Model essay on optimizing human resources work plan? In order to make the company adapt to the changes of external environment and internal conditions and develop smoothly, 20xx plans to adjust and reform its organizational structure at the beginning of the year.
? I introduction, deployment and management of employees
? 1 and 20xx, * * * introduced xx new employees. The Human Resources Department has organized campus job fairs in several universities. On-site communication and careful screening with students at the recruitment site, and in-depth communication and exchange with more than 100 candidates through written examination and interview, selected new people who can adapt to the development of the company and signed employment agreements with them.
? In the recruitment work, in order to achieve better recruitment effect, we will continue to open the online recruitment business of "Zhaopin" and use the Zhaopin recruitment website to publish recruitment information. The convenience of the network will inject new ways for the company to recruit and select more suitable candidates for vacant positions more effectively.
? In July, arrange xx new employees to take part in the on-the-job physical examination to ensure that the company can recruit qualified employees. Throughout the year, the reassignment and household registration procedures were handled for new employees in xx, which relieved the worries of foreign employees. The company handles public households for employees, which is to serve the employees of the company. For those who leave their jobs and don't work, resolutely take various forms to ask them to move out of the company's mass households.
? 2. The Human Resources Department has started to recruit employees with 20xx years, and has reached employment agreements with xx graduates with 20xx years. In the next step, we will continue to increase the recruitment of employees. My personality is that after the Spring Festival, I plan to attend the job fair of Haier Road many times to recruit qualified new employees for the company.
? We have done a good job in human resource allocation. Under the company's existing human resources, according to the existing personnel situation and the post requirements of each project department, several project department members were adjusted in time, and the personnel requirements of the project were basically met through reasonable deployment.
? However, with the addition of new employees, there are still many shortcomings, and the quality of personnel is mixed. In the future, the Human Resources Department will strengthen the assessment of new employees, adjust the positions that are not suitable for the company, and terminate the labor contract for the requirements that are not suitable for the company's development.
? Two, social insurance, labor contract, salary, performance appraisal.
? 1, social insurance, labor contract, salary and other work is a daily work carried out by the human resources department and also a basic work. The implementation of this work is related to the vital interests of every employee in the company, and the human resources department takes it seriously with a rigorous working attitude. Throughout the year, * * * handled the procedures of signing labor contracts and transferring labor relations for xx people, and handled the procedures of renewing labor contracts, dissolving labor contracts and revoking personnel files for xx people. Record the signing, renewal, dissolution and termination of the company's labor contract online on time. Pay social insurance premiums for employees within the specified time every month, and handle social insurance transfer for newly signed labor contracts. I applied for a social security card for the new employee of xx.
? What needs to be emphasized here is that the company now pays five insurances for employees, namely, pension, medical care, unemployment, work injury and maternity. These five risks are the insurance benefits that employees should enjoy according to state regulations, and personality is work-related injury insurance. If an employee has an industrial accident at work, he must immediately report the accident to the relevant department of the company. No one may conceal the facts, so as not to delay the declaration period of work-related injuries and cause unnecessary losses to the company and individuals.
? 2. Put forward an adjustment plan for the wage payment standard of employees in the Measures for the Administration of Employees' Wages, and made many data calculations on the plan, which was finally discussed and passed at the workers' congress.
? In the year of 20xx, we organized four organ performance appraisals, and accurately calculated and paid the salary of each employee according to the appraisal results and the company's salary payment method.
? 3. Complete the inspection and filing of the increase or decrease of employees by Southern Social Security Bureau. Passed the annual labor inspection of Qingdao Labor and Social Security Bureau XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX.
? Completed the accounting, signing and submission of the insurance base of xxxxxxxxxXXX and the annual social insurance of xxxxxXXX.
? 4. Assist the finance department to complete the inspection of labor insurance expenses in 20xx in the labor insurance office of provincial and municipal construction committees.
? 5. Together with the Finance Department, it is: XXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXXX
? 6. According to the spirit of the document "Guiding Opinions on Promoting the Reform of Employment System and Promoting the Healthy Development of Construction Industry" issued by the Municipal Construction Committee and the Municipal People's Social Security Bureau, cooperate with the Engineering Department to set up its own core labor force.
? According to the relevant provisions of the document, I went to the Labor Bureau, Social Security Institute, Construction Management Bureau and related brother units for consultation and investigation many times, and summarized all kinds of materials into words and reported them to the company leaders. Combined with the actual situation of the company, the text of the labor contract was compiled, and the labor contract was signed with xxx migrant workers at the construction site, and the recruitment procedures, work injury insurance and medical insurance were handled in the personnel department. The completion of this work scored 40 points in the market subject management assessment at the end of the year.
? 7. The company started fingerprint attendance in August. The human resources department and the office have entered the basic information and fingerprints of employees, and submitted the monthly attendance results to the company leaders for approval, which will be strictly implemented in accordance with the company's relevant rules and regulations.
? Third, the evidence collection and training management of employees' various qualification certificates.
? In 20xx, the Human Resources Department organized many internal and external trainings and examinations for employees, and obtained various qualification certificates.
? In internal training, we should pay attention to the emotional cultivation of employees' sense of belonging to the enterprise and their sense of identity with the enterprise culture, so as to improve the overall quality of employees.
? 1. In order to make employees better understand and master the company's newly revised enterprise management rules and regulations, and effectively improve the implementation potential of the system, spring training was organized for employees four days after the Spring Festival, and unified examinations were conducted after the training. Through training and examination, employees have a better understanding of the new enterprise management rules and regulations, and achieved good training results.
? 2. Organize a week-long induction training for new employees in xx, so that new employees can be familiar with the company in a short time, and students who have just left school can integrate into the company environment as soon as possible, and complete the identity transformation from students to social people. At the same time, we arranged accommodation and physical examination for new employees. In this process, new employees of xx were dismissed for some reason, and the company's recruitment of qualified employees was strictly controlled.
? In terms of external training, employees are encouraged to obtain various qualification certificates, which also provides a strong guarantee for the better production and operation of enterprises, because the production and operation of construction enterprises have strict requirements for various qualification certificates, and only with various qualification certificates can the company carry out business, attract investment and carry out construction operations. Under the current human resources situation of the company, the working principle of the human resources department in employee forensics training is to mobilize employees to train hard and obtain various qualification certificates. The first is to meet the basic needs of enterprises for various qualification certificates. On this basis, we expect to focus on training employees who have both qualification certificates and work potential.
? 1. This year, xx people signed up for the first-class and second-class constructor exams, and xx people obtained the first-class constructor qualification certificate.
? Xx people have obtained the qualification certificate of Grade II constructor; I have obtained the first-class constructor qualification certificate for xx people and the second-class constructor qualification certificate for xx people. Registered a first-class builder for xx people, registered a second-class builder for xx people, and obtained the title certificate of economist for xx people.
? Model essay on optimizing human resources work plan
? The new year of 20xx human resources work plan has arrived, and 20xx human resources work has a long way to go. I will make human resource management work in by going up one flight of stairs with more full spirit, solid style and standardized management. The 20xx year plan is as follows:
? I. Work plan:
? 1, complete the job analysis of each position in each department of the company, and provide scientific basis for salary evaluation and performance appraisal;
? 2. Complete the daily recruitment of human resources, and consider the rationalization of manpower allocation in various departments;
? 3. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;
? 4. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance the cohesion among employees.
? 5. On the basis of the existing performance appraisal system, realize the perfection and normal operation of the performance appraisal system and ensure that it is linked with salary. So as to improve the authority and effectiveness of performance appraisal.
? 6. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.
? 7. Carry forward the company culture and infect others with excellent culture;
? 8. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.
? 9, completes the personnel turnover rate control and labor relations, dispute prediction and processing. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.
? 10, complete the temporary work arranged by the leader, etc.
? Second, the capital plan:
? (Total: 17970 yuan)
? 1. Recruitment: 16200 yuan A. Newspaper recruitment: It is estimated that there will be three large-scale recruitment in the newspaper in 20xx, and the recruitment fee will be controlled within 500 yuan, that is, 15000 yuan;
? B. Recruitment in the talent market: Yu Hui annual card 1200 yuan/year;
? 2. Office supplies: 8 10 yuan
? One, 400 combinations, 0.5 yuan/one, namely 200 yuan;
? B, insert the folder 60 pages 10, 8 yuan/Zhang, that is, 80 yuan;
? C, 4 sheets of printing paper, 120 yuan/sheet, namely 480 yuan;
? D other consumables (pens, correction fluid, paper clips, etc.). ): 50 yuan;
? 3. Transportation expenses: 80 yuan, 960 yuan/month, 960 yuan/year (for weekly recruitment, routine check-out and business trip of the Human Resources Department). ).
? Model essay on optimizing human resources work plan
? According to the overall policy of the hotel, the work of the human resources strengthening department will focus on ① institutional adjustment (re-planning of post setting and staffing), ② adjustment of salary and welfare policies, and ③ adjustment of training policies; In particular, the "adjustment of training policy", the human resources department will take it as the top priority and plan to establish a perfect training system.
? First, the hotel post setting and staffing plan
? 1) According to the overall working idea of the hotel in 2000, the human resources department made an overall plan for the human resources of the hotel, and made some changes to the staffing of each department and adjusted the setting of individual posts according to the idea of the general manager;
? 2) According to the adjustment of the hotel's business direction and business projects in 200 years, re-establish the staffing plan of each department;
? 3) According to the work priorities of the Human Resources Department in 2000, the Human Resources Department will improve the training department and set up the post of training supervisor.
? Second, the employee recruitment plan
? 1) Employee recruitment demand
? According to the post setting and staffing plan of 200 years, determine the recruitment demand; (See the recruitment demand table and recruitment schedule for details.
? 2) Recruitment methods
? Staff levels: school recruitment and social recruitment
? Management level: internal promotion, social recruitment and online recruitment.
? 3) Recruitment channels
? School recruitment is mainly through ① fair for fresh graduates, ② distribution of recruitment notices, and ③ online recruitment.
? Social recruitment mainly through talent exchange, advertising, online recruitment and other ways.
? Internal promotion shall be conducted in accordance with the promotion procedures formulated by the Human Resources Department.
? 4) Recruitment policy
? The recruitment policy will be partially adjusted.
? Reasons: (1) The recruitment work is difficult, the recruitment of students is not ideal, and the general quality of the recruited employees is not high;
? (2) The main reasons are that the hotel is not attractive enough, the salary during the probation period is low, the accommodation problem has not been solved, and the benefits provided by the hotel are not ideal.
? Adjustment: (1) Cancel the practice of adding one hundred for three months.
? (2) Increase recruitment expenses, strengthen recruitment efforts and broaden recruitment channels.
? (3) increase the probation salary
? (4) College students: the probation period is three months. As the key training objects of the hotel, they will sign a two-year contract, enjoy social insurance after becoming a full member, and get the tuition subsidy of the hotel after attending the postgraduate course.
? (5) Secondary school students: the probation period is three months, and they sign a one-year internal contract to get the hotel tuition subsidy available to the university.
? (6) implement the "reservoir" plan
? Attachment: Annual Recruitment Schedule
? Three. Adjustment of salary and welfare policy
? The traditional salary and welfare policy has restricted the development of hotels, and employees have great opinions, which has also caused the loss of employees and managers. The main symptoms are:
? 1) The salary standard is chaotic, and the work policies of various departments are not unified.
? 2) The salary setting is unreasonable, the post salary is not clear, and the post salary standard is not uniform between different jobs in the same position;
? 3) There is no continuity of various subsidies, and the wage policy changes greatly at will.
? 4) Up to now, there is no perfect written salary and welfare policy.
? Adjust the direction:
? 1) Cancel the rule of three months plus one hundred.
? 2) The salary structure has been readjusted, and the basic salary, post salary, floating salary, seniority salary and various subsidies have been defined.
? 3) Redesign the post standard to reflect the principle of selecting people by post and fixing salary by post.
? 4) Salary is linked to employee performance, performance and department performance.
? 5) The salary standard of the whole hotel shall be unified, and the salary policy department shall not change it at will.
? 6) Form a written salary and welfare policy
? Fourth, the adjustment of evaluation policies.
? Management without assessment and training without assessment are just a form and a task; Assessment is the necessity of human resource management, but at present, the relevant assessment of hotels is in name only, and all departments "just go through a procedure". Therefore, it is necessary to institutionalize and policy the evaluation.
? Adjustment: 1) Add new employee induction assessment.
? 2) There will be evaluation and feedback after each training.
? 3) The employee's confirmation assessment should be standardized.
? 4) There are relevant procedures for employee promotion, and the promotion assessment needs to be strengthened.
? 5) The performance appraisal of managers needs to be established.
? V. Adjustment of employee training policies
? Training is the focus of the work, and the human resources department will focus on it; In order to avoid the diversion from the east to the west, the human resources department will set up a training department, equipped with a training supervisor, under the direct leadership of the human resources manager, to carry out effective training management: improve the corresponding training system, establish training files, and formulate training discipline and assessment system.
? Adjustment: 1) Improve the training system.
? Training without overall planning often gets twice the result with half the effort, so it is very important to establish an orderly training system and conduct orderly management.
? Induction training system for new employees
? Understand the basic situation of employees-prepare supporting materials for new employees' induction training-draw up training plans-issue training questionnaires for new employees-implement training plans-evaluate after training-establish employee training tracking tables-investigate training effects-hold seminars for new employees-arrange new employees in various positions-track new employees' job skills training.
? L post skills training system
? One is to systematically train new employees; The second is to carry out repeated intensive training for on-the-job employees and continuously improve them.
? L Special training system for quality service
? Through various forms of training, improve the service awareness of employees and the personalized and emotional service level of hotels.
? Foreman supervisor promotion training system
? It is required that every foreman supervisor who has been promoted or will be promoted must be trained in this series of courses and pass the examination before taking up this position.
? Internal resource utilization system
? The first is the work skills of various departments of the hotel, such as cross-training within the hotel.
? Second, manage and serve resources, and use the wisdom of hotel management resources.
? External enhanced utilization system
? Industry authorities, industry training institutions, consulting companies, universities, industry newspapers, etc.
? 2) the establishment of training files
? Training archives: training data archives, training record archives and archives management regulations.
? ① Training data file
? Special file
? New employee training materials, foreman training materials, quality service training materials, etc.
? Post training materials of various departments
? Post work procedures and policies
? Public course training and nursing
? Cross-training materials and post knowledge training materials
? External training materials
? Hotel books, audio-visual publications, etc. , according to the classification number registration.
? ② Training activity files
? Training activity record file
? Various test files
? Employee training tracking form
? ③ Archives management system
? 3) Training discipline and assessment system
? New employee induction training system
? You can only be hired if you pass the entrance examination.
? Foreman supervisor training system
? Only the foreman who has received special training can be promoted or confirmed.
? Quality service training management system
? Only after training and passing the examination can we participate in the selection of outstanding employees.
? Post training management system
? Employees who have not completed the series of job training are not eligible to apply for full-time jobs.
? Public course training management system
? Training activity management system