Three Key Points In The Report Of Official Document Writing

< p > first, about a href= "//www.sjfzxm.com" > report < /a > itself.

Why do we talk about jobs? What problems are we solving? Are we simply making people appear on the show, or let people solve problems through their duties? < /p >

< p > job reporting, first of all, have a clear statement of performance and responsibilities.

The key is to share the experience of performing duties with the organization, otherwise, report to the boss alone.

Summarize and refine your successful experience in the past year.

Through the sharing of successful experience, it is a learning.

And by summarizing, refining experience is also a complete system.

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< p > in the process of presentation, we should speak with data and facts; at the same time, we should pay attention to the refinement of successful experience, not just a list of what I have done today.

There are dozens of reports, records of running accounts, no extraction of water accounts, and no successful and systematic summary of successful experiences.

The ultimate goal of reporting is to improve the system by summarizing < a href= "//www.sjfzxm.com/news/index_s.asp > > experience < /a >.

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< p > Second, another purpose of duty is to find problems.

That is, what problems we have in the past year, and find out the causes of the problems.

Find out the problem through analysis and avoid making the same mistake later.

You are allowed to make mistakes, but do not make the same mistake.

We should go deep into the analysis of problems and find out the responsible persons. What are the relevant reasons? Learn from the lessons, do not evade the problem of the responsible person, and find the key to the problem and the way to solve the problem.

We should avoid restricting the analysis of phenomena, lack of reasons, responsible persons, and how to avoid them in the future.

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< p > Third, debriefing itself is a capability development process, and it is a development process for self capability and team capability.

In addition to speaking of performance experience and problems, we should also analyze the construction of our team and human resources management.

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< p > human resources should not be a department of human resources department, but a matter for every manager to take part in.

Departmental managers should be responsible for the structure of their personnel and the loss of core talents.

If we can not retain talent, the structure of talent has not improved, that shows that your performance has not improved.

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< p > how to put our human resources construction, < a href= "//www.sjfzxm.com/news/index_c.asp" > Enterprise < /a > cultural construction in the duty of reporting, we have talked less about this.

It shows that we are not paying enough attention to software, such as team building, cultural construction and team building.

Few people are going to analyze how to improve their abilities. What are my abilities? What kind of improvement will I have in my capacity next year? What should I do to improve my management? And not just individuals, but also teams.

If the ability of the team is not promoted enough, it is not enough to rely solely on personal ability.

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