Fan Benyi, Social Investigation Report on Business Administration of RTVU: Social Investigation Report on Enterprise Human Resource Management
I visited Manager Zhang of KFC's Human Resources Department. He introduced me to the recruitment, employment, training and employee benefits of KFC employees, and borrowed the KFC Employee Handbook and the training records of KFC departments in 2009. Self-evaluation: I am a student of School of Business Administration, School of Management, Wuhai Radio and TV University, China Central Radio and TV University in the autumn of 2009. Through nearly three years of study in school, I have mastered the basic knowledge and theory of modern management. Take part in the social practice organized by the school this time. According to what I learned about human resource management, I chose Yum!' s KFC. Taking Wuhai brand as the investigation object. By visiting the human resources manager of the enterprise, I consulted the employee handbook and the training records of various departments of the enterprise in 2009, and won Yum! Take the brand China business department as the research object. (KFC) in the application of human resource management, wrote this survey report. Through this social practice, I have a deeper understanding of the importance of human resource management in enterprises: only by attaching importance to human resource management can enterprises have a high-quality staff and achieve good benefits. Because of the limited knowledge, we can only analyze the human resources of enterprises, but we can't do a comprehensive and in-depth analysis.
I. Recruitment and Employment of Employees
Enterprises take the initiative in the recruitment and employment of employees and pass strict interviews and employment tests. Do not get the information of job seekers, so as to judge whether the skills and knowledge of job seekers meet the job requirements. When an enterprise recruits employees, it will also comprehensively and objectively introduce the enterprise situation, the contents and requirements of employees' work, and the training, promotion, salary and benefits that the enterprise can provide for employees, so that job seekers can judge whether they are satisfied with the job they are applying for and whether they are competent for their duties. This practice helps KFC enterprises to choose better employees, and also helps employees to strengthen their confidence in long-term work and struggle in the enterprise and enhance the cohesion of the enterprise.
Second, pay attention to employees' career planning and meet their personal development needs.
KFC enterprises guide employees to determine their own career goals from the moment they enter the store, help employees design personal growth plans, and provide employees with appropriate development opportunities. Doing so can reduce employee turnover and improve employee satisfaction. The more effective promotion opportunities and development processes adopted by enterprises are as follows: (1) Waiters become formal trainees. 1, working for 50 hours; 2. Pass the training verification of the workstation. Waiter? Receptionist, complete topic 2 and pass the exam. (2) waiter? Star coach. 1, which has passed all basic work training in a certain district; 2. Pass the training and verification of opening or closing stores in this area; 3. The theoretical test reaches 90 points; 4. 100% passed the practical test. Receptionist, senior receptionist, completed the fifth question and passed the exam. (3) star waiter-all-star coach. 1, passed the training verification of all basic workstations in all work areas; 2. Pass the training and verification of opening or closing stores in all work areas; 3. The theoretical test reaches 90 points; 4. 100% passed the practical test. Senior receptionist? Front desk leader. 1, complete question 9 and pass the verification; 2. Look at the needs of restaurants. (4) All-star trainer? Team leader. 1, be an all-star coach for 6 months; 2. Pass the training and verification of opening or closing stores in all work areas; 3. The theoretical test reaches 90 points; 4. 100% passed the practical test. (5) By observing the needs of Chinese restaurants as a team leader, you can be promoted to a management position. The work of its service team and managers in the restaurant includes: 1, preparing high-quality products according to the standard process of the workstation; 2. Welcome customers kindly and naturally and provide the services they want; 3. Perform all necessary cleaning and maintenance work. Only when well-trained employees perform these tasks can we achieve the goal of 10 1% customer satisfaction.
Third, strengthen communication with employees and encourage employees to participate in management.
The success of an enterprise is inseparable from the creativity and enthusiasm of employees. As front-line employees, they know more about customers' needs and requirements than managers, and they can find problems in their work better. To this end, KFC enterprises create a harmonious family atmosphere for employees, so that employees can fully express their opinions and actively participate in management, such as general manager reception day. Through two-way communication with employees, enterprise managers can make better decisions. In addition, KFC managers should not only strengthen communication with existing employees, but also pay attention to? Job hopping? The exchange of employees, because managers think that these employees often point out the problems in management more directly and in detail than the existing employees of the enterprise. By getting to know employees better? Job hopping? Reason, take corresponding measures, in order to better solve the problems existing in enterprise management. KFC enterprises let employees participate in management, further exerting their subjective initiative, enhancing their sense of responsibility, making employees more aware of managers' requirements and expectations, and more willing to cooperate with managers to do a good job in service. In addition, in addition to encouraging employees to participate in management, enterprises further adopt the authorization mode, and delegate some decision-making power to employees, so that employees can quickly respond to customers' questions according to specific conditions, which greatly stimulates the enthusiasm of employees.
Fourth, care about the lives of employees.
Compared with other industries, employees in enterprises generally have greater work pressure and less disposable time. Managers of KFC enterprises care more about employees in their lives and provide them with various conveniences. First of all, managers should attach great importance to the time allocation of employees. The working hours of employees are provided by themselves a week ago, which fully reduces the pressure on employees and makes life convenient. Then, there will be many opportunities to participate in various employee activities organized by the restaurant. Secondly, managers are also emotional to employees. Send greeting cards, gifts, etc. Express blessings on holidays and employees' birthdays. If employees have any difficulties at home, try to provide support and help to relieve their worries.
Fifth, establish a reasonable salary system.
Starting from the needs of employees, KFC enterprises have established a perfect salary system. It includes direct reward, indirect reward and non-monetary reward. (1) Direct compensation Direct compensation mainly refers to the working hours, wages and overtime wages provided by enterprises for employees. In order to improve the treatment of service personnel, enterprises implement the post salary system based on post salary. On-the-job salary system is divided into several levels, such as manager, trainee assistant, team leader and star waiter. Each level has different jobs and different salary systems. This can avoid the unreasonable phenomenon that the salary of service personnel who have worked for many years is not as good as that of fledgling managers. (II) Indirect remuneration Indirect remuneration mainly refers to the welfare of employees. Haowangde enterprises provide employees with benefits such as medical insurance, pension and paid holidays in a unified way. (3) Managers of non-monetary compensation enterprises realize that employees' needs are various, both material and spiritual. Therefore, managers should give due consideration to employees' spiritual needs and motivate employees through various spiritual incentives, such as selection? Best employee? , of course? Work expert? Titles, etc. Managers should also note that different employees' spiritual satisfaction is different. And according to the individual differences of employees, various incentive measures are taken in a targeted manner. If some employees want to have good interpersonal relationships, enterprises will organize some cultural activities, fraternity and other social activities to meet their needs; Some employees want to be respected and have high prestige, and enterprises can motivate them by awarding various honorary titles. As can be seen from the above survey, Yum! Brand? The managers of KFC enterprises really attach importance to employees and put employees first. Seriously? Employees first? It is applied to human resource management of enterprises. Because of this, KFC enterprises can attract and retain outstanding employees in the fierce competition for talents, so that enterprises can have a stable and high-quality workforce and provide efficient and high-quality services to customers, which has been affirmed by friends from all sides.
A recent survey shows that more than half of the enterprises in China are in a state of medium-high crisis. According to the report, the primary factor that plagues enterprises in China is the human resource crisis, and 33.7% of the enterprises surveyed said that the human resource crisis had a serious impact on their enterprises. In the investigation, it is found that the unexpected resignation of middle and senior managers sometimes brings huge losses to the enterprise, because they are familiar with the operation mode of the enterprise, have a relatively fixed customer base, and often go to the competitors of the original enterprise as long as they don't change industries after leaving, which is bound to bring great impact to the business development of the original enterprise.
Through the investigation of human resource management in KFC enterprises, it may bring some enlightenment and even experience to China enterprises in crisis.
Model essay on the social investigation report on business administration of RTVU Part II: Investigation report on the current situation of grassroots cadres
First, the purpose and reason of the investigation
Although the position of village cadres is low, they are also the bridge and link between the party and the government and the people, and they are the ultimate implementers and executors of the line, principles and policies of the party and the government. Their work and environment are not only related to the full implementation of higher-level policies, but also related to the image of the party and the government. Therefore, they are the banner of the party in the countryside and the pilot ship of the people. Because of the differences in the quality and ability of rural grassroots cadres. I interviewed and investigated the cadres of * * * * * * in March of 20 13, and analyzed the problems existing in the investigation, in order to improve the comprehensive management ability of village cadres.
Two. Overview of interviewees
* * * * * * * * * * is located at the south gate of Chongqing, with convenient transportation. Chongqing-Guizhou Expressway, Shang Jie Expressway and Yuxiang Expressway meet here, surrounded by Dongcheng Avenue and Lihua Avenue under construction, and located in Chongqing 1 1 Group? The central area of Jieshi Group covers an area of about 24 square kilometers. In 2004, it was formed by the merger of four villages, namely, Osmanthus fragrans, Tea Pavilion, Yuxue and Qing Ji. On 20 10, the relocated villagers within the scope of national land acquisition newly established osmanthus community, which was managed by each village in a unified way. There are currently 22 villagers' groups and 4 residents' groups. 3280 households, population 10800, including 265 people in party member and 5 industrial branches. It is the third largest administrative village in Chongqing and the largest village in Banan. The main industries in the village are: industry, aquaculture and vegetable cultivation. There are more than 0/00 village-run enterprises/kloc, mainly engaged in machining and furniture, with an annual output value of more than 300 million yuan. In 2065,438+00, the village-level fixed assets exceeded 654.38+00 billion yuan, the village-level collective economic income exceeded 5 million yuan, and the per capita net income of villagers reached more than 7,000 yuan.
Third, the current situation of grassroots cadres' work.
1, enter into work and family issues. On the one hand, village cadres should bear the burden of work, on the other hand, they should bear the burden of family. No matter how big or small the village is, it is necessary to find a village cadre to solve it. Many times, they are faced with the dilemma of work and family labor, selfless dedication and family economic losses. They chose the former and had to give up the latter.
2. The problem of high salary and low salary, because of the particularity of village cadres' identity, the complexity and arduousness of work and the dispersion of rural areas, it is decided that the work of village cadres is a kind of high-paying labor. What is not commensurate with this is the low treatment. First, the economic treatment is low, and second, the political treatment is low. If the work is excellent, what will you send to the villages and towns? Excellent? Certificates and the like, at most, are to attend commendation meetings in the district and the city. Some old village cadres who have worked for more than ten years have retired, and there is no superior leader to visit them on holidays. Therefore, they are deeply touched? Is the old tea cold? .
3. Work hard and be attacked by the opposition. Village-level work is not like macro guidance or orders, but just supervision and inspection, but concrete, practical and direct work, which must be seriously implemented, otherwise it will not only fail to complete the task, but also be sorry for the trust of the party and the masses. Some hard work, such as family planning work and comprehensive management work, must be hard and true. In this way, it is bound to offend people and even be retaliated for touching the interests of some people. Although it is now a society ruled by law, such incidents as destroying the crops and forests of village cadres, poisoning their livestock or committing violence against village cadres no longer occur frequently, it is difficult for village cadres to carry out their work normally because of bad words and deliberate slander. In addition, the work of village cadres is not a lifetime thing. After several years or even longer, they had to live in the village, which worried the village cadres.
4. The psychology of the masses getting rich and the leadership ability of village cadres. With the people's growing desire for wealth. They have worked for village cadres for many years, but? The mountains and rivers remain the same? The masses are very dissatisfied with the fact that they are still almost standing still. They complain about village cadres, and some even satirize, dig and abuse them. In fact, why don't village cadres want to do more practical things for the masses and change the face of mountain villages? On the one hand, village cadres have long hands and short sleeves, on the other hand, some village cadres love ideas, knowledge level, pioneering and innovative ability and geographical restrictions. Village cadres are also deeply helpless in the face of the people's eagerness for money.
5, the establishment of public welfare undertakings and weak collective economy. This is also the biggest headache for village cadres. For example, the masses strongly demand to bring water conservancy, roads and other public welfare. On the one hand, because the village collective economy is weak or even blank, many things are beyond our power. On the other hand, it's an economic era. All the young, strong, knowledgeable and skilled people have gone out to work, and the rest are the old, the weak and the sick. Who is willing to volunteer for the establishment of public welfare undertakings? We must develop the collective economy, because money makes the mare go.
Four, the current main problems of grassroots cadres
1, thinking and behavior are divorced from the masses, which is obvious among cadres? Two distances? First, the emotional distance, some village cadres have a weak sense of party spirit, a weak sense of purpose, old habits, no feelings of the masses, impetuous work style, simple working methods, lack of overall consideration and emergency use? Beautiful way? It leads to minor incidents and major incidents, especially when dealing with contradictions such as petitions in emergencies, and regards the masses as unruly hooligans and incompatible opposites. What about some cadres? It's none of your business. Hang high? Take grass-roots work as a transit point for promotion, deceive superiors, deceive the masses, conceal the truth and deal with things blindly in the work. The second is the distance of understanding. Some cadres are only responsible to their superiors, not to the masses. There are fewer and fewer similarities between cadres and the masses in understanding and solving problems.
2. Insufficient understanding of the new situation? One of the three discomforts is that it does not adapt to the current changing rural situation, and its way of thinking is obviously lagging behind. With the development of the times, all levels of society have changed, and the party's policies in rural areas have also been greatly adjusted. At the same time, people's consciousness has also diversified, and the quality of farmers has been continuously improved. Many grassroots cadres simply deal with complex problems with old frameworks and methods, lacking innovation and thinking. Some cadres think that neither the old method nor the new method can work. Even reveal the resentment of the masses; Second, under the condition of market economy, it is not appropriate to use market methods to guide the masses to develop the economy. The masses want technology, information and service. Many cadres don't know what to do. They have no ability to lead the masses to rely on science and technology to develop the economy and increase their income. They have no way to lead the masses to get rich and are unpopular with the masses. Third, the consciousness of democracy and legal system is weak, which is incompatible with the growing democratic consciousness of the masses. With the popularization of various laws, more and more farmers use legal weapons to protect their rights. Some cadres are not adapted to this new situation. Do you think so now? Break the rules? Increase, consciously or unconsciously put yourself on the opposite side of the masses, and contradictions with the masses often occur.
3, their own quality is not high, lack? Four spirits? . First, the lack of pioneering and innovative spirit. Some village cadres don't understand science and technology, dare not adjust the agricultural structure, and take the lead in starting a business. There is no way for rich farmers. They stick to the traditional mode of agricultural production, their concepts and ways of thinking are backward, and they lack the idea of keeping pace with the times and innovative consciousness, which seriously hinders the further deepening of rural economic system reform and restricts the pace of rural economy and farmers' becoming rich. Second, the spirit of in-depth investigation and research is lacking. Some cadres are used to sitting in the office listening to reports and reading materials. Even if you go deep into the countryside, you will always be at home and have a quick look. They either ignore the focus, difficulties and hot issues reflected by the masses, or pat their chests and heads and do everything. In the end, it can't solve any problems, which not only hurts the feelings of the masses, but also damages the image of cadres and even loses the hearts of the people. Third, they lack this ability. Some village cadres do not study deeply, do not understand the policy and legal system, do not understand business knowledge, do not read books and newspapers all day, and do not study deeply. The implementation is another set, and even they make great efforts to take countermeasures under the policy and bypass the national policy. Fourth, lack of long-term development spirit. Due to some reasons in the system reform, many village cadres are short-sighted, short-term in their work behavior, impetuous, lacking foresight, long-term planning and weak legal concept. And often in the process of solving problems or developing the economy, hidden dangers are buried, leaving a burden, which brings obstacles and difficulties to the next work.
Verb (verb's abbreviation) Countermeasures for the Problems of Grass-roots Cadres How to be a good village cadre and how to make good contact between the government and the masses is a problem that every village cadre should consider, which can be done from the following three aspects:
1, master the basic situation of the village. Such as population, cultivated land, people's mentality, hot and difficult issues, etc. Only when you have a clear understanding of the situation can you have a reason to introduce it and take the initiative to start work.
2. Master business knowledge. As a village cadre, we should not only master the basic situation of the whole village, but also master their own professional knowledge and understand relevant policies and regulations according to the different division of labor, so as to be comfortable in our work.
3. Handle three relationships. First, handle the relationship with the masses. The relationship between village cadres and the masses is the relationship between service and being served. It is also the relationship between the manager and the managed. Only by always caring for the masses and solving practical difficulties in their production and life can we establish flesh-and-blood ties with them. In order to win their understanding and support; Second, handle the relationship with the higher authorities. Village-level organizations are the most basic organizations, involving many competent departments. They should properly handle their relations with various organs and complete the tasks assigned by their superiors on time and with good quality. The third is to handle the relationship with other village cadres. Although village cadres perform their duties according to different division of labor, most of the time they need unity and cooperation. Therefore, village cadres are required to learn modestly and help each other in order to complete the tasks assigned by the higher party committees and governments.
Model essay on the social investigation report on business administration of RTVU Part III: Investigation report on internal management control.
I. Contents of the survey
(A) the basic situation of the enterprise
...........
(B) Investigation and analysis of internal control management
1, company personnel management control status.
XX company is a joint-stock company restructured from state-owned enterprises, with more than 50 original shareholders. After the new leader came to the top, he advocated buying shares. At present, there are only eight shareholders, and the departure of old employees has caused the loss of the company's technical backbone. Existing employees are usually relatives of business owners or people close to them. This business model is conducive to management communication, but it also leads to cronyism, and some family members often go beyond the company rules by virtue of their identity; Business owners' management of enterprises is relatively extensive, which leads to confusion in enterprise management; Non-family employees lack a sense of identity with the enterprise, labor relations are not harmonious, employees lack trust and support, and personnel mobility is high; Family members in family enterprises often lack management experience, which leads to the lack of effective planning, design and control of enterprises.
2. Current situation of monetary fund management and control of the company
Through communication with relevant staff, it is found that the cashier of this company not only has to receive bank statements, but also has to prepare bank statements. If the cashier is responsible for collecting bank statements and compiling bank reconciliation statements, the cashier may misappropriate or occupy the company's monetary funds and cover up his fraud by forging statements or tampering with balance reconciliation statements. Separation of incompatible work is the basic principle of internal control. Incompatible jobs that usually need to be separated include authorization and execution, execution and audit, execution and recording, storage and recording.
3, the company's sales management control.
The sales department of the company lacks control over accounts receivable. The proportion of accounts receivable in current assets is increasing, which leads to the risk of corporate debt and capital shortage. Traditionally, the credit period of accounts receivable management is generally controlled within three months, while the accounts receivable of the company are generally too old, and the accounts receivable with huge amount are in suspense all the year round, but they are still regarded as creditor's rights after they are not collected, resulting in the illusion of false profits and real losses. The existence of accounts receivable makes the company advance various taxes and fees with limited working capital, which increases the cash outflow of the enterprise, inflated the income to a certain extent, exaggerated the operating results of the enterprise and increased the financial risk of the enterprise.
4, the company's production process management and control.
Warehouse management lacks control. The regular and irregular inventory system was not established, and the warehouse keeper did not inform the heads of various departments in time after receiving the goods, resulting in the news of other departments being blocked and the goods not being handled in time. The company's finished goods warehouse should establish an inventory ledger to record the goods entering and leaving the warehouse. The financial department should register the inventory ledger one by one according to the delivery voucher, and check it regularly with the sales business register of the sales department, the inventory ledger of the warehouse keeper department, the daily report or monthly report of inventory receipt and delivery. At that time, the goods sent by the factory did not match the payment received.
5, the company's fixed assets management control.
Through the analysis of the internal control of the company's fixed funds, it is found that the company has a relatively perfect system in purchasing fixed assets: first, the user department prepares the fixed assets procurement plan according to the needs; The Asset Management Department shall summarize the submitted applications, submit them to the Chairman for review, and submit them to the Finance Department for filing; The purchasing department purchases the fixed assets according to the approved purchase application form, and continuously numbers the purchase application forms according to the application acceptance time; The purchasing department receives the mechanical equipment sent by the supplier and informs the asset management department to organize the acceptance; After the acceptance of fixed assets, the asset management department will hand them over to the user department and put them into use. Finally, the finance department checks whether the original vouchers are consistent with the accounting vouchers, and timely registers the fixed assets subsidiary ledger, fixed assets register and opens the fixed assets registration card according to the original vouchers and accounting vouchers.
Second, the investigation conclusion
After understanding the articles of association of xx Company and analyzing its relevant internal control data, I found that there are still some deficiencies in the internal control of this company, which can be further improved.
(1) Improve internal control. Awareness of internal control is an important content in the internal control environment, and a good awareness of internal control is an important guarantee to ensure the perfection and implementation of the internal control system. The success or failure of internal control depends on the control consciousness and behavior of employees, and the consciousness and behavior of the person in charge of the company is the key. Sometimes, the internal control itself is limited, mainly because of the arbitrariness of the company's leadership control, or the lax implementation of the internal control system, which makes? Rule by man? Factors increase. Therefore, it is particularly important to improve the consciousness of the person in charge of the company to consciously implement the internal control system.
(2) Incompatible positions for handling monetary fund business must be separated. In particular, bank statements and bank reconciliation statements should be separated; Strengthen revenue and expenditure audit; Ensure the safety of monetary funds.
(3) Improve the accounts receivable management system. The sales department and the finance department regularly evaluate customer credit together and establish customer credit files. For old customers, if their financial situation is found to be deteriorating, corresponding measures must be taken, such as paying off past debts and renewing new contracts. For new customers, after careful investigation, we can decide whether we can carry out credit cooperation. For the arrears, it is necessary to solve them through legal channels in time to avoid bad debts to the greatest extent.
(four) the establishment of regular and irregular inventory system. Timely discover abnormal situations such as inconsistent accounts and inaccurate pricing, and timely trace the reasons for inventory differences; Check whether the warehouse, sales and finance departments effectively implement the incompatible post separation system, pay special attention to the phenomenon of mixed posts, and prevent the warehouse keeper from stealing the column and covering up fraud by tampering with the inventory ledger, which may overestimate the inventory; The warehouse keeper should fill in the warehousing notice when receiving the goods (serial number in advance, and save it after signing by both parties). Once there is a problem with the quantity or quality of the inventory, you can find out the responsibility by looking up the warehousing notice and the acceptance certificate. The warehouse shall be subject to examination and approval control to avoid out-of-control use, resulting in waste or corruption.
(five) enterprises should establish a fixed asset management post responsibility system. Control key links such as inventory acceptance, warehousing, picking, warehousing, storage and disposal to prevent all kinds of physical assets from being stolen, damaged or lost. Strengthen the management of fixed assets and improve the utilization rate of fixed assets. When cleaning up fixed assets, it should be approved by the higher authorities. Without the approval of the higher authorities, it is necessary to prepare transfer vouchers and carry out corresponding accounting treatment.
Third, investigation experience.
After this investigation and analysis, I know that I still have many shortcomings in my work. Although I have learned a lot of relevant knowledge in school, I still feel that there is a certain gap between theory and practice. Therefore, I will take the initiative to consult and learn modestly in the future practice, and strive to integrate theoretical knowledge into practice, so as to make my work ability by going up one flight of stairs.