Question 2: How do functional departments create value for the company? 10 In the impression of many people, the human resources department is a department that does not understand technology and spends money, and cannot create value for enterprises. In this way, all personnel departments in the project will be merged into the administrative department, reducing the number of personnel in the personnel department and positioning the personnel department as the administrative affairs department. As a result, the personnel department does not have the energy and time to engage in strategic human resources planning at this stage, and the aspects of employee ability training and employee motivation are not involved, let alone human resources consulting and technology application development. Therefore, the role of human resources can not really be brought into play. In their view, these activities are dispensable, only increasing the cost budget and not creating value. Indeed, without a deep understanding of how the human resources department creates value, the human resources department is only a simple service department in people's eyes, and its due energy cannot be released.
For an enterprise, the mission of any department is to create value for this enterprise. Human resources work is closely related to the realization of various goals of enterprises. The fundamental task of human resource management is to achieve organizational goals with the least human input. Through job analysis and human resource planning, determine the minimum number of manpower and minimum personnel standards required by the organization, effectively control recruitment costs through recruitment and employment norms, and provide the most suitable human resources for the organization, thus creating benefits for the organization; Well-designed compensation and benefits can not only keep the company competitive in the talent market, but also reduce operating costs. Scientific organizational structure design can improve the company's business process, realize good communication and cooperation between people and departments, and thus improve the company's competitiveness among peers. The harmonious handling of employee relations will enable the company to avoid many unnecessary disputes and troubles and reduce unnecessary expenses; The implementation of employee motivation will greatly improve employees' mental outlook and work enthusiasm, and can stimulate employees' potential value creation; The full use of performance appraisal can be closely related to the business of the enterprise, which can examine the problems and shortcomings of employees, train employees in a targeted manner, and improve the efficiency and quality of employees. Therefore, human resource management can save more investment for the organization by making feasible human resource development plans. The final result of human resource development is that it can bring much more returns to the organization than the input.
In fact, the ultimate goal of any organization to set up a department is to increase the value of the organization. Of course, different organizations will not embody their values in exactly the same way. As an economic organization, the ultimate goal of an enterprise is to make profits and create more benefits for the enterprise. The purpose of setting up human resources department is to increase the value of the enterprise, but this does not mean that every department set up by the enterprise will directly create value for the enterprise. We know that as a system, all departments of an enterprise must coordinate their operations and give full play to their respective functions, so as to finally realize the economic value-added goal of the enterprise. As the functional department of an enterprise, the human resources department indirectly contributes to the increase of the value of the enterprise, and improving employee satisfaction is only an important means for the human resources department to play its functional role.
Question 3: How do accountants in all companies create value for the company? Good accounting skills can save a lot of money for the company.
Question 4: How to create value for the company First of all, it depends on what kind of company you are and what the company can do to make money and create value. The most basic way for an enterprise to survive is to make a profit, so that a company can survive and talk about something else.
Question 5: How to be an employee who can create value? Because the key to determining whether an employee is promoted or not lies in the value created by the employee for the enterprise, employees should first think about how to improve the work value before caring about their seats, tickets and face. Because the intensity of work is not equal to the value of work, the degree of diligence is not equal to the value of work, the level of education is not equal to the value of work, and even the amount of experience is not equal to the value of work. The standard to measure the value of work is work performance and work contribution. Therefore, if a person wants to improve the value of his work, he must be enterprise-centered, performance-oriented and contribute to the enterprise. This is the embodiment of value. How do we do this? The author provides the following three points for your reference. 1. Work for yourself, not just for the boss. The term "working for yourself" here does not mean asking employees to do private work, but asking employees to change their ideas and update their ideas, and take the boss's business as their own business. Work should have a master's attitude and always pay attention to the income, cost and profit of the enterprise. Although these figures may not have much to do with your salary today, they definitely have something to do with your boss. If you always think that you are a migrant worker, it's none of my business for the boss to earn more or less. What he earns is his, and what he loses is also his. I don't care that much. Doing more is better than doing less. If an employee works with this kind of thinking, then you may not be promoted if you stay in a company for a long time. Because an employee who lacks the master mentality, the boss will not reuse it. So a good employee, if you want to give full play to his value, then you have to think of the enterprise and the boss at any time and place. Only in this way will the boss think of you first when he has a good chance. Work for a career, not just for money. As long as people have dreams, no one wants to waste time. They all want to achieve something in life. However, the dream is beautiful and the realization is cruel. How do employees achieve their careers? The most realistic problem before people is money. Because everything needs capital, making money is the first pursuit dream of most people. But why do people who want to make money and get rich every day often find it difficult to get rich? Because money is the exchange of value, if an employee does not create value for the enterprise at work, then the boss of the enterprise will not give him a salary increase. So the author emphasizes working for the cause, not letting employees work in the enterprise every day, but thinking about their future career. But I hope you can take your present job as your career. In fact, a good job itself is cooperation, a good job itself is entrepreneurship, and a good career itself is a career. Why do we have to start a new business? If you can make your boss's business bigger and stronger, it's your own business. When you really have the ability to expand your boss's business, are you still afraid that your boss will not give you money? 3. Work for growth, not just for tasks. There are two kinds of people in this world, one is those who change themselves voluntarily, and the other is those who are asked by others to change. Most people are willing to change because others ask them, so their job is to complete the tasks entrusted to them by others. On the other hand, people who take the initiative to ask for instructions and take responsibility. They never wait for others to assign jobs, but go to find jobs automatically, spontaneously, consciously and voluntarily. Because they work for self-growth, the purpose of their work is not only for money, not just to complete other people's tasks, but to reflect their own values and give play to their potential. Therefore, these employees who work for growth are mostly good employees with the fastest growth, the best performance and the most popular with their bosses. Because enterprises need to develop, and the development of enterprises needs the growth of employees, so only growth-oriented employees can quickly adapt to the changes of enterprises. Only the growing employees can create higher value for the enterprise. Becoming a high-value employee is a good employee that enterprises urgently need. As an employee, you can't always raise your salary, bonus and promotion. You know, if you want things to change, you have to do something about it. Because opportunities are for those who are prepared, if you are not prepared for success, you will only be prepared for failure. God seems unfair, but in fact he is fair. It's just that there are too many of us, and we only look at the results, not the process. Life needs to change. Only by changing the process can we get the result. Remember, you shouldn't look at other people's results. You need to study his process. Only when the process is done well, the result will naturally be your best. As long as you get the best results, let others study the process!
Question 6: How do financial personnel create value for enterprises? The enterprise is a whole, and each post is an indispensable part of the enterprise machine.
Financial personnel do a good job in accounting, so that enterprises will not be punished. This is the greatest contribution.
Increasing revenue and reducing expenditure have little impact on finance. Never use this standard to measure the contribution of financial personnel.
Question 7: How does management accounting create value for enterprises? Hello, classmate, I'm glad to answer your question!
The financial data of management accounting can be used for statistics, analysis, evaluation, summary and suggestions.
I hope my answer can help you solve the problem. If you are satisfied, please adopt it as the best answer.
Thank you again for your question. More accounting questions are welcome to be submitted to enterprises in Gao Dun.
Gao Dun wishes you a happy life!
Question 8: How do employees create value for the company? Take the dragon as home, …
Question 9: How to create value for the company and realize value for yourself at the same time? When you create value for the company, you have already realized your own value.
Question 10: How to create value for the enterprise In the impression of many people, the human resources department is a department that does not know technology and spends money, and cannot create value for the enterprise. In this way, all personnel departments in the project will be merged into the administrative department, reducing the number of personnel in the personnel department and positioning the personnel department as the administrative affairs department. As a result, the personnel department does not have the energy and time to engage in strategic human resources planning at this stage, and the aspects of employee ability training and employee motivation are not involved, let alone human resources consulting and technology application development. Therefore, the role of human resources can not really be brought into play. In their view, these activities are dispensable, only increasing the cost budget and not creating value. Indeed, without a deep understanding of how the human resources department creates value, the human resources department is only a simple service department in people's eyes, and its due energy cannot be released.
For an enterprise, the mission of any department is to create value for this enterprise. Human resources work is closely related to the realization of various goals of enterprises. The fundamental task of human resource management is to achieve organizational goals with the least human input. Through job analysis and human resource planning, determine the minimum number of manpower and minimum personnel standards required by the organization, effectively control recruitment costs through recruitment and employment norms, and provide the most suitable human resources for the organization, thus creating benefits for the organization; Well-designed compensation and benefits can not only keep the company competitive in the talent market, but also reduce operating costs. Scientific organizational structure design can improve the company's business process, realize good communication and cooperation between people and departments, and thus improve the company's competitiveness among peers. The harmonious handling of employee relations will enable the company to avoid many unnecessary disputes and troubles and reduce unnecessary expenses; The implementation of employee motivation will greatly improve employees' mental outlook and work enthusiasm, and can stimulate employees' potential value creation; The full use of performance appraisal can be closely related to the business of the enterprise, and it can examine the problems and shortcomings of employees, conduct targeted training for employees, and improve the efficiency and quality of employees. Therefore, human resource management can save more investment for the organization by making feasible human resource development plans. The final result of human resource development is that it can bring much more returns to the organization than the input.
In fact, the ultimate goal of any organization to set up a department is to increase the value of the organization. Of course, different organizations will not embody their values in exactly the same way. As an economic organization, the ultimate goal of an enterprise is to make profits and create more benefits for the enterprise. The purpose of setting up human resources department is to increase the value of the enterprise, but this does not mean that every department set up by the enterprise will directly create value for the enterprise. We know that as a system, all departments of an enterprise must coordinate their operations and give full play to their respective functions, so as to finally realize the economic value-added goal of the enterprise. As the functional department of an enterprise, the human resources department indirectly contributes to the increase of the value of the enterprise, and improving employee satisfaction is only an important means for the human resources department to play its functional role.