A brief discussion on how to write a professional paper on administrative management

Administrative management is playing an increasingly important role in modern enterprise management. The following is the content of the paper I brought about administrative management. Welcome to read and refer to it!

Administrative Management Paper Part 1: "A Brief Analysis of the Technical Implementation of Network Technology on the Administrative Management of Colleges and Universities"

Colleges and universities are places where scientific research is conducted. Many modern new technologies are first applied and developed in colleges and universities. The development process of network technology abroad also first started in universities, and it has also experienced a similar development process in our country. Network technology is developing at a rapid pace. Its development results have affected the progress of various industries. The highly developed network technology has also had a profound impact on schools. It will bring administrative management, information Various subsystems such as management, library management, teaching management and scientific research are connected, and resource sharing and information exchange are realized between these systems, so that the scattered teaching and scientific research resources of colleges and universities and social natural resources can be organically integrated. Unified, they realize full sharing and exchange of resources. In the information age, the campus network is a completely open network platform that transcends time and space boundaries.

The process of teaching and scientific research in colleges and universities cannot be separated from the support of network technology. Network technology is a necessary condition for teaching and scientific research. During the teaching process, various relevant materials can be collected through the network. Distance teaching is carried out, coursework tutoring is provided through the Internet, and various teaching information can also be transmitted and shared through the Internet. Materials such as texts, audios, pictures, animations and videos enrich the teaching content, enable students to gain perceptual understanding, and effectively promote the improvement of teaching quality.

1. The role of network technology in the administrative management of universities

(1) Display various information of universities. Colleges and universities publish major school events, scientific research, teaching and relevant information of various departments online in the form of web pages, including displaying the school's profile, teaching staff, talent training, scientific research, enrollment and employment, campus style, etc. online. Colleges and universities establish a good image of themselves in society through display, expand the school's popularity, help society and enterprises better understand the school, attract more scientific research institutions to cooperate, attract better students to apply, and let the world know School, school learns about the world.

(2) Publish various notices, documents and various dynamic information of the school. Convey the school's various rules and regulations and the latest spirit through email to ensure that teachers and students can obtain the latest news of the school in a timely manner.

(3) Provide various services to teachers and students. For example, borrowing books, teaching logs, teaching arrangements, performance statistics, performance analysis, and various reports and data. Students can create their own web pages, including English Corner, Hardware Gallery, Programming Garden, and Cultural Hall columns.

(4) Online education. Network technology can help teachers publish various multimedia courseware or videos online, allowing students to learn various subjects intuitively online; in addition, teachers can also use network technology to conduct remote online teaching to achieve full sharing among teachers.

(5) A platform for communication has been established. Everyone can communicate online through email. These communications include between departments, between teachers, between students, and between teachers and students. Students will use email to send the completed information to the teacher. In addition, you can also communicate with the outside world and conduct scientific research and academic exchanges with other universities and scientific research institutions.

2. Technical realization of network technology for university administrative management

The functional realization of university administrative management has promoted the functional development of network technology. Nowadays, the network technologies used in university administrative management mainly include the following:

(1) Construction of management platform based on Lotus Notes network technology. Groupware is a network-based software that uses email as the communication infrastructure to promote group collaboration and information sharing, and to maximize the potential value of information.

Lotus Notes is a distributed server system platform for work groups to achieve data sharing and collaborative work through the network. It has a powerful information management and sharing mechanism, and contains the characteristics of a workflow software development environment. It is currently the most ideal software platform for realizing office automation systems. Lotus Notes fully realizes the management and sharing of unstructured information; it becomes the only access center for all kinds of information; it is a safe, robust and reliable infrastructure; it contains a powerful workflow software development environment; it means efficient Collaborative work and strategic-level solutions.

The management platform is an information management system built on the campus network. It is not only oriented to one type of users, but to multiple types of users. As we all know, most office information is unstructured data, and the information process is relatively complex, so the Lotus Notes system development platform is used for data management. As a database document management system, the most basic function of Lotus Notes is to manage unstructured data such as text, documents, images, graphics, audio and video. In addition, it can also process structured data and can be integrated with commonly used office software. Software word, excel, powerpoint, etc. can be synthesized to further expand the functions of the office system. The document management network system uses Notes as the development environment. The configuration of this computer collaborative working environment based on Notes is quite flexible. It can not only meet the needs of local users on the NOTES local area network, but also the wide area network that can meet the needs of remote communication. All teachers and students in the school can browse through the WWW server to access information in office systems.

(2) The construction process of the resource platform is completed using database technology. Database technology is a technology that solves the problem of effectively organizing and storing large amounts of data in the information processing process. In the database system, it reduces data storage redundancy, realizes data sharing, ensures data security, and efficiently retrieves and processes data. Solving the problem of data sharing is the fundamental purpose of database technology. The process of administrative management of colleges and universities involves a large amount of data, such as data on teachers, students, personnel, scientific research, finance, assets, etc. In order to eliminate the disadvantages of these data being scattered on the LAN servers of various departments, and achieve the * * of the school's basic information **Sharing, using database technology to centralize these data and manage them uniformly.

(3) Realize the standardization of network platform data based on XML standards. : XML describes a class of data objects called XML documents and, in part, describes the behavior of computer programs that process them. XML is an application example of SGML (Standard Generalized Markup Language). A major difference between XML and HTML is that an XML document must be well-formed and it must meet several rules, such as tags not being nested. Structurally speaking, XML documents comply with the SGML document standard. XML is an extensible markup language that has become the official recommended language of W3C since 1998. XML is consistent with the standardized content of national exchange standards. In the development process of network technology in universities, XML standardization technology is mainly used in the following aspects: import and export of data based on XML standardized format, system configuration based on XML standardized format, data exchange based on XML standardized format, Data presentation

(4) Use workflow technology to improve work efficiency. Workflow is the computing model of the workflow, that is, the logic and rules of how the work of the workflow is organized back and forth are marked in the computer with an appropriate model and calculated. Workflow technology uses computer support to define, execute and manage workflows, and coordinate the exchange of information between jobs and group members during the execution of workflows. 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 horizontally (peer-level departments). information flow.

For example, when the department office issues notices to teachers and students, it is an information flow between superiors and subordinates, and when the Academic Affairs Office transmits information to the student office, it is a horizontal information flow. The traditional manual way of doing things is relatively inefficient, so workflow technology in network technology must be used to enable the rapid flow of information throughout the school, thereby improving work efficiency. Workflow technology accelerates information processing through functions such as workflow definition based on browser graphics, workflow supervision during the work process, workflow design, and assistance work that supports multiple workflow instances. Provide technical support.

(5) Information security management based on PKI assurance system. PKI (Public Key Infrastructure) is a key management platform that follows established standards. It can provide cryptographic services such as encryption and digital signatures and the necessary key and certificate management systems for all networks. In other words, PKI uses public An infrastructure that provides security services based on key theory and technology. PKI technology is the core of information security technology, and its core is the introduction of a third-party certification agency CA to provide users with secure certification services. CA is the issuing authority of the certificate. The user's identity is confirmed through the certificate issued by the CA, the confidentiality of the information is protected through key technology, and the integrity of the data is verified through digital signature.

3. Conclusion

With the advancement of network technology, network technology will be used more and more in university administration, and network technology will play an increasingly important role. Thereby improving work efficiency and saving administrative costs. It enables the administrative management system of universities to achieve maximum sharing of resources and efficient office work, and provides technical guarantee for the improvement of the core competitiveness of universities.

Administrative Management Paper 2: "On How to Improve the Administrative Management Efficiency of Higher Vocational Colleges"

With the advent of an international society, higher vocational colleges must not only compete with domestic higher education institutions In addition to competing with vocational colleges, they also have to compete with foreign higher vocational colleges. In the final analysis, this competition is about administrative efficiency and other aspects.

1. Factors affecting the administrative efficiency of higher vocational colleges

(1) The problem of time concept

Under the traditional teaching system, from leadership to The average employee has a more or less lack of sense of time, especially in the habits of Chinese people, who tend to use the word "drag". When encountering some things, such as approving a document, it may take several different steps. The seal of the department must be stamped to take effect, and it is also 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 their own A member of the management system believes that teachers and students are requests for leadership, rather than seeing themselves as members of the higher vocational college group, and not regarding teachers and students as their service objects. , so it is inevitable to procrastinate on some things, which is not efficient.

(2) The problem of unclear division of labor

The current institutional setup of higher vocational colleges is actually not in line with the operating rules of higher vocational colleges. There are many positions in higher vocational colleges. , various functions are not clear, and it is difficult for teachers and students to find "relevant departments" when they need to do things. There are many people and various positions in higher vocational colleges, which will lead to unclear division of labor. Even in-service personnel may not be clear about the scope of their functions. This will lead to mutual blame-shifting among various departments, which will lead to confusion. Students and teachers can only wander between departments without finding a department that can actually do things. Such higher vocational colleges are bound to have low administrative efficiency, and it is impossible to facilitate and help teachers and students in their scientific research and study work. growing up.

(3) The problem of unclear administrative management system

There is no feasible template for the administrative management system of higher vocational colleges. Each school is based on past experience. , which inevitably leads to the phenomenon of duplication or missing a certain step in the process of handling things.

In a higher vocational college with high administrative efficiency, there must be a set of administrative rules that are suitable for this higher vocational college. There are certain systems and norms. If you want to do something, you can easily find the person in charge by following certain procedures. Get results quickly. However, the administrative regulations adopted by higher vocational colleges with low administrative efficiency are inevitably unclear and unclear. It is difficult for students to find the person in charge of handling affairs, or it is difficult to understand the clear process, which makes it difficult to do things, delays time, and inefficiency. affect the outcome of things.

(4) The problem of uneven quality of managers

No matter what the management system is, it is the managers who are ultimately implemented. If the quality of the managers is not high, how efficient the management will be. Processes also do not produce efficient vocational college administration. At present, in my country's higher vocational colleges, there are still undesirable factors such as low quality of management personnel, weak sense of administrative responsibility, and mutual blame-shifting. The administrative staff of higher vocational colleges do not have high academic qualifications, do not have a deep understanding of education management, and do not have rich experience in administrative management. Under the management of such administrative personnel, the administrative efficiency of higher vocational colleges cannot be improved.

2. Countermeasures to improve the administrative efficiency of higher vocational colleges

The first and most important thing is the change of concepts. We must have a concept of time and efficiency, and do not delay when things happen. Completing this procedural matter efficiently and quickly can effectively improve the administrative efficiency of higher vocational colleges. To change the concept, it is necessary to make the managers in higher vocational colleges realize why the change is necessary, what will be different after the change, know the gap before and after the change, publicize the concept of improving efficiency, and strive to make higher vocational colleges Forming an atmosphere of efficient and effective work in the school can fundamentally solve the problem of low administrative efficiency in higher vocational colleges.

Of course, just changing the mindset is not enough. A change in concepts is just the beginning. If the division of labor is not clear, it may be impossible for administrative staff to handle things efficiently. Therefore, the second step is to change the school's position setting and set up positions reasonably. Only one position with the same function needs to be set up. It is necessary to clarify the relationship between each position and the function of each position. This high-level Only administrative personnel in vocational colleges can do some practical things according to the needs of their positions, or do some practical things quickly and effectively, so that the administrative efficiency of higher vocational colleges can be improved.

I mentioned before that the position setting in higher vocational colleges should be standardized and the positions in higher vocational colleges should be set up reasonably. At the same time, the processes of various management matters in higher vocational colleges should also be made. A systematic regulation and scientific improvement of the management rules and regulations in higher vocational colleges, so that everything has rules to follow, rules must be followed, and things can be done more concisely and quickly by following the rules.

In the process of improving the efficiency of administrative management in higher vocational colleges, the most important part is to improve the quality of administrative personnel. Only the quality of administrative personnel in higher vocational colleges can be improved. Only when the quality is improved can the cooperation between various positions be improved. Only through better coordination and cooperation and better communication and progress can the administrative efficiency in higher vocational colleges be further improved.

3. Conclusion

The administrative work of higher vocational colleges is crucial to the development of higher vocational colleges, which directly affects the level of this higher vocational college. What kind of higher vocational colleges. Efficient administrative management efficiency of higher vocational colleges can give a good impression to the institutions that come and go, and can also provide the greatest convenience for the scientific research work and study of teachers and students in higher vocational colleges. The success of teachers and students can be maximized. Improve the grade of a school to the maximum extent. Therefore, the administrative efficiency of a higher vocational college is crucial to the future development of the higher vocational college.

Administrative Management Paper 3: "On the Current Situation of Enterprise Administrative Management"

Abstract: With the reform of my country's personnel system, personnel management behavior has changed from closed to open, and from experience to experience. , transform from a policy-based management type to a scientific and modern management type relying on legal management.

Human resources management pays more and more attention to scientificity, democratization, legalization, modernization and rationalization of management systems, as well as the vitality of the operation of the talent competition mechanism and the efficiency of personnel management institutions and human resources development departments.

Keywords: workplace, labor force, working atmosphere

1. Reasonable arrangement of corporate administrative personnel

The most reasonable allocation of human resources should be the structure of human resource potential In combination with the dynamic combination of job demand structure, three aspects should be considered in the configuration. The first is the qualifications structure, that is, work experience, length of service, academic qualifications, professional titles and other conditions. The second is knowledge structure. In terms of knowledge, we should avoid simplification. On the one hand, each employee should try to accommodate and master as much knowledge as possible and strive to be a generalist. On the other hand, the overall team needs to absorb talents from various professions in order to develop a broad vision and comprehensive thinking in decision-making. The third is age structure. Pay attention to the mix of old, middle-aged and young people, organically combine the experience, experience, strategy, vigor and maturity of senior employees with the vigor, vitality and pioneering spirit of young people, give full play to the power of the talent "joint fleet", and maximize human resources utilization. The enterprise's job management must be carried out on the basis of analysis and evaluation. The focus is on the dynamic and institutionalized management of positions, and at the same time developing organizational structures, work processes and jobs that match the corporate strategy, adapting to the diversity of the workforce through job redesign, and improving employee job satisfaction and intrinsic motivation at work. sex.

2. Requirements for the quality of enterprise administrative human resources managers

The general trend of human resource management is people-oriented, based on the concepts of understanding people, respecting people, developing people, and motivating people. Treat people as an important resource to manage and develop and utilize as a kind of capital. The tasks of human resource management are to select, educate, employ, and retain people. The function of human resource management is to mobilize the enthusiasm and creativity of all types of employees. At the same time, labor laws and labor contracts must also be used to standardize human resource management activities and coordinate processing. Labor disputes in the unit, so as to ensure that people and things are compatible, so as to achieve the goal of getting things done to the right people, people doing their jobs appropriately, people making the best use of their talents, and things getting their full effect.

This change and role play in human resource management puts forward high requirements for the basic qualities of human resource managers. It requires us to have excellent personality, reasonable knowledge structure, and advanced knowledge. Human resources management concepts, basic work abilities, sound psychological quality and certain personnel work experience. If we want to adapt to the transformation from personnel management to human resources management, we must improve our own quality from the above aspects.

3. Problems in the way administrative departments manage enterprise employees

1. Simple incentive methods

The main forms of incentives currently used by Chinese enterprises include wages and bonuses , annual salary system, manager stock ownership, stock options, etc., most methods are material incentives, lacking the supplement of spiritual incentives, and ignoring the powerful role of spiritual incentives. Although employee stock ownership can take into account the long-term and short-term interests of the company to a certain extent, it has little effect due to the low shareholding ratio.

2. Single level of incentives

The current incentive mechanism is usually open to all employees, lacks individual pertinence, does not take into account the differences in employee needs, and does not differentiate between levels and levels of incentives. Regardless of the target or period, only the overall goal is emphasized, and the hierarchical needs are not emphasized, causing the incentive effect to be far from the expected value. Human needs are distributed hierarchically from low to high. Meeting high-level needs has a more obvious motivating effect, and the satisfaction of high-level needs is particularly important for high-quality talents.

3. The evaluation and appraisal system is imperfect

Performance evaluation is the necessary supporting foundation for the incentive mechanism. However, many companies now lack a clearly oriented employee performance evaluation concept, and there are many problems in the evaluation system. question. Main manifestations: (1) Enterprises lack a systematic and objective evaluation standard for performance evaluation. In the specific evaluation process, they only consider the performance of employees, but do not pay attention to various factors that affect performance, such as employees’ working environment and the contingency of opportunities. etc.; (2) After the evaluation, the evaluation results are not integrated with employee training and development. (3) Employee performance goals are out of touch with corporate strategic goals.

Most employees cannot effectively decompose department goals into individual employee performance goals at work, and there are serious subjective assumptions; (4) The fairness of evaluation cannot be guaranteed.

4. There is inequality in the salary system

Salary is the direct motivation for employees to work, and reasonable salary can achieve an effective motivational effect. However, in reality, the salary of some companies does not fully exert its motivating effect, and there are common problems in their salary system: first, the salary distribution is unfair and equal pay for equal work is not achieved. Too little corporate profits are distributed to employees, which leads to employee dissatisfaction, which in turn affects employees' enthusiasm for work.

Four main methods for administrative departments to improve enterprise employee management

1. Create an effective incentive system

Creating an effective incentive system is the central task of human resources management. As an important link in human resources management, the incentive system's effect is directly related to the level of production efficiency and development of the enterprise. Through an effective incentive mechanism, not only can talents be attracted, developed and retained, but their work enthusiasm, enthusiasm and creativity can also be stimulated. The first is salary incentives. Companies can link employees' compensation to performance through wages, benefits, equity, etc., and motivate employees in the form of economic benefits, making them feel that their personal interests are closely related to the overall interests of the company, and they are willing to serve the overall interests of the company. However, if this incentive is excessive, it will increase the burden on the enterprise and be detrimental to the long-term development of the enterprise. Therefore, salary incentives must be combined with spiritual incentives. The second is spiritual stimulation. Spiritual encouragement includes respect, understanding and support for corporate employees, trust and tolerance, care and consideration. The correct use of spiritual incentives can effectively cultivate employees' loyalty and trust in the company. If a company truly considers its employees, it will be able to fully mobilize the enthusiasm of its employees. The third is career incentives. Everyone has a strong motivation to achieve. Taking scientific and technological talents as an example, they all hope to make achievements in their profession and have a stronger need to enhance achievements, reputation, honors and corresponding status in the professional field than material benefits. Therefore, for them, career motivation is mainly about creating opportunities and conditions to ensure that they can display their talents. The fourth is corporate culture motivation. Corporate culture refers to the business philosophy that is gradually formed and developed by an enterprise in the long-term production and operation process and has the characteristics of the enterprise. It is generated with values ??and ways of thinking as the core and is a value that is unanimously recognized and abided by by all members of the enterprise. The sum of standards, codes of conduct, basic beliefs, customs, traditions and corresponding institutional carriers. Through corporate culture incentives, employees can experience the differences in income and status caused by differences in abilities, and encourage employees to continuously improve themselves, thus forming a virtuous cycle. This kind of corporate cultural incentive centered on the virtuous cycle of human resource value, in turn, promotes the self-improvement of the corporate image.

2. Establish a scientific and effective assessment system

The basis for making incentives more effective and sufficient is the scientific assessment of work performance. Establishing a scientific performance appraisal system, including target tasks, job standards, and assessment systems, is a basic and important task for enterprises. All companies with highly motivated employees have established a scientific performance appraisal system and linked it to personal income. The salary of most corporate employees is determined by the salary grade of the individual position, individual qualifications and performance. The characteristics of this wage system are that it is highly transparent, easy to supervise, people move according to their posts, their salaries change when their posts change, there are laws to follow, it is easy to operate, and it reduces human influence. The use of performance pay will inevitably involve the issue of performance appraisal. Performance appraisal is the basis for the payment of performance wages. Formulating a performance appraisal system is an important part of material incentives. Different appraisal systems must be formulated for different employee levels. As an effective management tool, performance management provides more than just a means of rewarding and punishing employees. The more important significance is to improve the work and performance of the enterprise, and motivate employees to continue to improve their performance, and ultimately realize the organizational strategy. Target.

3. Strengthen the training of enterprise employees

By strengthening the training of employees, the overall quality of the enterprise's human resources can be improved.

Only when the potential of human resources is developed can the potential of the enterprise be developed. Only when the overall quality of human resources is improved can the enterprise become more competitive. Reasonably developing 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 in corporate efficiency and the improvement of employees' own quality. Enterprises should consider human resources and truly transform human resources into human capital through effective training, and then transform them into technological and industrial advantages. Before conducting human resources training, it is necessary to fully analyze the existing human resource structure of the enterprise, scientifically design the training system based on the future development needs of the enterprise, and establish and improve the mechanism that combines training and employment. Training funds are included in the annual pre-training. Enterprise training must be close to its own reality, enhance pertinence, and adopt multiple channels, multiple forms, and multiple levels. First, the talent training work must be consistent with the strategic goals of corporate development and ensure regularity, standardization and institutionalization of training work. Second, we can combine full-time, semi-full-time and part-time short-term training. A combination of nationally recognized academic education, specific professional subjects and non-amateur short-term training. The third is to take measures such as sending students to colleges and universities, jointly running schools, and vocational skills training to cultivate and create a group of key talents urgently needed by enterprises. The fourth is to focus on career management. Career design is to determine appropriate career directions and goals based on understanding employees, and formulate corresponding plans to provide the most effective path for individual employees' career success. Career management by enterprises is helpful for the long-term development of enterprises, understanding and integrating multiple types of human resources, thereby maximizing employees' creativity and innovation capabilities.

V. Conclusion

At present, corporate units have undergone changes, but public institutions have not yet truly transitioned to the modern direction of human resources management. As human resource managers, we need to follow The above requirements require us to effectively improve our own quality in terms of personality, reasonable knowledge structure, advanced human resources management concepts, basic work abilities, sound psychological quality and certain personnel work experience, so as to adapt to the needs of management work.