Management method of bauxite mining

1.

The cost of ore includes: direct materials, direct wages, other direct expenses and manufacturing expenses actually consumed in the process of mining raw ore

the management expenses, financial expenses for raising funds and sales expenses for selling procts incurred by the administrative department of the enterprise for managing and organizing business activities are all regarded as period expenses

Direct materials include raw materials, auxiliary materials, spare parts, fuel, power, packaging materials and other direct materials actually consumed in the process of mining raw ore

2. Direct salary

direct salary includes the salary and welfare of personnel directly engaged in mining raw ore

3. Other direct expenses

other direct expenses include other expenses directly used for mining raw ore

4. The management cost includes all kinds of costs for organizing and managing the mining of raw ore. The salary of mining raw ore management personnel, employee welfare, depreciation of fixed assets for mining raw ore, rental of leased fixed assets, repair costs, machinery and materials consumption, low value consumables, heating costs, water and electricity costs, office expenses, travel expenses, transportation costs, insurance costs and other manufacturing costs

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< H2 > extended data:

expense carry forward

operating expenses, management expenses and financial expenses are carried forward at the end of the period. There are two methods for carrying forward period expenses at the end of the period:

1, statement carry forward method

statement carry forward "profit and loss" items at the end of the period to calculate and reflect the financial results at the end of the period. At the end of each month, only the month end balance of profit and loss accounts (including period expenses) is carried forward, but it is not carried forward to the "profit of this year" account. The "profit of this year" account is used only when carrying forward at the end of the year

"current year's profit" reflects the total amount of current month's financial expenses of current year's profit and fills it in the current month column of the profit statement. The current month's balance is filled in the current year's cumulative column of the profit statement, and the account is not carried forward

Account settlement method is a method to complete the work of profit and loss carry forward through the preparation of bookkeeping vouchers. That is, carry forward the profit and loss accounts (including period expenses) on the account every month, and carry forward the balance of operating expenses, management expenses and financial expenses at the end of each month, and carry forward the balance from the opposite direction of the account amount to the "profit of this year" account

There is no balance in the three accounts of

period expenses after the end of the month. The monthly financial results of an enterprise are directly reflected in the "current year's profit" subject. The accumulated financial results of the current period can be obtained by accumulating the monthly profits

2. Real name registration regret how to do? Now a lot of software have to real name registration, I have done this kind of thing, also very regret, there is no way.

3. Mining depends on the grade
for example, silver mines need 0-level excavation,
0-level excavation can get one or two
1-level excavation can get one or two or three ~ ~
2-level excavation can get one or two or three ~ ~
at present, I see that the highest mining level is 6··

4. The procere and method of selecting and employing management personnel_ Concise management methods and art

I. proceres and methods of selecting and employing management personnel

in order to rece the negative impact on the morale of employees within the organization, fair competition mechanism should be introced in both external and internal selection of management personnel. The proceres and methods are as follows:

1. According to the level of the position to be employed, the corresponding recruitment organization should be established (it can be set up by the personnel department alone, or it can be a recruitment committee composed of representatives from all aspects). Recruitment agencies will publish the number, nature and requirements of candidates in a certain way and media to encourage qualified candidates to apply

2. Primary election. If the number of applicants is large, it is impossible for recruitment agencies to conct detailed research and assessment on everyone, which will cost too much time and money. Therefore, the need for candidates to conct a preliminary screening. Preliminary screening is generally based on the basic requirements that are easy to test and necessary for candidates. For example, the basic knowledge required by the position test, the recruitment of secretaries when the text expression ability test, the recruitment of salesmen when the oral expression ability test

3. Conct a comprehensive quality and ability assessment for those who pass the primary election. The main assessment methods are:

(1) knowledge and intelligence test. The purpose is to understand the basic quality of candidates. The knowledge test should know whether the candidate has mastered the basic technical knowledge and management knowledge related to the position to be employed; Intelligence test is an increasingly popular basic method to evaluate indivial potential. It tests the candidate's thinking ability, memory ability, thinking sensitivity and the ability to observe complex things by answering some specially designed questions< (2) competitive speech and defense. Knowledge and intelligence test can only reflect the candidates' knowledge and intelligence level, but not their overall quality, especially their ability to use knowledge and intelligence. By giving a competitive speech, introcing his work plan after taking office, and answering the questions of recruitment assessors, candidates can be provided with the opportunity to fully display their talents< (3) simulated scenario practice. The competitive speech can only reflect whether a candidate knows "what to do and how to do" after taking office, but "know what to do and how to do" is not the same as "what to actually do and how to do". In order to identify whether candidates can only talk on paper, it is necessary to analyze and judge their actual operation ability. Simulated scenario practice is a popular method of selecting managers in the West

the so-called simulated situation practice refers to designing a set of test questions similar to the actual situation of the position according to the possible position of the subject, and then arranging the subjects in a simulated working environment, asking them to deal with a variety of problems set, and evaluating their psychological quality and potential ability according to the methods and effects of the treatment. The design of simulation scenario practice method is complex, the preparation time is long, the professional evaluation personnel are involved, the cost is high, but the accuracy is also high. It is suitable for signboards of important positions. There are many specific ways to simulate the situation practice, such as "handling official document test", "talking with others", "leaderless group discussion", "role play" and so on. Here are two of them

1. Dealing with official documents is an important task for managers, especially for senior managers. The ability to deal with official documents reflects a person's ability to accept useful information and make decisions with it. The main steps of using this method are:

A. provide candidates with a "package" of official documents, including telephone records, subordinate request report, superior approval, company internal report, external letter, etc. There are important things and trivial things

B. the candidates are required to finish processing these official documents within the specified time

C. to observe the candidate's psychology and behavior under the pressure of a lot of official documents, are they prioritized and orderly? Or disorderly, eyebrows and moustaches

D. what's the basis for interviewers to handle some official documents? What's your idea? Why do you do this instead of that

E. according to the observation results, the selection and evaluation team will make a collective evaluation on the management ability of the candidates< No leader group discussion. The application steps are:

A. organize the candidates into several groups

B. provide candidates with the same "company" or "market" materials, and require them to formulate countermeasures for the company to increase profits or increase market share in the future. In the discussion, the identities assigned by each party are the same, and there is no superior subordinate relationship

C. according to the materials provided, each candidate uses his or her brain to put forward his or her own opinions and discuss them

D. ring the discussion, the changes of the market situation and the proction situation of the enterprise will be reported at regular intervals. Sometimes, as soon as a problem is discussed and a solution to the problem is determined, the candidate is immediately told that the situation has changed. At this time, pay attention to the performance of each candidate< Finally, the leadership, cooperation and adaptability of each participant were evaluated.

6.

"4m" refers to man (human), machine (machine), material (material) and method (method), which is abbreviated as "human, machine, material and method". It tells us that we should fully consider the four factors of human, machine, material and method in our work, and usually include "1E": environment, so it is collectively called "4M1E method"

that is, people often say: human, machine, material, law, environmental field management. The level of an enterprise's management depends on whether its on-site management has achieved the overall economic goal, set various class specific and detailed goals, and whether it has well guided the majority of employees to carry out their work in an organized and planned way, so as to achieve the goal economically and reasonably

extended data

management personnel should have basic skills: technical skills. Technical skills refer to the ability to master and use professional technology. From the perspective of internal division of responsibilities, although managers do not need to solve special technical problems, if they lack professional and technical knowledge within the scope of responsibility, they will not be competent for management work<

it is a unique management method of Japanese enterprises to create a clear working environment and cultivate good working habits of employees by standardizing the scene and objects. Its ultimate goal is to improve people's quality: get rid of carelessness, Abide by the rules, consciously maintain the good habits of clean and clear working environment, civilized and polite habits

7.

The so-called standardization means that there are all kinds of specifications in the enterprise, such as regulations, rules, standards, essentials, etc. these specifications are collectively referred to as standards (or standard books). It is called standardization to formulate standards and then put them into action

2. Visual management

visual management is a kind of management means to organize on-site proction activities by using various visual perceptual information with intuitive image and appropriate color, so as to improve labor proctivity, and it is also a scientific method to manage by using vision

Therefore, visual management is a management mode characterized by openness and visual display. Comprehensive use of management, physiology, psychology, sociology and other multidisciplinary research results

Kanban management is a very effective and intuitive means to find and solve problems, especially one of the indispensable tools for excellent on-site management

management Kanban is a form of management visualization, that is, to show the status of data and intelligence at a glance, mainly for transparent management activities of management projects, especially intelligence

Management and rectification: focus on solving the proction site: dirty, chaotic, poor, and graally establish a good proction environment and proction order

5. Professional in place: the focus of management should be moved down to promote the professional management in place on site

Optimization and improvement: the essence of optimizing on-site management is improvement, and the content of improvement is the gap between the goal and the status quo. According to PDCA (p-plan, d-do, c-check, a-action) cycle, make it run reasonably and effectively

management methods of team leaders

1. Labor management

personnel deployment, scheling, service, strict attendance, emotional management of employees, technical training of new employees, safe operation, sanitation of proction site, team construction, etc. all belong to labor management

Proction management responsibilities include on-site operation, personnel management, proct quality, manufacturing cost, material management, machine maintenance, etc

The team leader should timely and accurately reflect the actual situation in the work to the superior, put forward his own suggestions, and do a good job as the staff assistant of the superior leaders. But many team leaders just stay in the usual personnel deployment and proction scheling, and do not give full play to the leadership and demonstration role of team leaders

8. Abe. The training of managers and ordinary employees should be carried out step by step. At the same time, it should be targeted. If the training does not achieve the desired effect, then the training is meaningless.

9. 1. First of all, establish the organizational structure (according to the supervisor) --- job responsibility description (what each supervisor is responsible for) --- performance appraisal (Implementation)
2. Conference system. In the process of enterprise development, all system processes are graally improved. Morning meeting, evening party, weekly summary, monthly summary, quarterly summary, semi annual summary and annual meeting. The purpose of the meeting is to imagine the future and win the hearts of the people
attendance system
reward system
set up according to their own enterprises to mobilize the enthusiasm of employees
3. Set up a deputy general manager or a secretary to maintain the balance among the directors. Disharmony is a good thing, at least not collectively
4. Implementation. What has been settled, we must carry out it unswervingly. Leaders only need to set the general direction and quantify the tasks.

10. 1. Business ability

the vast majority of grass-roots employees in enterprises are promoted to managers because of their strong business ability, and they are likely to step up to the position of senior management. It can be said that business ability is like a "stepping stone", which is the basic skill of an excellent manager

2. Executive ability

after stepping into the management position, the executive ability of middle and basic level managers becomes more important. As the backbone of enterprise management, the middle and basic level managers need to undertake and implement all the measures that can promote the sustainable development and management improvement of the enterprise, such as the company's development strategy, business plan, system process, operation standard, etc. only the middle and basic level managers firmly and thoroughly implement the company's business policy, can the development goal be achieved

3. Communication ability

good communication ability is an important guarantee for information transmission and feedback in these processes, whether it is to correctly understand the spirit of the company, understand superior instructions, obtain support and help from parallel departments, or convey company instructions and guide employees' work. Only with good communication skills, can we have barrier free communication, achieve good interaction and harmonious relationship with superiors and subordinates, and ensure that the measures are not deformed and distorted in the implementation process

4. Coach ability

many middle and grass-roots managers complain that their subordinates have low ecation level and poor professional quality, and they always make trouble for themselves, making themselves busy with "fire fighting" and exhausted. However, few people reflect on why as a manager did not train his subordinates well. A large part of the reason is that the coach ability of the middle and basic level managers is not enough. Managers, to a large extent, are coaches. They should guide and help their subordinates to improve their professional ability and professionalism. Only when the ability of subordinates is improved, can the superior managers have more time and energy to think about more important things, instead of being tired of "fighting a fire" and dealing with chores< 5. Learning ability

Science and technology, management philosophy, management methods and management means are constantly improving and developing. The middle and basic level managers who are promoted by virtue of their professional ability must adhere to the application and practice of learning new technologies, new methods and new processes; We must persist in learning and applying the applicable management methods. If you only rely on some experience, the probability is not enough. If you can't learn the methods and knowledge that keep pace with the times, you can't promote your ability, and you will be eliminated

6. Improve ability

If a middle and basic level manager can't lead the team to do better than before, he is unqualified. The middle and basic level managers must lead the team to continuously improve the working methods, enhance the work efficiency, rece the work cost, improve the work quality, and do the things within the scope of work better and perform better than before. This requires improving thinking, mastering improvement methods and enhancing improvement ability. Therefore, improvement ability is one of the indispensable and important abilities of a middle and basic level manager

this paper expounds the quality model that the middle and basic level managers should have from six aspects. As long as they have the courage to try and use it flexibly in the actual work, I believe it will help the managers to carry out their work easily, deal with problems efficiently and flexibly, and improve their performance. Hope to inspire you.