The ECTU business administration social survey report sample article 1: on the enterprise human resources management of the social survey report
visited the KFC enterprise human resources department manager Zhang, he introduced me to the KFC enterprise staff recruitment, hiring and training, employee benefits and so on, and borrowed the KFC enterprise "employee handbook" and the 2009 annual KFC enterprise departments training records. I also borrowed the KFC Employee Handbook and the 2009 KFC Training Records. Self-assessment: I am the Central Radio and Television University Wuhai Radio and Television University branch of the management of business administration specialties in the fall of 2009 students, through nearly three years of study in school, mastered the basic knowledge of modern business management, the basic theory. This time to participate in the social practice organized by the school, according to the knowledge I learned about enterprise human resource management, I chose Wuhai Yum! KFC enterprise as the object of investigation, by visiting the enterprise's human resources manager, checking the enterprise's "Employee Handbook" and the 2009 annual training records of various departments of the enterprise, and using the "Yum Brands China Division? (KFC) in human resource management" as the title, wrote this investigation report. Through this social practice, it makes me more y realize the importance of human resource management in the enterprise: only if the enterprise pays attention to the management of human resources, can it have a high-quality workforce and achieve good benefits. Due to the limited knowledge learned, only part of the enterprise's human resources can be analyzed, and thus can not do a comprehensive, deep-level analysis.
I. Employee recruitment and hiring
Enterprises in the recruitment and hiring of employees will take the initiative in their own hands, through rigorous interviews, hiring tests and so on. Do not get the information of job seekers, so as to determine whether the skills and knowledge of job seekers with the job requirements. Enterprises in the recruitment of employees to job seekers also comprehensive and objective introduction of the enterprise situation, the content of the work of the employees, the requirements of the enterprise can provide employees with training, promotion, pay, benefits, etc., so that job seekers can judge from this information to the work they apply for whether they are satisfied with the job, whether they are competent for their jobs. This practice will help KFC enterprises to choose to more excellent employees, but also help employees to firmly its long-term work in the enterprise and the confidence of the struggle to enhance the cohesion of the enterprise.
Second, pay attention to the employee's career plan to meet the needs of personal development
KFC enterprises from the beginning of the employee into the store to guide employees to determine their own career goals, to help them design their personal growth plan, and to provide employees with appropriate development opportunities. This reduces employee turnover and increases employee satisfaction. Enterprises use the more effective promotion opportunities and development, the process is as follows: (a) waiter trainee to regularization. 1, work for 50 hours; 2, through a workstation training verification. Waiter? Receptionist, complete Theme 2 and pass the check. (ii) Waiter? Star Trainer: 1) Pass all the basic work training tests in a district; 2) Pass the opening or closing work training tests in the district; 3) Achieve 90 points in the theory test; 4) Pass 100% of the practical tests. Receptionist? Senior receptionist who has completed Theme 5 and passed the test. (C) Star Waiter - Full Star Trainer: 1) Pass all basic workstation training tests in all work areas; 2) Pass all opening and closing training tests in all work areas; 3) Achieve 90 points in the theory test; 4) Pass 100% of the practical tests. Senior Receptionist? Receptionist Team Leader: 1, complete the theme nine and pass the examination; 2, depending on the needs of the restaurant. (D) Full-star trainer? Team Leader: 1, serve as a full-star trainer for 6 months; 2, pass the opening or closing work training test for all work areas; 3, achieve 90 points in the theory test; 4, pass 100% of the practical test. (E) through the service team leader in the observation and restaurant needs, can be promoted to management positions. Its service team and management personnel in the restaurant's work include: 1, according to the workstation's standard procedures for the preparation of high-quality products; 2, kindly and naturally welcome customers and provide them with the services they want to get; 3, the implementation of all necessary cleaning and maintenance work. Through the well-trained staff to perform these tasks, in order to achieve the enterprise 101% customer satisfaction goals.
Third, strengthen the communication with employees to promote employee participation in management
The success of the enterprise can not be separated from the staff's creativity, enthusiasm to play. As the first line of service employees, they understand the needs and requirements of customers better than managers, and are better able to find problems in the work. For this reason, KFC enterprises for the staff to create a harmonious family atmosphere, so that employees can fully express their views and actively participate in the management, such as the general manager of the reception day and other ways, through the two-way communication with the staff, so that business managers can make better decisions, in addition, KFC managers not only to strengthen the communication with the existing staff of the enterprise, but also pay attention to and ? Jumping ship? Employee communication, because managers believe that these employees are often more direct and detailed than the existing employees of the enterprise to point out the problems that exist in the operation and management. Through in-depth understanding of the staff ? Jumping ship? The reasons, take corresponding measures to better solve the problems in business management. KFC enterprise let employees participate in the management, further play the staff's initiative, enhance the sense of responsibility of the staff, so that the staff more clearly understand the requirements and expectations of the management staff, more willing to cooperate with the management staff and do a good job in the service work. In addition, the enterprise in addition to encouraging employees to participate in the management, but also further use of authorization, a part of the decision-making decentralized to the staff, so that the staff according to the specific circumstances of the guests to make a rapid response to the problem, which greatly stimulates the enthusiasm of the staff.
Fourth, care for the life of employees
Relative to other industries, corporate employees generally work under greater pressure, less discretionary time, KFC managers from life more concerned about employees, to provide employees with a variety of convenience. First of all, managers should attach great importance to the allocation of staff time, the staff's working hours provided by the staff themselves a week before, fully for the staff to reduce pressure, life is convenient. Then, there will be a lot of opportunities to participate in various staff activities organized by the restaurant. Secondly, the managers also invest emotionally in their employees. They send cards and gifts to employees on holidays and birthdays to express their blessings. If employees have any difficulties at home, try to provide support and help, lifting the staff's worries.
Fifth, the establishment of a reasonable salary system
KFC enterprises from the needs of employees, the establishment of a set of perfect compensation system. It includes direct compensation, indirect compensation, non-pecuniary compensation in three aspects. (A) direct compensation direct compensation mainly refers to the wages for hours worked, overtime pay and so on provided by the enterprise for its employees. In order to improve the treatment of service personnel, the enterprise implements the post salary system which is mainly based on the post salary. The post salary system is divided into many levels from manager to trainee assistant, team leader, star waiter, etc., and each level has a different salary system for different jobs. This can be avoided purely according to the administrative level to the division of wages, work for many years the wages of service personnel is not as good as the fledgling managers of the unreasonable phenomenon of wages. (Indirect compensation Indirect compensation mainly refers to the welfare of employees. Hao Wang Tak adopts a unified approach to provide employees with medical insurance, pensions, paid vacations and other benefits. (iii) Non-monetary compensation Enterprise managers recognize that the needs of employees are multi-faceted, both material needs and spiritual needs. Therefore, managers should give due consideration to the spiritual needs of employees, through a variety of spiritual incentives to motivate employees, such as the selection of? Best Employee? and awarding the Best Employee? Post master? Title, etc. Managers should also note that: different employees' spiritual fulfillment is different. And according to the differences between individual employees targeted use of various incentives. Such as employees want to have good interpersonal relations, enterprises will organize some cultural activities, social activities such as sororities to meet their needs; some employees want to be respected, have a high prestige, enterprises can be awarded a variety of honorary titles to motivate them. Through the investigation of the above aspects, it can be seen that Yum! KFC enterprise managers are really pay attention to the staff, put the staff in the first place, effectively put the ? Employees first? Applied to the enterprise's human resource management. Because of this, KFC enterprises can be in the fierce competition for talent, to attract and retain excellent staff, so that the enterprise has a stable, high-quality workforce, to provide guests with efficient, high-quality service, and get the affirmation of friends from all sides.
A recent survey shows that more than half of China's enterprises are in a state of medium to high crisis. The report shows that the primary factor plaguing China's enterprises is the human resources crisis, with 33.7% of the surveyed enterprises indicating that the human resources crisis has had a serious impact on their enterprises. In the survey, it was found that the unexpected departure of senior management personnel from the enterprise will sometimes bring huge losses to the enterprise, because they are familiar with the mode of operation of the enterprise, have a relatively fixed customer base, and as long as they do not change the industry after leaving the company, often to the original competitors of the enterprise, which will inevitably bring about a greater impact on the operation and development of the original enterprise.
By investigating KFC's human resource management, we may be able to bring some inspiration and even experience to those Chinese companies in crisis.
Electricity University business management social survey report sample essay two: grass-roots cadres in the current situation of the survey report
First, the purpose of the survey and the reason
Although the village cadres low position, but they are also the party and the government to contact the people's bridge and link, is the party and the government line, guidelines, policies, and the final implementer and implementer, their work and how the environment is not only related to the full implementation of the policies of the higher level, but also the implementation of the policies of the higher level, the work and the environment. How they work and their environment, not only relates to the full implementation of the policies of the higher level, but also relates to the image of the Party and the government, so they are the flag of the Party in the countryside, and the navigating ship of the masses. As there are differences in the quality and ability of rural grassroots cadres. I in March 2013 to *********** cadres to visit the survey, the survey problems to analyze, in order to enhance the ability of village cadres to comprehensively manage affairs.
Second, the survey object overview
************* is located in the south gate of the main city of Chongqing, the transportation is convenient, Yuqian, Shangjie, Yu Xiang and other highways in this intersection, the construction of the Dongcheng Avenue, Pear Blossom Avenue in the surroundings, in the Chongqing Municipality, in the center of the 11 clusters? Jieshi cluster in the center of the region, covering an area of about 24 square kilometers, in 2004 by the original Guihua, Chating, Yuxue and Jixing four villages merged into a 2010 will be the state land acquisition within the scope of the transfer of the villagers of the newly established Guihua community, unified management by the village. Currently there are 22 village groups and 4 resident groups. The number of households 3280, population 10,800 people, there are 265 party members, five industrial branches. It is the third largest administrative village in Chongqing and the first largest village in Banan. The main industries in the village are: industry, aquaculture, vegetable cultivation. Village enterprises more than 100, mainly in machinery processing, furniture-based, annual output value of more than 300 million yuan, in 2010, the village fixed assets exceeded 100 million yuan, the village collective economic income exceeded 5 million yuan, the villagers' per capita net income reached more than 7000 yuan.
Third, the grass-roots cadres work status
1, into the work and take care of family problems. The village cadres head up the burden of work, the other end it has to bear the burden of the family. The village, no matter how big or small, have to find the village cadres to solve the problem, in many cases, they are faced with work and family labor, selfless dedication and family economic loss of the dilemma of choice, they chose the former, will have to give up the latter.
2, high pay and low treatment of the problem, due to the identity of the village cadres of the special nature of the work of the complexity, hardship, and the dispersion of rural areas and other characteristics, decided that the village cadres of the work is a kind of high pay labor. What is not commensurate with this is the low treatment. First of all, the economic treatment is low, followed by low political treatment, if the work is outstanding townships will send a what? Excellent? Award certificate and so on, the most is to the district, the city to participate in a commendation meeting, some hard work for more than ten years retired old village cadres, New Year's Day but no higher leadership to visit, and therefore, doubly? The old man tea cold?
3, the more serious work and suffer the problem of opposition attacks. Village-level work is not as macro-guidance or higher orders, supervision and inspection on the line, but some specific, practical and direct work, it must be true to implement, otherwise, not only the completion of the work task, but also sorry for the party and the general public's trust. Some of the work of gnawing hard bones, such as birth control work, comprehensive management work must be hard, must be true. This must be touched by some people's interests and offend people, and even be retaliated against. Although now is a legal society, such as the destruction of village cadres of crops, forests, poisoned village cadres of livestock or village cadres to implement the phenomenon of violence no longer occurs from time to time, but the bad language, deliberately slander, so that the village cadres are difficult to carry out their work normally. Coupled with the village cadres work is not a lifetime, a few years or more than a dozen years after the retirement, but also have to live in the village, these make the village cadres feel worried.
4, the masses seeking wealth psychology and village cadres leadership problem. With the masses seeking wealth more and more strong desire. They have been working for years on village cadres but? The mountains and rivers remain the same? The masses are still almost in the status quo of the same place is very dissatisfied. They blame the village cadres, some even on the village cadres irony, sarcasm, abuse. In fact, the village cadres how do not want to do more practical things for the masses, how do not want to change the face of the village? First, the village cadres hand long sleeves short, secondly, some village cadres love the ideological concept, knowledge level, pioneering and innovative ability, geographical limitations, village cadres in the face of the masses of people eager to get rich mentality, but also feel y helpless.
5, the problem of public welfare and collective economic weakness. This is also the village cadres feel the most headache. Such as the masses strongly demanded to do water conservancy, road and other public welfare to bring, on the one hand, due to the weakness of the village collective economy, or even blank, many things are more than enough and not enough. On the other hand, nowadays is the economic times, young and strong, have knowledge, technology people are out of work, the rest is the old, sick and disabled, who is willing to do voluntary labor for the development of public welfare undertakings? It is necessary to develop the collective economy, money to do things.
Fourth, the current grass-roots cadres of the main problems
1, thought, speech and behavior from the masses, cadres between the obvious existence of? Two distances? First, the emotional distance, some village cadres, weak concept of party spirit, weak sense of purpose, a master habit, no mass feelings, work style, work methods, simple, lack of thorough consideration of the matter, in case of emergency with? The way to do this is to use the "brute force" approach. The result is to make a big deal out of a small matter, a big deal, especially in dealing with some emergencies such as petitions and other conflicts, the masses as unruly people, scoundrels, as incompatible with the opposite side of the treatment of fire and water, and some other cadres? Things do not concern themselves, hanging high? The grass-roots work as a transfer station for promotion, in the work of hiding from superiors, fooling the masses, hiding the truth, and just deal with things. Secondly, the cognitive distance, some cadres are only responsible for the superiors, not responsible for the masses, in recognizing the problem and solving the problem, cadres and the masses of the departure and **** the same point less and less.
2, the new situation is not enough to grasp the understanding, there are ? Three discomfort? First, the current changes in the rural situation is not adapted to thinking and working methods lagging behind, with the times of the people's development, all levels of society has changed, the party in the rural areas of the policies have also made great adjustments, while the diversification of people's consciousness, the quality of farmers continue to improve, and many grass-roots cadres with the old set of frames and methods to deal with complex problems with simple, lack of innovation, lack of thought I do not know what the previous Methods do not work, there are cadres who feel that the old way does not work, the new way will not be used, the hard way do not dare to use, the soft way does not work. Even exudes the sentiment of complaining that the masses are difficult to manage; Secondly, the market economy under the conditions of the market method to guide the masses of people's economic development is not adapted. The masses want science and technology, information, services, many cadres do not know how to do, they do not have to lead the masses to rely on science and technology to develop the economy, increase income capacity, not lead the masses to get rich, not popular with the masses. Third, a weak sense of democracy and the rule of law, the masses of the increasing awareness of democracy is not adapted to, with the popularization of the laws of the publicity, with the legal weapons to defend their rights more and more peasants, some cadres of this new situation is not adapted to, that now? Difficult people? Increase, consciously or unconsciously put themselves into the masses on the opposite side of the mass and the masses of the conflict occurred repeatedly.
3, their own quality is not high, lack of? Four kinds of spirit? First, the lack of pioneering spirit. Part of the village cadres do not understand science and technology, agricultural restructuring dare not, leading the entrepreneurial no way, rich farmers no way, hold the traditional agricultural production methods do not let go, ideological concepts, way of thinking backward, the lack of up-to-date thinking and innovative consciousness, a serious impediment to the further deepening of the reform of the rural economic system, binding the rural economy and the farmers to *** with the pace of affluence. Second, the lack of in-depth investigation and research spirit. Some cadres are accustomed to sitting in the office to listen to reports, look at the material, even if in-depth rural areas are also outside the heart, dragonfly water to walk around and look at the horseback, the focus of the masses reflected, difficult, hot issues, either blandly, indifference, either patting their chests, patting their heads, a look of a big package, and finally, what problems can not be solved, not only hurt the public's feelings, but also damaging to the cadre's image, but also lost the heart of the people, third is the lack of in-depth investigation and research. The people's heart, the third is the lack of in-depth study of the spirit. Some village cadres do not study in-depth, policy and legal system do not understand, business knowledge will not, all day long do not read, do not read the newspaper, do not learn the documents, learning is not in-depth implementation of another set, and even engage in the policy under the countermeasures, playing the ball drilling policy to bypass the national policy to do things. Fourth, the lack of long-term development spirit. Because of some of the reasons for institutional reform, many village cadres have short-term thinking, there is a short-term work behavior, only look at the current, more impatient, do a day monk hit a day clock, lack of foresight, lack of long-term planning, coupled with the weak concept of the rule of law and other reasons, often in the process of solving problems or developing the economy, leaving behind a burden for the next job to carry out the work of the shadow of the obstacles and difficulties.
Fifth, the grass-roots cadres have problems with the measures How to be a good village cadres, how to do a good job of contacting the government and the masses of the link, is the problem of each village cadres should be considered, specifically from the following three aspects of the hand:
1, grasp the basic situation of the village. Such as population, arable land, the state of mind of the masses, hot spots, difficult problems. Only the actual situation to eliminate the bottom of the clear, there is a reason to profile the initiative to start work.
2, master the business knowledge. As a village cadres, not only to grasp the basic situation of the village, but also according to the different division of labor, to master their respective professional knowledge, know the relevant policies and regulations, in the work of the ease of use.
3, deal with three relationships. First, deal with the relationship with the masses. Village cadres and the masses, is the relationship between service and be served. At the same time is the relationship between the manager and the managed. Only regular concern for the masses, to solve their practical difficulties in production and life, in order to establish a blood and flesh relationship with them. In order to strive for their understanding and support; Secondly, to deal with the relationship with the higher authorities of the village organization is the most grass-roots organizations, involving a number of competent departments, to deal with the relationship with the competent departments, on schedule and quality to complete the tasks assigned by the higher authorities; Thirdly, to deal with the relationship with the other village cadres. Although the village cadres in accordance with the division of labor different duties, but most of the time need to unite and collaborate, so the village cadres should be required to learn with an open mind, help each other, so as to achieve *** with the completion of the higher party committee and government tasks assigned.
Electricity University business administration social survey report sample essay three: internal management control of the investigation report
A survey content
(a), the basic situation of enterprises
...........
(ii) internal control management investigation and analysis
1, the company's personnel management control status
XX company is a state-owned enterprise restructuring of the joint-stock company, the original shareholders of more than 50 people, the new leader took over, advocating the acquisition of shares. Now there are only 8 shareholders, the departure of the old workers, resulting in the loss of the company's technical backbone, the existing workers are often relatives of the business owners or their close relations with the personnel. This business model is conducive to management communication at the same time, will cause the phenomenon of nepotism, part of the family personnel by virtue of their status tend to overstep the company's rules; business owners of the enterprise's management is more sloppy, resulting in more chaotic business management; non-family employees lack of identification with the enterprise, labor-management relations are not cordial, the lack of trust and support between employees, staff mobility; family members of family-owned enterprises Often lack of management experience, resulting in a lack of effective planning, design and control of the enterprise.
2, the company's monetary funds management control status
Through the communication with the relevant staff to understand, found that the company's cashier both to receive bank statements, and at the same time the preparation of the bank balance reconciliation statement. If the cashier is responsible for receiving bank statements and preparing bank balance reconciliation statements, the cashier may misappropriated or misappropriated the company's monetary funds, and cover up his fraudulent behavior by forging statements or tampering with the balance reconciliation statements. Separation of incompatible positions is a basic principle of internal control, and the incompatible positions that usually need to be separated include authorization and execution, execution and audit, execution and recording, and custody and recording.
3, the company's sales management control status
The company's sales department lacks control over accounts receivable. Accounts receivable in the proportion of current assets is increasing, resulting in the risk of debt servicing and the risk of shortage of funds, in accordance with customary accounts receivable management credit period is generally controlled within three months, while the company's accounts receivable aging is generally too long, the amount of huge accounts receivable perennial accounts, the actual has been unable to recover is still regarded as a debt, resulting in false gains and losses of false impression. The existence of accounts receivable, so that the company with limited liquidity used to advance a variety of taxes and fees, increasing the enterprise's cash outflow, but also to a certain extent inflated revenue, exaggerating the results of business operations, and increase the financial risk of the enterprise.
4, the company's production process management control status
Lack of control of warehouse management. Regular and irregular inventory system has not been established, the warehouse staff did not notify the person in charge of each department in a timely manner after the receipt of goods, resulting in other departments do not have access to information, the goods are not produced in a timely manner to deal with, the company's finished goods warehouse should be set up in the inventory ledger and goods in and out of the warehouse records, the financial department should be based on the delivery vouchers to register the inventory ledger one by one and regularly reconcile with the sales department of the sales business register with the Warehouse Management Department of the Inventory ledger, inventory receipt and delivery of daily or monthly statements to check, the factory issued goods and received payment for goods against the problem will be exposed at that time.
5, the company's fixed assets management control status
Through the analysis of the company's internal control of fixed funds, found that the company in the acquisition of fixed assets have a better system: first of all, the use of the department in accordance with the need to prepare a fixed asset procurement plan; Asset Management Department of the reported application for the summary and submitted to the Chairman of the Board of Directors for review, and submitted to the Ministry of Finance for the record; Procurement Department in accordance with the approval of fixed assets Procurement application form for procurement, according to the application acceptance time, the procurement application form continuous number; procurement department received from the supplier of machinery and equipment, notify the Department of Asset Management to organize acceptance; fixed assets after acceptance by the Department of Asset Management transferred to the use of the department to put into use. Finally, the Ministry of Finance to check whether the original documents and vouchers are consistent, according to the original documents and vouchers in a timely manner to register fixed assets ledger, fixed asset register and open fixed asset registration card.
Second, the conclusion of the investigation
By understanding the xx company's system charter and analyzing its relevant internal control data, I found that there are still deficiencies in the company's internal control, which can be further improved.
(a) improve internal control. Internal control awareness is an important element in the internal control environment, a good sense of internal control is to ensure that the internal control system is sound and the implementation of an important guarantee. How the success or failure of internal control depends on the staff's control awareness and behavior, the company responsible for internal control consciousness and behavior and is the key. Sometimes internal control itself has limitations, mainly the company leaders control arbitrariness, or not strictly implement the internal control system, so that ? Rule of man? factors increase. Therefore, it is particularly important to improve the awareness of the company's leaders to consciously implement the internal control system.
(ii) Incompatible positions for handling monetary funds business must be separated. In particular, the bank statement, bank balance reconciliation should be separated; to strengthen the money received and paid audit; to ensure the safety of monetary funds.
(C) improve the accounts receivable management system. Sales department and the financial department together, regular credit assessment of customers, the establishment of customer credit files, for old customers, if found that their financial situation deteriorated, it must take appropriate measures: such as pay off the past arrears and then renew new contracts. For new customers, it is necessary to conduct a detailed investigation before deciding whether business cooperation can be carried out on credit. For delinquent payments, to be resolved through legal channels in a timely manner, in order to maximize the avoidance of bad debts.
(d) The establishment of regular and irregular inventory system. Timely discovery of the account does not match, inaccurate valuation and other anomalies, for inventory discrepancies in a timely manner to track down the reasons; check the warehouse, sales and finance departments to effectively implement the incompatible positions separation system, focusing on the phenomenon of mixing posts, to avoid inventory custodians to supervise the theft of goods, and by tampering with the inventory ledger to cover fraud, inventory may be overestimated; warehouse custodians should fill out the warehousing notification form when receiving goods ( Should be consecutively numbered in advance, and signed by all parties involved in the handover to be retained), once the quantity or quality of inventory problems occur, you can identify the responsibility by checking the warehousing notification and acceptance of the bill of lading. Out of the warehouse should be approved control, to avoid loss of control of collocation, resulting in waste or embezzlement.
(E) enterprises should establish fixed asset management job responsibility system. Acceptance of inventory into the warehouse, collocation issued, custody and disposal of key links in the control, to prevent theft, destruction and loss of a variety of physical assets. Strengthen the management of fixed assets and improve the utilization rate of fixed assets. When carrying out the liquidation of fixed assets, it should be approved by the superior department first before proceeding. If the higher authorities have not approved, then we should prepare transfer vouchers and carry out the corresponding account processing.
Third, the survey experience
After this investigation and analysis, I learned that I still have a lot of shortcomings in the work. Although in school to learn a lot of related knowledge, but still feel that there is still a certain difference between theory and practice, so in the future in the process of practice to take the initiative to ask for advice, learning with an open mind, and try to incorporate the theoretical knowledge into practice, so that their ability to work on a higher level.