Resignation report of general manager of state-owned enterprises 1

Leaders:

Hello.

Due to physical reasons, I can't adapt to the work of a securities fund manager. I'm going to go home to recuperate after work at the end of this month. In this regard, I would like to express my deep apologies to the company leaders and colleagues who trusted me and gave me expectations.

As an elder sister and a leader, I want to share with you the harvest of my study and growth in citic wantong.

First of all, thank you. Thank you for giving me the opportunity to study and exercise in citic wantong, where I not only learned the knowledge of securities, but also met many lovely colleagues. Citic wantong is like a harmonious big family. Working here is not only warm but also full of happiness. In the busiest days of the company, I witnessed the intense and orderly work of my colleagues. Although tired, no one complained. Let me see a United fighting collective, a young and energetic collective. Whenever I am tired from work, when I see them, I feel a force unconsciously. The warmth in my heart comes from the optimistic and professional spirit of my colleagues and from everyone's mutual concern and encouragement. It is this battle group that constantly inspires me, gives me strength and shows me many shortcomings. I am proud to have such a group of colleagues.

In my brothers and sisters, I see the vitality and future of this company. I see kindness and peace in my eldest brother and sister, and I see the history and accumulation of this company.

Thank the company leaders for creating such a harmonious and happy working atmosphere for us.

Secondly, I want to thank all my colleagues in this company. It was everyone who gave me warmth and help. Let me work here happily and enthusiastically. Thank Meng, Zhao Huijie, Gao, Lu Binge, Paul Yu Pin Ge and Han Yunkai for their encouragement and support to my work. Thanks to the lovely colleagues at the front desk.

I wish citic wantong a prosperous career. The road is getting wider and wider!

I am here to convey

Salute!

Resignation:

Xx，xx，XX，XX

Resignation report of general manager of state-owned enterprises II

Leaders:

Hello! Unfortunately, I have to formally resign from the company at this time.

I have been in CITIC Securities for almost half a year and have always enjoyed this job. I am satisfied with the working environment, team, pressure and personal preferences. I have always felt very lucky and proud to work in CITIC. I think it's not just a job, but also a professional experience. At CITIC, I completed the transition from a student to a newcomer in the workplace. I learned a lot from the company's work experience: team spirit, how to get along with customers, discipline because that is the most reasonable … I can't recite what I have learned because they are too rich. This will be the wealth of my life. To this end, I sincerely thank the company, leaders and our team.

I have always believed in the company's development prospects, and I believe that the company can usher in better development opportunities after the economic crisis. Resignation is entirely personal. My parents think that an unstable job can't bring me a stable life, although I think their understanding of stability is too different from my idea. My failure is that I can't persuade them to change their inherent ideas. It may be better if I work longer and accumulate more experience in communicating with people. Unfortunately, this assumption does not exist. In order to take care of my parents' emotions and avoid war at home, I made the biggest compromise since I was born. It's not easy to make such a decision, but when I start printing this resignation report, I can comfort myself with a wry smile, at least I won't continue to gain weight.

Finally, I wish you all the best in your work and life! I wish the company vigorous development!

I am here to convey

Salute!

Resignation:

Xx，xx，XX，XX

State-owned enterprise general manager resignation report 3 pages

Dear President Hu,

Hello!

I am writing this resignation letter with very complicated feelings. I have been in the company for more than three years. Because of your concern, guidance and trust, I have gained many opportunities and challenges. During my time in the company, I have learned a lot of knowledge and accumulated rich experience in many fields, for which I am deeply grateful.

When I wrote the words "resignation report", I burst into tears. I've been with you for almost three years, and it's really hard to leave the company. My contact with you began with your cooperation with water manager. In the two years of cooperation between you and Water General, due to different business ideas, great differences and constant contradictions, I have been reconciling you. In the end, you still can't walk together.

Since the water manager left you last year, I chose to stay and work under you. Don't mind, water and I have been friends for many years. You gave me great support and trust, and you didn't avoid suspicion. You entrusted me with all the big and small things in the company and entrusted me with a heavy responsibility. From this point of view, I respect your generosity and meritocracy. You are a good leader I respect.

Before I came to you, I was used to working with the water manager unilaterally. After joining your company, I found that the usual model is different from your company in many aspects. So, I gradually adapted to your work style, gradually integrated into your company, and gradually cooperated with the employees in the company until now.

Thank you for your trust and support during my stay in the company, and wish all my colleagues and friends greater achievements and benefits in their work and activities! It takes a lot of determination to leave the company where I have lived for two years. I made a lot of resolutions before, but after what happened recently, I decided to leave. Before I left, I felt very guilty. I failed to live up to everyone's expectations and love for me, but I had no happiness to enjoy and had to leave.

You once told me that you didn't value my ability, but when you saw my sincerity in helping water, you valued my character. This is your affirmation of me. After writing this, I was in tears again. But I will always remember the kindness of the company to me, forever! I wish the company a better development in the new year!

I am here to convey

Salute!

Resignation:

Xx，xx，XX，XX

4 pages of resignation report of general manager of state-owned enterprises

Dear General Manager X:

Hello!

It has been more than a year since I came to work in xx Hotel in a blink of an eye. First of all, I would like to thank the company for training me this year and the leaders for their support and help in my work. Thank you for your generous advice, which has benefited me a lot in my career this year.

I heard that xx Hotel is one of the largest private hotel groups in xx. There are countless well-educated people in it. Fortunately, at that time, I was appreciated by the leaders and successfully hired the position of sports manager. To this end, I cherish it very much. There is a saying in The Analects: "Learning without thinking is useless, thinking without learning is dangerous". After entering the hotel family, I can't wait to communicate with the managers of all departments. And learn modestly in communication, learn from each other's strengths. Strive to improve self-level, and lead all staff of Recreation Department to complete all tasks assigned by the hotel under the guidance of the general manager.

This year is destined to be an extraordinary year. The turnover of xx hit a record high again, but the foot bath was on the verge of bankruptcy due to poor management. In the face of failure, I am responsible, and I am ashamed of the trust of the company and leaders. But as a professional manager, you should be ashamed and brave. Under the leadership of the company, the company quickly adjusted its strategy and immediately set about preparing for the xx Health Pavilion, tentatively scheduled to open in xx in xx.

This year is a year full of self-challenges. Because of the particularity of work, the rest time is completely opposite to the normal biological clock. After 365 nights, I gradually felt seriously overdrawn. Especially in recent days, the old injury has recurred and the back pain is unbearable. After much consideration, I feel that I have a great responsibility, and I can't make mistakes in the company for my own sake. Therefore, I hereby submit my resignation to General Manager X in advance, in order to find another worthy minister, and hope that the leadership will approve it!

5 pages of resignation report of general manager of state-owned enterprises

Dear supervisor and manager,

Hello!

After working in the hotel for a period of time, the business knowledge and professional knowledge of hotel employees' resignation letters have been basically mastered, but as the saying goes, "there is no end to learning", many hotels still need to learn resignation reports. I have been thinking about quitting my job for a long time. The hotel environment is very caring and protective for the waiters (at least for our personal interests). In view of my personality, it is difficult to improve my growth in the hotel, report the resignation of employees or improve myself.

Although my idea is: people need continuous development and progress to complete the hotel resignation report. I have been trying to change and adapt to the environment, so as to play my role better. However, I feel that I have not made any breakthrough. I've thought about it for a long time, and I'm sure I need to change my environment to sharpen it.

The staff of the hotel have changed a lot recently, so it may take some time to write the handover work in the employee resignation report. It is hoped that the handover will be completed around 7/ 15. The resignation report of this old employee may be shorter. If the implementation is too difficult, I agree to postpone it for a while. But I still hope the manager understands.

I hope that when I submit this resignation, how to write the resignation report in the hotel is self-evident. But now I have decided to stay, which will make it more difficult for me to finally leave. Finally, thank you, I hope the company's performance will soar as always! The supervisor and colleagues work smoothly!

I can't continue to work in the * * hotel for some reasons, and now I want to leave the hotel in a month. Please approve the departure formalities.

6 pages of resignation report of general manager of state-owned enterprises

Leaders:

I'm sorry to write you this resignation report. I have worked in the hotel for nine months. Although the time is very short, I have a particularly cordial feeling of home here, which left a good impression in my mind. In the process of getting along with every employee, I can learn a lot of knowledge beneficial to hotel management from them; To this end, I am very grateful to the leadership for providing me with this work platform and promotion opportunities; Thank the leaders for their guidance in my work and meticulous care in my life.

Although the working hours are short, it is meaningful to my life, and it is an encouragement, spur and exercise. After nine months of management experience, I gradually learned how to become a qualified middle-level hotel manager, how to deal with complex interpersonal relationships with colleagues, and how to understand and tolerate.

At the same time, let me find out from myself or doubt whether my personality is not suitable for hotel management;

First, I feel that I am far from qualified as the deputy general manager of the hotel;

Second, they lack professional knowledge of hotel management;

Thirdly, it is realized that to do a good job in the management of three-star hotels, it is not by dribs and drabs and temporary enthusiasm to grasp the daily hotel management, but by systematic professionals to do it down-to-earth;

Fourth, my work pressure is increasing now. The above points are the main factors in my resignation. At the same time, because the children are studying, the family's economic pressure is also increasing sharply, which is also a very realistic problem.

Finally, considering the future development of the hotel and the survival of more than 100 employees, I don't want to hinder the improvement of hotel management because of my factors. I made this choice after careful consideration. In fact, when I wrote this letter, the waves in my heart could not be calm for a long time, because I came as a long-term plan.

I'd like to take this opportunity to thank the hotel management and all my colleagues headed by Liu Jingli. Their work spirit of setting an example and not being afraid of offending people infected me and made me learn a lot of knowledge and experience in hotel management. They let me find the happiness of work and the warmth of friendship; It is their understanding and tolerance of the shortcomings in my work.

I will come back when I have a chance. Believe me, when I leave, I will study hotel management knowledge attentively, master a set of systematic and modern management modes, and then work together with you to make progress together and realize the dreams of the founder and all employees of Yiyang Township Hotel. Finally, I sincerely wish Suqian Real Estate Development Co., Ltd. every success! Yiyang hometown hotel business is booming!

Please ask the leadership for approval, thank you! There are some shortcomings in the work, please forgive me!

7 pages of resignation report of general manager of state-owned enterprises

Board of Directors of xx Company:

Dear leaders and chairman, in the past two months in xx Company, I have made my own efforts and struggles. Because of my own shortcomings and personality, it is difficult to integrate with my colleagues in the workshop. So I decided to resign. Resign as the general manager of xx Company.

Before resigning, I summarized the details I saw in xx Company as follows. It is mainly divided into four issues: financial improvement, human resource management improvement, systematic and standardized system and sales expansion. Because the development of an enterprise must be changed to a certain extent, it will inevitably lead to the separation of ownership and control. Just like I am a professional manager and work for shareholders. Don't work for someone. Without the decentralization and determination of the upper level of the company, everyone who comes will be like me, or will be paid for it. If an enterprise wants to grow and develop, it must first have a relatively sound system to guarantee it. What is the most important difference between large enterprises and small enterprises? That is, the core resources and information of small enterprises are in the hands of entrepreneurs, while the core resources and information of large enterprises are scattered in the hands of managers. Therefore, small enterprises can rely on feelings to maintain, and large enterprises rely on sound systems. Of course, an enterprise cannot be managed entirely by the system. Enterprises also need corporate culture, with mutual understanding, mutual respect and mutual trust among employees. What our xx company lacks is the understanding, respect and trust of the above-mentioned things, systems and corporate culture employees.

What I said above is to improve the company system, which is the foundation of the development of our xx company. The existing xx company does not have a good system and system execution, but depends on feeling to maintain, how to improve the system execution. It is a problem that our company should face. That is one of the four problems I mentioned, the systematization, process and standardization of the system.

With a good system and a perfect system, there must be a good system promoter, and before he comes, the board of directors of the company must agree and have the corresponding legal rights of the company. If there is no such thing, it will be empty talk, and there will be no problem of dealing with the improvement of human resource management and financial improvement. First of all, let me talk about the promotion of human resource management. There are not many employees in xx company, except for technology and outside, that is to say, the employees inside. Although most of our directors are not full-time, the staff of more than 20 people are divided into three pieces, three workshops, four directors and five directors in the warehouse, which is the waste of management resources. I think one can do it. And the wage system should be clear, equal pay for equal work. However, the current salary system of our xx company is not clear, which leads to everyone eating a hundred meals. The performance of employees' efforts and non-efforts is not clear, and efforts and non-efforts should be spoken by data. Don't speak by feeling. This is what I want to talk about the improvement of human resource management.

What I want to talk about now is the perfection of the financial system, which has many problems, including the management concept of business owners. First of all, let me talk about warehouse management. Warehouse management is chaotic, and without a good picking system, who can get more materials? There are too many dull materials in the warehouse. Some things have no accounts, why not. Why are the things collected by Hangzhou Engineering Office actually used less? Is it the warehouse or the Hangzhou Engineering Office or the procurement problem? Because who is the first person responsible for these problems, that is, the business owner manager. The lack of good procurement system, warehouse management system and on-site production management system has caused the confusion of existing management, so the first person to be held accountable is the boss and manager of the enterprise.

Generally, large brand enterprises pay attention to zero inventory, but our company can't be zero inventory. How can we achieve and approach zero inventory? This is what I want to say about the management concept and value sharing of business owners. To do this, entrepreneurs in our company must learn to share value in their positions, not monopolize profits. I can say that an enterprise that takes profits as its own without sharing value will never be a successful enterprise.

And our company's warehouse has more than 654.38+00 thousand worth of inventory, I want to ask why? Why is it so high? Of course, it does not include the company's dull materials. Our company has high risks. Therefore, we should learn to share value, develop good suppliers, turn them into good business partners to bind interests and pass on the business risks of our company. Transfer our financial pressure, so that we can face market risks better and more flexibly.

In the existing production, we have to master the assembly process, the core thing. The existing aluminum shell can be processed externally. What I want is a semi-finished shell. And this aluminum shell accounts for a large proportion in our production workshop. It takes five people to assemble aluminum shells in Zhang's workshop, and the daily output of aluminum shells is about 50~60 sets. Our company has a standing raw material fund of about 250,000 yuan for this finished aluminum shell, excluding small accessories. Intermediate links can also reduce cost waste. On the contrary, raw material suppliers become my warehouse and my risk grafting master. And our company is more flexible to face the market and increase production to increase production. We don't have enough production space and so on.

With the beginning above, our circuit board can also deal with this problem in the same way. Our risks can also be grafted onto my suppliers. What I want is a semi-finished board, but it also involves LED components, which can also be solved. What I want is the LED from a designated supplier. I can claim for quality problems. We are mainly faced with the development of new products and the assembly of semi-finished products provided by various suppliers. At the same time, our raw materials are always available and controllable. The intermediate cost is about 350 thousand. We are not in danger.

With the above two pieces, the savings of improving the warehouse will come out, and the warehouse account can be more convenient to manage and save manpower. The resulting savings are even more. It is difficult to calculate the production cost because there are no reports from the warehouse and there are many qualified rates in each link. If there are the above two pieces, it is very convenient to calculate the cost. This is what I call financial improvement.

Finally, I want to talk about sales expansion. The sales of the existing company are not well reflected, because of the lack of sales staff, the company is still limited to Hangzhou. How to expand based on Hangzhou? If we don't have a good sales team now. If there is no such basic point as Hangzhou, will the company have problems?

Ladies and gentlemen, the above is what I have seen and thought in the past two months. Because of my personality, I am not suitable to work in xx company in my present form. It was difficult for me to change the company, so I resigned. This will be my final opinion in xx Company and my future successor's work suggestion. If it is adopted, I am very happy.

I am here to convey

Salute!

Resignator: XX

Xx year x month x day

8 pages of resignation report of general manager of state-owned enterprises

Manager L: Hello!

Today, when I had to start writing with complicated feelings, my heart was full of emotion and regret. Today is almost five months since I took office as general manager, during which the ups and downs are long and complicated. Although I have achieved the best performance in the history of our company in the past five months, I decided to leave, which brought me more heaviness and reflection.

First, reflect on the decision to join the company.

1, I accepted the appointment for reasons, not for purposes-my first step was wrong. After consulting with you and the headhunting company, I conducted a three-week survey of the company and submitted a management diagnosis report. I chose to give up. Two days later, you drove to my house in person and told me that you had organized middle managers to vote collectively and unanimously appointed me as general manager, and each of them signed a "written pledge to fulfill a military order". If one day they are adjusted or dismissed because of the management needs of the new leader, no one can object. I was very moved, and felt that there was no need to visit the cottage without seeing the back of Kongming's ancestors. It also depends on your determination to change, telling me that I can completely decentralize and do it boldly; Another point is my selfishness-I have been wandering abroad for 20 years after graduating from college. People in China have a root-seeking complex, and our company happens to be in my hometown. I accepted this appointment for various complicated reasons.

This is exactly the problem: I accepted the appointment because of the reason, not because of the purpose-my first step was wrong; As you, you invited a general manager in a hurry when the conditions were not complete, especially when the preparation was not sufficient.

Two months after I joined the company, when I gradually realized that the company paid too much attention to short-term interests and the authorization was far from enough, I offered to leave. It was your sincerity that touched me again. Yes, after all, it is too short to come, and there are risks in completely decentralizing. The company can't afford to lose, and the desire and management status of employees really need to introduce external executives. I can't stand failure either. As a professional manager who has worked for many years, I don't want to see my failure easily.

What you need is not the general manager, but the assistant to the general manager or the executive vice president. At the beginning of enterprise development, the boss's main management mode is to rely on people to govern. When there are more than a dozen people in the enterprise, all the situation of the enterprise can be seen at a glance, and the problem can be solved in one sentence. When the scale of the organization is expanded to several hundred people, my eyes are far from enough. I can see problems everywhere, and it doesn't matter if I say it ten times and eight times. I have to turn a blind eye even when I sleep. The purpose of your recruitment is not only because you fly too high and too fast, but also because I feel that the familiar veteran minister can't keep up with his own ideas and the situation of the enterprise. I also hope that I can get rid of the chronic diseases of the organization through the hands of others, and I can avoid being said to be the leader of Zhu Yuanzhang's smashing the Qinggong Building.

Today, it seems that the positioning of our two sides has not been fundamentally consistent. You want to realize your management philosophy through an external supervisor. What you need is not the general manager, but the assistant to the general manager or the executive vice president, just to get me in as the general manager, although you have kept it a secret. But the biggest problem of our cooperation is that, boss, when you want to change the following through a professional manager, you don't realize that the root of the system problem is mostly on yourself. Professional managers rely on it and will go to the end because of dislocation; On the contrary, trying to change the boss's ending is often doomed to failure.

Therefore, our company must recruit executives when you know and accept to change yourself.

Second, reflect on the coordination of strategic thinking

The strategy of an enterprise should dominate the overall situation and is the outline of its development. Strategy is the result of fully analyzing comprehensive factors such as strengths, weaknesses, opportunities and threats and allocating necessary resources based on the enterprise mission. Different development stages of enterprises need different strategic cooperation.

1. Today's successful experience may be the root of tomorrow's failure. Let's take a look at some business indicators and questionnaire survey data of our company:

(1) Several main operating indicators:

The annual sales in xx increased by-10.7% compared with the previous year, and the annual growth rate in xx was 2.3%.

Quality: the return rate of supporting products in xx years13.8%;

The cost changes little; There are no statistics on the delivery date.

(2) The following are excerpts from some questionnaires, interviews and documents:

The proportion of employees who understand the company's strategic planning: 3.8%;

Proportion of enterprises in favor: 5.1%;

Employee's fair satisfaction: 29.4%;

Universality of leapfrog command: 74.5%;

File implementation rate: 13.4%.

The reasons for the sluggish performance in recent years are all here: the operational indicators are the results, and the data from the questionnaire survey are the reasons. You agreed to the diagnosis report, and we communicated more than once. The rapid growth of enterprises has turned to stagnation, indicating that the development of enterprises has encountered bottlenecks, and long-term pain is better than short-term pain. While the enterprise benefits are good, the market gives us a breathing space. We should focus on standardized basic management as soon as possible, otherwise it will be restricted by many factors such as technology, personnel quality, management level and execution. In the case that quality and delivery cannot be fully guaranteed, the more we supply, the greater the risk.

In fact, not long after I joined the company, you readjusted your annual goal for xx years. This goal is to increase sales by 32.8% in the case of stagnant performance in the first three years.

Looking back on the development history of our company, we can see that the development of our company is due to your keen market insight and extensive social resources. In the case of extremely weak industry competitiveness, we use low-end products and price advantages to expand rapidly, and the growth model we rely on for success is replication scale. Although you admit that standardized management is the first priority, it seems that you prefer economies of scale, making it bigger first and then stronger. However, whether it is bigger or stronger depends on the stage of enterprise development, not by feeling or patting the head. Today's successful experience may be the root of tomorrow's failure.

2. The boss's pattern determines the strategy of an enterprise. What kind of enterprises will there be? I have worked in a highly competitive industry and deeply understand what the cruelty of market competition means. There is no need to compare with the home appliance industry. Even compared with the general competitive industry, our survival is a problem. Today, the competitive situation of auto parts industry has entered the red sea stage from the blue sea, but our thinking has not changed fundamentally. Many elders, including you, do not agree with this. Is it wrong for enterprises to make money quickly? In that case, why don't our children go to work after graduating from high school and choose to go to college? Going to college not only doesn't make money, but also costs tens of thousands every year!

Perhaps the reason why our thinking is contrary is that in your eyes, the enterprise is the crystallization of your own efforts from scratch, and you treat the company more like your own children. Especially with the development of scale, your concern about the fate of the enterprise can be described as treading on thin ice, and there is no room for any mistakes, which leads to the tendency to avoid failure through experience in risk assessment and strategic decision-making. But I have been thinking, what should we do in the case of a rapid reversal of the industry situation? Where is our core competitiveness?

By technology? Management? Market resources? Or the value chain? None of us have an advantage!

The boss's pattern determines the strategy of the enterprise, and what kind of strategy will have what kind of enterprise!

Third, thinking about the next step of work.

80% of an enterprise's success lies in its execution, and excellent execution can make up for and discover strategic mistakes. In our company, there is a very strange phenomenon, the same thing, different people will give completely different results. Let's analyze the problem that can't effectively promote the work from the most basic aspects of the company.

1. It's incredible that a company only relies on one contractor to build a high-rise building. The determination of organizational structure should be subject to the overall strategy of the company, and then post analysis should be carried out according to the needs of enterprise development, so as to select the right personnel to the right posts. In our company, the core power layers are all old subordinates who have followed you for more than ten years. If this is not a problem, then when the drivers around you have become department managers and deputy general managers, don't they feel the problem? There are many ways to be grateful. If you send them out for further study, is it a more responsible way for each other? Of course, the possible problem is the matching of treatment and corresponding positions. There is a vivid metaphor in architecture: it is impossible to lead a group of masons to build tall buildings with only one contractor, unless the quality of the team is improved.

Either obey the unified command, but this is difficult to do in our company.

2. The boss is not the fire chief.

3. Will employees obey the management of their superiors?

What will the enterprise be like when all levels can disobey the arrangement? The control of personnel rights will determine the authority of a manager. I have been the general manager of two different types of enterprises. Although I dare not say what achievements have been made, at least their brand has jumped to the top. I am well aware of the difficulty of change. In the complex environment where 1000 employees are nearly14 husband and wife, I made a careless move and didn't even know how I "died". In our company, human resources managers have to accept dual leadership, and personnel adjustment is too difficult. It is obviously inappropriate for the production system to appoint a workshop supervisor according to his performance. I suggest that his immediate supervisor adjust. The supervisor said that he wanted to transfer for a long time, but this person was directly appointed by you not long ago. Forced adjustment will bring a series of problems. I have communicated with you three times, and the final result is that I didn't know about the personnel changes in advance: after something happened, you won it in public in a rage. So, where is his direct superior authority? Do subordinates need to care about them? Will employees obey the management of their superiors?

All levels can disobey the arrangement. What will happen to the enterprise?