeasures and suggestions.
First, the problems in community management
(A) the work of community neighborhood committees tends to be administrative, with heavy tasks.
1, the self-government function of community neighborhood committees has not yet been put in place.
Through investigation, it is found that the functions of community neighborhood committees have not yet broken through the present situation of dealing with government administrative affairs as the mainstay and community affairs as the supplement, and they are still accustomed to doing whatever the superior leaders arrange, showing strong dependence in their work, and their autonomy and autonomy have not been reflected. First of all, there is a distance between the task of community autonomy and the job requirements. The autonomy of community neighborhood committees should have three aspects: first, we should do a good job in community service, but in fact we have done little or nothing in community service; Secondly, democratic decision-making and management of community affairs should be done well, but the actual effect is not obvious; Third, enrich community education activities, advocate a scientific, civilized and healthy lifestyle, and build socialist spiritual civilization, but in fact, there are many cultural and sports activities and few educational activities. Second, community neighborhood committees have become a fact? Government's leg? . The Organic Law of Residents' Committees stipulates that community residents' committees have the responsibility to assist relevant government departments to do a good job in management, and specifically stipulates that they must assist government departments to do a good job in community security, public health, special care and relief, minimum living security, family planning and youth education. Through investigation, the above duties should be performed by the community neighborhood committees through residents' self-management, self-education and self-service. However, in most cases, the neighborhood offices require the community neighborhood committees to fill out forms, file files and issue certification materials for government departments. At the same time, the temporary statistics and investigation tasks of government departments are also implemented to community neighborhood committees through sub-district offices. This makes community neighborhood committees assist government departments most of the time, and the role of residents' autonomous organizations is covered by administration.
I conducted a survey of 40 people in combination with my work. When asked what kind of organization neighborhood committees are, 28 people answered that they represent the government, only 8 people answered that they represent residents, and 4 people were unclear. And a large number of community professionals? Eat people's wages and share their worries? ; ? Working for the government with the government's salary? The idea. Most of the staff in the sub-district office think that the community neighborhood committee is a subordinate unit of the sub-district office and should complete all the tasks assigned by the sub-district office.
2, community affairs, the task is heavy.
With the deepening of market economic system reform, a large number of? Unit person? Become? Social man? A large number of farmers enter the city life, local farmers lose their land and flow to the city, and a large number of floating population enter the city, which increases the number and difficulty of the management work and affairs of community neighborhood committees facing the complex and huge population. Small community, big society? This model increases the work intensity of community neighborhood committees.
3. The functions of government departments are not in place, and the functions of community autonomy are weakened.
Busy administrative and social management affairs put community neighborhood committees in a passive position, which many departments put forward? To the side, to the end? 、? Extend the work tentacles to the community? It is a good thing to further strengthen the basic work at the grass-roots level in the city, but the guidance and services are not in place, resulting in more meetings, more inspections and more reports. Some departments (including streets) do not play their own guiding and service functions when they enter the community, but are used to arranging their work as their subordinate units; Enthusiastic about creation and appraisal, emphasizing content and form, demanding all kinds of work? Build a team, put up a sign, set up a display board, set up an account, and want data? . Every day, community neighborhood committees cope with the inspection of superior leaders, collect reports and transmit all kinds of data, thus weakening residents' sense of identity with the community, weakening the affinity and cohesion of community neighborhood committees to residents, and weakening the function of community neighborhood committees as mass autonomous organizations.