Business Operation Research Report

As individuals improve, more and more people will go for reports, and different kinds of reports serve different purposes. So how is the general report written? The following is my carefully organized business operation research report, welcome to learn and reference, I hope it will help you.

Enterprise Operation Research Report 1

State-owned and state-controlled enterprises are the pillars of China's national economy. With the further development of the national economy and the deepening of the reform of state-owned enterprises, state-owned enterprises have been strengthened in the realization of scientific and standardized management, but there are some problems in the operation and management of the link can not be ignored.

I. Problems in the operation and management of state-owned enterprises

(a) Salary management: "egalitarianism" and "eat pot rice" phenomenon still exists in state-owned enterprises. The phenomenon of "egalitarianism" and "big rice" still exists in state-owned enterprises. On the one hand, there is a lack of quantitative basis for the difference in the labor of employees and flexible pay adjustment mechanism, on the other hand, not formed and established a perfect job differences, skill levels and actual contribution of the combination of variables assessment system. The phenomenon of "egalitarianism" to a certain extent frustrates the enthusiasm of employees, and is not easy to revitalize the vitality and vigor of the development of enterprises.

(ii) Expense management: Some state-owned enterprises lack strict control and supervision of expense reimbursement. The scope and standard of payment of operating expenses are not strictly implemented in accordance with the system, the payment of over-limit is more common, coupled with the financial staff of the reimbursement documents are not strict audit, there is the problem of non-compliance invoices into the accounts. Lax control of expenses, not only to make state-owned enterprises to maintain a high level of operating costs, but also on the enterprise operating costs constitute the real, the legitimacy of a greater impact, so that the operating profit of state-owned capital is eroded and shrinkage.

(C) procurement, maintenance, engineering and construction management: state-owned enterprises in the business activities of material procurement, equipment maintenance is relatively more, plant office building construction and production line technology transformation and other construction projects investment occurs. However, some state-owned enterprises have failed to implement public bidding in strict accordance with the law for construction projects above the limit standard that should be subject to bidding. Some enterprises have not fully introduced the competition mechanism, avoiding the public bidding activities, their own negotiations with the supplier or the construction party, the lack of construction investment activities from top to bottom, from inside to outside the supervision, there is an increase in the risk of business costs, but also very easy to create a breeding ground for corrupt behavior.

Suggestions for strengthening the management of enterprises

(a) Improve the salary distribution mechanism. According to the state-owned enterprise's own situation and characteristics, to develop a reasonable salary distribution method. With the principle of distribution according to labor as the core, establish a fair and perfect salary distribution system and performance reward system. This can not only improve the enthusiasm of old employees, but also increase the pressure of new employees, which is conducive to the improvement of the overall quality of state-owned enterprise employees.

(b) Improve the internal management and supervision mechanism. First of all, the financial personnel position settings, should do horizontal and vertical mutual checks and balances, mutual supervision, to prevent the occurrence of errors, preventive measures; Secondly, the financial personnel should improve their own quality, as a good "gatekeeper" role, non-compliance with the invoices of the untrue resolutely boycott, so that the enterprise's economic activities through the financial data presented in the accounting data integrity. The last, the internal auditor should actively participate in the whole process of supervision of the unit's economic activities, improve the audit methodology, improve audit efficiency, and give full play to the positive role of internal audit in strengthening enterprise management, reducing enterprise costs, and improving the efficiency of the enterprise.

(3) Strict implementation of laws and regulations. Material and equipment procurement and construction investment activities is an important part of the operation and management of state-owned enterprises, but also the focus of the management of state-owned assets and corporate employees. According to the provisions of the Law of the People's Republic of China on Bidding and Tendering, public bidding and tendering is required for projects that are wholly or partially procured or constructed with state-owned funds above the prescribed limit. The strict implementation of the bidding regulations by state-owned enterprises is conducive to fair participation in competition by bidding enterprises, improving production processes and optimizing business strategies; it is conducive to cost reduction, quality assurance and efficiency enhancement by bidding enterprises; and it is conducive to participation in supervision by all interested parties and members of the public, and the prevention of corruption.

Business Research Report 2

I. Analysis of the current situation of the construction of business management personnel:

In recent years, the county's industrial economy has been a fast-growing trend, with the conscientious implementation of the "opening up of the county, the county of industry, the county of Huiminqiang," the three main strategies And five key tasks, the realization of the steady development of the private economy, the county's business management talent team is also gradually developing and growing, emerging from a number of outstanding enterprises and a number of outstanding entrepreneurial groups. On the whole, the construction work of small and medium-sized enterprise management talent team in the county has initially had the following characteristics: First, the confidence of enterprise business managers has been significantly strengthened. Secondly, the introduction and training of enterprise management talents has been strengthened. Thirdly, the political and social status of entrepreneurs has been improving, and the government and society have increased their support for entrepreneurs. Fourthly, the environment for entrepreneurs to grow and start business is improving. The main practices are:

1, unified ideological understanding, grasp the direction of talent work.

Since the CPC Central Committee put forward four respect for the policy and the principle of party-managed talent, the county party committee, the county government talent work to an important strategic position in the construction of enterprise talent team to strive to achieve two transformations: one is to change the talent work is a matter of business for the county party committee, the government and the business of the **** with the matter. Realized the ideological emancipation, deepening of understanding, firmly set up with the times, enlightened and open to the scientific concept of talent, the formation of talent to support the development of development, development of breeding talent, talent quality to determine the level of development, talent advantage to win the competitive advantage of the *** knowledge, and established a grasp of talent is to grasp the development of the new concept. Second, the county party committee, the government's general call for real work. Give full play to the county party committee, the government's ability to take charge of the overall situation, the coordination of all parties and advantages, from a practical point of view, and strive to integrate the strengths of all parties in society, and actively mobilize all the favorable factors, so that the work of talent in the efficiency and quality of a new improvement.

2, the development of preferential policies to incentivize entrepreneurial talent.

To realize the county's new economic leap, the main body is the enterprise, the key is talent, and business management personnel team in the talent strategy in the first place. To this end, the county party committee, the county government continue to strengthen the enterprise talent work, in talent policy, mechanism and service level to do some useful exploration and innovation, the introduction of enterprise talent, training and use of some provisions. It also encourages and guides professional and technical personnel and managers of institutions and organizations to build their careers in enterprises, and can also use their spare time to provide services for enterprises, and participate in the distribution of revenues and other factors of production such as scientific research results, technology patents and intellectual property rights.

3, the establishment of exchange platforms, building talent service bridge.

"The party manages the talent" requires us to change the management of talent for the service talent, for this reason, we actively change the concept, and strive to solve the practical difficulties of work, study and life for the talent, set up a bridge between the county party committee, the government and the enterprise talent dialog between the establishment of a sound platform for the mutual exchange of talent between enterprises, seminars and communication. First, the establishment of the county leadership package of key enterprises system. Regularly to the linked enterprises to research or listen to work reports, to assist enterprises to strengthen production and management, improve the overall quality of enterprises, to help formulate the production and management strategies and development plans for enterprises to solve problems, etc.. Second, the use of the County Enterprise Bureau of open recruitment and other forms to expand the promotion of talent, information space, to employers and applicants to provide opportunities for exchange and cooperation, and do a good job of intermediary services.

4, strengthen learning and training to improve the quality of enterprise talent.

Continuously increase the existing business management personnel training efforts. County Enterprise Bureau introduced a training program, one is to participate in various types of learning and training. County Enterprise Bureau to organize part of the personnel to participate in the county's small and medium-sized enterprise quality management training courses, enterprise safety technical specification training courses. The second is to start into the enterprise lecture law activities, invited senior experts and professors to the rich academic lectures, so that they accept the economy, law and business management and other aspects of knowledge. At the same time, the enterprises have also strengthened the various types of training for the unit's talents, some enterprises actively set up a training system, the establishment of the enterprise school, the "effect of the month", "learning week" as a carrier to carry out reading activities, in order to further improve the quality of the talents in all aspects.

Second, the main problems of business management personnel team:

Business management personnel team in the total amount, structure and quality, although there have been some improvements. However, in the implementation of the economic and project-driven strategy of the county's background, the county's business management personnel can not fully adapt to the needs of rapid economic development. Mainly manifested in:

In the survey of more than 5 million output value of the enterprise, of which less than xx years of college education above the demand for talent, some enterprises on the demand for talent has been a strong sense of awareness, and gradually strong. From the research situation, the demand at the academic level is mainly to college, undergraduate mainly, professional demand is mainly concentrated in business management, product development and design and so on. In recent years, the demand for talent in the enterprise basically relies on the original personnel, the introduction of talent and re-training less.

Three, enterprise management personnel team building countermeasures and recommendations:

Currently, the county enterprise talent work is facing the administrative region competition, the competition of comprehensive economic strength, as well as the competition of the policy advantage, to rise in the competition, in the competition to gain advantage, the external factors affecting the development of its internal causes must promote each other, mutual Coordination, that is to say, the government and enterprises must give full play to their respective functional roles, assume their respective obligations and responsibilities, and have positive action.

From the government level:

1. Strengthen the leadership of the construction of business management personnel.

To y realize that human resources are the most valuable resources, talent awareness is the first consciousness of leading cadres, deepen the understanding of the meaning of talent, establish a comprehensive scientific concept of talent, adhere to the character, knowledge, ability and performance as the main standard of measurement of talent, and strive to improve a variety of benefits for talent, the introduction of a number of more flexible and preferential policies for talent, in terms of welfare, treatment, spiritual rewards, etc. to make clear provisions to attract talent. In the welfare, treatment, spiritual rewards, etc. to make clear provisions to attract talent.

2, to promote the healthy development of business management personnel.

Continuously improve the level of service, build a good environment to lay a good foundation for the development of talent. The establishment of enterprise management talent intermediary service organizations, for enterprise talent exchange and communication and coordination to provide a platform. Accelerate the pace of information technology construction of talent management, vigorously develop online talent exchange business, and promote the rational flow of talent, to be divided into categories to establish enterprise talent information base and expert information base, to help them establish links with key institutions at home and abroad.

3, to strengthen the construction of business management personnel.

Government departments, especially the talent personnel work related departments, in the new situation, should actively play their own functions, the development of enterprise talent resources as talent personnel work for the economic construction of the focus and breakthroughs, to guide the enterprise to improve the talent work mechanism, to help enterprises to do a good job of attracting, nurturing, using talent in the three aspects of the work, in order to achieve greater results in the work of the enterprise talent.

From the enterprise level:

1, change the mindset, improve the enterprise talent power.

Business operators to emancipate the mind, establish "talent is wealth, talent is efficiency, talent is competitiveness, talent is the development of the backbone" of the concept of unconstrained selection of talent, and as far as possible to the talent to create space for activities and entrepreneurial space, so that the talent to feel that they have a position in the enterprise, there are opportunities The company has a lot of people who are interested in the company and have a better future.

2, the construction of corporate culture, optimize the enterprise talent environment.

Enterprises can attract a group of management personnel because of high wages and flexible, but the social nature of human beings determines that people's needs are hierarchical, when the problem of survival is solved, the talent will have a higher level of need: the need to be respected, the need to realize their own value, and the hope that there is a harmonious interpersonal relationship and work environment. This requires enterprises to face the disadvantages of the competition for talent, focus on shaping the corporate culture, through the improvement of corporate culture, improve corporate image, complete the enterprise system, enterprise management from traditional to modern transition, improve the status of talent, improve the working and living environment of talent.

3, strengthen learning and training to improve the quality of existing talent.

Enterprises should increase the training and investment in talent, organize and carry out the construction of learning enterprises, learning talent activities, and effectively strengthen the continuing education of various types of talent. Conditional enterprises can establish talent resources development and management organizations, and domestic schools to establish their own training institute, the talent resources as talent capital to develop and operate from the management consciousness and strategic vision to the training of talent. Talent education and training programs into the unit's development plan, improve the talent education and training system, the establishment of enterprise training funds to ensure that the system, according to the proportion of annual sales into the enterprise training. The implementation of the "service period system", enterprises and training objects signed a training contract agreement, clearly stipulated that the enterprise training of talents, there should be a number of years of service, so that enterprises have a real power in the input.

4, improve the working mechanism, improve business management ability.

First, the establishment of a new talent selection and utilization mechanism. For an enterprise, talent, especially management talent plays a decisive role in the enterprise, in the market economic system, the enterprise should explore the establishment of a new mechanism to adapt to the requirements of the modern enterprise system of selection and employment, breaking through the family management mode, to take the open recruitment for the community, the enterprise internal democratic election, competition, and the direct appointment (appointment) of the `methods, multi-channels of selection of high-quality business managers. The second is to establish a scientific talent introduction, competition, and appointment system. Second, the establishment of scientific talent introduction, flow mechanism. In view of the county talent attraction channels are not smooth, information is not flexible, the mechanism is not living and other issues, enterprises should actively use various means to establish a "not for all, but for the use of" the concept of talent, through part-time, long-term employment, short-term service, consulting consultants in a variety of forms to hire a number of high-level management personnel, joint colleges and universities, scientific and technological research institutions, part-time to establish enterprises, part-time to establish enterprises, scientific and technological personnel, and part-time to establish enterprises. The scientific and technological personnel of universities, colleges and research institutes to set up part-time enterprises, part-time high-tech transformation work. Third, the establishment of fair talent evaluation and distribution mechanism. To establish and improve the fair and reasonable talent evaluation mechanism, to build business performance as the core of the multi-distribution system, and actively explore the annual salary system, equity system, technology and management factors such as human shares of a variety of distribution systems and the implementation of technology, knowledge, management, information, assets and factors of production to participate in the distribution of methods and approaches, so that the value of talent in the distribution of income to be fully embodied.

Business Research Report 3

xxx Bureau of Industry and Information Technology in accordance with the requirements of the "comprehensive research on the county's talent work and other two work implementation program", set up by the deputy secretary, deputy director of xxx responsible for the research topic group. Developed a research work implementation program to determine the content, methods and time schedule of the research. From mid-August to the end of September, the use of a month and a half to carry out research work.

First, the research work carried out

(a) the scope of the research and methodology

The research is mainly to the county-owned industrial enterprises above designated size, in the survey of 23 enterprises above designated size. Among them, 3 households in the forest products processing industry, 3 households in the energy industry, 4 households in the mining industry, 7 households in the green food industry, 1 household in the pharmaceutical processing industry, 1 household in the building materials industry, 4 households in other industries.

The research mainly took the questionnaire survey, the existing business management personnel statistical questionnaire and in the same industry to select 1-2 representative enterprises to hold a symposium way. *** 23 questionnaires were distributed, and the enterprises selected in each industry to hold symposiums are: forest products processing industry: xxx Co., Ltd; energy industry: xxx Co., Ltd; mining industry: xxx Co., Ltd; green food industry: xxx Co., Ltd; pharmaceutical processing industry: xxx Co., Ltd; building materials industry: xxx Co., Ltd; other industries: xxx Co., Ltd, and ** *7 households.

(2) the main content of the research

1, the basic situation of the construction of business management personnel team (number, structure, characteristics, distribution, etc.) and overall evaluation.

2, the main practices and basic experience in the construction of business management personnel.

3, the inadequacy of the construction of business management personnel team, problems and causes.

4, the medium and long term strategic tasks, main objectives, work initiatives and work recommendations for the construction of enterprise management talent team.

5, advanced typical cases of enterprise management talent team construction.

6, enterprise management personnel in some of the outstanding talents of the brief situation (the main performance, representative results).

According to the scope and methodology determined above, through nearly a month of mapping survey, basically grasp the current situation of the enterprise in the construction of the talent team, the existing problems and future comments and suggestions.

Second, the enterprise's current talent situation

Through the 23 enterprises above the size of the management personnel survey, the basic mapping of the current situation of business management personnel.

At present, 23 county-owned enterprises above designated size **** there are 342 people in business management, technical personnel (including workshop technicians).

In terms of education: 81 of them below junior college, accounting for 23.68%; 116 junior college, accounting for 33.92%; 132 undergraduates, accounting for 38.59%; 13 above the university, accounting for 3.9%.

In terms of titles: the number of people with titles is only 191, accounting for 55.84% of the business management personnel. Among them, 87 people have junior titles, accounting for 45.55%; 69 people have intermediate titles, accounting for 36.13%; 35 people have senior titles, accounting for 18.32%.

In terms of professional counterparts: only 41 people, or 11.99%, have academic qualifications that are compatible with the industry in which they are engaged. Other people are through the current position, after the late learning and practice accumulation gradually engaged in the current position, no systematic learning to improve.

Three, the current enterprise management personnel team construction problems

First of all, the current enterprise resource-based and labor-intensive enterprise characteristics still exist, more primary processing products, less intensive processing products, high value-added, high-tech products, the proportion of the proportion of high technology content products is low, the current demand for high-tech personnel is not large.

Secondly, due to the enterprise management team to apply advanced modern management system awareness is not high, to receive senior management personnel, and provide them with good working and living conditions of enthusiasm is not high.

Third, due to the inherent inadequacy of the enterprise's financial resources and related environments, and also because of the need to receive high-tech, high-ability talents to provide a good environment in terms of salary, living conditions, and space for development, the enterprise has the will to receive, but also to meet the conditions of high-tech talents.

Fourth, some enterprises are subsidiaries of the head office, the right to mobilize manpower in the headquarters, the enterprise also exists in the "wait, rely on, want" negative mentality.

Fourth, the demand for business management personnel

Most enterprises have a demand for high-tech talent desire. Due to the enterprise in the high-tech talent is not much, not fine, resulting in the level of enterprise management, enterprise production technology is backward, product competitiveness is not strong, the spirit of the enterprise, the lack of cultural construction, cohesion is not enough, resulting in the instability of the workforce. Many enterprises have suffered a lot in the development because of these problems. Enterprises' demand for talents mainly includes the following aspects:

1, the need for senior technical personnel, especially in product development, production process, etc., mainly for the enterprise to develop new products, to enhance the competitiveness of the product market and market share; can improve the production process, reduce costs and improve product quality. Like xxx Ltd. is in urgent need of such talents.

2, the need for senior management personnel, especially those proficient in modern enterprise management system, in the guidance of the enterprise to go public, to strengthen enterprise management, etc. can provide strong support for the enterprise, can further rationalize the current state of enterprise management, and actively approach the modern enterprise management system to improve the overall level of enterprise management.

3, the need to build corporate teams of senior personnel, in the construction of corporate culture, entrepreneurial spirit to establish, for the enterprise to create a suitable for the development needs of the enterprise. Positive new, stable workforce, to provide a solid foundation for the stable development of the enterprise.

V. Suggestions on the construction of business management personnel

According to the current situation of the construction of business management personnel in my county, as well as the problems, in order to better solve the problem of the construction of business management personnel, the following suggestions:

1, should strive to formulate a feasible and practical preferential policies. . Through long-term policy support, in terms of funding, treatment and income, take the enterprise as the main payment, the government corresponding subsidies, to attract more senior management personnel to work in the enterprise, and through generous treatment to retain talent.

2, build talent recruitment platform. Led by the relevant government departments, the use of the network, the talent market and other media, between the enterprise and talent to build a "bridge", the construction of the "fast track" to attract talent.

3, the establishment of talent pool. Integration of manpower, education and other resources, outreach network, talent market and other media, the formation of a county-based, radiation periphery of the talent pool, so that to attract, hire talent more convenient and fast.

4, improve the level of talent training. Enterprises and education and training departments to join hands "according to the needs of training, orientation training", enterprises to provide part of the training funds to assist the training department to cultivate talents, the government and then give a certain amount of subsidies to ensure that the effectiveness of personnel training to adapt to the needs of enterprise development.

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