Doing a good job of eight-hour supervision of employees of grass-roots central banks is an inevitable requirement for promoting the standardization and institutionalization of education management. By understanding the activities of employees' social circle, life circle and entertainment circle, the blank points of employee education supervision and management can be eliminated, and then the full coverage of employee education supervision and management can be realized. Eight hours is a concept relative to working hours. The following is what I have carefully prepared for you: Discussion on the working methods of employee education management outside eight hours. The content is for reference only, welcome to read!

The full text of "Discussion on Working Methods of Employees' Education Management Outside Eight Hours" is as follows:

The independence, selectivity, variability and difference of employees' ideological activities require that the working methods of employee education and management must be changed. We should not only do ideological and political work well within eight hours, but also strengthen the education and management of employees beyond eight hours. However, it is a difficult and weak link in ideological and political work in the new period to understand and master the ideological status and social dynamics of employees beyond eight hours.

Keywords:: discussion on the management method of employee eight-hour education

The education management of employees beyond eight hours is different from that of employees within eight hours in terms of education subject, management subject, content, scope and methods, and it is still in the exploratory stage. It is very important to correctly understand and grasp these characteristics, and it is also the premise of doing a good job in the education management of employees beyond eight hours. Therefore, combining with the reality, we actively explore the "five clean-ups" mechanism to achieve the "five clean-ups" management objectives and ensure that the education management of employees beyond eight hours is more targeted and effective.

1 Establish a strict attendance management mechanism, and clarify the management status of employees within eight hours.

The significance of attendance is to enforce labor discipline, improve enterprise efficiency, improve employee performance, and maintain a good image of standardized management of enterprises. Enterprises establish attendance system, which requires all employees to strictly abide by. How to establish an effective attendance management mechanism can not only timely understand the working status of employees within eight hours, but also radiate the education management of employees beyond eight hours. Grass-roots cadres should adopt different ways and methods for different employees. For key employees, we must really pay attention to attendance and implement the "three questions" countermeasures. When key employees are absent, grassroots cadres should contact the employees themselves at the first time and ask the reasons for their absence; Then contact their families or their families to verify the reasons for employees' leave; Finally, through the family to understand the family status and psychological activities of employees, the combination of family restraint management and unit education management is established to realize the all-round education management of employees within eight hours.

2. Establish a thought analysis mechanism, and employees' mental state will be clear after eight hours.

By strengthening the patient and meticulous ideological work for employees, speeding up the change of employees' ideological concepts, stabilizing employees' ideological emotions and promoting employees' all-round development, we can not only educate and guide people, but also understand and care about people, and make ideological and political work in employees' hearts. According to the actual situation of employees, we will carry out the activities of "two sessions and one knot" in time to grasp the ideological status of employees beyond eight hours in time. All grass-roots party branches should insist on holding a symposium on employees' ideological status once a month, and party branch secretaries should organize part-time discussions with employees at different levels and categories, get in touch with employees at zero distance, and give them reason and do practical things; The Party-mass Working Group in the operation area insists on organizing the secretary of the grass-roots Party branch to hold an analysis meeting on employees' ideological situation every quarter, and requires all grass-roots stations to report the ideological changes of employees in this station in combination with the actual situation, and analyze how to do a good job in management education for employees beyond eight hours. Everyone communicates with each other, exchanges with each other, learns from each other, strives to be a conscientious person in ideological education, always cares about employees' emotional fluctuations and ideological changes, and can grasp sudden special situations in time.

3. Establish a legal education mechanism to make cadres' sense of responsibility clear after eight hours.

Do a good job in education management beyond eight hours, improve employees' consciousness and self-control, and ensure that employees are the same in social units, outside the home and after class. This requires strengthening cadres' sense of responsibility, establishing a targeted legal education mechanism, not letting an employee fall behind, and standardizing employees' words and deeds with the "four-dimensional" education method of "things, images, shadows and sounds" to ensure that employees have a clear understanding of their own thoughts eight hours later and clearly know what they should do, what they should not do and how to do it. First, carry out educational activities on the theme of "being law-abiding employees and creating a harmonious mining area". Enhance employees' awareness of obeying laws and regulations, improve employees' understanding of the social harm caused by violating laws and regulations, and provide valuable experience and suggestions for employees with objective facts and detailed case analysis; The second is to carry out warning education activities for visiting prisons. Through the visit, employees can understand the real life and transformation experience of prisoners in prison, touch the hearts of employees with vivid examples and cause ideological shock. The third is to carry out the warning education activities of "cherish life and stay away from drugs".

4 Establish a home visit mechanism for cadres, and clarify the social activities of employees after eight hours.

At present, there are too many temptations in the society, which easily leads to the complexity of employees' social activities. Grassroots cadres have adopted a targeted "one-on-one" home visit mechanism for key employees, actively went deep into employees' families to understand the situation, talked with employees' spouses or family members, fully understood employees' ideological trends, family status, performance at home, living habits and social interaction, and listened to employees' family members' opinions and suggestions on enterprise management employees.

5. Establish a social linkage mechanism, and clarify employees' social relations after eight hours.

The social relations of employees beyond eight hours are complicated, and understanding and mastering their social relations is also the premise of doing a good job in ideological and political work. For individual key employees, grassroots cadres should join the community, communicate with community managers, understand the main social relations and activities of employees within the jurisdiction of the community, and further grasp the social behavior dynamics of employees.

6 conclusion

Insist on educating people with culture, so that the ideological and political work of employees is closely combined with the construction of spiritual civilization, internalized in the heart, externalized in the form, solidified in the system, and achieved subtle effects. First, organize employees to participate in various vivid and healthy community activities. Establish fitness associations, cooking associations, nutrition associations, etc. Organize lectures on law, reading and scientific and technological innovation, constantly guide employees to work and live happily, shape employees with tangible culture, unite employees and motivate employees. The second is to play a typical demonstration role. We should attach great importance to the important role of typical demonstration in the education and management of employees beyond eight hours, hold a "first, excellent and model" selection, select outstanding employees in various positions, and use the role models around us to drive people around us, so that employees feel amiable, credible, learnable and comparable. The third is to organize a group to expand employees' eight-hour extracurricular activities. Establishing a bicycle association and organizing its employees to go out for an outing on weekends and holidays can not only exercise, but also enjoy the fun of life. These collective projects, which are deeply loved by everyone and have a wide range of participation, not only enrich employees' spare time, but also greatly promote the continuous improvement and sublimation of employees' ideological realm and make new contributions to the harmonious development of enterprises. ?