Job Hopping: Personal Time Choice

Job hopping and changing careers must be after career positioning, so that there will be goals and direction to choose jobs that match their jobs.

Otherwise, the blind and boundless search is to find a job that feels good. It will also lead to job hopping again because of "people's job mismatch", or you are more capable than the job requirement. You feel that resources are wasted, you want to start job hopping again, or your job requirements are higher than your abilities, which is quickly replaced by the new force of the enterprise and fired by the enterprise.

People often say: do not fight the war of no preparation.

Therefore, before job hopping or changing careers, the preparation work is sloppy. For example, whether the resume is aimed at the position target and job information, whether the interview is adequately prepared, and prepare several preparations before the interview: psychological preparation, material preparation, problem preparation, research preparation, etiquette preparation, etc.

The understanding of the new company is very important. Before applying for a job, we should first know about the company's situation: the location, scale, structure, background, business mode, current development and future development plan of the company.

Include

Performance, scale of activities, and future scheduled business expansion.

In addition, what is the culture of the applicant?

Whether it is fair or not, it is also possible to determine if there are restrictions in the rising channel if the company is hired.

Avoid being cheated by rushing to find a job.

Don't be happy to enter a company. Watch and think carefully. Do you have the wrong company?

Choose yourself

Job hopping or changing careers will bring favorable opportunities for self improvement.

For example, in August this year, human resources outshine others, recruitment is hot, if your position is human resources, then the opportunity to upgrade is coming. Many people, under the guidance of career counselors, have switched to HR or HRM to improve human resource management (HRD).

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1, improve the tax management system of large enterprises, standardize the tax administration institutions of large enterprises, and achieve professional management.

Large enterprises are the key source of tax revenue. We should further clarify the setting up of management institutions for large enterprises and set up large enterprise management departments in various district bureaus.

On this basis, tax authorities at all levels should determine the key points of management services at different levels within the jurisdiction.

In principle, the tax authorities should carry out tax collection analysis, tax assessment, tax monitoring and tax inspection, which are the 4 main contents of the designated enterprises, and collect information on collection and collection.

For the large enterprises that are designated at the same level, they belong to the next large enterprise branches. At the same time, the tax authorities at the same level must implement the management and service requirements of their superiors on the one hand; on the other hand, they must report the management and service of the branches in a timely manner, especially report on the policy implementation demands and management requirements of the enterprises in a timely manner so as to achieve the goal of unified and standardized management and service.

2, improve the quality of administrators, establish and improve the post responsibility system, provide talent protection for the management and service of large enterprises.

According to the situation of large enterprises, we should clearly define the number of managerial personnel in large enterprises, define the basic conditions for the management of large enterprises, set up a professional tax management team of large enterprises, adhere to the reality of "professional management, personalized service, management and service", adopt the way of "come in and go out", vigorously carry out professional skills training, and focus on the training of financial analysis, computerized accounting, tax assessment and tax risk analysis in view of the characteristics of large enterprises. In particular, we should be familiar with the operation of financial soft parts of large enterprises, grasp the accounting subjects and accounting rules set up in financial software, and find out the key monitoring accounts and related vouchers so as to improve the ability of electronic audit.

3, unify the management service system of large enterprises and provide personalized service.

According to the general framework of tax risk management, we should innovate the tax administrator system and rationally decompose the management responsibilities of tax administrators. We should separate tax risk analysis, professional tax assessment and risk monitoring of large enterprises from the risk management functions of higher professional degree and subordinate tax collection and management functions, retain institutional arrangements and paction management service functions in territorial management functions, and assign tax administrators with comprehensive quality to professional management posts with high risk level, high level of business complexity and comprehensive technical requirements.

4, establish a tax management and service platform for large enterprises to achieve information sharing.

Facing the highly informationalization of enterprises, it is difficult to achieve effective management without the support of corresponding management information platform.

At present, the comprehensive collection and management software lacks the record of the related business of the organization structure of large enterprises, and lacks the support of tax analysis and tax assessment.

Therefore, it is very important to establish a tax source management and analysis platform for large enterprises.

It is necessary to establish a large enterprise organization, a basic database for managing enterprises, a declaration database for large enterprises, and a tax management analysis model for large enterprises.

At the same time, it is necessary to strengthen the interaction and coordination between enterprises and tax authorities, and regularly organize training and door-to-door publicity, long-term implementation of monthly urging, tax assessment and other means and means, and gradually raise the tax awareness of enterprises.

At present, with the economic globalization and the pformation of China's economic development mode, large enterprises will continue to change along the direction of collectivization and informatization, and the tax authorities must make new contributions in promoting the pformation of the way of development of large enterprises.

How to use limited tax resources to help large enterprises effectively manage tax risks while improving the quality of tax service has become an important topic in tax collection and management.