The content of the speech should be determined according to the specific situation and occasion. It requires emotional authenticity and respect for the audience. In daily life and work, there are more and more occasions where speech scripts are needed. So, have you learned about speech scripts? The following are 3 speeches on human resources competition that I have collected and compiled. You are welcome to learn from them and refer to them. I hope they will be helpful to you. Manpower Competition Speech Part 1
Dear leaders and colleagues:
Hello everyone! During the 8 years I have been engaged in human resources work, the name I am familiar with is still the Labor and Personnel Department. When I saw the new name of the Human Resources Department, I didn’t think so at first, but then I thought about it. Change must have its explanation, so we re-understood this unfamiliar concept through various channels. It is not just a change of name, it has extremely broad and far-reaching connotations. It shows the foresight of the company's leaders and also indicates that the company will achieve substantial breakthroughs in personnel reform. The development of an enterprise comes from its continuous innovation. Enterprise innovation must first focus on the innovation of personnel work and the innovation of the personnel department. Human resource development, a new personnel management method, is a major measure for enterprises to renew their blood, keep pace with the times, and embark on the path of sustainable development. So what is the difference between it and traditional personnel work? Let me first talk about my own opinions.
First of all, as far as the personnel subject is concerned, traditional personnel management is centered on "things" and focuses on control and management. It is mainly engaged in archives and salary and welfare management, and performs simple business functions; while modern personnel management Human resource management is people-centered and develops and utilizes people as a resource, fully embodying the scientific concept of "people are the primary productive force".
Secondly, as far as personnel matching is concerned, traditional personnel management focuses on the arrangement of positions or positions for "one person for one thing" and considers people according to the situation; while modern human resources management focuses on the needs of the enterprise as a whole for individuals. The personnel arrangement is based on the environment and people. In terms of the benefits generated by personnel management, traditional personnel management focuses on personnel arrangements based on the current interests of the company, while modern human resource management must not only consider current interests when arranging personnel, but also take more into account the long-term interests of the company. accomplish.
Thirdly, as far as the personnel department itself is concerned, the traditional personnel department is an auxiliary department of the enterprise. It can only stand from the perspective of the department and serve as the company's mouthpiece to arrange the work of superiors. It is in a passive position. working status. The modern human resources management department takes the initiative to analyze and diagnose the current human resources situation from the perspective of corporate strategy, providing more valuable basis for decision-makers and supporting the execution and realization of corporate strategic goals.
Based on the above understanding, if I want to be such a deputy cadre, I must fulfill four main responsibilities: first, keep the overall situation in mind and be a good adviser to the leader; second, put down my position and be a good leader The third is to do more practical things and be a good backer for the front line; the fourth is to strengthen communication and be a good bridge between the upper and lower levels. I think I have a unique advantage in participating in this competition.
First of all, I have a strong spirit of hard work and professionalism, and can adapt to the work requirements of the competitive position. In the past 8 years, I have developed a rigorous and pragmatic work style and a meticulous and steady attitude. In many years of archives management work practice, I have come to the conclusion that work must be of high standards, strict requirements, and meticulous. This kind of work habit also ensures that my work will yield new gains every year. The file management I do has also become the object of observation and experience learning by many units. I am 39 years old this year, and I am in the prime of my life. I believe that if you give me a fulcrum, I will not try to pry the earth, but I will give my best in my position.
Secondly, I have the good qualities of being strict with myself, honest and trustworthy. In my life, "working diligently and being happy" is my creed. Doing my job well, safeguarding collective interests, uniting and leading colleagues, and being kind to relatives and friends are the prerequisites. During the period of working in the company, I am confident that I am a diligent and happy person, because I always use my own life creed to restrain and examine my words and deeds.
Third, I have a realistic guarantee that I can do this job well, that is, I am very familiar with my position. Working in the Organization Department for 8 years has made me familiar with the company's cadre personnel, united front work, and civil affairs management. These conditions have provided me with strong support for my future work. I know the basic information of every employee in the company. It can be said that when I collect and bind the files into a book, I also record the employees in my mind. This is a precious asset, especially for those engaged in human resources management. It undoubtedly provides a sharp weapon for one's work.
Fourthly, I have an open mind, eager to learn, and a pioneering and enterprising sense of innovation. Although I am still in the stage of learning about human resources development, a new thing, I believe in Einstein's words, "Love is the best teacher." I love personnel work. On the basis of 8 years of personnel work, I will definitely activate my thoughts, inspire my energy, be brave in practice at work, be good at making progress, and create the greatest value for the company, employees and myself.
If I am lucky enough to be successful in the competition, I will live up to expectations and mission, and do the following:
First, position myself correctly and be a good consultant. In my work, I will fully respect the core position of superior leaders, come up with more ideas and efforts, treat my own strengths and weaknesses correctly, use strengths and avoid weaknesses, unite and cooperate, and achieve "being in place without being offside, making up for the situation without tearing it down", and do a good job as a leader Staff officer.
Second, work actively, communicate up and down, and be a diplomat who coordinates the relationship between the company and its employees.
Third, strengthen learning and improve quality. On the one hand, we strengthen the study of political theory knowledge and continuously improve our political theory cultivation. On the other hand, we strengthen the study of business knowledge, keep up with the pace of the times, and constantly enrich and improve ourselves to make ourselves more qualified for our jobs.
Fourth, work hard and forge ahead with determination. We should not only carry forward the good styles and traditions of the past and work hard, but also pay attention to exploring new experiences and new ways in new jobs, so as to do a good job with everyone.
There is no doubt that in front of all the leaders and judges, I am still a fledgling recruit, but I would like to use Napoleon’s words to encourage myself, "A soldier who does not want to be a general is not a good soldier." I I hope that through this competition, everyone can get to know me, understand me, and support me.
My speech is over, thank you all. Manpower Competition Speech Part 2
I worked as a refrigeration technician in the power workshop, and then I was transferred to the Political Affairs Office and have been working there ever since. I have served as deputy secretary of the Youth League Committee, deputy director, and director of the Political Affairs Office. After our factory carried out organizational reform in December 1997 and merged the Labor and Human Resources Department into the Political Affairs Office, I began to engage in personnel work and human resources work. Based on the specific conditions of our factory, I designed some relatively reasonable human resources management plans and organized implementation, and has accumulated rich experience in personnel deployment, job adjustments, employee training, salary changes, contract management, etc.
Among the eight responsibilities of the Human Resources Department, four aspects are the main content: position and staffing, employee compensation, employee education and training system, and employee performance appraisal. When the organizational reform was carried out in 1997, I participated in the staffing work. In 1999, with the strong support of the factory leaders, I resolutely cleared the contracts of 12 employees who were "not looking for two" and organized physical examinations for long-term medical insurance personnel. Those who have recovered their health insist on returning to the factory to work, which reduces the burden on the company. Last year, the supervisor system and operator system were promoted throughout the factory to encourage employees to learn skills based on their positions. At the same time, the bonuses of middle managers were assessed and paid separately, and the performance appraisal of all employees was intensified. In 1999, focusing on the commissioning of the brewing expansion project and the commissioning of the new packaging line, personnel were reasonably allocated and trained in various aspects. With the strong support of the workshop, the personnel ensured the smooth commissioning of the expansion. Experience in these areas will be very beneficial for improving the effectiveness of human resource management and development in the future.
The separate assessment and evaluation of professional and technical personnel has been carried out since June last year. This year, it will be supplemented by personal self-study evaluation. The technical personnel now hired have become the backbone of our factory's production. In terms of management of foreign labor, especially the management of migrant workers' expenses, this year has been significantly reduced compared with last year, and the cost savings are obvious. In the management of more than 500 retired employees and retired employees in the factory, we insist on providing good services and solving their problems in a timely manner. The annual "Senior Citizen's Day" has become more and more popular.
The above are some of the achievements I have made in the past few years. If I can compete for the position of human resources management, I will continue to serve the employees well. Taking "cultural human resources management" as the working idea, focusing on developing employees' potential and serving production and operations, and focusing on our factory's goal of building a first-class enterprise and the actual situation of employees, we will explore appropriate human resources management paths.
First, when carrying out human resources management, the actual situation must be considered and implemented in a cultural form. Human resource development is the focus of human resource management. We will focus on a series of planned training, education and development activities to maximize the quality of all employees and stimulate their initiative or initiative, and build our factory into a first-class enterprise. Tasks are linked to personal growth, integrating the growth of our factory's production efficiency with a sense of personal career accomplishment. In this way, our employees will feel more relaxed during the acceptance process, and they will also be willing to put their human resources into practice during the practice. Some ways and methods in resource management are regarded as a kind of ethical code of conduct. This kind of practice is often more effective than our rigid implementation of a model and rigid implementation of a scoring table for performance evaluation.
Second, cultural content must also be included in the process of human resource management. We all know that southerners and northerners are very different in terms of living habits and personal ways of thinking about problems. These differences are cultural differences. In Japan and the United States, human resource management is very different. For example, Panasonic's lifetime employment system and GE's 10-year elimination are both quite successful cases. This shows that different cultures, especially different corporate cultures, have different human resource management practices. The methods are also quite different. When we carry out human resources management, we must also include this cultural difference to make it more friendly.
Thirdly, when we carry out human resource management and employee career planning, we must integrate it with the learning organization we are building now and with our learning culture. Career planning mainly includes self-analysis, career choice and the formulation of job work plans. However, as an employee of a production enterprise, no one can exist independently. Only the collective progress can ensure the continuous growth of personal career. Moreover, only by improving our learning ability together, improving together in learning, and sharing experience can we develop our personal qualities more comprehensively, which is closely related to all the work in our factory.
Fourth, when we do human resource management, we must combine it with the cultural tradition of loving Tsingtao Beer and devoting oneself to Tsingtao Beer. In the past development process of our factory, there were many outstanding employees who silently contributed to the enterprise and worked hard for the progress of our factory. It was they who made our factory the foundation it is today. When we consider human resources management planning, we must also focus on the employees and employee spirit who have contributed to the fourth factory, and integrate them well with the current human resources management work. When we carry out human resource management, we must not only consider the professional managers and technical leaders mentioned by the chairman, but also pay attention to the many people who have contributed to Tsingtao Brewery. We must pay attention to these people. Tsingtao Brewery provides some rewards and incentives for its self-dedicated employees and includes them in the key areas of human resources management. Management performance appraisal, employee motivation, job analysis and employee elimination. When we did not do human resource management in the past, we were still able to ensure the emergence of talents. Now we carry out human resource management in the hope that employees will continue to surpass themselves. From this point of view, there is no problem in integrating corporate culture and human resource management.
The human resource management we combine with culture is likely to become our characteristic. Combining it into a unique human resource management capability is our human resource management with long-term vitality, which will help us grow into a first-class enterprise faster. Manpower Competition Speech 3
Dear leaders and representatives:
Hello everyone, with the training of the two-level party committees and organizational departments, and with the care and encouragement of comrades, I I have been working hard, fulfilling my duties, studying diligently, and being strict with myself. My political thoughts have continued to mature, my work experience has continued to enrich, and my knowledge reserve has continued to grow. I feel that I can better serve the development of the company, and I hope to have a practical platform to further display my talents.
I have the following advantages to apply for the position of deputy manager:
1. I am diligent in thinking and learning, and have a reasonable knowledge structure. After graduating from junior college, I attended the Party School’s undergraduate class, and then was admitted to the Party School’s postgraduate class. I graduated with honors and received the honor of Outstanding Graduate. In the study work, I must apply what I have learned, combine learning theory with learning business, combine learning direction with work practice, and turn disadvantages into advantages. Long-term and continuous learning enables me to constantly update my knowledge structure, understand and master new knowledge in a timely manner. Knowledge and new trends should not be shelved on the shelf but put to good use in practice to adapt to the development of the company and the times.
2. Rich experience and strong communication skills. I have the advantage of combining grassroots and institutional experience. Serving as secretary of the Youth League Committee of a mining company has trained me, enhanced my ability to deal with complex problems from an overall perspective, and tempered my coordination and organizational skills; five years of service in grassroots units has enriched and trained me from all aspects, and strengthened my ability to solve on-site problems. The ability to deal with practical problems and accumulated a certain amount of experience in leading teams and grasping management. The combination of the agency and the grassroots level and my long-term work experience as a deputy have made it easier for me to grasp the leadership's intentions, communicate the voices of the left and right, and listen to the voices of the masses. I can communicate well with the upper and lower levels, and coordinate the relationship between the company and employees.
3. Proficient in business, good at innovation, and strong in management capabilities. Through work experience in various positions and continuous learning accumulation, I have mastered management processes such as mining, mineral processing production technology, mineral resources, quality, measurement, patents, intelligence information, computer networks, earthquake resistance and disaster prevention, and am familiar with human resources management. If you work as a deputy for a long time, you will be able to understand the general situation, consider the overall situation, handle problems more comprehensively, and work seriously and responsibly; have the quality to correctly handle the relationship with leaders and other comrades; be able to think clearly and act in a measured manner when doing work and handling things , clear and just right. When working at the grassroots level, one person was responsible for a field with thousands of people. Under various complex circumstances, he organized and completed various arduous tasks alone and was praised by the leader. While working as secretary of the Youth League Committee of a mining company, he was also able to handle and coordinate the relationship with superiors, subordinates, left and right, and ensure that he did not go offside. In practical work, he focused on investigation and research and innovative management methods. He has written 20 papers including "Education and Training of Young Miners", "Strengthening the Construction of Innovation System and Promoting the Transformation of Mining Growth Mode" and "Fault-free Management Model and Practice". Published in publications such as "Metallurgical Economics and Management", "China Mining", "National Party and Government Cadres Forum", "Chinese and Foreign Corporate Culture", etc.
4. Have a solid style of work, be strict with oneself, be honest and decent. I follow the principles of being honest with others and being strict with myself. As a person, I am open-minded, fair and upright. At work, I am meticulous, conscientious and responsible, and take the lead in setting an example. Do what you ask others to do, do it yourself first, never take credit for others' mistakes, use it for personal gain, and compete with others for fame and fortune. During the four years of working in the mining site, I not only established a good image as a cadre but also became one with the employees. I used my good personality charm and life purpose to establish a deep relationship with the employees. I was supported by the employees and had a good mass foundation. At this year's workers' congress, he was directly elected as the chairman of the union by unanimous vote.
It is true that no one is perfect. While recognizing my own advantages, I am also clearly aware that I still have shortcomings. However, I am confident that in future work practice, with the help of leaders and comrades, I , constantly improve ourselves, forge ahead, and make progress together with our comrades in the pursuit of the company's development.
If leaders and comrades trust me and support me and give me a chance, I will repay your expectations with practical actions.
My work assumptions are as follows:
1. Innovate the production and operation management mechanism.
Without reform and innovation and the implementation of scientific management, a modern corporate system cannot be established. If a company wants to survive, develop and become stronger and bigger, it must also take the path of reform and innovation. My first idea is to explore new resource optimization combinations, launch a win-win strategy of "mutual benefit, mutual development", and adopt a " Organize resource optimization and combination in various forms such as "outsourcing", "foreign workers", "outsourcing" and "outsourcing"; further standardize the management of grassroots companies, and based on the actual conditions within each main mine, from the organizational structure, asset ownership, finance Reforms will be carried out in the four aspects of accounting, assessment and distribution, and the company will operate independently in the form of an internal simulated subsidiary, implement a linked distribution policy of creating more and earning more, and reduce the cost of its main mineral products. The second is to always regard team building and assessment and distribution mechanisms as the foundation for consolidating the company and mobilizing the enthusiasm of employees.
It is necessary to build the team into the four basic units of production, management, accounting and distribution, implement self-operation, independent management, separate accounting and performance-based distribution, so that the team can simulate "small companies" and "small entities" "Operation. The third is to transform from extensive management to intensive management and continuously reform old management concepts and methods. In response to the problem of high product costs, we should seize the main factors that constitute the cost, such as energy and power consumption, material and spare parts consumption, metal material consumption and capital utilization, implement target management, establish a target management system, and fully implement the separation of materials planning, procurement, and settlement. , mutually restrictive management model, vigorously carry out bidding, price comparison procurement, etc. The fourth is to focus on organically combining management innovation with scientific and technological progress. Apply computer and automated monitoring technology to measurement management to realize automated control of the entire material weighing process, effectively plug loopholes, and realize modern management of material measurement.
2. Innovate the human resources management mechanism.
Human resources have the most potential and flexibility in an enterprise. Employees' personal work enthusiasm, work attitude, and identification with the organization are extremely important factors. If we win employees' love for the company through various measures, we will be able to maximize the potential of employees and achieve a win-win situation where employees and the company develop together. Therefore, within the broad framework of the company's development strategy, the highest strategy of human resource management is "humanistic management", that is, respecting individuals, affirming personal dignity and value, respecting employees' rights to participate and know, and providing space for development and creation for each employee. , establish employees’ sense of ownership and belonging. Cultivating the concepts of sincerity, unity, pragmatism and enterprising, pioneering and innovative, and integrity-based, and improving the spirit of teamwork and corporate cohesion are the top priorities of a company's human resources management. The second is to establish reasonable communication channels. Realize the dialogue between employees and the company, achieve unity, support each other in the same boat, understand and support the company's decision-making, and create a good operating soft environment for the company. The third is to establish a scientific performance evaluation system. Implement orders and prohibitions, clearly define rewards and punishments, strictly implement performance appraisal, reward and punishment systems, and mobilize the enthusiasm of front-line employees.
Attract people with salary, benefits and stock options. Under the premise of demutualization and groupization of the company, we conduct intensive management of remuneration to enhance incentives and improve efficiency. The fourth is to establish smooth promotion channels, provide employees with broad development space, and use the company's good development momentum to give employees confidence and pride. In terms of job promotion, we should only use talents, regardless of seniority, create an eclectic employment environment, stimulate employees' innovation and creativity to the maximum extent, and make every employee become an excellent capital of the company. The fifth is to establish a scientific and modern training mechanism. Focusing closely on the needs of the job, with quality and business ability building as the core, we adhere to the principle of "integrating theory with practice, focusing on training effectiveness, and combining training with use". Achieve innovation in four aspects: First, innovative training concepts.
Establish the concept that talent training is basic construction, that training is people-oriented, and that talent training is the most effective investment. The company's deputy manager gave a competitive speech and practiced his job competition words; if I can't compete, I will still obey the company's leadership. arrangement.