Time flies too fast, people are caught off guard, and our work will usher in new progress. At this moment, we need to make a detailed plan for the next work. How should we make a plan? The following is my carefully arranged personal annual work schedule, which is welcome for your reference and I hope it will help you.
Personal annual work schedule 1 1. Overall goal of human resources department in 20xx:
1. The number of personnel should be controlled at about 450 ~ 500.
2. Wage ratio accounts for less than 8% of sales revenue.
3. Major safety accidents: 0 times (8-level and above disability accidents)
In order to ensure the smooth realization of the above overall objectives, 20xx plans to take the following measures:
1. All positions in the company are created and staffed, and the human resources department strictly controls the recruitment, supplement and resignation of personnel in various departments according to the standard staffing;
2. The heads of the Human Resources Department and each department * * * assess the work performance and skill level of the personnel in each position, strictly implement the effectiveness of the performance appraisal salary, and deal with the personnel who have poor performance for a long time or do not meet the post requirements by means of elimination and post adjustment;
3. Constantly seek cooperation with external institutions to find high-skilled and high-level talents for the company and enhance the overall strength of the team;
4. Through the continuous optimization of personnel quality and the control of the number of personnel, at the same time, assist the performance appraisal of each position, control the salary growth of each department, strictly implement the assessment process for salary increase demand, and those who fail will not be given a salary increase;
5. The Human Resources Department cooperates with the Production Department to carry out safety operation training for all front-line operators, so as to improve employees' safety awareness and reduce the occurrence of industrial accidents.
Second, the overall allocation of human resources.
The overall organizational structure planning of 1.20xx company is shown in the following figure:
1. 1 The general organization chart of the company is the overall guiding direction for the division of functions, post allocation and staffing of various departments. Therefore, the board of directors must first determine the overall organizational chart of the company, and then each department will carry out specific work accordingly.
1.2 It is estimated that the total output target of the company in 20xx is 300 million yuan, and the allocation of human resources is about 450 ~ 500 people. Therefore, in this work, the Human Resources Department plans to focus on two aspects in 20xx:
1.2. 1 Work closely with various departments to eliminate redundant staff and supplement and improve corresponding departmental functions and job responsibilities;
1.2.2 cooperate with the production department to implement process reengineering and process optimization, and at the same time assist in the implementation of post performance appraisal to reduce low-output and high-cost processes and personnel.
Third, recruitment.
1 The 20xx year will be conducted in strict accordance with the company's approved quota standards, with emphasis on recruiting technical R&D personnel, vacant personnel and resigned supplementary personnel.
2. Beyond the recruitment needs beyond the post and quota plan, a written application form must be filled out and submitted to the relevant leaders of the company for approval before recruitment can be implemented.
In 3.20xx, it is planned to change Zhejiang Talent Network to Zhaopin Recruitment, because the coverage of Zhejiang Talent Network is far less than Zhaopin Recruitment.
4. In addition to online recruitment, the recruitment needs of grass-roots operators are mainly based on the introduction of old employees and local recruitment. For the recruitment of technical and management personnel, online recruitment and on-site recruitment will be carried out in combination with the major talent markets in Zhejiang Province to improve the recruitment success rate.
In 5.20xx, we will cooperate with external headhunting companies in a planned way or through interpersonal networks to find high-end technical R&D and management talents that meet the company's needs, so as to improve the overall level of the company's technical R&D team and management team and enhance the company's competitiveness.
6.20xx annual recruitment budget is shown in the following table:
7. See the table below for positions and staffing of each department:
Recruitment expense budget:
Total annual recruitment fee: about 1 10000 yuan.
Training is one of the important tasks to improve the overall level of company employees. How to strengthen the training, effectively implement the training work, improve the comprehensive ability of employees, improve the confidence of employees and stabilize the team will be our key consideration. It is planned to implement all the work in the form of centralized lectures, video training and simulation drills in the training work throughout the year, so as to strive for the training effect:
1. Staff training
1.65438+ Training for new employees can be divided into two ways. 1. The Human Resources Department organizes the implementation of the company's basic rules and regulations and the training on production safety. Second, the work section is responsible for arranging counterpart units to be responsible for practical guidance and binding counterpart units.
1.2 For the probationary employees, the Human Resources Department will submit the form to the department at regular intervals, and the department head or designated personnel will assess the probationary employees. Those who fail will be eliminated, and those who pass will be further trained to control the overall quality of new employees.
2. Training of managers: The training of middle and primary managers will be the focus of next year's training, and it is also the way and method to improve management level. In the year of 20xx, corresponding courses will be set up selectively for management bottlenecks to train middle and primary managers. In addition to selecting competent personnel from within the company as lecturers, we will also select corresponding management courses in combination with the external market, and select corresponding managers to participate in external training.
3. Business personnel training: The development of business personnel training courses will be the focus and difficulty of training next year. According to the current situation of business personnel, we plan to train business personnel in two main aspects next year: first, arrange technical personnel to train business personnel on products, so that business personnel can be fully familiar with the performance and advantages of the company's products; The second is to choose suitable external sales training courses, send potential business personnel abroad for training, or invite powerful external lecturers to train in the company.
4.20xx annual training plan is shown in the following table.
5.20xx annual training budget is shown in the following table.
6. In the past, various trainings were held in the company. In order to arouse the enthusiasm of employees, the company has provided meals for all participants for a long time, which has caused the bad mentality of employees to treat training now. They think it is necessary for the company to provide meals during the training period. If they don't provide it, they will complain or not attend the training. The human resources department plans to break this situation in 20xx, no longer provide meals for trainees, and fully instill an idea in employees that training is a permanent welfare.
Fourth, salary and performance work.
1. According to the company's current situation and future development trend, the current salary management system may restrict the company's' talent team' construction, thus adversely affecting the company's long-term development. Through the analysis of the existing salary situation of the company at all levels by the human resources department, it is imperative to reform the company's salary management system to make it more scientific and reasonable. However, due to the long running time and complex structure of the company's existing salary management system, the reform work should not be rushed, and it cannot be carried out in an all-round way at the same time. It is only suitable for small-scale gradual implementation.
2. The overall goal of salary performance management system reform: to motivate employees and retain talents as the fulcrum. Fully reflect the fairness of pay according to work.
3. Carry out salary performance reform by departments, and determine the final salary structure and performance salary by selecting departments or departments, evaluating posts, determining post salary and skill salary, formulating performance appraisal standards according to post characteristics, determining performance salary, and evaluating the salary level of the local industry and the company's overall business plan.
4. It is planned to complete 30% ~ 50% of the departmental salary performance system reform in 20xx.
5.20xx annual salary budget is shown in the following table: Target: Total salary accounts for less than 8% of total sales.
Verb (abbreviation of verb) employee relationship management
In order to stabilize the staff, enhance team cohesion, increase the continuity of the company's development, care about the work and life of employees, stabilize the mentality of employees, and stabilize the turnover rate of key positions. The maintenance of 20xx employee relations will be carried out in the following aspects:
1. Strengthen the efforts of the Human Resources Department to interview employees: In the past, the Human Resources Department did not do enough interviews for employees, and did not really understand the employees' mentality, opinions and suggestions to the company. Employee interviews are mainly conducted when employees become regular employees, change jobs, resign, get paid, perform performance appraisal or have other ideological fluctuations due to business or personal reasons. Usually, the human resources department will also conduct targeted interviews for employees. Make a written record of each interview and give it back to the manager or general manager of the employee's department in time if necessary, so as to do a good job according to the employee's ideological situation.
2. Hold employee heart-to-heart talks on major holidays to adjust the atmosphere of the whole team, eliminate some contradictions among employees and improve cohesion. The forum will be held in a relaxed and casual way. The company will buy some snack food, mainly in the company meeting room or in the form of going out for activities.
3. Plan and hold appropriate amateur cultural and sports activities to enrich employees' spare time life. In the past, the company has been unable to pay attention to the amateur life of employees, and the life of employees is monotonous. Therefore, in order to enhance employees' sense of identity and belonging to the company, it is absolutely necessary to organize a variety of cultural and sports activities to enrich employees' spare time life, alleviate work pressure and improve stability. The 20xx plan mainly focuses on sports activities and entertainment activities. Use spare time to organize various types of sports and competitions. Try to meet the spiritual needs of employees from these aspects to achieve the goal of stabilizing the team.
4. Department self-construction:
4. 1 As the power source of the company's future development, its own standardization construction is very important. Therefore, in 20xx, the human resources department will vigorously strengthen internal management and standardization, strictly follow the requirements of human resources work in modern enterprises, and upgrade human resources work from simple personnel management to strategic human resources management, so that the achievements of human resources work will become one of the reference bases for the company's high-level decision-making.
4.2 The self-construction goals of the Human Resources Department in 20xx years are: to improve the organizational functions and staffing of the department; Improve the professional skills and quality of the staff in this department; Improve the quality requirements of the department. In view of the past, human resources have been coughing, so it's a pity to slow down. 0 14 will focus on rectification: the security team is younger and the internal division of labor is concrete.
4.3 While arranging training for each department, the Human Resources Department pays attention to improving the quality of its personnel. The manager of human resources department is responsible for the training, management and work guidance of subordinates. Decompose the annual target of the department into every employee in the department in 20xx. Ensure that each job has a responsible person, completion deadline, completion quality requirements and assessment standards. Do a good job of tracking and feedback, adjust the work objectives in time, and constantly improve the working methods to ensure the completion of the annual goals.
5. In view of the most uncertain factors in employee relations (insurance, salary, hiring and dismissing employees), consider establishing a long-term cooperative relationship with the labor service company, and transfer the labor contract relationship of some employees to the labor service company, which can reduce the employment risk of the company to a certain extent. (The scheme has been consulted, 60 yuan/person per month)
6.20xx years in the work of renewing the labor contract, we adjusted the way that the signing time of the labor contract was unified and fixed, and chose to sign labor contracts with different terms in a targeted manner. For those who have excellent performance and can develop together with the company, the term of the labor contract is appropriately extended, and for those who have poor performance and cannot develop together with the company, the term of the labor contract is controlled. For some people, the contract will not be renewed when it expires. At the same time, it is planned to increase the contract terms for the elderly: those who reach retirement age must unconditionally accept normal retirement procedures except that the company needs to continue to re-employ.
Six, administrative logistics management
1 General policy of administrative logistics management. 20xx: practise economy, open source and reduce expenditure.
2. In the administrative logistics management next year, the human resources department will fully communicate with all departments, introduce detailed systems, vigorously grasp economy, grasp every day, always grasp, and strictly examine and approve every administrative and office expense to ensure its rationality and meet the normal work needs of all departments.
3. Office management:
A. Through the Weidun network security monitoring system, office workers are controlled to use computers reasonably, so as to reduce employees' non-work behaviors during working hours.
B standardize office discipline, cooperate with various departments to implement office discipline management, and reduce the randomness of employees during their work. Because the employee attendance management is not in the human resources department, there are some inconveniences in the actual attendance management, and the implementation is not in place. Although the Human Resources Department conducted several surprise checks on employee attendance in 20xx, it only received short-term results and did not form a good atmosphere. If the cooperation with the labor service company is successful in 20xx, the existing insurance, work injury and other related matters of the Human Resources Department can be handed over to the labor service company. At the same time, if the intelligent access control system is installed and connected in series with the attendance system,
4.20xx annual office expenses budget, the actual office expenses in 20xx are about 550,000 yuan. Because there is no detailed cost statistics, it is impossible to determine the exact amount of expenses. (Including all kinds of office consumables, gifts, computers and peripherals, video monitoring, network monitoring, etc. ), the annual office expenses of 20xx are expected to be reduced by 30% on the basis of 20xx, that is, 550,000-165,000 = 385,000 yuan. It is necessary to achieve the goal of decreasing office cost control in 20xx, and the human resources department plans to control it from the following aspects:
A standardize the procurement process of office supplies: at present, the company has no standardized procurement process of office supplies, and anyone can order directly from suppliers at will, and there is no reasonable control and comparison on price and quality. In 20xx, the human resources department will purchase office supplies in a unified way, limit the random purchase of various departments, compare the prices of various purchased items, and find the items with the best cost performance.
B standardize the acquisition process of each department: at present, the acquisition of office supplies in each department of the company is not standardized, and the consumption of each department is not planned and approved. Employees go directly to the human resources department to collect materials, and some items that need to be used are not in stock and need to be purchased temporarily, which directly affects the work progress of various departments. At the same time, it also brings great inconvenience to the procurement of office supplies and the work order of human resources departments. In 20xx, the process of collecting office supplies will be standardized. For routine supplies, each department is required to make a monthly office supplies use plan in advance every month. At the same time, all departments are required to designate special personnel to take charge of the delivery, so as to avoid direct delivery by employees. Strictly check the approval procedures for picking. Control the occurrence of unreasonable use. For computer equipment, gifts or bulk purchases, strictly check the application approval procedures and control random purchases.
C the annual cost of labor insurance products in 20xx is about 30,000 yuan, and the annual cost in 20xx will continue to be controlled within this range. At the same time, employees will be provided with work clothes for the second time, which will enhance the company's image and facilitate management. The human resources department will regularly check whether all departments wear labor protection articles and work clothes according to regulations to ensure the best use. (This inspection will be included in the standardization of production safety in 20xx. )
5. Fleet management: standardize the management process of official vehicles in 20xx, strictly control the application and approval procedures of vehicles, and check the monthly vehicle cost statistics and accounting to make official vehicles more reasonable and standardized.
6. Canteen: At present, the sanitary conditions of the company canteen are unqualified, and sometimes the food is insufficient. All departments arrange official meals by themselves. In 20xx, we will strengthen the supervision and management of all aspects of canteens, check the sanitary conditions from time to time, and require unqualified canteens to be rectified; Require the canteen to provide food with good quality and quantity. If there is any abnormal situation, it will be linked to the settlement of canteen expenses; Starting from 20xx, all departments need to declare official meals to the Human Resources Department in a unified way, and they are not allowed to arrange them privately, otherwise the related expenses will not be settled. In 20xx, the actual official dining expenses in the company canteen are about 55,000 yuan, and it is planned to be reduced by 30% in 20xx.
7. Dormitory: At present, there is not much abnormality in the whole staff dormitory. Except for some employees who automatically use the dormitory without approval, most employees can consciously abide by the company's requirements. In 20xx, it is planned to install an intelligent access control system in the management dormitory, so that residents can swipe their cards in and out to prevent non-company personnel from entering the dormitory. The human resources department regularly inspects the dormitory to prevent safety accidents. At the same time, in addition to financial penalties, employees who reuse the dormitory facilities without solar water filling and occupy the dormitory without authorization will be disqualified. Considering safety, hygiene, management costs and other factors, the number of dormitory residents will be gradually reduced in the future, thus reducing risks and management costs.
Seven, safety management
1. Overall goal of safety in production: zero disability accidents above grade 8.
A there were 33 industrial accidents in 20xx, 6 fewer than 39 in 20xx. Basically, there is not much improvement. Among them, Hong Meiliang's work-related death was a major event, and the rest were minor injuries. In 20xx, we will continue to pay close attention to safety in production. In addition to arranging safety production awareness training in a planned way, strengthen safety awareness assessment, give key ideological education to employees who fail the assessment, or take measures such as post adjustment, waiting for posts and persuasion to reduce the probability of safety accidents.
B in B.20xx, the human resources department will take the maintenance and inspection of various fire-fighting facilities as a monthly routine, and conduct regular inspection and maintenance. In order to prevent the random use and damage of fire control facilities. Punish those who use it at will.
C. Implement C.20xx safety production standardization work, implement various safety standardization work in accordance with relevant regulations of Hangzhou, and strive to pass Grade III safety production standardization work at one time.
D. In view of the nonstandard wearing of labor protection articles by employees at present, the wearing of labor protection articles by some operators in special positions will be supervised and inspected in 20xx, and those who do not meet the requirements will be ordered to make rectification, and those who repeatedly commit crimes will be financially punished or transferred from other positions.
E.20xx65438+February, some employees will undergo targeted physical examination, and those who fail to pass the physical examination will be transferred and persuaded to leave according to the actual situation. Thereby reduce that occurrence of accidents.
2. Security work: 20xx security work is not implemented in place, the access control of personnel and articles is not strict, and the security personnel are older. In 20xx, the security personnel will be adjusted to reach the normal retirement age, and younger personnel will be recruited to replace them. At the same time, the control requirements of security personnel on access control will be improved, and the performance appraisal of security personnel will be in place every month. It is understood that if the security work is uniformly outsourced to a security company, although the management can be in place, the salary cost is more than double that of the current company, so the outsourcing of security work will not be considered for the time being.
A. Make full use of the video monitoring system to monitor all areas of the plant, so as to ensure quick response when various abnormal events occur. There are still some blind spots in the monitoring system currently used, and monitoring points will be added in 20xx to ensure that all aspects of the factory can be monitored in place. (I have communicated with the monitoring supplier many times, but there is no clear reply time)
B, it is planned to establish an electronic entrance guard system at the main entrance and exit of the factory and the main entrance and exit of the dormitory, and all personnel will swipe their cards to ensure that the status of all personnel entering and leaving the company can be clearly controlled.
Eight, after the order
There is still a big gap between the current situation of the human resources department of the company and a standardized, efficient and professional department in the future. In the future, all the staff of the human resources department will strive to improve the shortcomings in carrying forward the excellent aspects of the past, and strive to make the human resources department a professional, systematic, standardized and efficient department from the perspective of professional human resources management.
People-oriented, the human resources department will always carry out all work around people-oriented. At the same time, closely follow the company's human resources development strategy, standardize the division of labor in human resources management, and strive to fully tap and develop the management function and service function of human resources to provide high-quality human resources management services for the company.
In short, human resources, as the core resources of enterprises, will directly determine the core competitiveness of enterprises. Therefore, from the company level, it is not only required to establish a human resource management system with competitive advantages strategically, but also to do detailed, well-done and well-done daily specific work in all aspects of human resources, so as to help the company form a unique culture and atmosphere, improve the company's cohesion and maintain the company's innovative vitality. From the employee's point of view, it is to establish a development path that encourages employees to design their own career in the enterprise according to the win-win situation between the enterprise and employees, constantly improve their professional skills and level, enjoy life and work happily while realizing their self-development goals, and grow together with the company.
Personal annual work schedule 2 1. Establish and improve various norms and management systems such as personnel administration and employee manuals.
Establishing and perfecting the norms and management system of human resource management and the standardized management system of employee handbook are the minimum prerequisites for enterprises to retain employees. From employees' entry to job changes, from daily assessment to resignation, the personnel administration department operates according to the procedures of documents and adopts the principle of treating things rather than people, hoping to achieve the legitimacy and seriousness of all work.
Second, the labor contract management
Do a good job in signing and canceling labor contracts and managing labor contract files. The focus of this year's work plan is
1. Sign, renew and terminate the labor contract in time;
2. Hire employees in time;
3, labor relations (labor disputes, reasons, etc. );
4. Description of the integrity of file management.
Third, collect employee evaluations.
In order to further strengthen the evaluation of employees' working ability in a certain period of time, correctly grasp the working conditions of each employee, establish a normal and reasonable company personnel evaluation system, and provide objective basis for employees' rewards and punishments, promotion and adjustment. According to the company's current operating conditions, the personnel evaluation forms of 20 stores are collected every month to evaluate everyone. On-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of personnel.
Personal annual work schedule 3 1, do a good job in 20xx customer satisfaction survey;
2.20xx When the contract expires at the end of XX, collect opinions on renewal or termination;
3, continue to improve the basic information of personnel:
Continue to improve employee files with the help of information system: personal data, educational background data, physical examination data, assessment results, job changes, rewards and punishments data are all stored in personal files. At the same time, further standardize and establish and improve the procedures of entry and exit (external employment, dismissal and resignation) and internal transfer-in and transfer-out procedures.
4. Continue to do a good job in recruitment:
Strictly follow the process of recruitment, and do a good job in personnel selection and interview according to the company's development plan. Take various ways to recruit talents to meet the needs of professionals:
1), continue to play the role of online recruitment, and actively participate in various universities, social job fairs and other channels to recruit talents;
2) Continue to communicate with Pharmaceutical University, Higher Vocational College, Liaoning University of Traditional Chinese Medicine and Liaoning Health Vocational College. , and through lectures, organizing teachers and students to visit and other activities to increase the company's publicity on campus, expand the company's visibility on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively transport talents for the company;
3) Make full use of the internship or probation period, and strictly examine the actual working ability of recruiters.
5, continue to strengthen the training work:
1), the training work is carried out in strict accordance with the company's training management system, and the training is tracked and implemented throughout the whole process, and the late tracking and effect evaluation of each training project are done well, and timely feedback is given;
2) Draw up the management system of internal trainers in enterprises, establish personal performance files of internal trainers, provide training opportunities for internal trainers, and incorporate the training achievements of each internal trainer into the personal performance files of internal trainers, so as to make internal trainers develop in a professional direction and mobilize the training enthusiasm of internal trainers in enterprises;
3) For department heads, increase the training requirements at the company level and incorporate them into the mid-year assessment;
Improve employee personal training files.
6. Pay attention to relevant national and local labor policies and avoid employment risks.
Increase communication with the labor department, pay attention to the relevant policies of the labor department, and regularly check the internal labor costs to avoid employment risks and reduce labor disputes.
7. Work instruction of the branch.
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