What is the post responsibility system?

Principle of post responsibility system

Implementation of post responsibility system

Problems and countermeasures of post responsibility system

How to directly implement the responsibility to the post?

The construction of post responsibility system should be "real"

Post responsibility system of foreign-funded enterprises

Edit this paragraph What is the post responsibility system?

The post responsibility system refers to a system that clearly defines the responsibilities and authority of each office post according to the work nature and business characteristics of each office post, and conducts assessment, rewards and punishments according to the prescribed work standards. The implementation of post responsibility system is conducive to the scientific and institutionalized office work. To establish and improve the post responsibility system, we must first clarify the tasks and staffing, and then it is possible to set posts by tasks, posts and people by responsibilities, so as to achieve the goal of everyone's responsibility, change the situation that some people have nothing to do and no one can do it, and avoid the uneven phenomenon of bitterness and happiness.

Edit the principle of post responsibility system in this paragraph.

The implementation of post responsibility system must emphasize the following principles. (1) Adhere to the principle of unity with posts. According to the different talents and specialties of office staff, the corresponding posts are assigned. The office is composed of several people and different posts, and each member's personal quality sometimes varies greatly, so various factors need to be fully considered. In the actual work needs, adjust personnel, do what you can, and make the best use of people to make the work of each position fruitful. (2) the principle of the unity of obligations and rights. Obligation, responsibility, power and interest are four indispensable factors in every job. Responsibility goes to people, power must go to people, and it must be closely linked with actual interests, reflecting the principle of distribution. Without the responsibility of power, it is difficult to achieve work results; Power without responsibility will lead to the abuse of power. Therefore, to establish a post responsibility system, every member of the office must have a clear position, power and corresponding interests. (3) The principle of consistency between assessment and rewards and punishments. The establishment of post responsibility system provides a basic basis for the assessment of office staff, and the assessment must be the basic basis for rewards and punishments, so as to make the two consistent, reward and punishment clear, and the post responsibility system can play a role in encouraging the advanced, encouraging the backward and improving work efficiency. This post responsibility system can really play a role.

Edit the implementation of post responsibility system in this paragraph.

A management system that clearly defines the functions and responsibilities of each work and strictly implements them. It requires that the work content, quantity and quality of each post, as well as the responsibilities to be undertaken, be clear, so as to ensure that all business activities can be carried out in an orderly manner. Leading cadres, technicians, managers and workers all have a post responsibility system. First, in order to improve management efficiency, enhance the integrity of public management and public services, adhere to administration according to law, establish and improve the post responsibility system, standardize work behavior and work procedures, and give full play to the basic functions and operational functions of organs (units). Two, the implementation of the post responsibility system should adhere to the principle of setting up posts according to things, commensurate responsibilities, consistent responsibilities, clear responsibilities, clear tasks, clear requirements and easy assessment. Three, the main content of the post responsibility system is to clearly define the overall responsibilities of organs (units), work content, quantity, quality and completion procedures, standards and time limit, the rights and responsibilities of various departments and posts. (a) the overall functions of this organ (unit); (two) the main responsibilities of the internal department; (3) The setting of specific posts and their responsibilities; (4) Specific post responsibilities. Four, the implementation of post responsibility system should be combined with work responsibility system. Put the post responsibility into the specific work target responsibility to ensure the practical implementation of the post responsibility system. Five, the post responsibility should be publicized in accordance with the provisions, and consciously accept the supervision of the people. Six, the performance of the post responsibility system should be included in the content of effectiveness evaluation, and constantly strengthen the sense of responsibility of departments and posts, and improve the consciousness of administration according to law.

Problems and countermeasures of post responsibility system in editing this paragraph

In China, most enterprises have now implemented the post responsibility system. In many enterprises, you can consult the thick job responsibility manual, which contains the departmental functions of each department and the job responsibilities of each position, and is written in a very detailed and systematic way. The implementation of post responsibility system should be a management improvement for enterprises, but in reality, in most enterprises, the post responsibility manual is just a set of formal documents, which has not been seriously implemented. No one regulates their work according to the content of their job responsibilities, let alone evaluates their performance on a real basis. The root of the problem Every enterprise has different reasons for this kind of problem. To sum up, we can sum up the following fundamental reasons; 1, without job analysis, some enterprises have never conducted job analysis. The contents in the Job Responsibility Manual are copied from the job responsibilities of other enterprises, and some may make some modifications, but most of these modifications are based on the subjective wishes of managers. This hasty approach will certainly not lead to the post responsibilities that are in line with the actual situation of the enterprise. 2. The job analysis has not been updated. Some enterprises have also done job analysis, but "one draft is for life", and the enterprise has not re-analyzed the job and revised the job responsibilities according to the changes of the enterprise, which leads to the inconsistency between the job responsibilities and the actual work. Of course, job responsibilities will not play its role. 3. Lack of serious work attitude Some enterprises may be full of enthusiasm at first when conducting job analysis, but due to the tedious work and huge quantity, they gradually lose their serious attitude towards job analysis. In this way, the job analysis becomes formalized, which does not reflect the real information of the job content and does not meet the actual job description and job qualification requirements. 4. Lack of certain skills and experience. Job analysis is not a simple transactional job. It requires the position analyst to have certain professional quality and professional background. At present, it is not only work enthusiasm that can be done well. At present, the description of existing job responsibilities by enterprises in China is not very high. For example, some job responsibilities only have job content and no job responsibilities. 5. Lack of job qualifications requires that the use of job responsibilities only includes the contents of job descriptions. Another important content in job analysis, job qualification requirements, has not been reflected, let alone used. If the personnel on the post do not have the post qualifications, it is conceivable that no matter how accurate the job responsibilities and the best management system are, they are meaningless. Lack of effective use of job qualifications is a very common problem. Specific countermeasures 1. Seriously analyze the work. Enterprises that have not conducted job analysis should carefully analyze their work and get information and performance documents that are really useful to the enterprise. The methods and steps of job analysis must be selected according to the actual situation of the enterprise. Job analysts should also have a deeper understanding of job analysis. Make the results of job analysis really useful to enterprises. 2. Revise in time When the information related to the enterprise position changes, it is necessary to carry out relevant job analysis and revise the changed content again. Thus, the post responsibility can adapt to the needs of enterprise human resource management at any time, and the post responsibility system can be seriously implemented. It is best to establish a post responsibility audit system, and sort out all the post responsibilities in use once every quarter or half a year, so as to find problems and deal with them in time. 3. Unifying posts, rights, responsibilities and benefits A common problem in the post responsibilities of most enterprises is that posts, rights, responsibilities and benefits are not effectively unified. Position is the content of work, right is the right to complete the work, responsibility is the responsibility that should be borne in the position, and interest is the income that should be obtained from completing the work. The unity of responsibility, power, responsibility and benefit is to unify the work content with the rights, responsibilities and interests of employees. Where there is a job, there are corresponding rights and responsibilities, and the quality of work is linked to rewards and punishments. 4. Human resource inventory refers to a thorough investigation of all employees in the enterprise to clearly understand the quality and ability of employees. According to the results of human resources inventory and referring to the post qualification documents, employees who do not meet the post qualification requirements will be transferred or trained. Finally, every employee of the enterprise can be competent for his post.

How to edit this paragraph to directly implement the responsibility to the post?

The best way to eliminate inefficient management, buck passing and responsibility vacuum is to decompose all responsibilities into posts at one time. This is also the only choice to achieve "everyone has something to do, and everything is managed by someone". The traditional management method of assigning responsibilities to departments first, and then being independently assigned or temporarily arranged by department heads must be abandoned. Traditional management thinking must be changed! Of course, quite a few people in China find it hard to change this view. Because China is a nation deeply influenced by farming culture, farming culture and farming methods are deeply imprinted in the nerves of China people and rooted in the bone marrow. I remember that before the reform and opening up, I was still in middle school, and when I joined the production team in winter and summer vacations, the traditional way of dispatching workers was still clearly in my memory. Members don't know what to do today before going to work. They assembled and waited for the captain to send workers before they knew the work arrangement for the day. Because members don't know the production tasks of the day in advance, they can't make any work preparations, so it is reasonable to have low work efficiency. In the state-owned enterprises during the big pot period, employees did not have a clear division of labor, and the inefficiency naturally did not change. In the early days of private enterprises, one person has more posts and more functions, and the efficiency has been significantly improved. However, after the expansion of its scale, the disadvantages of this extensive management without a clear division of labor are increasingly apparent. On the surface, everyone should be responsible for the work, but in fact, due to the unequal rights and responsibilities, many mistakes have been made, no one dares to be responsible or willing to be responsible, and inefficiency is also spreading in the growing private enterprises. Everyone is trying to change the situation that no one is responsible for the enterprise, emphasizing the division of powers and responsibilities and clear responsibilities. Unfortunately, either I misread the scripture, or I am biased, or I am afraid of being responsible. I don't know who created a "departmental responsibility". All responsibilities are divided into departments. It seems that the responsibility is clear, but in fact the responsibility is suspended. Departmental responsibility has become an excuse for prevarication and a safe haven for evading responsibility. Departmental responsibility makes everyone responsible, and everyone is not responsible! China people have always opposed spoon-feeding, and China people have understood the truth that "three monks have no water to drink" since ancient times, but the departmental responsibility is just the opposite. Departmental responsibility allows cramming temporarily, and departmental responsibility allows "three monks to carry water". I don't know whether this is the embodiment of China's wisdom or a great mockery of tradition. If we don't delete "departmental responsibilities" from the management dictionary, we will always be bound by wrong ideas. If the job responsibilities can't be implemented in every specific post and left hanging in the air, then it will always be empty talk to clarify the responsibilities and responsibilities. If you want to improve the efficiency of enterprise management, please put your job responsibilities directly on your post. If your employees can change their management concepts and ways of thinking, then no matter what kind of work is in front of them, everyone will think of the responsible position first, not the responsible department. I believe your company will greatly reduce the time of prevarication and communication.

The construction of post responsibility system in editing this paragraph should be "seeking truth from facts"

The key to the construction of post responsibility system lies in the implementation of responsibility, the unity of responsibility and rights, and the improvement of execution. To give full play to the role of post-examination, we must take measures to promote implementation, think about ideas and grasp implementation. Implement with the orientation of seeking truth and being pragmatic. Through the "three in place", comprehensively promote the construction of post responsibility system. First, the responsibilities are put in place, the knowledge required for each position is compiled, the daily work flow of each position is formulated, and the annual target assessment responsibility form is signed step by step from the company organ to the grassroots warehouse station, forming a vertical and horizontal responsibility chain; Second, the post-inspection activities were carried out in place. Give full play to the important role of post-inspection in consolidating the basic work at the grassroots level and building a long-term development mechanism for enterprises. Combined with the work of the center, the post-event inspection will be integrated into the production and service operation, and it will run through the whole process of enterprise management, so that everything will be managed, everyone will be responsible, and there will be standards and inspections; The third is to urge the implementation of rectification. Dig deep into the root of the problem, clarify the responsibility, resolutely put an end to the phenomenon of "rushing headlong into action before the inspection, being nervous for a while during the inspection, and quickly returning to the original state after the inspection", strictly supervise the problem rectification with iron discipline and iron wrist, put an end to or reduce the emergence of problems with iron determination, and realize the "spiral rise" of management level. Carry out publicity to ensure implementation. Through continuous and in-depth publicity activities such as opening columns, writing briefings and making billboards, we will guide all cadres and workers to distinguish the difference between "on-the-job inspection" and "on-the-job construction", abandon utilitarian ideas, work hard on the construction of post responsibility system, and work hard at ordinary times to serve the production and operation of enterprises; Through extensive educational activities on the theme of "I am responsible for my post, and I am assured of your post", we will strengthen the sense of post responsibility of cadres and employees, earnestly enhance their sense of responsibility and mission, and guide them to do their jobs in a down-to-earth manner; By continuously carrying out the activity of "Solicitation of Rationalization Suggestions for Post Inspection", we will organize seminars on the construction of post responsibility system at all levels, such as employee seminars, manager seminars and warehouse station leaders' seminars, so as to stimulate the enthusiasm of all employees to participate in enterprise management based on their own duties and gradually make post inspection an organic part of enterprise culture. Promote implementation by building a platform. Innovate the "training-examination" assessment method, introduce a competition mechanism, organize and carry out competition activities such as basic business knowledge, gas station manager skills, account book assessment, non-oil sales experts, refueling experts, cashier skills, etc. around the production and operation of enterprises, and include positions in warehouses and stations into the competition team, and all kinds of business skills into the competition content. Adhere to the principle of uninterrupted long-term competition and innovative activities, and carry out competitions in timely, suitable situations, suitable people, suitable places and suitable things. Winners will receive both material and spiritual rewards, and at the same time, make-up exam procedures will be added. For the players who fall behind in the competition, they will be urged to study through hard make-up exams and moderate punishment for those who fail to pass the make-up exams, so as to build a broad platform for employees to improve their job skills and strengthen their sense of responsibility. Strengthen implementation through typical tree selection. Pay attention to discovering, cultivating and summarizing typical experiences and work highlights in daily work, guide and promote work with typical examples, and constantly improve and deepen typical experiences through practice to enhance their pertinence, operability and guidance; Carry out typical tree selection activities at the warehouse and station level, select teams and individuals with strong post awareness, strong performance, excellent work performance and good evaluation by the masses, and tap the typical ones around employees. At the beginning of the work, the conditions, procedures and methods of selection will be announced, so that grassroots employees can be closer to the advanced and strive to be the benchmark; Make full use of deeds reports, reports, symposiums and other forms to publicize models, extensively carry out the activities of "learning from models, striving for models, and being models", and carry out in-depth benchmarking management, so that employees can be motivated, learn with direction, and catch up with goals.

Edit the post responsibility system of foreign-funded enterprises in this paragraph.

As the most competitive enterprise in Chinese mainland at present, foreign-funded enterprises are also the first to define the post responsibilities of employees. They usually construct the post responsibility system of employees from the following aspects: 1. Clear and effective job description; 2. Complete the position of job responsibilities; 3. Systematic employee capacity development system; 4. Effective and timely employee incentive plan; 5. Clear post cost budget; Accurate post evaluation system of intransitive verbs