Whether the change of general manager is a major change in senior management

What are the criteria for judging major changes in directors and senior management during the reporting period? (1) It is one of the conditions for issuance, and the purpose is to give the market a continuous and comparable historical performance; The SFC is also considering whether to make appropriate adjustments; (2) There is no quantitative indicator for major changes, and changes in a core personnel may also lead to major changes; (3) Major changes in directors and senior executives must be analyzed on a case-by-case basis, and the main factors to be considered are: the reasons for the change, the position and role of the changer, the relationship between the changer and the controlling shareholder and the actual controller, and the continuity of the position; Directors and executives can be analyzed together; It is necessary to consider the impact of changes on the company's production and operation; (4) In order to improve the corporate governance mechanism in the process of the company's development, the addition of directors and senior executives is not considered a major change as long as the stability of core personnel and production and operation is ensured.

Citation: 2010 2nd, 5th, 6th insurance training materials This should be a more authoritative answer! As for whether the general manager is a major change, the project team needs to refer to the above criteria to judge.

It should be considered a major change that affects the stability of the company's management team.

It is necessary to analyze specific problems on a case-by-case basis. According to the relevant market documents, it is a major change, but if it is a change between positions and does not have a practical impact on the company as a whole, it can not be regarded as a change.

It's okay, during our reporting period, the actual controller has changed. Find a few more reasons, argue in many ways, communicate well with the pre-examiner, and improve corporate governance, which will not constitute an obstacle to listing.

The first type: the general manager of the enterprise is not suitable for the culture and needs of the enterprise, so the enterprise needs to take the initiative to replace.

The second type: the general manager's business performance is too poor and he is often replaced.

The third type: After the general manager came, he felt that there was a big difference with his expectations, and he couldn't stay, and there were also sparrows that might be deceptive recruitment by the company, so he took the initiative to resign.

Fourth: frequent replacement, which can only indicate that the enterprise has a crisis.

Extended information: 1. Change of legal representative.

The following information is required:

1. The legal representative signs the "Application for Change of Company Registration" (provided by the Industrial and Commercial Bureau, signed by the new or original legal representative) 2. Power of attorney for enterprise application for registration.

1 original) 3. ID card of the operator.

Ming (1 copy, original verification); If the enterprise registration agency is the first to be registered, the business license of the enterprise registration agency shall be submitted at the same time (1 copy, which must be stamped with the seal of the enterprise and marked "consistent with the original").

4. The original certificate of dismissal of the original legal representative and the original certificate of appointment of the new legal representative 5. The identity certificate of the new legal representative (1 copy, original verification).

6. Business license of enterprise legal person.

Original and full copy (original).

7. The change of legal representative involves the relevant appointment and dismissal documents to be submitted by the chairman (executive director).

Resolution of the General Meeting of Shareholders on the Change of Corporate Legal Person.

Amended Articles of Association.

Resume form of the new legal person (provided by the Industrial and Commercial Bureau), **, original and copy of ID card.

2. The information of the enterprise legal person involves the articles of association, business license, seal of the legal person, bank account license and reserved seal.

In terms of tax registration and filing information, therefore, the above aspects must go through the corresponding change procedures, mainly including the following aspects:

1. The shareholders' meeting of the company passed a resolution to change the legal person of the enterprise and passed the amendment to the articles of association;

2. Go to the competent industrial and commercial registration authority to go through the procedures for changing the enterprise information and apply for a new business license;

3. Engrave a new legal person seal, cancel the original legal person seal and file it;

4. Go to the competent tax authority to change the tax information;

5. Apply for the company's bank account opening permit.

Changes to information and reserved seals.

It doesn't have much of an impact.

If the head of the department is often changed, it will be difficult to form the core competitiveness of the department.

As the head of the department, the department leader has the responsibility and obligation to lead the employees of the department to complete the tasks assigned by the company and build the core value of the department in the company. However, each leader has his own ideas and ideas, and when the leader is always replaced, the work guidance idea is always in flux, how to form a valuable core competitiveness?

Just like a group of people who plan to go on a hike one day, if at the beginning of the journey, everyone determines the starting and ending points of the day, which attractions they will pass through, what games they need to complete, and so on. If you follow this idea and arrangement, then it may be a very successful hike.

However, if there are always new ideas and ideas after the hike starts, and then they keep changing the route and playing games, etc., and everyone has to listen to them, you can imagine what the hike will be like in the end.

The frequent replacement of department leaders will lead to the situation where new leaders are vacated. In the company, everyone has their own responsibilities. A subordinate has a scope of work for his subordinates, whereas a department leader has a scope of work for a department leader.

Originally, it was very clear and clear, but because of the frequent change of department leaders, there will be a stage where the leaders of this department are always unfamiliar with the work of the department, and there will definitely be a stage where there will be a gap in leadership. In this case, as an employee of the department, in order to carry out the work smoothly. I had to take the initiative to take on a lot of tasks that should have been within the scope of the department leaders.

And it is precisely because the head of this department is always changing, that the employees below do not believe that the new leader can stay long, and may be speculating that he will leave soon, and there is no need to deal with the new leader too much.

Under this kind of working atmosphere and thinking, the new leader may be in an overhead state for a long time, and he will not be able to find his own sense of existence at all, and he will always feel that it is impossible to stay for long, which in turn will accelerate the resignation of the new leader.

Everyone's management system is different, and enterprises need to be constantly reformed.

Frequent replacement? That can only show that there is a crisis in this enterprise.