2020 summary of human resources work experience 1
First, the problem of matching degree when selecting people (continued)
The so-called matching degree can be divided into three aspects: first, the matching degree between candidates and job requirements; Second, the matching degree between new employees and the balanced development of all organizations in the whole enterprise; Third, the matching degree between new employees and enterprise human resource management ability.
Second, job seekers' goal pursuit and advantages and disadvantages analysis
Among the many goals pursued by job seekers, "high rights and interests protection" and "high value-added space" are always in the forefront.
"High rights and interests protection" is embodied in high basic salary and high position, emphasizing immediate interests. If "high rights protection" is put in the first place, job seekers will often lose many valuable opportunities, especially in the case of cross-industry job hopping. Because the vast majority of recruitment units do not have the ability to identify personnel (even the national labor department does not have this ability), and there is not enough time to "match horses." In this way, most enterprises can only take "horse racing" as a supplement and "horse racing" as the mainstay, which means "mules or horses come out for a walk!" These enterprises will only take your past experience as a reference. Whether you can entrust an important task and pay a high salary depends on your performance. First, you can be placed in a grass-roots position with low position and low salary. If you have the ability, you can be promoted to the next level every day and week (using target management and commitment system for trial implementation)
"High value-added space" is reflected in rapid growth and platform sharing, emphasizing long-term interests. A good career development platform must have two necessary conditions: first, it belongs to an industry with high labor return (the same person works hard in different industries, and the labor return gap is very large); Second, enterprise decision makers pursue the team's * * * win. An enterprise with "high value-added space" is worthy of being entrusted by employees for a lifetime.
Third, the salary level during the probation period.
The salary level of probation period can be divided into four situations, namely "fixed salary", "high basic salary+low performance", "low basic salary+high performance" and "promised floating salary". This is because each type of structure has its own advantages and disadvantages and is suitable for different situations. Our company can choose according to different situations.
"High basic salary+low performance" has a good pulling effect on people, but newcomers who make this choice often treat the new environment and new jobs with a wait-and-see attitude. In view of this, it is only suitable for human resource management.
"Low basic salary+high performance" has a weak pulling effect on people, but it is a good test for a new person's work confidence and desire to integrate into the enterprise. This type is suitable for weak human resource management.
The system of "promised floating wages" is a good compromise. Let's make a simple analogy: a, the monthly income during the probation period is not less than 20_ yuan (still floating moderately); If the probation period expires for three months and is formally employed by the company, the total income during the probation period will be supplemented by 5,000 yuan per month.
Fourth, a hint
During the probation period, the policy of "low basic salary+high performance" will shut out a considerable number of outstanding personnel. Although this policy can reduce the risk cost of employing people, it will also greatly increase the cost of recruitment. Frequent recruitment information retrieval, resume screening, written examination, preliminary examination, re-examination and re-examination may cost far more than the cost of overpaying probationary employees.
Summary of human resources work experience in 2020 II
On June 22nd, 2000, Yin Hui Human Resource Management Center held a training activity with the theme of "Human Resource Management for Non-human Resource Managers" in Yangzhou Kaiyuan Hotel. After a whole day's training, I was deeply impressed, gained a new understanding of human resource management and fully realized the importance of talents and the key role of department leaders in human resource management.
First, the importance of talents.
It can be said that talent is the core resource of an enterprise, and human resource strategy is in the core position of enterprise strategy. Although the development of an enterprise depends on the formulation of its strategic decision, it is the number of high-quality talents that ultimately plays a decisive role. Only by making effective use of management and professional technical talents that are suitable for the development strategy of the enterprise and exploring their talents to the maximum extent can the implementation of the enterprise strategy be smoothly promoted and the rapid development of the enterprise be promoted.
Second, the key role of department leaders in human resource management
1. First, cooperate with the human resource management center to recruit and evaluate talents. As a department leader, one of the most basic and important tasks is to consider clearly what kind of people our business needs, pass on the needs to the human resources department for recruitment, cooperate with the human resources management department to evaluate and select candidates, determine the right person, and finally put the right person in the right position.
2. Effectively cultivate and develop.
First of all, at work, when the interests of employees are consistent with those of the company and the team, it is necessary to understand and respect the needs of each new employee, so that each employee can maintain full independence in thinking and thinking, which is the basis of mutual respect and trust. And understand the personal pursuit and expected benefits of department employees, such as the multi-functional professional knowledge and skills of employees, which must be guided and cultivated as department leaders. When assigning work, it is often not limited to a single type of work items, giving employees more room for development. Therefore, as a department leader, it is necessary to understand the personal pursuit of employees, so as to coordinate the consistency of interests between employees and organizations through effective guidance, work and trust.
Secondly, for every new employee, the department head is his first trainer. It can be said that the later growth of employees is inseparable from the words and deeds of department heads. Therefore, all departments must formulate a series of training plans, step-by-step work plans and personal development plans. From corporate culture-business theory-initial actual combat-initial goal-intermediate indicators-supervision-summary-improvement scheme-result-summary, we should communicate with each link, give employees humanized care, and set an example when necessary to help employees find shortcomings in their work and improve work efficiency. Let employees have a strong sense of belonging and trust, thus enhancing employee loyalty.
3. Formulate a reasonable and effective target assessment and performance management system.
Department leaders must formulate a more comprehensive and perfect performance appraisal system based on the actual situation, people-oriented, or they will not be able to stimulate the potential of employees to the greatest extent, and at the same time supervise, communicate and guide the feedback and progress of problems in the target process. Of course, performance must be more linked to incentive systems such as variable pay, so as to motivate employees to create higher productivity and get better returns.
In short, to build a high-quality, high-level and highly United team, we must know how to use human resource management.
Summary of Human Resources Work Experience in 2020 3
With the change of the labor market, how to choose the right talents and retain excellent employees has become the primary task for the healthy development of enterprises.
The human resource development and management system describes the selection, education, employment, retention,
Through learning, I clearly realize that in the stage of selecting candidates, enterprises should first make clear our job objectives and development plans of enterprises, and use scientific and effective methods to confirm and screen key indicators (such as those that cannot be cultivated or are difficult to cultivate after tomorrow) according to the needs of our enterprises, so as to select people who meet the needs of the company and meet the needs of the post.
The growth of an enterprise needs the joint efforts of all colleagues, the consistent efforts and struggles for the company's development goals, the joint efforts of employees, and the cultivation of employees' core values through psychological quality education to achieve ideological unity with the enterprise.
Understand the strengths of employees, meet their development needs, cooperate with their working ideas, fully mobilize their enthusiasm, create conditions for employees to give full play to one of their strengths, and give them encouragement and affirmation in time.
Experience of human resource learning 7
Professor Ding gave a vivid lecture, mainly about the development and management of human resources. He expounded managers' understanding of HRM, how to "select talents", how to "cultivate talents", how to "use talents" and how to "retain talents". Whether the standard of employing people in enterprises can be: first, we must have both ability and political integrity, and if we have both ability and political integrity, we can cultivate them later. If they are talented and have no virtue, they can choose to use them. If he has no virtue or talent, he can't choose it. Professor Ding said that managers should not only be Bole, but also cultivate, use and retain talents. By setting some standards to understand people, evaluate people's intellectuality and understanding, evaluate people's behavior and results, and finally show people's potential essence through their current situation and characteristics. Just like Professor Ding's mass iceberg model.
In addition, Professor Ding talked about the capable person effect; Role error; Improper standards; The system imbalance shows the human resource management problems faced by enterprises at present. The first reason is that the purpose is not clear. Many enterprises have problems in management because of the uncertainty of the employment mode of posts or posts. Professor Ding explained the questions asked by two different interviewers through the video case of the interview, and finally got different results. I think the two interviewers have different values, different roles and different application criteria, so the results are different. There is no right or wrong.
Finally, I think doing human resources is more meaningful, and there is no absolute answer to everything. To deal with anything, we must first understand its purpose and direction, so as to solve it better and more efficiently.
Summary of Human Resources Work Experience in 2020 4
Under the arrangement of the human resources center of the group company, from February/KLOC-0 to February 2, 2000, I had the honor to participate in the practice of paying economic compensation after the abolition of Document No.48 1 sponsored by China Labor and Social Security Newspaper, the practical skills of notice delivery after the abolition of Document No.48 179, the practical skills of management and handling of offenders and special employees, and the medical treatment period. This training and learning activity is a very rare opportunity for me. I benefited a lot from the two-day teaching by two professional teachers in the industry.
20 _ (165438+)1On October 24th, Ministry of Human Resources and Social Security issued the Notice on the Fifth Batch of Documents Declared Invalidated and Abolished (Ministry of Human Resources and Social Security Fa [20 _] No.87), and announced to the public 102 documents declared invalid or abolished. Among them, the labor department issued 1994 48 1 Measures for Economic Compensation for Violating and Dissolving Labor Contracts and 1995 179 "Reply on how to handle the problem of informing employees to return to their units through news media, and those who fail to return after the deadline will voluntarily resign or be absent from work". After the abolition of the two documents, it involves thorny issues such as "how to calculate economic compensation in sections" and "how to effectively serve notices to workers". At the same time, after the implementation of the Labor Contract Law, a series of problems, such as how to deal with employees who violate discipline according to law, how to avoid labor disputes and employers losing cases, and how to manage special employees according to law, are very important to employers, and they are also difficult problems we often encounter in practical work. The two-day training and study, the course arrangement is compact and orderly, and the learning content is highly relevant, that is, policy-oriented, theoretical, practical and effective.
The first part is the practice of economic compensation payment after the first decision of the Ministry of Labor was revoked. After the document1994481.481was abolished, it was replaced by new regulations, namely the labor contract law and its implementing regulations. With regard to economic compensation, Article 97 of the Labor Contract Law stipulates that if the existing labor contract is dissolved or terminated after the implementation of this Law, and economic compensation should be paid according to the provisions of Article 46 of this Law, the period of economic compensation shall be counted from the implementation date of this Law; Before the implementation of this law, according to the relevant regulations at that time, if the employer should pay economic compensation to the workers, it shall be implemented in accordance with the relevant regulations at that time. The economic compensation paid by the employing unit to the laborer mentioned in Article 46 can be divided into several situations: the employing unit fails to provide labor protection or working conditions as agreed in the labor contract, fails to pay labor remuneration in full and on time, fails to pay social insurance premiums for the laborer according to law, and the rules and regulations of the employing unit violate laws and regulations to harm the rights and interests of the laborer ... The laborer may terminate the labor contract; The employer and the employee can terminate the labor contract through consultation; The employer may terminate the labor contract because the laborer is incompetent for the job and other reasons ... The Labor Contract Law has made corresponding provisions.
The second part is the practical skills of notice delivery after the abolition of the old office 1995 179. It is very important for the unit to serve the notice to the employees. If there is a labor dispute, whether the notice is delivered legally directly determines the success or failure of the labor dispute. After the abolition of no. 179, the notice service law is applicable to the Civil Procedure Law, the Opinions on Further Strengthening Civil Service issued by Fa Fa Fa (20 _)No. 19, and the Provisions of the People's Court on Courier Service of Civil Litigation Documents. We may not pay special attention to a seemingly simple job, but it has strict legal provisions. As far as delivery methods are concerned, it includes direct delivery, lien delivery, electronic delivery, mail delivery and announcement delivery. Although there are so many delivery methods, we don't have to take any one at will, but pay attention to gradual progress.
The third part is the treatment of employees who violate discipline and the prevention of labor disputes. In a unit, it is inevitable that individual employees will violate discipline. In a broad sense, violation of discipline refers to violation of laws, regulations, rules and regulations and contractual agreements, while in a narrow sense, violation of discipline refers to violation of employer rules and regulations and labor discipline. When an employee violates discipline, the unit will generally punish and deal with it accordingly, but once the operation is improper, it will lead to labor disputes. Therefore, when dealing with employees who violate discipline, the unit must tell the facts clearly, the evidence accurately, the legal basis accurately and the process accurately. Among them, evidence is the key point, and the unit should establish the consciousness of obtaining evidence, evidence preservation, evidence protection and anti-evidence.
The fourth part is the management and treatment of special employees. Including: "two don't look for a job" and the long-term management and treatment of personnel who are detained in archives, the management and treatment of employees in the third phase, the management and treatment of sick employees, and the management of employees in key positions. For special employees, the state has corresponding laws and regulations, and many provinces and cities have formulated local standards. While strengthening management, if the unit intends to deal with special employees, it must be weighed and demonstrated. Zhu Guofeng, the teacher who taught, explained in simple terms through many typical cases and interactive questions, and put forward many reasonable suggestions according to different situations.
The fifth part is holiday management and holiday system design. Common holidays include legal holidays, family leave, paid annual leave, wedding and funeral leave, sick leave, maternity leave, personal leave, paid leave and other holidays. If workers are arranged to work on statutory holidays, the working hours will be extended, and if compensatory holidays cannot be arranged on rest days, the employer shall pay wages according to different situations. Only the holidays on working days are paid leave, personal leave and funeral leave, and the marriage leave is determined according to the time stipulated by various places; Holidays calculated continuously include sick leave, maternity leave, paid work stoppage, family leave and marriage leave exceeding 7 days. Sick leave, maternity leave, paid work stoppage and bereavement leave during medical treatment shall be approved by employees; Marriage leave, paid leave and family leave should be given, but the vacation time unit has the right to decide; Personal leave is a leave that can be approved or not. There are corresponding regulations for paying wages for wedding and funeral leave, family leave, paid leave, maternity leave, paid downtime and sick leave; No salary is required for personal leave.
After two days of intense study, I gained new business knowledge, which further made me realize the importance of human resource management and the gaps and deficiencies in my work. More importantly, what you have learned is relevant and cannot be judged and handled by a single law and regulation. After training and study, you need to digest and understand the newly accepted knowledge, and finally apply what you have learned, so as to effectively improve your professional ability and problem-solving level in practical work.
Summary of Human Resources Work Experience in 2020 5
20_ year is a key year for the construction of No.8 general berth project. In order to ensure the project completed and put into production as scheduled, all employees of the company, Qi Xin, worked together and devoted themselves wholeheartedly to the arduous and excellent project construction and business preparation. At the same time, the year of 20_ is also a year with a relatively large gap in personnel demand, a year of focusing on performance management and promoting construction, a year of preparation for various human resources work during the operation period, and a year of further integration of employees into the enterprise. Under the guidance of the company's leaders and with the active cooperation of all departments, we actively focused on the project construction, and basically completed all the work in four aspects: personnel recruitment, performance management, human resources preparation during the operation period and corporate culture construction.
I. Recruitment and distribution of personnel
The recruitment pressure in 20_ years is relatively high. We carried out our work in depth and carefully, made full use of various resources and the company's own advantages, and successfully completed the annual recruitment task. 28 people were recruited throughout the year, and 27% of the company's existing employees were recruited this year. Among them, there are 24 employees with college education or above, accounting for 86% of the newly recruited employees.
This year's conscription work has the following four characteristics:
(1) forms are diversified. According to the characteristics of personnel demand, recruitment is carried out in various ways, such as online recruitment, talent market recruitment, peer recommendation and employee recommendation.
(2) Quality tends to be optimized. In the recruitment work, an employee is recruited, with an average of more than 30 resumes and nearly a thousand resumes. The average number of people interviewed for each position is more than 5, and more than 200 people are interviewed. In an infrastructure unit like ours, new employees can maintain a basically stable state.
(3) Minimize the cost. On the premise of ensuring the recruitment quality, strictly control the recruitment cost and optimize the allocation of recruitment resources. In addition to paying the recruitment fee of the entrusted talent consulting company, the recruitment cost of other personnel approaches zero.
(4) Humanized service. In order to ensure the smooth progress of the project construction, we fully communicate the recruitment needs with the employing department before recruitment; Fully respect the opinions of the employing department when recruiting, and even connect the candidates for key positions with the company and send them to the site to understand; After the recruitment, coordinate with relevant departments on the entry of new employees, and make full preparations for new employees to enter a warm family.
Second, performance management.
In order to achieve the goal of focusing on performance management and promoting project construction, we take regular assessment as the main method, supplemented by multiple incentive optimization, and promote the continuous improvement of the performance of employees and work teams.
(1) The essence of regular assessment in operation is "three links", that is, formal assessment is linked to formal employment, quarterly assessment is linked to quarterly performance pay and job promotion, and annual assessment is linked to year-end bonus, job promotion and personnel turnover. Through the implementation of the "three hooks", five people won the excellent grade award throughout the year; At the same time, two people were automatically resigned because they could not meet the needs of their work.
(B) Multi-incentive optimization model is reflected in:
1. On the basis of assessment, employees are encouraged to continuously improve their professional quality and enhance their initiative and sense of responsibility by adopting incentive methods such as preparing subsidies.
2. According to the situation of employees and the needs of the project, adjust the positions of employees in time. Annual adjustment 16, accounting for 2 1% of the total number of employees.
3. Wages rise and fall. Five people received salary increase or position promotion exceeding 1 throughout the year. It accounts for 7% of employees.
Third, business preparation
In order to achieve the short-term goal of the completion and commissioning of No.8 general berth, we are actively preparing for human resources work, mainly promoting the following three aspects:
(1) human resource reserve. Reserve nearly 10 management talents such as administrative management and production management through various channels; Reserve nearly 20 front-line professionals of various types of work.
(2) Organizational structure design and staffing plan. On the basis of multi-party communication, the company's organizational structure is initially designed as 7 posts 5 1, and the initial staffing is 158. The company's organizational structure design and personnel planning have entered the stage of integration and adjustment.
(3) Personnel quota, post and salary. In order to realize the marketization of the salary level of each post during the operation period, we collected all kinds of information on the basis of determining the post and its basic responsibilities, basically formed the salary level data of each post, and made it systematic, which provided valuable reference materials for the company's labor cost control and salary incentive.
Fourth, corporate culture.
The construction of enterprise culture focuses on the establishment of "five modernizations", namely, grateful culture, humanistic culture, communication culture, learning culture and clean culture.
(1) Thanksgiving culture, with the cultural connotation of "love to do business and be grateful", shapes the corporate public image, improves the quality of employees and enhances team cohesion.
(2) Humanistic culture takes "people-oriented management and emotional management" as the guiding ideology, breaks the past interest-oriented management mechanism, and introduces a new concept of human resource management with zero incentive art. It is necessary to visit injured employees and individuals with difficulties and major setbacks.
(3) The communication culture is guided by the flexible culture of "unlimited communication and close coordination", and adheres to the barrier-free and three-dimensional communication mode of work communication and ideological communication, horizontal communication and vertical communication to keep the communication channels open. No labor disputes occurred throughout the year.
(4) Learning culture: Taking "intensive training through study tour" as the basic means, employees have been organized to study abroad in Guangzhou, Zhanjiang, Maoming, Huizhou and other places to learn advanced experience in production and operation management in the same industry, and accumulated 12 batches, which broadened their horizons and better promoted the development of the No.8 general berth project.
(V) The culture of clean government, taking "being honest in politics and diligent in political enterprise" as the basic theory, taking the life of the party organization as the means, further promoting anti-corruption and promoting honesty, and cooperating with the group company to do various investigations. At the same time, the annual work tasks have been successfully completed in terms of advanced education and the construction of grass-roots party organizations.
In addition, there are still many shortcomings in our work, such as the incentive system needs to be improved, the operability of salary management needs to be improved, the recruitment quality is not satisfactory, the staff training is not in place, the content of corporate culture construction is relatively thin, and there are still many unfinished work in internal management. All these need to be overcome within 20 years.
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