Summary of department manager’s work report on joining and becoming a regular employee

Department managers are called ministers, directors, or department heads in some units. In terms of level, department managers belong to the middle-level cadres of the unit; in terms of authority, department managers range from managing two or three people to dozens of people. Below are some summaries of work reports on department managers’ onboarding and regularization that I compiled for your reference.

Example of work report summary of department manager's entry into full-time job

Since I was hired by the hotel as the director of the general manager office and manager of the human resources department on May 26, 20__, I have been in this position for more than six years. It’s been months. According to the hotel's work arrangement and some of my own ideas, in the past five months, I have been mainly responsible for doing the following tasks, and now report to the hotel decision-making level.

1. Strengthen the administrative management of the hotel. The specific regulations are as follows:

(1) Attendance management regulations: This regulation requires department managers/persons in charge to clock in and out every day. Except for this holiday, normal approval procedures must be followed for vacations and leave requests. If regulations are violated, corresponding penalties will be imposed. Since the implementation of this regulation, department managers/persons in charge have been punctual in commuting to and from get off work, and have basically eliminated the phenomenon of being late, leaving early, or not punching in and out of get off work cards; vacations or requests for leave can also be handled according to normal procedures, which standardizes the management of the hotel.

(2) Meeting management regulations: According to the needs of hotel management, regular administrative meetings will be held every Monday. At the meeting, the managers/persons in charge of each department reported on the work situation last week and proposed this week’s work plan and work that needs coordination. Attendees must appear in compliance with hotel standards and be seated in designated locations. Since the implementation of this regulation, *** has held 21 regular administrative meetings. Except for the marketing department manager who asked for leave twice and the purchasing department manager who asked for leave once, everyone else can basically attend the meeting on time. If I have something to do and cannot attend, all can Arrange for department managers to attend. There are no absences, late arrivals/early departures, unexcused absences, etc. The participants reported their work in more detail, the atmosphere at the venue was better, and the hotel's work arrangements were implemented in a timely manner.

(3) Regulations related to total duty duty: These regulations combine "general duty duty time", "general duty duty responsibilities", "record requirements for total duty duty records", "discipline of total duty personnel on duty" "Requirements", "Arrangement of Total Value Rooms", "Penalty for Violations" and many other contents were re-emphasized to encourage the personnel on duty to perform their duties. Since its implementation, the personnel on duty have basically been able to perform their duties on duty and handle emergencies and guest complaints that occurred during duty in a timely manner. There have been no incidents of being off duty or not performing their duties. The description of duty records is also relatively standardized.

(4) Recording of work logs: Starting from June 5, managers/persons in charge of each department can basically write down work logs every day and submit them to the General Office/Human Resources Department at 10:00 the next day. Collect and submit to the general manager's office for review. According to statistics, very few people have been punished in the past few months due to reasons such as failure to submit work logs, late submission, or pay-as-you-go records.

(5) Monthly work summary: Since June, each department manager/person in charge can basically submit the previous month’s work report before the 5th of each month, and the content is relatively detailed, including: Summary of the previous month Work completion status, unfinished work status and problems that need to be solved urgently, next month's work plan, opinions or suggestions on the work of the department and the hotel, and the personnel dynamics of the department.

2. Strengthen the management of employee dormitories

In order to change the current situation of dirty, messy and poor hotel employee dormitories, create a clean, orderly and comfortable living and entertainment environment for employees. With the help of other managers, I started to strengthen the management of employee dormitories:

(1) Strengthen organizational management: Strengthen the organizational management of employee dormitories. The first is to clarify the job responsibilities of the main logistics administrator, stimulate the enthusiasm of the logistics supervisor, and play the important role of the logistics supervisor; the second is to require the dormitory administrators to conscientiously perform their job responsibilities, evaluate the performance of the dormitory administrators, and implement rewards and punishments system; the third is to evaluate the employee dormitory directors and hand over the daily management work to the dormitory directors to complete, forming a four-level management network of "personnel manager-logistics supervisor-dormitory manager-dormitory director".

(2) Strengthen the management of water and electricity in dormitories: According to different seasons and levels, the water and electricity consumption of hotel employees will be stipulated, and the surplus water and electricity will be rewarded and the waste of water and electricity will be punished. Since the implementation of this regulation, water and electricity consumption in employee dormitories have been greatly reduced. During weekly inspections of dormitory hygiene, high-power electrical appliances used by employees are harvested and users are punished to prevent the use of high-power electrical appliances in dormitories and reduce potential safety hazards.

(3) Implementation of dormitory hygiene regulations and inspection, reward and punishment measures: Based on the specific conditions of our hotel’s employee dormitories, the “dormitory hygiene regulations” are formulated, stipulating that dormitory hygiene should be inspected once a week. Dormitories with poor hygiene will be gradually improved through the process of "feedback - supervision by the department head - notification of criticism - fines". After several months of continuous efforts, the hygiene of the dormitory has been greatly improved than before, and the order is in good order.

(4) Standardize visitor registration: stipulate visiting hours for employees’ relatives and friends, and must complete registration procedures. For those who refuse to fill in the "Registration Form", the dormitory administrator may prohibit them from entering the employee dormitories. Unauthorized outsiders are not allowed to enter the dormitory building. Visitors are not allowed to enter the dormitories of non-visiting employees without permission.

When the prescribed end time of the visit is reached, the host must urge the visitor to leave as soon as possible. Over the past few months, the dormitory administrators have implemented this rule conscientiously, and there have been no unexpected incidents due to visiting employees’ relatives and friends.

(5) Standardize the management of chess and card rooms and TV rooms: When the chess and card rooms and TV rooms first opened, the hygiene and order were quite chaotic, and outsiders often came in to play cards and watch TV. After everyone's unremitting efforts, the sanitation and order of the chess and card room and TV room are now relatively good, preventing outsiders from having fun and entertainment in them, and creating a good and safe leisure environment for employees.

3. Carry out three training sessions for grassroots employees

In July, September and November 20__, the Human Resources Department arranged three training sessions. The personnel participating in the training were from various departments. Grassroots employees have trained more than 150 people in total. The training content mainly includes: basic hotel knowledge, employee grooming standards, telephone etiquette and smiling service, employees’ hotel awareness, hotel fire safety knowledge, domestic and foreign customs, Quanzhou tourism knowledge, etc. After training, employees have an understanding of the hotel's work, are more standardized in their appearance and handling of hotel affairs, and the hotel's awareness has improved.

Under the supervision of the Human Resources Department, various departments have carried out on-the-job skills training for more than 200 people. Now the practical ability of grassroots employees has been improved, and customer complaints have been greatly reduced. There has been an upsurge among employees to learn skills and compare skills, which not only gradually improves employees' operational skills, but also creates a positive team.

Example 2 of the work report summary of the department manager's entry into full-time job

I came to the company on ___, __, month __, and served as the general department manager. In the blink of an eye, I have been working for three months. The probation period has expired. Here, it is very necessary and timely to review and summarize the work during this period, reflect on your own shortcomings, and think about future work plans. Three months - neither long nor short. Looking back on every bit of this period, I feel a lot. This work summary is not so much a standardized article as it is an examination of the work of the past three months and a self-dialogue deep in the soul.

In the past three months, with the joint support and help of my leaders and colleagues, while working hard for the development of the company, I have also made great progress in my work. The leadership's simple and sincere style of doing things, people-oriented human culture management, and earnest and tempting guidance have brought me broad development space and development opportunities. The work situation during the probation period is now reported as follows:

1. As the general manager, the main contents of my work are:

1. Management of company rules and regulations

< p> 1) Preside over the preparation of the company's various personnel and administrative management rules and regulations, and submit them to superior leaders for approval;

2) Supervise and inspect the implementation of various systems, and revise and improve the systems in a timely manner;

3) Construction and implementation of human resources systems for employee recruitment, salary surveys, establishment and storage of employee files, etc.

2. Administrative office affairs management

1) Manage the daily work of the office, annual inspections of various badges, etc.;

2) Organize holiday dinners for company employees, Sports events and other team-building activities.

3. Administrative logistics management

1) Responsible for the logistics support work to ensure the company’s overall work is carried out in an orderly manner;

2) Responsible for the company’s jurisdiction Management of public order, environmental sanitation, etc.;

3) Purchase and distribution of office supplies and labor protection supplies.

4. Coordination of internal and external relations

1) Responsible for the comprehensive coordination of various departments of the company;

2) Responsible for contact, communication and cooperation with external units .

2. Problems and Suggestions Found in the Work

1. The corporate vision is not clear enough

The corporate vision should have a specific plan to achieve a What height, how many stages, what is the goal of each stage, and how long does it take to complete. These are like a person's life goals. Without goals or unclear goals, there is no motivation for development, and it is easy to lose direction on the way forward. It is easy for employees of an enterprise to lose confidence in the future of the enterprise.

2. The functions are not clear enough

The real function of decision-makers lies in decision-making, and the real function of managers lies in execution. Managers are misplaced and want to make decisions; decision-makers are misplaced and want to execute. As a decision-maker, you have to make decisions—what results you want and what goals you want to achieve. The specific links should be done by managers. The value of the decision-maker is reflected in the direction of navigation and the strategizing of the overall process; as a manager, he is only responsible for executing on behalf of others, and the real value lies in the execution ability.

3. Job responsibilities are not clear enough

The job description is like a product manual. It stipulates the job scope, work authority, qualifications, qualities and competencies that should be possessed. What tasks must be completed in the position and what responsibilities should be assumed; what work needs to be completed in conjunction with other departments and what obligations must be fulfilled.

This is the main cause of conflict and confusion. We cannot stop moving forward because we are afraid of making mistakes. Only by making mistakes can we grow. When leaders give power and at the same time pay attention to the work process and grasp the direction of decision-making, there will be no policy mistakes.

4. Lack of follow-up talent resources

In this era of rapid talent circulation, how to retain talents, and whether there are backup forces to replenish the vacancies in a timely manner. Employees can stay in an enterprise with room for personal career development, competitive salary, and harmonious team humanistic environment, which are necessary conditions for enterprises to retain employees.

5. Lack of incentive and performance mechanisms

Incentives are crucial to organizational operations. An employee's abilities and talents do not directly determine their value to the organization. Only when their abilities and talents are fully utilized can they bring benefits to the organization. The performance of employees' abilities and talents largely depends on their level of motivation. Motivation determines the direction of a person's efforts, that is, what kind of behavior he chooses to perform, the level of effort, which is the degree of effort in the behavior, and the level of persistence, which is how much effort he puts into persevering in his behavior when encountering obstacles. Endogenous and exogenous motivations are complementary, and both endogenous and exogenous motivations are felt to be insufficient. The current status of employees is neither good nor bad. Just dawdling around and getting money, whether the company is good or bad or not, seems to have nothing to do with you, because there is no competition, so there is no pressure. I think everyone should ask themselves, what is the purpose of your work? Have you done better at your work? Are you trying your best or giving your best to your work? What are your goals and requirements for yourself? What? What level do you want to reach in the next two years in terms of personal skills, knowledge storage, and salary that best reflects personal value, and what efforts have you made to achieve this?

< p> Everything always goes through a process from scratch, from small to large. In the past three months, we have taken steps forward in terms of system construction, humanistic environment, and talent reserves. In the days to come, we will The going gets better and better. I believe that starting from __ year we can gradually realize mass production; in __ year we will reach an enterprise with about 40-50 employees. Dedication and reward complement each other. Everyone regards themselves as a member of the enterprise, and everyone contributes wholeheartedly to this end. No matter how big or difficult the difficulty is, we can overcome it. As the enterprise develops, personal value will also be enhanced.

3. Personal experience

You must ask for advice humbly, improve your service awareness, pay attention to restraining yourself in words and deeds, be modest and prudent, respectful and obedient to your superiors; be strict with your colleagues Be self-disciplined and be tolerant towards others; be neither arrogant nor arrogant when dealing with superiors, nor arrogant when dealing with others. Pay attention to using your words and deeds to maintain the prestige of the company and leaders at all levels, and maintain the overall image of the company. In daily work, you should humbly ask colleagues for advice, communicate with colleagues when encountering problems, answer questions raised by colleagues enthusiastically and accurately, and do not shirk or delay the tasks assigned by leaders. Only in this way can the quality and quantity of work be improved. .

4. Areas where I still need to continuously improve and improve my work

1. There are many different industries. Although I have some administrative and human resources work experience in the past, I am in a different industry. There is still a big difference between them.

2. In these three months, although I have made some progress in my thinking and work, there are still some areas that need improvement and improvement, such as impatience and detail-oriented work. The shortcomings of insufficient consideration are the shortcomings. The organizational ability needs to be further improved, especially the ability to control the meeting time and rhythm. The short and quick way of the previous meeting mode needs to be changed.

3. It is necessary to further understand and supplement the company's products, performance, scope of application and price. I will study hard and strive to further improve myself in my future work, and devote myself to work with a positive work attitude, a down-to-earth work style, and a high sense of responsibility, in order to better serve the company and front-line employees.

Being recognized by my leaders and colleagues for my hard work and improving my knowledge and skills are the happiest and most fulfilling things for me. Work is not only a means for me to make a living, but also the best way to repay the trust, understanding and support of my leaders and colleagues. It is also the best choice for a person to realize the value of life. Summarizing the work of the past three months, I can say with a clear conscience: I have tried my best, worked hard, sweated, and put in my thoughts. In short, after a three-month trial period, I think I can complete my work actively, proactively and skillfully, be able to find problems at work and make timely improvements and corrections according to the company's development requirements, and work well with my colleagues. Cooperation and coordination. In my future work

I will continue to be kind to people and strive to be better at work.

Continuously improve your professional level and comprehensive quality, do your part for the development of the company, and achieve a win-win situation for both the company and the individual!

Example 3 of the department manager’s job report summary

< p> Over the past year, with the support of superior leaders and the help of colleagues, I have conscientiously performed my duties, highlighted construction production management, focused on improving the quality of the team, and used strengthening management as a means to do a good job in project management and support the party organization Do a good job in ideological and political work and party building work, strengthen their own moral quality, so that the ideological and political quality of our project department employees will continue to improve, management work will continue to improve, and construction and production tasks at each stage will be completed better.

1. Overcame many difficulties and faced difficulties in construction

1. Overcame many difficulties

2. Financial constraints

3. Severe weather

2. Active measures, careful organization and careful management

1. Further improve various safety and quality regulations and improve the management system

Through the actual construction and production in the past two years, we will further improve the safety, quality and other management systems, and establish a safety and quality monthly inspection, ten-day inspection, daily inspection system and rectification system. In addition to one full-time safety officer in the project department, a total of 24 full-time safety officers are also set up in each work area. Taking safety work to an unprecedented level. In terms of quality, we will never relax, strengthen construction process control, adhere to the construction quality inspection system, and strictly implement the three inspection systems of "self-inspection, mutual inspection, and handover inspection" so that quality issues can be effectively controlled in every process operation. .

2. Improve the incentive mechanism and mobilize employees' enthusiasm for production

By improving the internal contracting mechanism, formulating cyclical incentive measures and monthly target task assessment awards, etc., the employees' motivation has been greatly improved. Labor enthusiasm has partially alleviated the negative impact caused by financial constraints.

3. Improve production efficiency and reduce production costs

Through continuous improvement of construction technology, reasonable arrangement of personnel, careful organization, and careful construction, with the efforts of all employees, construction output continues to increase , efficiency continues to improve.

4. Strengthen cost control, strengthen data management, and ensure data authenticity

The project department holds regular cost analysis meetings on the 8th of every month to carefully analyze the problems that existed in the previous month and find out Insufficiencies are implemented layer by layer and improved next month. All comparisons are required to be digitized. The data must be true and reliable. Every aspect of the construction site is controlled at every level and every process is well documented. In order to ensure the accuracy of the data ensure that each shift's quality inspection engineers and foremen conduct on-site review and approval of each other, ensuring the authenticity of the data.

5. Civilized construction site construction

Continue to increase on-site civilized construction management, and established the first civilized construction class and the second civilized construction class based on actual conditions, with a total number of 32 people. Specialize in work related to civilized construction site construction, keep the construction site hygienic and clean, make the roads clean and smooth, and the roads in the cave are clean and tidy. In the case of large water seepage and trackless transportation, you can wear leather shoes to enter the cave at any time. All equipment and materials are fully labeled and stacked in an orderly manner

6. Carry out environmental and water conservation work seriously

Actively contact the General Directorate and local environmental and water conservation authorities, and actively invite them to participate On-site inspections, soliciting opinions, and gradually improving environmental and water conservation plans and measures.

7. Care about the lives of employees and think about their sufferings at all times

In the winter, the weather is cold, so we try every means to raise funds and pay wages and bonuses as soon as possible.

3. Timely summary and timely adjustment

The project department regularly organizes inspections and summaries on safety, quality, environmental and water protection and other related aspects, and summarizes successful experiences and existing deficiencies, Successful promotion will be carried out, and insufficient measures will be taken to prevent recurrence, so that the work can move forward in a good cycle.

Ensure safety with quality, ensure progress with safety, comprehensive and meticulous, humanized management, people-oriented, have systems and implementation, everyone pays attention to safety and quality, and everyone implements safety and quality.

4. Pay attention to self-cultivation and strive to set an example

The leader's actions are silent orders, "If you are upright, do what you are not told." Therefore, I regard strengthening my self-cultivation and striving to set an example as an important method to achieve leadership.

First, continuously enrich knowledge and improve work ability.

The second is to conscientiously perform job responsibilities and do their job carefully.

The third is to strictly restrain yourself and strive to be fair and just.

Consciously abide by various rules and regulations, do not engage in specialization, pay attention to diligence and thrift, and do not engage in high-consumption entertainment activities. Office conditions are kept simple, and extravagance and waste are controlled. In the work, we implement the principles of "treating the matter rather than the person" and "assessing physical workload".

5. Problems

Although I have done some work, there is still a big gap compared with the requirements and job responsibilities of superior leaders. The main aspect is that production costs are poorly controlled and remain high. Analyze the reasons (1) The schedule pressure is high, resulting in excessive investment in labor, materials, and mechanical equipment.

(2) The owner implements dynamic design management, and the internal contracting mechanism of the project needs to be continuously improved.

(3) Financial constraints, harsh environment, and inconvenient transportation have resulted in increased material costs.