Administrative management paper 1: "technical realization analysis of administrative management network technology in colleges and universities"
Colleges and universities are places for scientific research, and many modern new technologies are first applied and developed in colleges and universities. The development process of network technology in foreign countries also began in colleges and universities, and it also experienced a similar development process in China. Network technology is developing rapidly with each passing day, and its development results have affected the progress of various industries and are highly developed.
Linda's network technology has also had a far-reaching impact on the school. It connects administrative management, information management, book management, teaching management, scientific research and other subsystems, and realizes the sharing and exchange of resources among these systems, organically unifies the scattered teaching and scientific research resources in colleges and universities with social natural resources, and realizes the sharing and exchange of resources between them. In the information age, the campus network is a completely open network platform, which transcends the boundaries of time and space.
The process of teaching and scientific research in colleges and universities can not be separated from the support of network technology, which is a necessary condition for teaching and scientific research. In the process of teaching, we can collect all kinds of relevant information through the network, conduct remote teaching through the network, give lessons guidance through the network, and transmit and enjoy all kinds of teaching information through the network. Words, audio, pictures, animations and videos enrich the teaching content, enable students to acquire perceptual knowledge and effectively promote the improvement of teaching quality.
1, the role of network technology in university administration.
(1) displays all kinds of information of colleges and universities. Colleges and universities publish important events, scientific research, teaching and related information of various departments on the Internet in the form of web pages, including school profile, teaching staff, personnel training, scientific research, enrollment and employment, campus style and so on. Colleges and universities have established their own good image in the society through exhibitions, expanded their visibility, helped the society and enterprises to better understand the school, attracted more scientific research institutions to cooperate, attracted better students to apply for exams, and let the world know about the school and the school know about the world.
(2) Publish various notices, documents and dynamic information of the school. Communicate all kinds of rules and regulations and the latest spirit of the school through email to ensure that teachers and students can get the latest news of the school in time.
(3) Provide various services for teachers and students. For example, borrowing books, teaching logs, teaching arrangements, performance statistics, performance analysis and various reports and data. Students can set up their own web pages, including English corner, hardware gallery, programming garden and cultural center.
(4) Online education. Network technology can help teachers publish various multimedia courseware or videos online, so that students can learn various subjects intuitively online. In addition, teachers can also use network technology for distance network teaching, so that teachers can enjoy it.
(5) Build a communication platform. Online communication can be conducted through e-mail, including communication between departments, teachers, students and teachers and students. Students will send the completed information to teachers through e-mail. In addition, you can communicate with the outside world and conduct scientific research and academic exchanges with other universities and research institutions.
2. The technical realization of network technology in university management.
The realization of administrative functions in colleges and universities promotes the functional development of network technology. At present, the network technologies applied to university management mainly include the following:
(1) Build a management platform based on Lotus Notes network technology. Groupware is a kind of network-based software, which takes e-mail as the communication infrastructure, promotes group cooperation and information sharing, and maximizes the potential value of information. Lotus Notes is a distributed server system platform for working groups to share data and work together through the network. It has powerful information management and * * * sharing mechanism, and contains the characteristics of workflow software development environment. It is the most ideal software platform to realize office automation system at present. Lotus Notes has fully realized the management and sharing of unstructured information. Become the only access center for all kinds of information; This is a safe, stable and reliable infrastructure; Including a powerful workflow software development environment; This means efficient collaborative work and strategic solutions.
Management platform is an information management system based on campus network, which is not only aimed at one user, but at many users. As we all know, most office information is unstructured data and the information flow is complex, so the Lotus Notes system development platform is used for data management. As a database document management system, the basic function of Lotus Notes is to manage unstructured data such as text, documents, images, graphics, audio and video. In addition, it can also handle structured data, and can be combined with common office software such as word, excel and powerpoint to further expand the functions of the office system. The document management network system takes NOTES as the development environment. The configuration of this Notes-based computer collaborative working environment is quite flexible, which can not only meet the needs of local users for Notes LAN, but also meet the needs of remote communication. Teachers and students of the whole school can access the information in the office system through WWW browser.
(2) Using database technology to complete the construction process of resource platform. Database technology is a technology to effectively organize and store a large amount of data in the process of information processing. The fundamental purpose of database technology is to reduce data storage redundancy, realize data sharing, ensure data security, efficiently retrieve and process data, and solve data sharing problems. The process of university administration involves a lot of data, such as teachers, students, personnel, scientific research, finance, assets and so on. In order to eliminate the disadvantages of these data scattered on the local area network servers of various departments and realize the sharing of school basic information, database technology is used to centralize these data and manage them uniformly.
(3) Realize the standardization of network platform data based on XML standard. XML describes a class of data objects called XML documents, and partially describes the behavior of computer programs that handle them. XML is an application example of sgml (Standard generalized markup language). One of the main differences between XML and HTML is that an XML document must be well-formed, and it must meet several rules, such as that tags cannot be nested. Structurally speaking, XML documents follow the SGML document standard. XML is an extensible slogan, which has become the official recommended language of W3C from 1998. XML is consistent with the standardized content of national exchange standards. In the development of network technology in colleges and universities, XML standardization technology is mainly applied in the following aspects: data import and export based on XML standardization format, system configuration based on XML standardization format, data exchange based on XML standardization format, and data display based on XML standardization format.
(4) Using workflow technology to improve work efficiency. Workflow is the calculation model of workflow, that is, the logic and rules of how to organize the work before and after the workflow are marked with an appropriate model in the computer for calculation. Workflow technology is to define, execute and manage workflows through the support of computers, and coordinate the information exchange between work and group members during the workflow execution. The administrative management system of colleges and universities contains a large number of business processes. There are two ways for office information to flow between various management departments, one is the information flow between superior and subordinate departments, and the other is the horizontal information flow. For example, the notice sent by the department office to teachers and students belongs to the information flow between superiors and subordinates, and the information passed by the academic affairs office to the student affairs office belongs to the horizontal information flow. The traditional manual way of doing things is inefficient, so we must use the workflow technology in network technology to make the information of the whole school flow quickly, thus improving the efficiency of doing things. Workflow technology speeds up information processing and provides technical support for the processing process through the functions of workflow definition, workflow supervision, workflow design and support for multiple workflow instances based on browser graphics.
(5) Information security management based on PKI security system. PKI (Public Key Infrastructure) is a key management platform that follows established standards. It can provide cryptographic services such as encryption and digital signature for all networks, as well as necessary key and certificate management systems. In other words, PKI is an infrastructure that provides security services by using public key theory and technology. PKI technology is the core of information security technology, and its core is to introduce a third-party certification body CA to provide users with secure certification services. CA is the issuing authority of certificates, which confirms the identity of users through certificates issued by CA, protects the confidentiality of information through key technologies, and verifies the integrity of data through digital signatures.
3. Conclusion
With the progress of network technology, the application of network technology in university administration will be more and more, and network technology will play an increasingly important role, thus improving work efficiency and saving administrative costs. So that the administrative management system of colleges and universities can enjoy resources and work efficiently, and provide technical support for enhancing the core competitiveness of colleges and universities.
How to improve the efficiency of administrative management in higher vocational colleges.
With the arrival of the international community, higher vocational colleges should not only compete with domestic higher vocational colleges, but also compete with foreign higher vocational colleges. In the final analysis, this kind of competition is the competition of administrative efficiency.
First, the factors affecting the efficiency of administrative management in higher vocational colleges
(A) the concept of time.
Under the traditional teaching system, leaders and general staff are more or less short of the concept of time, especially in the habits of China people, who is more inclined? Drag? Word formula, when encountering some things, such as approving a document, may require several different departments to stamp, and it is difficult for these departments to find people who can be responsible for stamping, especially in higher vocational colleges. The leaders of higher vocational colleges regard teachers and students as members of their own management system and think that teachers and students are a requirement for leaders, not as members of higher vocational colleges, not as teachers and students.
(B) the problem of unclear division of labor
At present, the system setting of higher vocational colleges does not conform to the operating rules of higher vocational colleges. There are many jobs in higher vocational colleges, and various functions are not clear, so it is difficult for teachers and students to find when they want to do things. Relevant departments? . There are many people and jobs in higher vocational colleges, which will lead to unclear division of labor, and even employees may not know their own functional scope, which will lead to mutual shirking among various departments, so that students and teachers can only wander between departments and cannot find a department that can really do things. Such higher vocational colleges are inevitably inefficient in administration, unable to facilitate the scientific research and study of teachers and students and help them grow up.
(3) The administrative system is not clear.
There is no feasible template for the administrative management system of higher vocational colleges, and all schools act according to past experience, which inevitably leads to the phenomenon of repeating or missing a step in the process of dealing with things. Higher vocational colleges with high administrative efficiency must have a set of administrative rules, systems and norms suitable for this higher vocational college. According to a certain process, it is easy to find the person in charge and get the result quickly. However, the administrative rules and regulations adopted by higher vocational colleges with low administrative efficiency are inevitably unclear, unclear, students can't find the person in charge, or it is difficult to understand the clear process, which leads to difficulties, time delay and inefficiency, and affects the outcome of things.
(D) The quality of managers is uneven
No matter what management system, it must be implemented to the managers in the end. If the quality of managers is not high, no matter how efficient the management process is, it will not produce efficient administrative management in higher vocational colleges. At present, there are still some negative factors in China's higher vocational colleges, such as low quality of managers, weak sense of administrative responsibility and mutual shirking. The administrative efficiency of higher vocational colleges can not be improved under the management of such administrative personnel, who have low academic qualifications, poor knowledge of education management and rich administrative experience.
Second, measures to improve the efficiency of administrative management in higher vocational colleges
First of all, the most important thing is the change of concept. We should have the concept of time and efficiency, and complete our own procedural things efficiently and quickly, so as to effectively improve the administrative efficiency of higher vocational colleges. To change the concept, it is necessary for the administrators of higher vocational colleges to realize why they want to change, what will be different after the change, know the gap before and after the change, publicize the idea of improving efficiency, and strive to form an efficient and fast atmosphere in higher vocational colleges, so as to fundamentally solve the problem of administrative inefficiency in higher vocational colleges.
Of course, just changing your mind is not enough. The change of ideas is only the beginning. If the division of labor is not clear, administrators may not be able to handle things efficiently. Therefore, the second step is to change the school's post setting, reasonably set up posts, only one post with the same function can be set up, clarify the relationship between posts, and what is the function of each post, so that the administrative staff of higher vocational colleges can do some practical things according to their own post requirements, or do some practical things quickly and effectively to improve the administrative efficiency of higher vocational colleges.
Before, I said that we should standardize the post setting in higher vocational colleges, reasonably set the posts in higher vocational colleges, and at the same time make systematic provisions on the process of various management matters in higher vocational colleges, scientifically improve the management rules and regulations of higher vocational colleges, so that everything can be followed by rules and regulations, which can be more concise and faster.
In the process of improving the administrative efficiency of higher vocational colleges, most of them
An important part is to improve the quality of administrative personnel. Only by improving the quality of administrative staff in higher vocational colleges can we improve the cooperation between posts, and further improve the administrative efficiency of higher vocational colleges through better coordination and cooperation, better communication and progress.
Three. Concluding remarks
The administration of higher vocational colleges is very important to the development of higher vocational colleges, which directly affects the level of higher vocational colleges. The efficient administrative efficiency of higher vocational colleges can leave a good impression on the colleges coming and going, and also provide the greatest convenience for the scientific research and study of teachers and students in higher vocational colleges. The success of teachers and students can maximize the grade of a school. Therefore, the administrative efficiency of higher vocational colleges is very important for the future development of higher vocational colleges.
Administration Paper 3: "On the Present Situation of Enterprise Administration"
Abstract: With the reform of China's personnel system, personnel management behavior has changed from closed to open, from empirical and policy-oriented to scientific and modern management based on rule of law management. Human resource management pays more and more attention to the scientific, democratic, legal, modern and rational management system, the vitality of talent competition mechanism and the efficiency of personnel management institutions and human resource development departments.
Keywords: working atmosphere of post labor force
A, the reasonable arrangement of enterprise management personnel
The most reasonable allocation of human resources should be the dynamic combination of human resources potential structure and job demand structure, and three aspects should be considered in the allocation. First, the qualification structure, that is, work experience, length of service, education, professional title and other conditions. The second is the knowledge structure. On the one hand, every employee should strive to accommodate and master more knowledge, and strive to become a generalist. On the other hand, the whole team needs to absorb talents from all walks of life in order to form a broad decision-making vision and comprehensive thinking. The third is the age structure. Pay attention to the collocation of the old, the middle-aged and the young, organically combine the experience, experience, strategy, spirit and maturity of senior employees with the vigor, vitality and pioneering spirit of young people, and give full play to their talents? Joint fleet? Power, make the best use of human resources. Post management of enterprises must be carried out on the basis of analysis and evaluation. The emphasis is on the dynamic and institutionalized management of posts, and at the same time, the organizational structure, workflow and posts that match the enterprise strategy are formulated, so as to adapt to the diversity of labor force through post redesign and improve the job satisfaction and internal motivation of employees.
Second, the enterprise administrative human resources manager's quality requirements
The general trend of human resource management is people-oriented, which is based on understanding, respecting, developing and motivating people, managing people as an important resource and developing and utilizing people as a capital. The task of human resource management is to select, educate, employ and retain people. The function of human resource management is to mobilize the enthusiasm and creativity of all kinds of employees. At the same time, it is necessary to use labor law and labor contract to regulate human resource management activities, coordinate the handling of labor disputes in units, make people adapt to things, and achieve the purpose of making the best use of people, making the best use of people, and doing everything for a reason.
This reform and role-playing of human resource management put forward high requirements for the basic quality of human resource managers, requiring us to have excellent personality quality, reasonable knowledge structure, advanced human resource management concept, basic working ability, sound psychological quality and certain personnel work experience. In order to adapt to the transformation from personnel management to human resource management, we must improve our own quality from the above aspects.
Iii. Problems in personnel management of enterprise administrative departments
1. The incentive mode is simple.
At present, the main incentive forms adopted by Chinese enterprises are salary, bonus, annual salary system, manager's shareholding, stock option and so on. Most of them are material incentives, lacking the supplement of spiritual incentives, ignoring the powerful role of spiritual incentives. Although employee stock ownership can take into account the long-term and short-term interests of enterprises to a certain extent, it has little effect because of its low shareholding ratio.
2. The incentive level is single.
The current incentive mechanism is usually oriented to all employees, lacking individual pertinence and not considering the differences of employees' needs. When encouraging, we pay attention to the overall goal and ignore the needs of different levels, which makes the incentive effect far from the expected value. People's needs are distributed from low to high. Meeting high-level needs has a more obvious incentive effect, and meeting high-level needs is particularly important for high-quality talents.
3. The evaluation system is not perfect
Performance appraisal is the necessary supporting foundation of incentive mechanism, but now many enterprises lack a clear guiding concept for employee performance appraisal, and there are many problems in the appraisal system. The main performance: (1) The enterprise lacks a set of systematic and objective performance evaluation standards, and only considers the performance of employees in the specific evaluation process, without paying attention to various factors affecting performance, such as the working environment and opportunities of employees; (2) After the evaluation, don't combine the evaluation results with the training and development of employees. (3) Employee performance goals are out of line with corporate strategic goals. Most employees can't effectively decompose departmental goals into personal performance goals at work, and there are serious subjective assumptions; (4) The fairness of the evaluation cannot be guaranteed.
4. There is inequality in the wage system.
Salary is the direct motivation of employees' work, and reasonable salary can achieve effective incentive effect. However, in reality, the salary of some enterprises does not give full play to the incentive role, and there are common problems in their salary systems: First, the salary distribution is unfair, and equal pay for equal work has not been achieved. Too little profit is distributed to employees, which leads to employees' dissatisfaction, which in turn affects their enthusiasm for work.
The main methods for administrative departments to improve enterprise staff management
1. Establish an effective incentive mechanism
Establishing an effective incentive mechanism is the central task of human resource management. As an important part of human resource management, incentive system is directly related to the production efficiency and development level of enterprises. Effective incentive mechanism can not only attract, develop and retain talents, but also stimulate their enthusiasm, initiative and creativity. The first is salary incentive. Enterprises can link employees' salary with performance through salary, welfare and equity, and stimulate employees' enthusiasm in the form of economic benefits, so that they feel that their personal interests are closely related to the overall interests of the enterprise and are willing to serve the overall interests of the enterprise. However, if this kind of incentive is excessive, it will increase the burden of enterprises and is not conducive to their long-term development. Therefore, salary incentives must be combined with spiritual incentives. The second is spiritual encouragement. Spiritual encouragement includes respect, understanding and support for employees, trust and tolerance, care and consideration. The correct use of spiritual motivation can effectively cultivate employees' loyalty and trust in the enterprise. Only when enterprises really think about their employees can they fully mobilize their enthusiasm. The third is career motivation. Everyone has a strong motivation to achieve. Take scientific and technological talents as an example, they all want to make achievements in their own professional fields, and their demand for improving their achievements, reputation, honor and corresponding status is stronger than material interests. Therefore, for them, the professional motivation is mainly to create opportunities and conditions to ensure that they can display their talents. Fourth, corporate culture incentives. Enterprise culture refers to the business philosophy with enterprise characteristics gradually formed and developed in the long-term production and operation process, which is the sum of values, codes of conduct, basic beliefs, customs and traditions recognized and observed by all members of the enterprise and the corresponding system carriers. Through the encouragement of corporate culture, employees can experience the income and status differences brought about by different abilities, and encourage employees to constantly improve themselves, thus forming a virtuous circle. This kind of corporate culture incentive centered on the virtuous circle of human resources value, in turn, promotes the self-improvement of corporate image.
2. Establish a scientific and effective evaluation system.
Scientific job performance evaluation is a more effective and sufficient basis for motivation. Establishing a scientific performance appraisal system, including objectives, tasks, post standards and appraisal system, is a basic and important work for enterprises. Enterprises with high employee enthusiasm have established a scientific performance appraisal system, which is linked to personal income. The salary of most enterprise employees depends on the salary scale of individual positions, personal qualifications and performance. This wage system is characterized by high transparency, easy supervision, people walking with the post, changing the salary from the post, laws to follow, easy operation and reducing human influence. The adoption of performance pay will inevitably involve the issue of performance appraisal. Performance appraisal is the basis of performance salary, and the formulation of performance appraisal system is an important part of material incentives. For employees at different levels, different assessment systems should be formulated. As an effective management tool, performance management not only provides a means to reward and punish employees, but also has a more important significance in improving the work and performance of enterprises, encouraging employees to continuously improve their performance, and finally achieving the strategic objectives of the organization.
3. Strengthen employee training.
By strengthening the training of employees, the overall quality of human resources in enterprises can be improved. Only by developing the potential of human resources can we develop the potential of enterprises, and only by improving the overall quality of human resources can enterprises be more competitive. Rational development of the potential of existing human resources is equivalent to increasing the total amount of human resources without increasing the number of personnel, which is very beneficial to the increase of enterprise benefits and the improvement of employees' own quality. Enterprises should count human resources, and through effective training, truly transform human resources into human capital, and then into scientific and technological advantages and industrial advantages. Before carrying out human resources training, we should fully analyze the existing human resources structure of enterprises, scientifically design the training system according to the future development needs of enterprises, and establish and improve the mechanism of combining training with employing people. The training funds included in the annual pre-enterprise training should be close to their own reality, enhance pertinence, and adopt multi-channel, multi-form and multi-level training methods. First, make the talent training work adapt to the strategic goal of enterprise development, and ensure the regularization, standardization and institutionalization of the training work. Second, full-time, non-full-time, amateur short-term training can be combined. The combination of academic education recognized by the state, specific professional objects and non-amateur short-term training. Third, take measures such as sending colleges and universities, running schools jointly, and training vocational skills to cultivate and bring up a group of key talents urgently needed by enterprises. Fourth, pay attention to career management. Career design is to determine the appropriate career direction and goals on the basis of understanding employees, and make corresponding plans to provide the most effective path for individual employees' career success. Enterprise career management is conducive to the long-term development of enterprises, understanding and integrating all kinds of human resources, so as to maximize the creativity and innovation ability of employees.
Verb (abbreviation of verb) conclusion
Now that enterprises have changed, institutions have not really transitioned to the modernization direction of human resource management. As human resource managers, they need to improve their own quality in personality quality, reasonable knowledge structure, advanced human resource management concept, basic working ability, sound psychological quality and certain personnel work experience to meet the needs of management.
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