1500-word essay model essay 1: on the construction of political workers in enterprises
First, the problems existing in the construction of enterprise political work team
(1) In China, with the development of market economy, the political work of enterprises has not been developed correspondingly, but has been neglected and neglected, resulting in lax construction of the political work team of enterprises. Therefore, political institutions are mere formality, and the overall quality of political workers is generally not high. In the enterprise political work team, the old comrades who retired from technical and leadership positions are the main ones, especially some skilled workers, whose education level is generally low and the quality of the team cannot be guaranteed. These situations are common in many enterprises in our country. Because enterprises do not pay enough attention to political work, political workers can't get normal training, and many staff can't get professional training, let alone continuing education and promotion. The overall quality of political workers in enterprises is generally low, which does not adapt to the further development of enterprises and cannot meet the needs of enterprises to become bigger and stronger.
(2) At present, the development of market economy has had a great impact on many enterprises. Some enterprises do not pay enough attention to political work, which leads to insufficient investment in the construction of political work team. Enterprises pay too much attention to economic benefits and ignore long-term and stable survival and development. In particular, some private enterprises, although paying more attention to the cultivation of enterprise talents, do not agree with the political work of enterprises, which is the main problem of some private enterprises at present. However, in some state-owned enterprises, especially some large state-owned enterprises, political work is often paid more attention. The leaders of many enterprises attach great importance to the construction of political workers, and can also give more input in this respect. Many enterprises are still doing well. But some enterprises put political work aside and think that this work is like chicken ribs. Although it can't be said to be meaningless, it doesn't have much effect, so they put all their energy into improving the production technology and short-term economic benefits of enterprises. Some business leaders regard political work as a soft task and do not attach importance to the construction of political work team. Although they know some problems in political work, they deliberately delay and their funds are not guaranteed.
(C) In many enterprises, the main problems in political work. It is also manifested in the unreasonable structure of the political work team. Although enterprises have set up political work posts and arranged full-time work teams as required, there are often fewer professionals in some political work teams, especially some professional and technical personnel. In the full-time team, the age structure of full-time staff in many enterprises is unreasonable, and some older people are often arranged in political work posts. Many enterprises rehire veteran comrades who have retired from technical posts to the political work departments of enterprises, so the age structure of political work teams is generally too large. This situation is not an isolated phenomenon. Therefore, there is a general lack of young full-time staff in the political work team of enterprises, and there are even fewer young comrades with professional counterparts.
(4) In some enterprises, there is still the instability of political workers, which is caused by the prejudice of enterprises against political work. Because many people who are engaged in political work are people who have retired from technical posts or leadership posts, people think that political work is a place arranged by old comrades, a dispensable or irrelevant post, and the nature of work is relatively moderate. This job has not been valued by enterprises, so many people think that this job is not important, it is not a place for young people, and it can't keep young people's hearts. The existence of this phenomenon has brought many difficulties to the construction of political workers in enterprises. Many young people can't stay in their political jobs, and it is difficult for enterprises to rely on these people to carry out related work. It is impossible to carry out fruitful ideological and political education for employees in such jobs, and the actual effect of political work in enterprises is greatly reduced.
Second, measures to strengthen the construction of enterprise political work team
(1) First of all, enterprises should attach great importance to political and ideological work, unify internal thinking, raise awareness and create a good atmosphere for political and ideological work in enterprises. Secondly, we should strive to improve the construction level of the political work team, do everything possible to strengthen the professional skills of the political work team, and form a joint force for the political work department and even the whole enterprise to do a good job in the political work of the enterprise, so that everyone can change their past concepts and pay more attention to the quality of the political work team, especially the political work team? Compare, learn, catch up and surpass? A good atmosphere enables everyone to put their mind and energy into the political and ideological work of enterprises. Enterprise political workers can better solve employees' ideological and work problems by constantly strengthening their professional skills, so that employees can make progress and promotion in their thoughts and work because of enterprise political work.
(B) to strengthen the continuing education of enterprise political workers. At present, the quality of political workers in many enterprises is not very high. It is necessary to carry out continuing education and training for political workers, formulate a set of education and training plans that are in line with the actual situation of enterprises and perfect in content, promote the improvement of the quality of relevant staff from the aspects of scientific and cultural knowledge and professional knowledge of political workers, and completely change the overall quality of political workers in enterprises. With the development of quality education and training, the ability of enterprise political workers to analyze and solve problems will also be improved.
(C) to strengthen the internal management of enterprise political workers. Political workers in enterprises need to strengthen the construction of professional ethics and abide by the relevant systems of enterprises. Therefore, it is necessary to standardize the behavior of political workers, strengthen their own internal management, establish assessment and incentive mechanisms, constantly adapt to the actual needs of enterprise development, and make better contributions to enterprise development.
Third, the conclusion
In the development of modern enterprises, corporate political work plays an important role. The benign operation of enterprise political work is inseparable from the construction of enterprise political work team. Enterprises should actively explore how to strengthen the construction of political work team and strive to improve the effectiveness of political work in enterprises.
1500 words essay model essay 2: "Enterprise Human Resources Performance Appraisal Management"
Today, with the development of human resources, the performance appraisal management of enterprise human resources is of great value. But the present situation has many shortcomings. Even those commercial enterprises that attach importance to the performance appraisal system do not have a scientific human resource performance appraisal system, and only the company leaders can make unreasonable appraisal results according to their usual work impressions and incomplete appraisal indicators. This paper establishes a scientific, reasonable and operable human resource performance appraisal system, which is helpful to improve salary management and personnel management, achieve the purpose of improving management level and production efficiency, and thus promote the improvement of project benefits and overall benefits of enterprises.
1 performance overview
The so-called performance is also performance, and the understanding of performance can be carried out from many angles. Some people think that performance refers to the effect and skill of work completion. Others think that performance is the efficiency of employees' work, and it is the benefit obtained by completing enterprise goals. In addition, some people think that performance is a contribution to work after a person's ability and knowledge are transformed, including intangible contribution and tangible contribution. An understanding of performance, usually recognized by people, is the work effect and skills presented by employees when they complete a certain job under certain circumstances, that is, the actual performance obtained by employees in the process of work, including the results obtained by employees after completing their work and the degree of effort shown by employees.
2 problems existing in the performance appraisal of enterprise human resources
The working efficiency of 2 1 has not been effectively improved.
Employees in enterprises are often directly deployed by managers in the process of work, but these managers can't effectively master human resources and improve work efficiency. Relevant managers are often troubled by the inability to rationally allocate human resources. Managers have many complaints about the slow progress of the project. Under such circumstances, the work efficiency will inevitably decline. Performance appraisal can't effectively change this situation. In the implementation of the project, there are too many people, employees don't work hard, and their sense of responsibility is not strong, which leads to overstaffing. However, in some areas, due to the shortage of manpower, people work hard and work overtime continuously, which greatly reduces work efficiency.
22. The brain drain is serious.
According to the operation law of market economy, the flow of talents is a normal phenomenon. However, the flow of talents will also make enterprises suffer huge losses to a certain extent, which mainly lies in the investment in talent training, and this loss is irreparable. Many talents who quit their jobs and enter other enterprises will also pose a serious threat to the development of this enterprise and further increase the competitive pressure of this enterprise. In addition, the flow of talents mainly refers to the transformation of management knowledge, and some management knowledge needs to be accumulated to be better applied. In order to make talents have this knowledge, enterprises will increase training efforts and investment.
23 employees are not satisfied with the performance appraisal
At present, performance appraisal is done once a year, and employees do two tasks: one is to enter their own work items for one year; The second is to score colleagues and leaders. Go in and hand it in, and it's over. Only the leaders know the evaluation results in previous years, but the employees don't. The results are divided into four grades: excellent, good, qualified and unqualified. The employees' reaction is that the input is cumbersome and they are not satisfied with the evaluation results. At present, high material rewards are widely used in projects. However, the incentive effect of this generous material reward is very limited. After a period of time, employees' enthusiasm for work began to decrease, and job-hopping also occurred from time to time. In fact, this kind of incentive thought stems from an absolute? Economic man? Suppose it fundamentally believes that the fundamental purpose of human activities is for material life. Under the guidance of this idea, the organization meets the material needs of core employees, while the spiritual needs are ignored, and employees naturally cannot be satisfied with performance appraisal.
3. The causes of enterprise human resources performance appraisal problems
In the process of project evaluation, enterprises in China insist on scientificity and standardization. The enterprise structure needs to be adjusted regularly, which also makes the personnel of various projects within the enterprise change frequently. Under such circumstances, performance appraisal is easily overlooked, and many enterprises do not attach importance to the development of performance appraisal, which makes it easy for enterprises to bury talents and lead to brain drain.
At the same time, although many enterprises will conduct performance appraisal according to the specific requirements of the management system, due to the lack of talents and the imperfection of the assessment indicators, the profit of the project is greatly affected, including other factors besides these factors. For example, in the process of project bidding, unreasonable decisions will affect profits. At the same time, the number of projects undertaken by the company is small or the competition is fierce. In the bidding process, the company made a decision of zero profit because of its low profit, which greatly affected the company's profit.
4 enterprise human resources performance appraisal management development strategy
In the process of enterprise human resources performance appraisal management, in order to ensure the management effect well, we need to fully understand the development advantages and current situation of the enterprise, and do the following.
4 1 adhere to the people-oriented principle
The motive force of enterprise development comes from people. People coordinate and support the work of enterprises. Enterprises should also pay attention to human resources when establishing various systems. Enterprises need to adhere to the employee-centered approach when conducting performance appraisal management of human resources. However, from the analysis of employees' behaviors and ideas at this stage, employees in enterprises have certain openness in both thought and action. Employees pursue freedom, especially when they have a vision and plan for the future in their hearts. They hope to achieve higher achievements in their work and realize their value to the maximum.
42 Serve the enterprise development strategy
Enterprises need to take effective measures to motivate employees in the process of implementing assessment management for employees. The main purpose of doing so is to effectively realize the development strategy of enterprises. The development strategy of an enterprise is to better guarantee the operation of the enterprise and prevent the development of the enterprise from being in danger. On this basis, when evaluating the performance of human resources, the selected performance evaluation method is to determine the accurate positioning of sales and set reasonable remuneration in the main contract. The business strategy of the enterprise is to make the developed customer market more stable. In the actual evaluation method, it is necessary to emphasize the achievements of enterprise human resource management. In the process of enterprise development, its main development strategy is to compete with competitors for customer market share. In order to make enterprises have strong competitive strength, it is necessary for enterprises to set up certain reward and incentive mechanisms for employees in the process of business development.
5 conclusion
Through the analysis of the article, we can fully realize that in the process of implementing performance appraisal management of enterprise human resources, we must fully construct the corresponding performance appraisal mechanism of human resources according to the principle of balanced scorecard, so as to ensure the accuracy and scientificity of performance appraisal and effectively realize the ultimate goal of performance appraisal management. In addition, we should also pay attention to ensure the systematization and standardization of the performance appraisal mechanism of human resources, and build a healthy management system of enterprise human resources performance appraisal, so as to ensure the smooth operation of performance appraisal, improve the core competitiveness of enterprises and ensure the maximization of enterprise value.
1500-word essay model essay 3: "On the Challenges and Countermeasures Faced by Political Work in State-owned Enterprises"
Under the background of the continuous improvement of the market economic system and the deepening of the reform of state-owned enterprises, the internal and external environment of the political work of state-owned enterprises has undergone major changes, which makes the political work face new challenges. Therefore, the traditional political work model must keep pace with the times and avoid the disconnection between political work and enterprise development requirements. Managers of state-owned enterprises should look at all kinds of challenges in political work objectively and comprehensively, deeply analyze the challenges faced by political work according to the guiding ideology of political work of state-owned enterprises in the new period and the requirements of enterprise development, formulate practical and effective coping strategies, and continuously improve the level of political work.
First, the content and role of political work in state-owned enterprises
At present, the content of political work in state-owned enterprises is constantly expanding, and it has assumed more and more responsibilities in the development of enterprises, which has also played an outstanding role in promoting the development of enterprises. Details are as follows:
(A) the content of political work in state-owned enterprises
Now the content of political work in state-owned enterprises has been greatly expanded than in the past. In addition to ideological and political education for employees, leading group construction, striving for excellence, publicizing and implementing the Party's line, principles and policies, and conveying the spirit of the higher-level meeting, it also undertakes the responsibilities of building corporate culture, safeguarding employees' rights and interests, and coordinating labor relations. In short, there are a lot of political work in state-owned enterprises at present, and with the development of the times, the work they undertake will also show the characteristics of dynamic change and continuous expansion.
(B) the role of political work in state-owned enterprises
The political work of state-owned enterprises plays an important role in the development of enterprises. This paper expounds from three angles: employees, enterprises and party building. From the perspective of employees, political work will greatly enhance employees' ideological consciousness, stimulate employees' sense of ownership, and improve employees' work enthusiasm; From the enterprise level, the effective development of political work will shape a good corporate culture and harmonious labor relations, thus providing guarantee for the healthy development of enterprises; From the perspective of party building, political work can ensure the better development of party building at the grass-roots level in enterprises, realize the release of information and create a new situation in party building.
Second, the challenges faced by the political work of state-owned enterprises
With the continuous development of the times, the political work of state-owned enterprises is facing many new challenges. Through investigation and analysis, these challenges can be summarized as follows:
(A) functional positioning needs to be adjusted
The orientation of political work function of state-owned enterprises needs to be adjusted as soon as possible. The continuous development of the times has given more functions to the political work of state-owned enterprises. At present, many state-owned enterprises are not timely enough to adjust the functional orientation of political work, and the functional orientation obviously does not meet the new requirements of enterprises for political work in the new period. For example, the function orientation lacks the content of serving the development of enterprises, which affects the better play of the role of political work.
(2) The working environment is complicated.
Great changes have taken place in the political work environment of state-owned enterprises. At present, the composition of employees in state-owned enterprises is more complicated, and employees' ideas are diversified. At the same time, the restructuring of state-owned enterprises has made the internal interests of enterprises more complicated, and various contradictions have shown a frequent trend, and political work has not been paid enough attention. These changes in the working environment have increased the difficulty of political work.
(c) The working methods need to be innovative.
The working methods of political work in state-owned enterprises are relatively conservative and rigid, and fail to innovate constantly. The working method is mainly based on simple preaching, always working passively, but failing to be people-oriented and active. Simple and rude working methods are often difficult to achieve the expected results.
Third, the state-owned enterprises political challenges coping strategies
Facing all kinds of challenges faced by the political work of state-owned enterprises, state-owned enterprises need to focus on functional orientation, active adaptation to the environment and innovative working methods. The specific discussion is as follows:
(A) improve the functional positioning
The functional orientation of political work in state-owned enterprises needs to be further improved and adjusted, and new functions should be actively introduced. Functional orientation should be based on the overall orientation of serving the production and operation of enterprises, clarify the function of political work in employee motivation and harmonious labor relations, ensure the steady development of political work in accurate functional orientation, and improve the work effect.
(B) to adapt to environmental changes
The development of political work must consider the change of environment. In the current situation of great changes in the political work environment of state-owned enterprises, the development of this work needs to actively adapt to the changes in the internal and external environment. Only when the two are more compatible can the effect of political work be improved. State-owned enterprises should attach great importance to the analysis and grasp of the changes in the political work environment, adjust the political work mode according to the changes in the environment, and strive to minimize a series of problems brought about by the mismatch with the environment.
(3) Innovative working methods
At the level of political work methods, state-owned enterprises need to innovate constantly, and all methods that are conducive to improving the effect of corporate political work can be tried for other enterprises to learn from. The key is to go deep into the broad masses of workers to investigate the requirements of political work. On this basis, we should adhere to the people-oriented and proactive working concept and innovate working methods to make political work more effective.
Four. Concluding remarks
In short, the new situation of state-owned enterprise reform has brought many new challenges to the development of political work. State-owned enterprises must attach great importance to the improvement of political work, implement the new guiding ideology of political work based on the theme of the development of the times and the needs of enterprise development, and realize the political work of state-owned enterprises to a higher level.
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