Summary of human resources work
On October 20th114 years 10, I took the human resources manager (level 2) or (intermediate) exam. The comparison of this exam is as follows.
Especially, because the textbook is the latest third edition, which has more pages than the previous edition 100. It is also the first time to hand in my work.
To sum up, all the papers handed in before were related to human resources. Because plagiarism is very serious, human resources and social security
The obstacle department asked HR to write his own work summary, which is also the first time for me to write a work summary and apply for a job.
Power resource manager (intermediate), the work summary is mainly to tell the truth and write what he has done, preferably in as much detail as possible.
Be careful, or you will find it difficult to collect 4000 words. The following is my work summary, and finally my work summary exam.
The score is 78. I'll share it here, which may bring you some help.
Dear teachers and experts,
Hello, everyone, it is my honor to apply for the second level of human resources manager. Below, let me briefly introduce myself:
I'm Cao Mengde from Bozhou, Anhui. I graduated from Shenzhen University with a bachelor's degree in human resource management.
I have been engaged in human resources work in this unit since graduation.
Below, I make a summary of my past work experience:
During my college years, I have been studying the knowledge of human resources related majors. I work in Ping An Property Insurance Company Limited.
Shenzhen branch worked as an intern in the human resources department and successfully became a full-time employee after graduation.
The main work contents are as follows:
1. The employee relations module I am responsible for mainly includes:
1. Handling, regularization, transfer and labor dispatch of personnel to formal establishment, promotion and resignation;
2. Conduct background investigation and exit interview for the hired personnel. In order to ensure the authenticity of the information of the hired personnel, I will conduct background investigation on the candidates, mainly through telephone communication with the leaders and colleagues of the previous units. In order to improve employees' satisfaction and loyalty, I will interview the resigned employees to find out their reasons for leaving. For outstanding employees, we also welcome them to come back at any time;
Third, be responsible for keeping the secondary files of personnel. In order to avoid the legal risks of employment, we need the information of new employees.
The requirements are very strict, and the secondary files mainly include: resume, resignation certificate, labor contract, diploma, physical examination form,
Copy of ID card;
4. Responsible for sorting out the monthly personnel data, including the list of resigned personnel, the list of employees who have become full members, sales series and non-sales.
List of series personnel, etc. Financial personnel should make a monthly business analysis report, and marketing personnel should understand the composition of the company's sales staff and
Change, human resources department to understand the company's overall personnel planning, all need to understand the company's personnel data, therefore, it is necessary.
Monthly statistics of personnel data of various departments.
5. Because some employees of the company belong to the labor dispatch establishment, they are responsible for the business related to docking with the labor dispatch company.
Notify the newly hired labor dispatch personnel to sign a contract with the labor dispatch company, and notify the labor dispatch company to stop paying social insurance for the resigned labor dispatch personnel and issue resignation certificates and other materials. During my period in charge, there was no labor dispute, and the monthly personnel data was accurate, which laid a very good reference standard for the next year's human resources budget. When I processed the data of employees who left their jobs as of August 20 1 and August 20 14, I found that the average working time of employees who left after 1990 was only 13 months, while the average working time of employees who left after 1990 was 45 months. In the exit interview, I learned that the main reason for such a huge difference is the characteristics of the post-90 s group. They are stressed, creative, hardworking, anxious, eager for success, not pragmatic enough, and pursue material enjoyment. Therefore, they feel that the company's salary is not competitive and they lack patience with the long career promotion channel. They appreciate jobs that are eager for high pressure and high salary, while older people are more mature, and they often do well in the present.
2. Recruitment module in human resources.
Social recruitment: The company cooperates with Zhaopin for a long time, and the main social recruitment channel is Zhaopin.
Recruitment and worry-free future are two websites. For special positions, the company will also choose internal recruitment and employee recommendation.
On June 20 14, the official Weibo of Sina was opened, and I was in charge of the operation, which not only solved the complaints and suggestions of customers, but also added new recruitment channels for the branch. From posting positions, collecting resumes, screening resumes, notifying interviews, and conducting interviews.
And basically, social recruitment can better fill our vacancies.
Campus recruitment: In order to develop talents for the company, advertise for the company and establish a good social image of the company, the company holds campus recruitment every year. The company organizes campus recruitment activities every June 165438+ 10, from contacting campus ambassadors, university employment information guidance centers and poster producers in the early stage to screening resumes and arranging interviews in the later stage. I participate in campus recruitment all the time. Can better meet the company's human resources reserve needs. Assist HR manager to interview candidates. The interview takes the form of individual interview and adopts the behavioral interview method in structured interview. The interview procedure is divided into preliminary examination, written examination and final examination. The first interviewer was me and the personnel manager. For job seekers who perform well in the interview process, a written test will be arranged after the interview, and the final interview will be arranged within one week after the written test results are qualified. The final interviewers are the general manager and human resources manager of the company.
3. Responsible for human resources training in institutions of higher learning. In order to carry out the human resources work in colleges and universities in an orderly way, I trained the employees of the comprehensive management department of colleges and universities in human resources work before they joined the job. The main work is as follows:
First, the diagnosis and analysis of training needs. Diagnose and evaluate them, and understand their training needs through questionnaires.
And understand their current ability level and shortcomings;
Second, make training courseware. Make corresponding courseware (PPT) according to the learning situation to supplement the corresponding knowledge;
Third, determine the training methods. Because the employees of the company have a better understanding of the company's rules, regulations and processes, we adopt.
Internal training methods, specifically: face-to-face communication training, dealing with problems in training.
Face-to-face discussions and solutions;
Fourth, study and evaluate training. After the training, be responsible for preparing the written test, arranging the test and implementing the training knowledge.
Consolidate and deepen;
Fifth, conduct behavior evaluation on training. After 3 months, follow-up to understand the specific personnel of tertiary institutions after training.
Feedback on the transaction results. When I was in charge of comprehensive management training in the third-level organization of the company, the basic work of human resources in the branch company was always rated as excellent in the human resources assessment of the head office. During the period, there was no labor dispute in the third-level institutions. Responsible for the induction training of fresh graduates. Because college students need a transition period and adaptation period from school to workplace, we will conduct a very comprehensive training for college students. The main contents are as follows:
1. Arrange college students to study the company's online courses, and learn about the company's development history, product characteristics and positioning, the company's network layout in the country, senior management personnel and other information through videos. This part is mainly carried out through the company's network college.
After studying in the network college, I will arrange for the old employees of various departments to give face-to-face training to college students, including:
Human resources department, finance department, auto insurance department, comprehensive management department, etc.
Second, after studying in the network college for about 2 days, on-site training is provided to college students, mainly by means of teaching training;
Third, we adopt different training methods for different functional positions. For the training of survey and damage assessment posts, in addition to training teachers to give on-site explanations, we will also arrange an old professional employee for each college student to teach by hand in the way of master and apprentice. The main purpose of training legal affairs, billing and other office posts is to let the old employees carry out training in the form of face-to-face instruction;
Fourthly, after the training, we will assess the training effect of the training lecturers and college students respectively, and assess the training lecturers by arranging students to grade their teachers, so as to understand the training effect of college students through written examination, that is, to evaluate their learning situation.
4. Responsible for arranging the staff to preside over the morning meeting and the staff birthday party. The morning meeting is a meeting between employees and between employees and the company.
A very good communication platform, and also a platform for employees to show themselves. The morning meeting mainly includes the following contents:
First report the company's operation yesterday or last week at the morning meeting. Let employees know the company's market ranking, operating profit and other data, so as to have a better understanding of their own company. Only by knowing more about the company can they have a more macroscopic understanding of their work.
Second, the self-introduction of new employees. After the new employees pass the company interview and formally report to the company, in order to prevent the resignation of colleagues in the original position from causing the stagnation of the original work, I will arrange for the new employees to introduce themselves at the morning meeting, so that people in other departments can know the new employees and ensure that the original work can be carried out in an orderly manner.
Third, we attach great importance to the annual birthday party of employees. We arranged the birthday session at the morning meeting and asked the management of the company to give birthday gifts and birthday red envelopes to ordinary employees. At the same time, all employees sing birthday songs, so that employees can feel the attention of company leaders and the concern of other employees.
5. Be responsible for the attendance and vacation of employees in this department.
First, attendance. The branch implements the system of punching cards twice a day, that is, once in the morning and once at night. Because some employees went out shopping during lunch break, some posts were vacant after lunch break, which seriously damaged the company's attendance system, and caused poor communication between departments, and some work could not be completed in time, which seriously affected work efficiency. So I proposed to the leader to increase the noon punching session and implement the punching system three times a day. At the same time, in order to change the behavior of some colleagues, we implement the strategy of "carrots and sticks". For colleagues who are late, we will announce their names at the company's morning meeting and impose corresponding financial penalties. For colleagues with excellent attendance, we will implement incentive measures.
Second, take a vacation. Anyone who has been employed for one year can enjoy annual leave, and the number of days of annual leave is related to the length of service.
The longer the length of service, the more vacation days. When I first joined the company, everyone was concerned about their remaining annual leave days and their annual leave.
I don't know how many days I can take annual leave, but I can take annual leave if necessary. Some people feel that their annual leave is unlimited, while others.
People feel that their annual leave is suddenly gone, and I always get calls from employees asking how many days are left in the annual leave.
In order to completely solve this problem and reduce my work tasks, I began to take annual leave transparently after I joined the company for half a year, and the employee's leave approval form will indicate the accumulated remaining annual leave. At the beginning of this work, this is a
Very heavy task, it is necessary to inquire about the past annual leave of each employee and calculate the final result, because only by searching.
Chu employees' past leave situation can accurately calculate the accumulated leave time of employees, so as to calculate the comrade's.
Residual annual leave. Of course, to some extent, this is a "once and for all" project, which will be done sooner or later.
After everyone is very clear about their remaining annual leave, colleagues can better plan their annual leave.
No longer consult colleagues in the human resources department, completely solve the tangled annual leave problem and simplify the work.
6. Assist the supervisor in quarterly and annual assessment of all back office employees.
1, assist the superior to formulate the first draft of assessment management measures, and clarify the contents of employee assessment, including:
Work performance, service consciousness (service attitude when cooperating with other departments, not service consciousness to customers),
Learning and development are important work achievements. At the same time, clarify the proportion of each assessment content;
2. Using the method of 360 evaluation, determine the evaluation weight of each evaluation subject;
3. Communicate the assessment items to employees through the company morning meeting and email, and make it clear that the assessment results are linked to the quarterly assessment performance bonus. The assessment results adopt a combination of positive and negative incentives, and take incentive measures for outstanding employees.
Employees who fail the nuclear test will be punished. The specific measures are as follows: the assessment score is in the range of 90- 100, which will increase every month in this quarter.
Plus 150 yuan performance bonus; The assessment score is in the range of 80-90, and the performance bonus of 50 yuan will be increased every month in this quarter; The evaluation score came out.
70-80 range, no prize and no penalty in this quarter; If the assessment score is in the range of 60-70, the monthly deduction this quarter is 100 yuan; If the assessment score is below 60 points, 200 yuan will be deducted every month;
4. After the assessment method is issued, it is responsible for solving the questions of various departments and maintaining full communication with backstage personnel of various departments.
In order to correct the assessment content and results in time;
5. Summarize the final evaluation results. The quarterly assessment results are linked to the quarterly bonus, and the quarterly final evaluation is summarized.
The grade is linked to the year-end award.
6. Report relevant senior management position information and contact other matters to Shenzhen Insurance Regulatory Bureau.
1, assist the department manager to review the qualifications of the heads of three-level institutions, including: evaluating their quality,
Skills assessment, etc. ;
2. Since the insurance industry is supervised by the local insurance regulatory bureau, any change in senior management needs to be reported to the insurance regulatory bureau. Insurance supervision bureau
The requirements for information are very strict. At first, due to small errors in the file, the file will always be returned for modification.
Later, I learned my lesson. Before each report, I will contact the reported executives to make sure that they have submitted all the information needed by the Insurance Regulatory Bureau, and check the information one by one, including whether there are any typos in the information and whether the time of work experience is out of line. After that, the application for senior management information to the Insurance Regulatory Bureau can be passed at one time, and the cumulative application for senior management information to the Insurance Regulatory Bureau can be achieved.
Eight people, this experience of dealing with the Insurance Regulatory Bureau has increased my carefulness and patience in my work. The above contents can basically sum up my work experience so far. I only know some book knowledge before work, and I have a deeper understanding of human resources after joining the work. I feel very honored to be able to engage in my own professional work as soon as I graduate. Although the content of human resources work may be relatively simple at first, I am doing it with all my strength, although I have obtained the certificate of assistant human resources manager. However, it is not enough to go deeper and further in the human resources industry. In order to make my knowledge more complete, I will continue to study in various fields of human resources in the future and apply what I have learned to my work.