Hello! I am your staff, is in the administrative service center to do personnel work, has always been very grateful to the company this platform, very grateful to the company to give me the opportunity to work, have the fate to join the company, can go in their positions to grow and practice. Although, did not and you directly reported work, but participated in the number of only a few meetings, I personally feel very inspired:

? The deepest impression is that you are in the production workshop on quality management training meeting said, workshop staff to change the concept of improving production skills, to output and inputs are proportional to the arrival of the age of the robots, the automation of science and technology products Fangxin not yet ai, the value of the individual is greatly challenged, a lot of service positions and mechanical jobs will be replaced, to let our employees do not rigid mind, think more about how to Improve the technology to do the best job.

? There is also a time in this year's R & D in May at the monthly meeting, pinpointed the short board of R & D: product management (strategy, market, life cycle, development management aspects); technological innovation and core technology. Let me understand the importance of product management, I feel that dare to face up to the problems we have is to find the right direction for us to move forward, at that time I listened to a very exciting I do not understand the technology, is very willing to provide all the services for the technology, including as soon as possible to make up the shortage of suitable people to the post, including the understanding of research and development of the post of each person's job, professional personality, the best skills, etc., would like to give them to do a career planning guide and career promotion channel, motivate them and the best way to make them work. Career promotion channel, motivate them and avoid talent loss as much as possible.

? In short, Jinniu brick machine this one after more than 30 years of wind and rain, carrying countless positions on the silent work of the laborers food, clothing, housing and transportation, the good wishes of a stable life! Such an enterprise survival at the same time shoulder social responsibility to solve countless people's food and clothing, no doubt, it is great, is worthy of our gratitude; this entrepreneur is also worthy of our respect and support. The above are my heartfelt words as an employee. I'm sorry, I'm going to leave the company, from the HR point of view, the last to you to report on the work:

? First of all, in terms of recruitment, it runs through all stages of the company's development, improve the efficiency of recruitment in a timely manner to replenish the talent in order to protect and promote the rapid and sustainable development of the business in a timely manner, on the surface it is one of the duties of the post of administrative personnel, but he should be more of a leader of the employing departments to focus on the work of the weight of the recruiting process, employing departments need to have a clear employing needs, that is, the recruitment of this person should have What are the hardware conditions, what are the reference conditions, what kind of potential is prioritized, these are the prerequisites to ensure the effectiveness of recruitment. Therefore, I think that some of our company's senior leaders should be updated, now in a limited pool of talent resources, and many recruiters, "many wolves and fewer meat" situation, excellent and experienced talent on those, so to recruit their own departmental vacancies as their own thing to pay attention to, and secondly, for those who have gone through the Secondly, for those who have been screened and recognized the company and job matching degree of good talent to the post should pay attention to give guidance, nearly fast to adapt to the workplace. Instead of formally doing a training program to let its development according to the plan and no assessment tracking.

The next thing I want to say is that the rights are too centralized, director level, there are individual leaders have too much power, it is inevitable that there will be the following employees bowing, personal relationships are better! This is nothing, but the reality is that the expansion of the right to bring the unreasonable distribution of resources, valuable work distribution is uneven, so that the department of some people marginalized, and some positions and invested money and invested a lot of time, more and more valuable or irreplaceable, because the position of personnel to reach a certain skill requirements for salary increases, the company will be very passive and more and more difficult to meet; in addition to a great deal of another position on the ability to cause people to not get the development of the work is not supported and chose to leave. Can not get the development of the work can not be supported and choose to leave, if the face of this post I think the most reasonable approach is to set up this post additional personnel even from within the company to transfer a person, at the same time are learning and facing the jumping ship this post is not collapsed, after all, the company pays the financial resources to time to achieve her. Above mentioned uneven distribution of resources, after all, limited resources are not required per capita, but to time to day observation in the face of the potential to have the ability to execute the competence of the staff to play a heavy responsibility to maximize the value of the company's work, or newcomers can not keep the old man said to go away, the talent fault loss is still the biggest loss of the company.

In addition, I have to say, let their employees become irreplaceable are taboo. Many people think that employees are very good, will be excellent to irreplaceable. This is wrong, the real quality of the best employees is: contagious, excellent and capable is contagious. And it is the leader's responsibility to make the employee irreplaceable, why doesn't he have a replica? Even if it can't be exactly the same, but at least there should be very soon to get started to replace him, why did not encourage him to help him to give his success to others and share it with the team? So the root of the wish, managers need to consider the problem is: employees can work well, but should not become irreplaceable, from the root of the situation should be avoided, and more encourage employees to share and exchange, so that more employees to reach a state that can be approached, even if the employee had to leave one day, at least the business is able to quickly catch up. And assuming that this employee is not willing to share the exchange, only think of their own domination of their own exclusive resources, information, so that they become difficult to replace, then this employee's departure is definitely not a loss, and managers in the beginning, should not be entrusted with this employee again.

Secondly, I participate in the few meetings, at which you do a brainstorming very open-ended guidance, but our department heads it also reported the status of the work and the focus of the problem, but also to do the next improvement and promote the work of the report, according to my understanding of the end of the meeting to be carried out to promote the work of some of them and did not know. I think we must fundamentally change this situation, in order to let our implementation of the ground in order to know the important work to solve how, how to solve problems efficiently. My own proposal is: the first policy: the establishment of the meeting problem tracking summary table, that is, the meeting topic, the person responsible for the proposed time, time to solve the problem, notes, signature! At the end of each meeting, the first to organize a summary of the meeting, what a person puts forward the problem, who will announce the problem is responsible for, when to solve the problem, the general manager of the problem of what position. Then organize this form, first go to check with the departments whether the problem description is correct, and then go to take it to the general manager to sign, and then photocopies of each department head to send a copy. Then in the next meeting to start the first session, ask the head of each department to solve the problem of the progress of the situation, the day of the meeting to confirm that the completion of the completion of the head of the department with the completion of the signature, do not sign the same as not completed, and then report this form to the general manager in the hands of the future implementation of the natural up.

The middle strategy: you can also play with the entire commitment, so that major problems need to be solved on the wall is also a way. That is, when there is a problem at the meeting, the company designed a unified template commitment, so that the person responsible for solving the problem in the commitment book on the commitment, when to solve, can not be completed on schedule on the voluntary acceptance of what punishment. Then posted in the company's most conspicuous bulletin board. Failure to complete the time, directly open the General Assembly, we have to, so that failure to complete the task of the person when all employees to analyze the reasons for the failure of the point where again? How to reach in the future? Kill a person and the three armies shocked to put an end to the company's management or personnel problems just a few directors to discuss privately ruled out the program issued, the results of the implementation of a very poor many employees do not know the corresponding management system, not to mention comprehension and implementation of the HR can not only talk about human resources in the Ministry of Human Resources, must participate in the technical and business a lot of meetings, in order to serve the company.

I also participated in a set of procurement, production quality control, financial open seminar, mainly to simplify and facilitate the procurement of warehousing and quality control process, we talked a pass an hour and a half to go down, and finally to the end of the process did not come out of the process of how to go, or will be reached after the **** knowledge. Mainly want to say that there is no mainstream view and can control the situation to promote people, I think all organizations to meet the leadership should be fully prepared to also control the overall situation on the results of a prejudgement, responsible for all people to reduce the waste of time, not to let the discussion, but to grasp the core of the key to grasp the key, not sure of the solution, you can brainstorm to provide others with ideas to let people think it's worthwhile to try to reach at the meeting*** Knowledge unanimously adopted.

? My original intention is to do valuable HR, Linlin said so much, only hope to be responsible for their own, the current situation for the work of human resources is weakened or the right to be clutched, but from the company went a few do human resources to see as if there is a source of, want to do a good job of personnel work and is not supported, and never been to participate in the management of the meeting, so the valuable work of the personnel is also no way to unfold, from what I want to do the R & D career planning and job responsibility combing, to give the R & D career planning and job responsibility combing, and to give the job responsibility combing, to give the R & D career planning, and to give the job responsibility combing. And job duties sorting, to the new dozen people training (training or their own requirements to come, their own fully prepared to lead the training was also inserted a foot, but efforts will not regret), I can start the work so much! Practice has also proved that the training fully prepared is also effective, at present, recruited newcomers in good condition, not to mention the ability to hear side comments are so-and-so quite positive, so-and-so also quite cooperative, so-and-so is also very responsible ah! Many people may not think so, but many changes are subtle, polytaxis into sand, I believe that nothing to do that nothing.

? In fact, my requirements are very simple, and better communication with various departments, can help to better growth of the business sector; I hope to communicate with like-minded people, and constantly learn to improve themselves; public service and responsibility, I hope to be able to have a positive impact on others through their own.

? It is also considered to be an account of oneself! We would like to congratulate our business on its prosperity and rolling profits!