来源：http://www.vranime.net/ 点击?#38382;?span id="hits"> 发布时间：2018-06-07
(1) the system of post responsibility is not practical at the time, and is not suited to the climate. If some new security companies are set up, the contents of the handbook are mostly original model copy of the job responsibility system of other companies. The content is high, large and complete. It is not in line with the actual situation of the enterprise, and it is difficult to carry out in the actual work.
(two) the publicity is not in place, and the training work goes through the field. In peacetime, the system is put on the shelf, so that employees can not know about the system, even do not know that there is such a provision, basically not to talk about the system understanding, understanding, and will not be abided by. When the new employees arrive at the company and issue the employee handbook, they will do everything well without training according to the regulations. The enterprise also has no training plan, and the training is also only the content of the explanation. It does not practice and consolidates the practice from the theory and practice. It pays less attention to the actual operation and training work, which makes the training work walk through the field and does not achieve the real training purpose.
(three) the corporate culture has not formed a cohesive force. The enterprise culture is embodied in the supervision and the skidding force, and the concrete expression is that, if there are employees' behavior and corporate culture, they will be reminded by colleagues in good faith, telling him what to do and what should not be done. In this way, a positive atmosphere of civilization and dedication will be formed inside the enterprise. Otherwise, it will lead employees to make a monk a day.
(four) low level of staff culture and low welfare benefits. In most security companies, the majority of the security guards are under the junior high and middle level, lack of legal knowledge and lack of professional skills. The loss rate of the security guards is very high. For example, some security companies, when recruiting security guards, promise to pay five risks and one gold, but in actual execution, they do not pay or pay the five risks and one gold, and hurt the heart of the security guards.
(five) enterprises do not create a good working life atmosphere, resulting in weak combat effectiveness of the security forces. The enterprise is not good at discovering, commending the advanced deeds and creative spirit of the security team in time, and caring about every employee from life and emotion; it is only through the field to judge the activities of excellent security guards every year, and can not be encouraged and praised in material and spiritual. Not following the "national occupational standards (Trial)" method, each year to organize the evaluation of the initial, middle and senior security guards and security guards. The security guards do not feel the sense of honor and belonging to a security guard.
(six) enterprises do not establish a sound mechanism for tracking, supervising, checking and assessing. The enterprises do not start with the enforcement, communication and feedback of strengthening the system, and have no clear implementation goals to determine the division of labor, duty, discipline and rewards and punishments of all departments. Dare not or fail to punish according to the company's regulations in time.
This article is written by the Laiwu security service company. To understand more products and more detailed content, please pay attention to our official website: http://www.vranime.net.