Time flies, and we will continue to write new poems. For the better development of personnel work, let's make an annual work plan for future personnel work. The following is a model essay on the annual personnel work plan that I have carefully arranged for you, hoping to help you.
Model essay on annual personnel work plan (selected essay 1) In order to cooperate with the sales department to achieve the business goal for 20 years, based on the basic work functions and previous work experience of this department, the work design and plan of the administrative personnel department for 20 years are as follows. It is hoped that through these planned work, the company's organizational structure will be further improved, the powers and responsibilities of various functional departments will be determined and distinguished, and the company's operation will be ensured within the existing organizational structure.
Complete the job analysis of each position in the company, and provide the basis for talent recruitment, salary evaluation and performance appraisal. Establish a timely and effective performance appraisal system and a mechanism linked to salary, establish an internal promotion system, cultivate employees' sense of ownership, enhance enterprise cohesion and so on. So as to improve the overall management level of the company with administrative personnel management as the core, and promote the standardization and effectiveness of the work of various functional departments through the planning, execution, implementation, supervision and revision of the work by the administrative personnel department.
1. Although the administrative personnel department has a certain standardized process for each job on the basis of the original work system and principles, there are still the following problems:
1. The basic information and files of employees are missing and irregular. Employee files and labor contracts are incomplete.
2. Recruitment work, "it is difficult to recruit people, but it is difficult to retain people" directly affects normal operation.
3. During the employee's working period, the job changes are not standardized, and the entry, resignation and transfer are not completely controlled by the department.
4, training work, there is no planned and systematic organization and supervision.
5, assessment work, assessment cycle management has not yet been formed, can not reflect the performance of employees.
6. Salary management. At present, the salary system is not perfect, and there is no basis for employee salary management.
7. The internal vertical and horizontal communication mechanism has not been established, so it is difficult to gradually form an inherent corporate culture, and it is impossible to control the employee turnover rate, labor relations, dispute handling, etc.
8. The company's human resources allocation is insufficient, and the employees' single work enthusiasm cannot be mobilized.
The first part of the human resources work plan
I. Personnel recruitment
The year of 20__ was a year of rapid development and expansion of the company, and the demand for manpower increased rapidly, mainly reflected in the increase of the company's business volume and the further increase of the required personnel. Next year, the start of the project will further enhance the original business scope and expand the demand, so the administrative personnel department should gradually complete the company's recruitment plan. Take advantage of the company's recruitment and salary policy and the opportunity of the peak turnover after the Spring Festival to supplement grassroots employees and grassroots managers, especially high-end talents and excellent basic talents in the industry, as a replacement, supplement and training reserve for human resources. At present, the company is in a period of vigorous development. The overall goal for 20__ years is to ensure that the job demand is met first, and then consider the talent reserve to realize echelon construction. The specific recruitment positions and the number of people need to be determined according to the requirements of various employing departments.
1. Planned recruitment method: mainly on-site job fairs, taking into account the network, newspapers and recommendations.
2. Specific implementation plan:
① Participate in various low-cost or free job fairs or campus job fairs. Non-grass-roots managers and technicians use the Internet or newspapers. Encourage employees to introduce each other, but in principle, key positions or management positions are not recommended.
② In the future, the recruitment of grass-roots posts on campus will be carried out in the name of interns. First, it can expand the chances of successful recruitment. Second, it can cultivate management reserves for future development. Third, the post rotation mechanism can be used to rationally allocate posts in the peak season and off season.
3. Manage the recruitment process according to the established recruitment management system. In principle, the administration and personnel department should plan the recruitment demand one month in advance so as to fully communicate with the functional departments.
5. Planned recruitment fee: It depends on the actual situation.
Second, staff training.
1. Training work is mainly divided into: induction training for new employees and on-the-job training for employees.
2. Specific implementation plan:
(1) The induction training for new employees should be completed within one month in principle according to the recruitment situation, and the course arrangement should be optimized on the original basis, and the follow-up work should be done well, and the knowledge learned should be assessed at the same time.
(2) On-the-job training for employees, mainly aiming at the skills in employees' work or the bad working emotional atmosphere among employees, the administrative personnel department conducts courseware training or external training from time to time.
(3) Management personnel training, training grass-roots management cadres is the way and method to improve management level. We should change the passive way of learning in the past, learn from the requirements and take the initiative, because with the development of the company, we will always have management bottlenecks, so the knowledge update of our grassroots management cadres should be able to keep up with the development speed of the company. Specific training forms include teaching, reading and writing experience, concentrated learning and oral English. The course focuses on leadership, execution and management. It is required to conduct intensive training and study for more than half a day in the middle of each month (15 or so).
3. Training fee: controlled within 2000 yuan for the whole year.
Third, performance appraisal.
The fundamental purpose of performance appraisal is not to punish employees who are not conscientious, but to effectively motivate employees to continuously improve their working methods and establish a fair competition mechanism, thus promoting the development of enterprises. At present, the company's performance appraisal system has not been specifically formed, but it has not achieved the expected results in the experimental process, mainly because it pays little attention to performance appraisal and the monthly plan summary score is somewhat arbitrary.
1, specific implementation:
(1)1before the middle of October, 65438, 20 _ _, all functional departments and the administrative personnel department shall determine the assessment indicators of each post according to the current working conditions, and the administrative personnel department shall sort them out.
(2) The Company's Performance Appraisal System and its supporting scheme shall be completed by the end of October, 20 _ _ (65438+/KLOC-0), and submitted to the general manager and department managers for deliberation and modification before mid-February.
Model essay on annual personnel work plan (selected part II) The personnel administration department is responsible for two major tasks, one is personnel management, and the other is administrative management.
As a personnel manager, to do four roles well, we must first become a strategic partner of the company and help the company achieve its strategic goals. The second is to be a pioneer of change, take the company's business objectives as the guide, promote the reform of systems and policies, and ensure the effective and smooth implementation of various changes. The third is to provide a professional foundation for the company's personnel management and manage daily affairs reasonably and scientifically. The fourth is to be the backbone of employees, listen to their voices, guide their careers, solve the difficulties they encounter in their work and life, help employees get better opportunities for learning and growth, and develop healthily with the company.
According to the company's recent goals and management requirements, personnel management will focus on the following two aspects:
A, cooperate with the technical department to do a good job of performance appraisal management trial operation. Organize and summarize the assessment records regularly according to the performance appraisal requirements. Announce the final assessment results. Then, by analyzing the assessment results, problems are found, suggestions for improvement are put forward, and suggestions are provided for the senior management team to formulate solutions.
Second, formulate the assessment management system of other departments except the technical department, which is divided into four steps.
1. Organize and coordinate the department heads to do a good job analysis, and make job descriptions according to the information provided by the department heads, so as to lay a solid foundation for formulating corresponding assessment methods.
2. Organize department heads to define key indicators according to job descriptions, quantify assessment indicators, and formulate assessment methods according to assessment indicators.
3. Organize all departments to carry out inspection and trial operation.
4. Organize and summarize the assessment records and publish the final assessment results.
Three, through the analysis and evaluation results found problems, put forward suggestions for improvement. Improve the operation process of business, finance and production management, and improve various management systems to better meet the needs and reality of the company.
Four, other personnel management work content
The above work is the focus of personnel work at present. Let's talk about the key contents of administrative management first.
First, do a good job in logistics, ensure the normal operation of the whole company, ensure the supply of office supplies, equipment and materials, do a good job in vehicle use control and management, and supervise the health situation.
Second, build a process system and revise and improve the existing system. Cooperate with management steps to introduce new systems.
Third, we must do a good job in building spiritual civilization in enterprises and adhere to the implementation of the conference system. Do a good job in ideological construction in combination with the company's situation and business situation.
Four, other personnel management work content
The above is the recent focus of the personnel administration department.
It can be said that in the whole chain of the company's business, I feel that I can't see the specific participation of the personnel administration department, but in fact every work of the personnel administration department is closely related to the whole chain. Our goal is to prepare for prevention when there is no problem and ensure that the process and system are implemented in place. When problems occur, it is necessary to provide basic data, analyze the causes of the problems, and put forward improvement suggestions for the senior team to refer to and solve. After the solution is issued, it is necessary to organize team members to learn, understand and agree with the company's changes, promote the implementation of the changes, collect information and make a summary and analysis, so as to provide a basis for further improvement. The whole process forms a cycle through pdca, and the policies are gradually improved and put in place.
Looking back on the past work, there are fruitful joys, difficulties in tackling key problems with colleagues, and melancholy when encountering difficulties and setbacks. Time flies, unconsciously, the hopeful 20__ year is approaching with the beginning of the new year. It can be said that 20__ is a year of stable development of the company, and it is also a key year for the company to deliberately promote industry reform and expand the market for sustainable development. Now, the personal work plan is as follows:
A, personnel and general affairs department in 20__ years, in addition to daily management, focus on the following aspects:
(1) Strengthen logistics service and supervision, and revise and improve the relevant rules and regulations of logistics service according to the actual work situation of the company to make it more in line with the actual needs of the company;
(2) Cooperate with the company's construction to promote the work, strengthen administrative management, timely announce the typical good deeds that appear in the work, win word of mouth with points and areas, and further improve the quality of work;
(3) Strengthen management, improve the management of labor and personnel files and contracts, strictly control the company's labor and employment, do a good job in setting up posts based on events, and give full play to people's talents. Provide a reasonable basis for talent recruitment and salary evaluation;
(4) Complete the daily recruitment and deployment of human resources;
(5) Strictly implement the company's rules and regulations;
(6) standardize office management, office supplies management and environmental sanitation management;
(7) Strengthen the development of internal manpower and talents, and promote excellent corporate culture;
(8) Keep records of personnel turnover rate control, labor relations, dispute prediction and handling. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company. In addition, strengthen the company's advertising, maintain and update the company website and project website, and coordinate and organize the work of the planning department.
Personnel and general affairs work is a very serious and important basic work for a growing company, and it also needs the cooperation of the whole company. There are many projects that can only be done well with the cooperation of various departments, so it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of personnel and general affairs departments. Therefore, after setting the annual target, the personnel general affairs department implores the company leaders and departments to give great assistance in the process of completion.
In 20__ years, the company was busy, and the personnel and general affairs departments had great responsibilities, but I always devoted myself to my work with full enthusiasm, performing various duties such as administration, personnel and general affairs, and implementing the company's rules and regulations. Of course, there are still some shortcomings in the work of the personnel general affairs department this year, which will be improved and corrected in the work of next year. With the development of the company, according to the demand, recruit talents, strengthen the general management of personnel and staff training, and strictly implement and enforce the company's rules and regulations. It can be predicted that in the coming year, our work will be even more arduous. Therefore, I will work harder and strive to contribute to the company! I believe that we have always been the best in the same industry!
I am a personnel specialist in a company, and my main job is recruitment and training, which are only two parts of human resources. Since working, I have been improving my understanding of recruitment and training and improving my working ability. Now X month has passed. In order to better carry out my next work, I made the following personal work plan:
I. Recruitment
In terms of recruitment, according to the company's demand for personnel at this stage and the vacancy situation of the company's positions, the number of employees in X must reach at least X, so the number of recruitment interviews should be increased accordingly, and the goal set for myself temporarily is X. In order to achieve the goal, I want to start from the following two aspects:
1, improve the company recruitment system. The recruitment system of the company needs to be improved. In the next month, I will devote myself to the company's recruitment work, improve the company's recruitment system and improve my working ability, which will enable the company to better attract high-quality talents, fill the company's current personnel vacancies, improve the company's relevant recruitment system, and lay the institutional guarantee for the company to reserve more and better talents.
2. Increase the recruitment channels of the company. At present, companies are basically recruiting online. The advantage of these recruitment channels is that resumes are updated every day. You can also see job seekers actively submit resumes at any time, communicate quickly online, and then invite them to the company for the first round of interviews. The disadvantage is that the whole process takes a long time. I wonder if I can try something else. Now is the graduation season, I plan to cooperate with the school to conduct on-site recruitment in the school, expand the recruitment channels of the company, and meet the requirements of the company for urgently needed talents.
Secondly, training.
As for training, I am mainly responsible for pre-job training. Before the newcomers start work, they should be given a pre-job training according to the company's relevant policies, as well as the company's general background and business scope, so that they can better understand the company and the work they will be engaged in. Next month, I will better improve my training ability, let newcomers better understand the company's purpose with concise and clear words, and enhance the cohesion between newcomers and the company.
Next month is a very important month for the company. I will be strict with myself according to my own plan, do my job well, improve my working ability, attract as many outstanding talents as possible for my work, and increase the reserve force of the company. Come on!
The model essay of the annual personnel work plan (selected five) reviews my work for nearly a year from my appointment to now. Because of my efforts, I have made great progress, both progress and shortcomings. Here I will summarize and report my work from three parts.
I. Personal behavior
When I first joined the company, as a new employee, I didn't know much about the college. In order to adapt to the new working environment, I accepted every job here, every colleague and every degree in the college with a zero mentality. In order to know the situation of the college as soon as possible, I collected a lot of information from the college for study, and asked my colleagues for advice in time when I met something I didn't understand or knew. In this way, I mastered the situation of the college in the shortest time and laid the foundation for my senior high school entrance examination. Because of my hard work and outstanding performance, I was promoted to trainee manager of the administrative personnel department in.
During my tenure as the manager of the administrative personnel department, I worked hard, adhered to principles and did every job well. Integrity and strong principle are also the professional qualities that human resources work must have. The administrative personnel department itself is a balanced lever to adjust the interests of enterprises and employees, and integrity ensures fairness and justice. For example, do employee attendance assessment, adhere to the _ _ _ degree assessment, and will not relax the conditions because of anyone's personal reasons; Strictly abide by the _ _ degree of the college when organizing meetings and participating in training, and take it as a benchmark. When the employee's behavior does not meet the requirements of _ _ _, strictly implement the behavior specified in _ _ _ _, and punish his illegal behavior.
Second, management thought.
I appreciate a sentence in the "Global Connect" propaganda: "Everyone is a mountain, and the most difficult mountain to climb in the world is actually yourself. Work hard, even if you take a small step forward, there will be new heights. " According to my understanding, different heights have different horizons and different angles of thinking. We should think from the perspective of leaders and colleges and master the overall concept. Only in this way can the programs and suggestions we provide be comprehensive and valuable; Only in this way can we take our work as our own business, put the interests of the school and students first, and truly share the worries and solve problems for the leaders and contribute our meager strength to the growth of students.
Third, actively organize employee activities and employee training.
Staff activity is an effective regulator to relax the tense working state, and it is also a way to increase team cohesion. Staff training is an effective method to improve staff quality, unify understanding, thoughts and actions. Therefore, in the last six months of my work, I organized employee activities and training for many times, such as organizing employee basketball games, skipping competitions, execution training, skills training and other projects, which were recognized by employees.
Four. Administrative service _ _ work
Administrative work is a service work. It is our unshirkable responsibility to provide good services for all departments, cooperate with the work of all departments, establish the warmth of home for each employee, and let each employee have a sense of belonging. To this end, we first start with beautifying the office environment, conduct weekly hygiene appraisal and publish it, praise the good hygiene and criticize the poor hygiene, so that every employee can realize that the office is our home. Giving birthdays to employees is also a part of establishing corporate culture, so that employees can feel the care of their loved ones and the warmth of their families.