Summary of the Company's Human Resources Work 1 Up to 20xx65438+By the end of February, the company's employees 15%, an increase over last year.
I. Summary of Human Resources Work in 20xx Years
(1) Recruitment basically meets the needs of all departments of the company.
Participated in 6 talent exchange meetings and conducted many group interviews. In 20xx, people at all levels were recruited and elected 109, 39 people left their jobs and retired 14 people. The timely, standardized and effective implementation of recruitment basically meets the quantity and quality requirements of the company's production management.
(2) Standardized and orderly salary management.
In 20xx, according to the salary management method formulated in 20xx, we reformed the salary structure, moderately raised the monthly salary standard of employees, and improved the talent attraction to a certain extent. In the daily work of salary management, we strictly follow the company's management process, and strive for accuracy in post setting and grading, salary review and salary distribution. , and assist the company in the assessment, accounting and cash payment of 20xx annual salary.
(c) The performance appraisal has made steady progress.
The 20xx annual performance appraisal has achieved full coverage of management departments and real estate business departments, and is linked to the annual benefit bonus according to the performance appraisal results.
(D) Labor relations are basically harmonious.
According to the actual situation of the company, the personnel quota was re-approved, and the organization, posts and personnel were partially adjusted to make the post setting more standardized and scientific, and the staffing was more reasonable. All temporary employees of the project company are registered, and all long-term employees of the real estate project company sign labor contracts and put them on record. Up to now, in 20xx, 19 people have dissolved their labor contracts, and 123 people have signed new labor contracts. Pass the annual inspection, and the grade is good.
(V) The construction of the human resources system was promoted in an orderly manner.
First, it is responsible for revising the basic management system of the company, such as salary management system, performance appraisal system and management measures for the appointment and removal of cadres.
The second is to promote all employees to learn and implement the new system through publicity, knowledge contests, lectures and interviews;
Third, through the investigation and analysis of the problems existing in the implementation of the new system, feedback the implementation of the system, and do a lot of work to further improve the company's rules and regulations.
(6) Timely and standardized social insurance management.
According to the collection requirements of various insurance premiums issued by the Municipal Social Security Center, the adjustment and collection of social security funds this year was completed. Timely handle all kinds of insurance, surrender and social security transfer procedures for employees, collect and transfer provident fund, and register medical insurance cards. At present, the company's accounts of five insurances and one gold are accurate.
(7) Accurate management of human resources information
We updated personnel information in time, all employees established standardized cadre files, and completed the labor information registration of labor security and statistics departments. At the same time, collect human resources and related information in the same industry, complete the analysis of human resources in the company, and provide staff service for the company leaders.
Second, the problems existing in our company's human resources work in 20xx years
(A) the talent pool is slightly insufficient
In recent years, our company has gradually carried out the talent reserve work. However, due to the characteristics of the real estate industry and the form of the talent market, the reserve of real estate professionals is slightly insufficient. Individual job recruitment can't be put in place in time, which affects the work progress of other departments of the company to some extent.
(b) Training needs to be strengthened.
The company attaches great importance to the training of employees and has special funds. However, due to multiple reasons, the company has not yet established a clear training system to serve the enterprise development strategy. Business departments are busy with cash income and pay insufficient attention to training. There are misunderstandings about training in the management department, and the training plan is difficult to implement. At present, only the company's senior executives and employees in finance and auditing departments have reached more than 49 hours of training time every year.
(C) the company's human capital potential has not been fully developed
There is no essential difference between the current human resources department and the personnel department of the cooperative company a few years ago. What we do is routine work, which has not played its due role in stimulating employees' enthusiasm, promoting the transformation of the company's business process, and establishing an evaluation system based on performance and ability.
Third, 20xx years of human resources management ideas
(1) Do a good job in the basic and daily management of human resources management, and complete various tasks assigned by business departments, employees and company leaders.
(2) Do a good job in talent introduction and allocation.
In 20xx, the macroeconomic situation will definitely have an impact on the quality and quantity of human resources inside and outside the company. It is possible for the company to bargain-hunt for the talent market and recruit good professionals, and it is also possible for outstanding employees to shake the company's prospects and form a brain drain.
In 20xx, one senior talent will be assigned to each of the key guarantee links such as budget and final accounts, water and electricity, planning, structure, architectural design, prophase and property management. At the same time, take stock of the company's talent stock and promote the flow of talents within the company.
In terms of foreign trade business, we will focus on introducing comprehensive senior management talents such as law, exhibition, image processing and brand management, and strengthen the comprehensive service platform function of the company's foreign trade business.
(3) Do a good job in performance appraisal.
Through 20xx years of performance appraisal practice, we believe that there are still many problems in the current performance appraisal. First, departments can't break down their business objectives into individual employees. Second, the performance indicators are vague and cannot be measured by scores. Third, the assessment of each department is different, and it is difficult to be fair when it is linked to the annual salary. 20xx annual performance appraisal focuses on solving the above problems. We intend to solve the above problems through performance appraisal mobilization meeting and strengthening performance communication and performance counseling.
(4) Strengthen training.
We believe that the economic crisis is the best time to invest in human resources. In view of the low enthusiasm of the employing departments to participate in the training, the Human Resources Department plans to give certain training funds to each employing unit in 20xx, and incorporate the training implementation into the annual assessment of each department. At the same time, continue to provide high-quality training information and channels, strengthen the training of new employees, and actively encourage business backbones and managers to impart vocational skills. In terms of centralized training, it is planned to carry out real estate business legal training and trade business risk prevention and control training.
(5) Promote harmonious labor relations and protect employees' rights and interests.
The relationship between boss and employee is the most complex, universal and subtle in the world. As intermediaries, human resources workers should not only serve capital appreciation, but also protect employees' rights and interests.
First, continue to standardize employment management, strengthen the supervision and review of labor contracts and salaries and benefits, and reduce employment risks.
The second is to ensure the welfare of employees. In 20xx, the Human Resources Department will actively promote the annual leave benefits of employees. In order not to affect the normal business development of the company, the company will guarantee the annual leave benefits of employees through centralized annual leave and rotation of various departments, and will give economic compensation to those who do not take annual leave due to work reasons.
Third, salary management is more transparent, and the ratio of welfare to monthly salary is more clear. In addition, we will refer to the practice of our peers, increase the salary of probationary employees from 20xx, and issue transitional rental subsidies.
Fourth, listen to the opinions of employees, strive for funds for employees' amateur cultural activities, improve the status quo of corporate image, management and business rigidity, and enhance the vitality of the company.
(six) to support the organization of business departments.
In 20xx, the company completed the preliminary work of the real estate organizational structure, distinguished the decision-making, execution and operation of real estate business, and eased the situation of decentralized management, multi-head management and inefficient resource allocation, but the inertia formed for a long time is still playing a role, and the human resources department will play a role in post setting, job responsibility formulation, workflow division and performance standard formulation. In terms of trade, actively provide talents, information, salary and assessment support for the company's trade business platform.
In a word, I feel that I am basically competent, and I will further strengthen my study, ask for advice with an open mind, overcome my own shortcomings and do my work better in the future. Thank you!
Summary of the Company's Human Resources Work 2 Facing the next 20xx years, the reorganized Human Resources Department is presented to every employee with its professional, targeted and systematic characteristics. Now it's time to sum up, make it public, and evaluate it by leaders and brothers.
First, vigorously strengthen the development and construction of departments, in line with the company's strategic development trend.
1, internal management of department employees
As the formulation and maintenance department of the company's various systems and regulations, under the attention and guidance of the general manager in charge of the department, manager Li XX, the head of the department, has been constantly strengthening the management norms of the department, strictly demanding team members to set an example, becoming an example and model for the company's employees to abide by the law, be dedicated and loyal, and become a window for the company's image display and a mirror for self-discipline management.
(1) professional ability has been continuously improved.
Under the leadership of the department manager, the human resources department regularly conducts several hours of professional knowledge study and discussion, experience exchange and problem analysis of each module, management practical tools and English-Chinese language tools training. Once a week, let employees in all departments constantly improve their professional knowledge and practical problem-solving ability.
(2) Internal discipline and professional ethics
There is an unwritten rule in the human resources department that every member must strictly manage and restrain himself, abide by the company's rules and regulations, and strictly abide by his professional ethics. Any member must put the interests of the company first, and must not have any behavior that violates principles and ethics.
This unwritten rule is the most important thing that the department manager emphasizes at every internal meeting of the department, and it is also a standard that every member keeps in mind and strictly implements.
2. Work optimization of human resources work module
The Human Resources Department is a highly professional management department that pays equal attention to theory and practice and has a wide range of working faces. With the establishment, growth and expansion of the company, its work depth and professional division of labor will also change.
According to the professional knowledge of company development and human resources management, the human resources department of the company actively carries out internal professional division of labor integration and organizational structure adjustment and reorganization, and decomposes it into recruitment training module, salary performance module and employee relations and affairs module.
Finally, the present situation of unified leadership of department managers, parallel operation of three professional modules and internal overall work cooperation is constructed, which reflects the professionalism of enterprise management and the effectiveness of practical work.
3, system and process construction
As the main responsible department for the drafting, drafting, construction and implementation of the company's relevant management systems and processes, under the guidance of the company's leaders, the Human Resources Department has been keeping up with the company's strategic development requirements, changes in the external market environment and the updating of professional theoretical and practical knowledge, and constantly updating, maintaining, drafting and constructing various supporting, rigorous, practical, effective and high-quality management systems and operational processes.
Since 20xx, the relevant system regulations and process construction have been completed as follows:
Salary management system; Performance management system; Provisions on the administration of professional title evaluation; Regulations on the management of attendance holidays; Regulations on recruitment management; Maintenance of training management system; Employee rewards and punishments management regulations are updated; Provisions on the administration of labor contracts; Provisions on the management of archival information; Internal competitive recruitment process; Management process of resigned employees; Employee confirmation process; Establish, organize, update and maintain some institutional processes, such as employee turnover process.
4. Functional innovation
Deeply aware that the new situation and new tasks have put forward new challenges and new requirements for human resources work, the Human Resources Department keeps pace with the times according to the development trend of human resources management and the current situation of human resources development and management in the company, adheres to multi-angle and deep-seated reform and innovation, and constantly explores new ways and methods for human resources development and management under the new situation. Includes the following aspects:
To innovate the management concept, every member of the human resources department must update and revise his own concept in time to keep up with the development requirements and direction of the times and the company; In daily work, members are required to have a good attitude, correct orientation and service consciousness, actively participate in their own work, strive to realize self-worth and realize the growth of enterprises and themselves.
With the innovation of management mechanism, human resources department has fully realized that human resources management is not only an administrative, transactional, non-dynamic, discontinuous and unsystematic work, such as employee recruitment, formalities, salary distribution and resignation management, but also a holistic, comprehensive, systematic and strategic management function.
In practical work, human resources has actively completed a number of far-sighted strategic tasks, such as establishing and formulating medium and long-term human resources planning, human resources development orientation, training planning, targeted salary performance planning, designing and developing the company's personnel competency model system, psychological and personality model system and other innovative work, which has provided many advanced management methods and tools for the company's work.
Second, the reform task with arduous responsibilities and excellent results will eliminate unfavorable factors and pave the way for the company's strategic development.
For companies and human resources departments, 20xx is a year of arduous tasks and great reforms. This year, the reorganization and re-division of organizational structure, the remodeling and reconstruction of salary performance system, the development and formulation of professional title evaluation system and the introduction and use of advanced fingerprint attendance system were completed.
Since the end of 20xx, the leading group of the new general manager of the company has made a historic decision for the company and all employees after nearly half a year of communication, batch interviews and discussions with almost all employees, comparison of external industries and repositioning of the company's long-term strategic objectives: reforming the salary performance system.
It is an important measure to improve the effective income of employees, stimulate their working potential, eliminate unfavorable factors, enhance the core competitiveness and positive influence of enterprises, and conform to the long-term goals and strategic planning of enterprises.
From 20xx 10 to June, the new salary scheme was formally implemented, which lasted for half a year. During this period, under the leadership of the company's general manager team, the human resources department devoted itself to the analysis, discussion and design of the salary scheme.
Summary of human resources work of the company 3 1. Statistical management of pension, unemployment and medical insurance
I am mainly engaged in the statistical management of pension, unemployment and medical insurance. 1995, the employee pension insurance of Zhengshi Company entered the stage of industry overall planning, and the initial employee pension insurance work was very complicated from the collection, arrangement and establishment of accounting files of the most basic employee pension insurance information. Do a good job in statistics of all kinds of endowment insurance data to ensure the accuracy, completeness and timeliness of information; In the process of handling and accounting the payment of old-age insurance, I flexibly used the knowledge of social security and related computer databases that I learned and mastered, and revised the calculation of employee's old-age insurance payment base into a simple and reasonable function formula, which truly realized the transformation of employee's old-age insurance management from a single and aging manual operation to computer scientific management, greatly reduced the workload, improved the accuracy of payment base accounting, and was well received by unit leaders and employees. Ensure that the basic raw data of various insurance statistical statements are correct. In the above-mentioned insurance statistical report system, the index column involves more contents and the index decomposition requirements are more detailed. I carefully and correctly classify the contents of various indicators in statistical reports, and make the logical relationship of data changes correct according to the reporting requirements of statistical reports. If there are significant changes in the index data in the table, I will adjust and explain the changes in time and make statistical summary in time.
In practical work, such a tedious statistical work requires me, as a business manager, to conduct detailed business work effect analysis at all times and evaluate the whole business work effect from the perspective of qualitative and quantitative analysis, so as to get accurate quantitative report data. At the same time, the necessary comprehensive analysis of enterprise insurance statistics is also one of the important means to do this work well. Taking the endowment insurance as an example, a close working chain has been formed between the insured units, employees, the number of payers, the payment base and the determination of the collection amount of endowment insurance premiums. When the index parameters are determined, the corresponding relationship between the indexes is very clear. Through the comprehensive analysis of statistical report data, I further improved the accuracy of reporting statistical report data. Over the years, the insurance statistical information of our personnel department is timely, reliable and accurate, which has been highly praised by relevant business departments for many times.
Second, the daily wage management and post wage system reform
In the Human Resources Department of Zhengshi Company, I was mainly responsible for the insurance statistics of the above categories, and was also specifically responsible for the salary management of employees in the whole company. Hebei Zhengshi Urban Construction and Development Co., Ltd., as a reformed private enterprise, the salary management of its subordinate branches is audited by the employees of the company and submitted to the Human Resources Department for final audit. From xx to Zhengshi Company, the post structure salary system implemented by the company has not changed much, and salary management has become a relatively simple daily management work. Nevertheless, I do a good job of monthly labor wage statistics audit, to ensure that all the original data are accurate, and report them to all business departments in a timely and accurate manner according to the requirements of higher authorities. Including reporting the personnel, labor and wages to the personnel department of the Municipal Organs Administration Bureau every month. In addition, I have also established and improved various records and accounts of the company's employee salary management, and handled the daily adjustment of employee recruitment, post change, job change and length of service change according to regulations. Over the past few years, all kinds of statements at all levels I have reported have been error-free and have never lagged behind, and have been highly praised by higher-level business departments many times in relevant business inspections and audits.
Summary of human resources work of the company 4 I. Overview of human resources work.
In 20XX, the company's human resource management and development will further improve the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.
Second, the basic situation of human resources.
leave out
Third, through post analysis and setting, do a good job in creating posts and personnel.
In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company has formulated posts and personnel in combination with the company's main business situation, as follows:
Determine the positions and staffing of each management center and service area, and strive to provide standardized modules for the construction of new service areas.
(2) Guangdong Xinyue should optimize the existing organizational structure, posts and personnel appropriately and reasonably according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contracted projects, and control the number of personnel and labor costs.
(three) the industry should do a good job in setting up posts and personnel according to the different business conditions of expressway construction materials supply, total supply and mileage, construction period, project scale and information technology services.
(4) VIA shall, according to the characteristics of shipping and newly expanded business, and on the basis of the existing quota, make post qualification statements and job descriptions in blocks.
At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Backdoor Service Area, Guangwu and other projects, the post setting and staffing of each project were investigated, and the first-hand information on post setting and staffing was obtained.
Actively promote the construction of human resource management system, basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.
According to the general requirements of the company's management system, the company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.
The summary of the company's human resources work is 5 20xx years, which is a harvest year for the human resources department. This is a year when human resource management has really changed from transactional management to modern human resource management.
Under the correct leadership of the leaders of the group company, under the correct guidance of the relevant departments in the development zone, with the strong support of all departments of the company and with the joint efforts of all employees of the department, our department has worked hard, made positive progress, and cooperated with Qi Xin to complete all tasks assigned by the superiors and company leaders, closely centering on the development goals of the group company and the enterprise spirit of "unity, pragmatism, pioneering and innovation".
First, carry out all-staff training to improve the quality of employees.
Modern human resource management is to help companies face constant changes, improve the quality and skills of employees, and achieve the company's strategic development goals. It is necessary to build a corporate culture network-Internet secretary resource network, so that all employees can understand it. Therefore, the Human Resources Department has intensified its efforts to improve the system, revised and improved the labor and personnel management regulations, issued employee manuals, and formulated a detailed training plan for all employees according to their needs and organized its implementation.
Second, active learning and innovation.
In terms of human resource management and development, in order to further improve the basic work of human resource management, while strengthening the effective combination of posts and personnel, human resource training and development, human resource management informationization and human resource management system construction, our department has continuously expanded the horizons of human resource managers, grasped the dynamics of human resources, absorbed advanced external human resource management ideas and concepts, and carried out human resource management reform and innovation.
Third, the management and deployment of human resources.
This year, in order to realize the company's interests, in view of the different manpower needs of our tourism industry in different seasons and different positions, our company timely and reasonably deployed personnel to ensure the orderly operation of each position.
1. At the beginning of the year, our department timely completed the finishing work of the group company to resettle the children of Peng Louzi and Shitaizi. And signed labor contracts with the children of 12 Peng Louzi and Shitaizi.
2. In order to meet the needs of the company's development, the leading group of the company made a decision to recruit some professional management talents and professional technical talents for the society. Our department immediately began to release recruitment information through the well-known recruitment platform-Zhilian Recruitment. In two weeks, our department screened these people one by one through written examination, interview and physical examination, and * * * was hired by our company. This open recruitment is also the first time since the establishment of the group company, which has injected fresh blood into the vigorous development of the enterprise.
3. It is an important task of the human resources department to do a good job in the assessment of the company's cadres and workers. In the past year, under the leadership of the leaders of our department, we conducted a functional assessment of cadres and workers at all levels, understood and mastered the adaptability of employees in their posts, standardized the work of employees under a unified assessment standard, and promoted the work of various departments and offices.
In April, in order to further strengthen the labor and personnel management of enterprises, establish a modern enterprise management system suitable for the market economy system, guide employees to standardize their work reasonably, fully mobilize their creativity and enthusiasm, and work hard around the development goals of the group company, our department carefully drafted the Regulations on Labor and Personnel Management, which was implemented after being discussed and approved by the workers' congress;
5. In order to ensure that the employees of the company get medical and economic compensation after being injured by accidents at work, our department has straightened out the working procedures for dealing with industrial injury and disability assessment.
6. At the end of last year, our department drafted the salary reform plan of the group company, which is currently under discussion.
Four. 20xx working assumption
Continue to adhere to the enterprise spirit of "unity, pragmatism, pioneering and innovation" and design next year's work.
1. Formulate the salary system reform plan of the group company, and organize its implementation after it is passed.
2. Complete the work of determining the length of service of employees.
3. Formulate the performance appraisal scheme and organize its implementation.
4, cadres and technical personnel information account.
5. Organize the files and fill in the missing relevant employment procedures in the files.
6. Design and organize the implementation of on-the-job training for 20xx employees.
7. Further implement the distribution of labor protection articles.
8, do a good job of personnel deployment in time.
Many favorable factors of 20xx will surely become the catalyst for the rapid development and great development of our group company. All the staff in our department will take solid steps to make human resource management truly become the cornerstone of enterprise development.