Staff seminars can help companies better understand the needs of employees. How to write the minutes of the workers' symposium? The following is the summary of the staff symposium I collected. Welcome to read it!

meeting minutes of the workers' symposium I

Time: 14: 11 ~ 16: 31 on September 28th, 21__ _

Location: Technology Building 114 and 112 and the conference room on the first floor of the exhibition hall

Moderator: _ _ _ _, _ ___

Participants: _ _ Life situation

I. Basic information

In order to fully understand the actual situation of new college students who have been employed for one month and help them complete their role change as soon as possible and grow rapidly, the Youth League Committee of the company organized more than _ _ new college students to have a discussion in three groups to learn more about their work, study and life.

II. Work

1. The teaching work of all departments of the company has been put in place, which has been unanimously affirmed by new employees.

　? I think the company takes the teacher Fu very well, and arranges the work from easy to difficult. In the process of gymnastics, it will tell me what to do. After doing it well, there will be an audit link, and if mistakes are found, they will tell me where they are wrong. ? Many new employees spoke highly of the company's teaching.

It is understood that all departments of the company have appointed fixed tutors to guide new employees. In the process of work, the metropolis finds some carriers for them to learn, such as finding some finished products or samples for guidance and holding centralized training and learning. Generally, the work flow will be pointed out and explained one by one, such as: explaining the work idea, pointing out what data needs to be prepared and which departments are involved, and then asking the students to do it themselves, and then asking for advice when encountering problems. After the whole process, the new employees not only know the relevant personnel of each department, but also know how the whole project is completed and how to analyze and solve problems when encountering them. However, some new employees said that they usually learn as much as the master teaches and do what they arrange. They are not clear about the job description of this position and are confused about the role of this position and personal development.

2. New employees are confused about the terms and abbreviations in the work process.

Many new employees mentioned in the discussion that they are unfamiliar with some business process terms and abbreviations in the course of their work, and do not understand their specific meanings, such as SOR, OTS, DOE, etc.

3. The job is single, and the enthusiasm of new employees is declining.

At present, new employees in technology research and development departments are mainly.

Third, learning

1. New employees agree with the on-the-job training plan

Many new employees are still unclear about what skills they should have at present, and the implementation of the on-the-job training plan will help them to clarify their development direction and improve their business level, which has won unanimous praise from everyone.

2. There is a strong demand for TC system training.

TC system is a completely strange thing for newly recruited college students. All the new employees in the technology R&D department expressed their hope for training in TC system, and many new employees suggested that enterprises should set up their own knowledge database to facilitate everyone to learn relevant knowledge.

3. Job-related internships and career development training are both hot spots.

Many new employees expressed the hope that they could go to the workshop for _ _ _ internship on a voluntary basis to lay a solid professional foundation. There are also new employees who hope that the company can provide some training in career planning to help them take a good job in the future.

IV. Life

Some new employees pointed out that the accommodation conditions of the company were not ideal, some dormitories were not equipped with curtains, the cleaning tools such as mops and brooms were worn out, the garbage in the corridor was not cleaned, etc., especially in dormitory 1, where the environment for bathing was poor, and there was not even a shower nozzle. Some new employees pointed out that the distribution of labor protection articles was not in place, and only one set of work clothes was inconvenient to change and there was no dressing room.

V. Relevant suggestions

1. Strengthen the implementation and tracking of on-the-job training for new employees, and strengthen the on-the-job guidance and care for new employees.

2. Strengthen the training of general tools and sexual knowledge of new employees.

Through this discussion, the Youth League Committee basically understood the work and life of new employees for one month, and listened to their voices. In the future work, the Youth League Committee will actively promote the following work:

1. Continue to pay attention to the work of new employees and encourage and guide them to develop better.

2. better development? Caring for our young people? Work, starting from practical and trivial matters, let young employees feel the care of the youth league organization.

3. Carry out self-inspection and self-management activities in dormitories, improve the accommodation environment, advocate civilized dormitories, and guide young people to strengthen self-management.

Minutes of Staff Symposium II

Time: _ _ _ _ _ _ _ _ _ _ _ _ _ __

Location: _ _ Branch

Participants: relevant personnel of Human Resources Department, employee representative of _ _ _ Branch

Recorder: _ _

Contents:

1. The new building of _ _ branch is located in the suburb of _ _, and there are few buses and taxis, so the traffic is very inconvenient. Employees hope that the company can provide them with a certain monthly transportation subsidy, and whether marketing professionals can properly reimburse a certain proportion of transportation expenses.

2. The problem of employees' work clothes:

Some employees in the business development department of the branch company reported that their work clothes and the work clothes of the account manager were different from those of other employees in the company, which made these employees feel psychologically different from other employees in the company, which would affect their sense of belonging and identity to the group.

3. Welfare policies related to the company:

Employees report that they are not clear about the company's welfare policies. Although some documents have been issued, most employees are still not aware of the policy documents due to the specific conditions of various departments or the nature of employees' work. For example: how can employees enjoy annual leave; How many days does the employee enjoy the wedding leave? How to take maternity leave for female employees? Wait a minute. Another example: the upcoming employee housing subsidy policy, employees hope that the company can be transparent to employees and fully reflect it? Openness, fairness and justice? The principle of.

2. Employee education and training

1. Employee training:

Employees generally report that there are fewer opportunities for overseas training. Most of the overseas training in the company is concentrated on engineering series, but employees think that it has been implemented. Regional management and localized marketing? After the management mode, the branch should strengthen and attach importance to the training and learning of marketing personnel, especially the training of marketing skills and marketing management knowledge. Everyone agrees that communication between brother branches is also necessary.

2. Re-education of employees:

Employees think that the company can provide employees with learning opportunities for re-education. Can the company provide opportunities for employees with outstanding work performance to upgrade their academic qualifications, such as re-education?

Third, the issue of employees' salary

1. The problem of late payment:

The salary of employees is the direct reason that affects employees' work enthusiasm and employees' satisfaction with the company. Employees mentioned the long-standing problem of late payment of wages, hoping that the company can ensure that monthly wages are paid on time.

2. Transparency of salary policy:

Most employees in the company are not clear about the whole salary reform system, especially the post salary reform policy. After the implementation of the new post salary system, whether the weights such as education, length of service and professional title are considered in the formula; How the proportion is divided; Why is there a difference in salary and treatment for the same position, and so on? What do employees want the company to do? Fair, open and just? The principle of transparency to employees.

For the current monthly salary assessment, employees want the department manager to be transparent about the assessment scores and salary assessment.

IV. Employee expense reimbursement

Employees report that there are many expense reimbursement processes and a long time; It is difficult for employees to reimburse telephone calls, and the comprehensive management of the department has to pay all the money in advance every time it reimburses the telephone calls of employees in the department, and the reimbursement process is complicated.

in addition, the financial staff of the branch company reported financial stress, which also made it difficult to reimburse employees' expenses.

V. Employee Suggestions

1. Employees reported that the questionnaire method of employee satisfaction survey in the early stage was very good, but the final employee rationalization proposal only reflected the name and topic of the winner. Can you disclose the details of the rationalization proposal of the award-winning employee to the employees?

2. Can the staff suggest that the new building in _ _ branch be opened for everyone? Basketball court? 、? Table tennis room? 、? Books, right And other venues.

3. Employees suggest that people from all departments in the region can take a walk in the branch more often, communicate with you more, and understand employees' voices.

Minutes of Staff Symposium III

At 8: 37 am on August 5th? At 11: 16, the raw material branch and power generation branch of Lingang organized a staff forum in their respective conference rooms. Li Jingmin, general manager of Fengbao Company, and Li Rongjiang, vice minister of enterprise management department attended the meeting. At the meeting, Li Jingmin, the general manager of the company, expounded the reorganization significance, reorganization choice, corporate culture and welfare treatment that employees are concerned about, and answered questions from employees present with Minister Li of the Enterprise Management Department.

at the meeting, Li Jingmin, the general manager of Fengbao Company, explained the intention of the discussion, and emphatically expounded the issues that employees are concerned about after the reorganization of the enterprise from four aspects.

first, the practical significance and thinking of joint reorganization of Lingang and Fengbao Company.

The current iron and steel situation in China seems to be overcapacity, but in fact it is fierce competition, and the fundamental problem that restricts the development of enterprises is the competitiveness of enterprises. At present, the main gap between the competitiveness of large state-owned iron and steel enterprises and private iron and steel enterprises lies in raw material procurement, management cost, enterprise scale, supporting facilities and equipment level. For Lingang and Fengbao, it is the general trend and historical necessity to seek complementary advantages, joint reorganization and common development. Today, Lingang is reorganized by Fengbao Company, and Fengbao Company may be reorganized by other companies tomorrow. We should take whether the enterprise can develop and whether the employees can benefit as the standard to measure the joint reorganization of enterprises. The merger and reorganization of Lingang and Fengbao is a major event that has caused widespread shock in Linzhou, Anyang and even Henan Province. The practical significance after the reorganization is as follows:

1. After the new No.2 boiler is put into operation, Fengbao Company will have a production capacity of 1.6 million tons of iron and 2 million tons of steel, and with the existing production capacity of 511,111 tons of pig iron in Lingang, the annual output of pig iron will reach 2 million tons. After the expansion and transformation of Fengbao Company, after the two blast furnaces planned by the state for Lingang are put into operation, the pig iron production capacity will reach 3 million tons, and the enterprise scale will also reach the bottom line of iron and steel enterprises supported by national policies and finance.

2. Enjoy resources and complement each other. Fengbao Company has an enterprise mechanism that meets the market requirements, a basically complete industrial chain, and a strong development momentum. Lingang Company has an infrastructure formed after 41 years of development, and has a certain technical literacy and a staff that loves the enterprise. For example, the special line of Lingang will increase the scale of transporting 211,111 tons of iron from the past to 2 million tons, which will increase the efficiency by 11 times and greatly reduce the cost.

3. The general idea of restructuring Lingang:

1) Highlight the main business. Focusing on the industrial chain of mining, mineral processing, sintering and ironmaking, we should really do a good job in the main business, try our best to mobilize employees' enthusiasm for production through policies, let employees get rid of the shackles of the old system, and gradually improve their welfare benefits, so that employees can do things if they want to do them.

2) business restructuring. For overlapping businesses, counterpart departments should be merged and used well. Two brands, one team? , improve the efficiency of resource allocation.

　3)? Full acceptance? . The main business personnel are working in their original posts, and new projects such as the company's new 2# furnace and new steel mill can also be accepted;

　4)、? Fixed posts, fixed personnel, fixed personnel? According to the unified salary structure and distribution mode, the company will implement the fixed posts, fixed personnel and fixed personnel as soon as possible in view of the existing production and operation situation of each branch of Lingang.

Second, the restructuring of Lingang is facing the right choice

After careful combing, there are nothing more than five results: first, Lingang was acquired by a large state-owned enterprise, which is the ideal choice that Lingang employees most want to see, but in fact, it failed after repeated consultations by the provincial government; Second, the worst outcome, shutdown, complete paralysis, the rights and interests of workers will not be guaranteed; Third, the middle is the best choice, and the powerful enterprises sincerely cooperate with Lingang to solve the problems left over by the history of employees, thus helping enterprises get rid of the predicament and benefit from it; Fourth, the middle choice, the enterprises engaged in capital operation cooperate with Lingang, and then abandon the enterprises after obtaining benefits; Fifth, the middle and inferior choice, the enterprises unable to solve the problem of Lin Gang cooperate with Lin Gang, and the enterprises are in trouble again after several years.

think calmly about the above five options. objectively speaking, Fengbao's joint restructuring of Lingang should be the best choice in the middle. Fengbao Company has the strength and ability to solve the problem of employees and start the production of Lingang. At present, at the beginning of the joint reorganization, we are required to look at it rationally, go into battle lightly, work together, seize the immediate opportunity, get rid of the disadvantages of the past and seek development.

III. Comparison of corporate cultures between Lingang and Fengbao

Corporate culture is the mindset and behavior habits formed in the development process of an enterprise, which is related to the foundation laid at the beginning of the enterprise. Corporate culture also depends on leadership. If the enterprise aims at making money, it will aim at maximizing benefits. If employees are the foundation, enterprises will take the protection of employees' rights and interests as the foundation; If leaders like to listen to small reports, enterprises will gradually form a bad atmosphere; If the enterprise can reward the diligent and punish the lazy, the employees of the enterprise will continue to innovate and improve the production efficiency; This reflects the leading role of corporate culture in the development of enterprises.

Lingang has a standardized protection of workers' rights and interests, which has a strong cohesion, and some enterprises are unable to undertake workers' welfare, which has caused complaints from workers. There is also a bloated organization formed in the past 41 years, and the work is wrangling, and the work is doing well and doing badly. Fengbao Company is developed on the basis of township enterprises and state-owned enterprises. Although the foundation of the enterprise is relatively weak at the beginning of its development, the enterprise has formed the entrepreneurial spirit of striving hard, the development spirit of being brave in innovation and striving for the first class, and the team spirit of unity and struggle in the process of its development from small to large. There are still many imperfections. However, with the expansion of scale, all aspects of enterprise construction are gradually standardized. In the process of development, enterprises have realized that employees are the most precious wealth of enterprises and the main body of enterprise development. Fengbao company upholds? Develop enterprises, enrich employees and repay society? Purpose: First of all, without enterprise development, there will be nothing. Failure to solve the problem of employee treatment in development will affect development. The fruits of development will benefit all employees and will naturally create wealth for society. Fengbao pays more than 111 million yuan in taxes every year and employs more than 3,111 people, making great contributions to society. At present, the post