Hr annual work summary and plan 1 In combination with the company's current development situation and future trends, the human resources department plans to carry out 20xx work in the following aspects. The general idea is to make the basic management work to a higher level through examination;
1. Recruitment: cooperate with the start-up construction and commissioning of the carbon black plant, and do a good job in personnel recruitment and deployment. Do a good job in daily personnel recruitment and allocation. Do a good job in staffing the power plant restructuring in 20xx.
2. Training:
Organize monthly study for senior and middle-level leading cadres.
Do a good job in teaching and training management and evidence collection review of mechanical and electrical instruments.
Training courses for team leaders will be held in March, April and May.
In June and July, we will carry out safety month study for all employees.
In August and September, do a good job in pre-job training for new employees before the carbon black project starts.
In September and June 1 1, spot checks on "three regulations" and "safety in production" were conducted for some posts.
Seriously assess the training work of all units throughout the year. The teaching and training department takes stock of the training ledger every month and forms records. Strictly assess the implementation of the training plan submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessment.
Strengthen the study and training of internal labor law, labor contract law, official document writing and human resource management knowledge.
3. Attendance and labor discipline
Continue to improve the management of fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with cameras. View the attendance data report. Each unit must check the manual attendance, electronic attendance and all kinds of leave formalities in a two-way way every month, and calculate the salary based on the final check result to prevent the phenomenon of "two skins".
4. Labor and capital
Evaluate the timeliness and accuracy of all kinds of labor and personnel reports submitted by each unit.
Strengthen the dynamic management of personnel information and data statistics.
At the end of each month, the human resources department makes an inventory of various personnel information and forms a report.
Check the salary accounting and payment to ensure the accuracy of salary accounting and payment.
Do a good job in controlling the turnover rate and predicting and handling labor relations and disputes.
5. System construction.
Reorganize 20xx employees in line with the company's business policy.
Cooperate with the start-up of carbon black plant, and prepare for staffing and shift work.
Improve the Management Measures for Staff Training and other related training management systems, standardize management, and improve the efficiency of training.
6. Others
Do a good job in the recruitment of interns in the University of Technology.
In short, through 20xx years of work, the human resources department is gradually developing towards standardization, institutionalization and organization. It is hoped that through our work, we will strive to improve the operation quality of the company's human resources functions and make due contributions to the development of Taixing Group in 20xx.
Hr Annual Work Summary and Plan Part II According to this year's work situation and shortcomings, combined with the company's current development situation and future trends, the human resources department plans to carry out 200x work from ten aspects:
1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.
2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;
3. Complete the daily recruitment and distribution of human resources.
4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;
5. 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 enterprise cohesion.
6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.
7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.
8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;
9. 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.
10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.
Precautions:
1, human resources work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the target completion.
2, human resources work for a growing company, is a very important basic work, at the same time also need the company up and down in Qi Xin, all departments cooperate with * * * to do a lot of projects, therefore, it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it.
3. This work objective is only the basic document of the 20XX annual work of the Human Resources Department, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.
The third part of Hr annual work summary and plan is to cooperate with the company to fully implement and achieve the XX annual sales target and strengthen the planning of the company's human resources work. According to the annual overall development plan and the company's current work situation, the human resources department has formulated the annual human resources work target, which is now reported to the general manager of the company for approval. Please approve. The Human Resources Department plans to carry out the annual work of XX from the following aspects:
The construction of organizational structure determines the development direction of enterprises. In view of this, the human resources department should first complete the improvement of the company's organizational structure. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, the scientific organizational structure of the company is formulated, and the rights and responsibilities of various functional departments are determined and distinguished, so that the responsibilities of various departments and positions are clear and clear, and there is no blank and overlap. The organizational structure is scientifically applied to ensure the good operation, standardized development and sustainable development of the company's operations within the existing organizational structure.
(1) specific embodiment:
1, 20XX completes the rationality investigation of the company's organizational structure and staffing before 15 March;
2. Complete the draft organizational structure design of the company before March 20th, solicit opinions from all departments, and submit it to the General Manager for review and modification;
3. Complete the organization chart of the company, the organization chart of each department, and the staffing plan of the company before March 3 1. Each department cooperates with the structure to determine the job description and workflow of the department. The human resources department is responsible for filing.
(2), matters needing attention:
1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.
2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.
3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as well as the establishment of departments and staffing.
(three) matters and departments that need support and cooperation in the process of achieving the goal:
1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;
2. After the publication of the draft organizational structure, all departments should be invited to review and put forward valuable opinions, which must be finally decided by the company leaders.
Job analysis is one of the bases for the company to set up jobs, adjust the organizational structure and determine the salary of each position. Through post analysis, we can not only understand the qualifications and work contents of each post in the company, so as to make the work distribution, work connection and workflow design of each department more accurate, but also help the company understand the comprehensive work elements of each department and post, adjust the organizational structure of the company and departments in time, and expand and contract the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.
(1) specific embodiment:
1, 20XX Complete the company's post analysis plan before the end of March, and determine the post investigation items and methods, such as the main work contents, work behaviors and responsibilities of each post, the forms, tools and machines that must be used, the performance appraisal standards of each work content, the working environment and time, all requirements of each post for the post personnel, and the current salary status of the post personnel. The human resources department ensures that the scheme is as detailed as possible and the table design is reasonable and effective.
In April of 220XX, the basic information collection of job analysis was completed. At the beginning of April, the Human Resources Department distributed a job information questionnaire to every employee in each department. Complete the summary work before April 15. Complete the draft position analysis of the company before April 30th.
3. Before April 30th, 20XX every year, the Human Resources Department submits the detailed analysis data of each position of the company to the company, and submits it to the managers of all departments for revision. After the revision is completed, it will be summarized as the basic data of the company's human resources strategic planning and submitted for review and filing.
(2) Matters needing attention in target implementation:
1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.
2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.
3. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.
4. After this goal is achieved, it can be applied to practical work in line with the organizational structure of the company, reducing the repetitive work in human resources work. This goal requires the cooperation of all departments of the company, and the human resources department should pay attention to the coordination and communication between departments.
(three) matters and departments that need support and cooperation in the process of achieving the goal:
1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;
2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, and please ask the company leaders to review and approve it after completion.
The goal of human resources recruitment and allocation that the human resources department needs to complete in XX years is based on ensuring the daily recruitment and allocation of the company, adjusting the organizational structure of the company, and improving the responsibilities and positions of various departments. Therefore, as an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the company and the requirements of various departments.
Hr annual work summary and plan 4 20xx is particularly memorable for me. I have worked hard in this social environment for three years, because I have always been too self-centered, and I have not learned or are unwilling to learn many things. I always thought I was mature, but later I found myself still so naive and thoughtless. In the first half of 20 ××××, before I entered the ranks of human resources, two things happened, which made me calm down and meditate slowly. What an artistic thing it is to survive in this ups and downs of the workplace. It's not as simple as I thought. As long as I do my job well, everything will be fine. It is about brains and skills.
I always tell others that no matter what I do, I should "think twice before you do it" and "it's better not to say it", but I failed to do it myself, causing some unnecessary troubles. This reminds me suddenly of a very meaningful sentence that someone once said to me. I didn't quite understand it then. Later, I thoroughly understood through these two things. At that time, he generally meant: you must know how to protect yourself in your work, be careful, be careful in your words and deeds, and never surpass others.
Yes! If you want to make progress and success in the workplace, you must have business wisdom and carry out the "Tian Ji Horse Racing" to the end. Compared with execution, we should run the details through the whole situation; Compared with the team, we should communicate with each other tacitly; Compared with creativity, we should create the best case!
However, it is not easy to reach such a height. This requires a lot of knowledge and enough experience, and Sanmao just gave me such an opportunity at this time.
The biggest gain of 20xx for me is undoubtedly joining Sanmao human resources, a big stage for learning and a big family.
In June, 20xx, I transferred to the Human Resources Department and began to work in this major. I studied professional knowledge in college for four years. Because I haven't touched it for more than two years, it seems a little rusty. In the face of new posts and challenges, I will show my own shortcomings, and Sanmao just makes up for this deficiency for me.
After entering the human resources department, I took over training, social security, employee relations maintenance and other work, and sometimes assisted the recruitment and performance appraisal team, which was as busy as a bee. Because the last one left in a hurry and there was almost no handover, he flew around like a headless fly at the beginning, and the work efficiency can be imagined. Moreover, I basically run outside from the 20th to the end of every month, and the one with five insurances and one gold only runs for half a year, which is the fastest result for me to "please" those heartless administrative institutions. As we all know, the service attitude and efficiency of administrative institutions are like killing people. Of course, this has basically formed a "normal" social phenomenon, and all we can do is to "offer" our "flattering" smile in order to do things faster and more conveniently.
Hr Annual Work Summary and Plan 5 With the end of HR work this year, I have performed my duties well. As the HR of a company, I can naturally understand the importance of doing my job well, so I can complete the HR work in strict accordance with the instructions of the leader, and at the same time I will comprehensively analyze the information of job seekers, and recruit a lot of fresh blood for the development of the company through my efforts at work. Now I summarize the HR work completed this year as follows.
Earnestly fulfill the responsibility of recruiting new employees to fill the vacancy in the company. Due to the expansion of the company at the beginning of the year, there were some job requirements, and the leaders wanted to expand new business, so they set up corresponding departments. I posted recruitment information online according to the job requirements, and then contacted the other party for an interview after the job seekers submitted their resumes. In addition, our company also cooperates with some vocational colleges to carry out campus recruitment. Multi-channel recruitment also makes this work much easier, but compared with the ability of employees, it makes me pay more attention to each other's loyalty to the enterprise, mainly because of the high turnover rate of new employees recruited in the first half of the year, so I pay more attention to the assessment of employees' comprehensive quality in the second half of the year and achieved good results.
Do a good job of attendance and make corresponding records. The statistics of attendance data are closely related to the month-end salary settlement. So I can strictly review the data in this year's attendance work. Whenever I find abnormal data, I will contact the corresponding employees for verification. If I confirm that the other party is absent from work, I will record it and give it back to the department leader. In addition, I am also responsible for sorting out the leave notes and leave notes. Therefore, I will also take employees' leave and leave adjustment as one of the important bases for salary settlement, and give verbal warnings to employees who are seriously absent from work. After all, the attendance system exists to constrain employees to finish their work better, and it is natural to implement it seriously.
Although I recruited many new employees for the development of the company through the completion of HR work, some of the recruited employees did not meet the requirements because I didn't have a deep understanding of the information of the required positions, and the high turnover rate in the first half of the year also made me reflect on myself. For me, this situation means that my efforts at work are far from enough. Although remedial measures have been taken in the second half of the year, there are still some positions that are not filled, so I want to deepen my study and understanding of the job information that needs to be recruited, at least when consulting the professional problems of the candidates, I can better understand each other's real level.
Time flies, but I have accumulated a lot of experience in this year's work, so I will keep in mind my efforts in the work over the past year and deeply analyze my shortcomings. On the one hand, I will improve my working ability and strive to do better next year, on the other hand, I will improve my own shortcomings and avoid any problems in my work.
Hr annual work summary and plan 6 first, list the major events.
Recall all the things related to the human resources department that happened in a year and list them one by one. In the process of remembering, I will also write out the ideas and ideas used in my daily work.
List and explain all human resources events with important turning points. If you can set a good title for the summary of each major event according to the major events of the year, it will make your summary look brand-new and colorful.
Second, the data is accurate.
Accurate data analysis will make your summary more professional.
Data analysis includes the following types: personnel structure proportion change data, personnel allocation rate data, turnover rate data, training turnover rate, internal promotion rate, etc.
According to the data changes, the reasons for these changes are obtained to guide the next work.
Third, the expression is different.
HR should adopt different expressions for different audiences when making year-end summary.
If you are facing the leaders of the human resources department, HR needs to make a professional statement on the system, process and strategy from the perspective of human resources.
Fourth, objective introspection.
Talk about your own shortcomings, what improvement measures you have or what help and guidance you need to seek for these shortcomings.
It is meaningless to talk about shortcomings and deficiencies without improving the plan.
Fifth, the goal planning for next year.
One year has passed, and there are gains and aspects that need to be improved.
What is the goal when clarity is most needed next year? How are you going to achieve your goal?
Sixth, gratitude and gratitude.
No matter how good or outstanding you have achieved in the past year.
In the annual summary, you should not only talk about your great achievements, but also thank your colleagues and leaders who have helped and guided you.
Hr Annual Work Summary and Plan 7. With the strong support of all departments of the company and the concerted efforts of all employees of the department, Qi Xin worked hard, made positive progress, and cooperated with Qi Xin to successfully complete all tasks assigned by superiors and company leaders, closely centering on the development goals of the group company and the enterprise spirit of "unity, pragmatism, pioneering and innovation".
1. Strategic management of human resources
Combined with the company's development plan in recent years, the company's human resources management system has been gradually established and improved, and the framework of six management modules of the company's human resources has been initially established, which has really promoted the company's human resources management from the previous personnel management to the current human resources management.
The role of human resources department has also changed from the control and promotion of single administration and personnel management to serving and assisting the management of various departments, completing the gradual evolution from personnel management-human resource management-human capital.
2. Employee induction management
A. Recruitment management: It is the key point of personnel management of the Administration and Personnel Department to recruit personnel timely according to the needs and develop the potential of existing personnel. This year, diversified recruitment methods have been adopted, and reasonable recruitment channels have been established, and recruitment has been carried out through employment agencies and local talent centers; Established the company's recruitment and interview management process. Accumulated number of recruits in 20xx years 1 16, and retained after probation 102.
On the premise that "human resources are the primary productive force of an enterprise", the Administration and Personnel Department has made great efforts to do a good job in recruitment and improve the overall cultural quality of employees, so that the employment rate of employees above senior high school students and the academic qualifications of registered employees above senior high school students have increased from 72% at the beginning of the year to 80%, an increase of 8 percentage points, which has laid a solid foundation for the further improvement of the overall quality of employees in the company. Judging from the distribution of academic qualifications, our company basically has a highly educated and knowledgeable talent team.
The recruitment and allocation of human resources is not just a few job fairs. It is necessary to recruit talents according to the established organizational structure and job analysis of various departments and positions to meet the company's operational needs. In other words, it is the allocation principle of human resources to save labor costs as much as possible, make people do their best as much as possible and ensure the efficient operation of the organization. Therefore, in the process of achieving the goal, the manpower demand of each department will be analyzed and controlled in the future. Strive to make the recruitment and deployment of personnel do three things: meet the demand, ensure the reserve, and carefully recruit.
B. Management of employees' entry and employment confirmation: In the past, the company was more casual about employees' entry, and the physical examination and labor contract were not signed in time, resulting in many sequelae. With the implementation of the new Labor Contract Law of 5438+ 10/June 2008, every new employee is required to sign a labor contract.
Changed the previous practice of signing contracts after probation. The new regulations virtually increase the workload of signing labor contracts and handling social security. All new employees signed labor contracts within one week after they joined the company, which ensured the legality of employment, and all of them bought five insurances after they became regular employees.
In addition, a physical examination was conducted for new employees, and the overall health status of employees was controlled from the source. Signed a business confidentiality agreement for the company's key personnel, which exempted the company from worries about technology and business secrets and prevented the problem from burning.
At the same time, do a good job in the training and employment assessment of new employees on a regular basis every month to ensure that every employee can be tracked in place, become a regular employee on time or terminate the labor relationship with incompetent employees.
3. Training management
Improve the comprehensive quality of employees and actively carry out various trainings. In order to improve employees' awareness of service, competition and innovation, the administrative personnel department actively carries out employee training.
In the development and management of human resources, remarkable achievements have been made in 20xx years, especially in the development of training: the training system for new employees, operators and marketers has been established, corresponding examination papers have been formulated for nearly 20 positions, and the training materials for post skills of employees in various departments have been summarized. Annual training plan 12 times.
At the same time, through various types of on-the-job training and skills training, it has laid a solid foundation for newcomers to be familiar with the company, familiar with post business and quickly integrate into the company.
4. Salary and welfare management
A. In terms of salary system management, a two-level salary management system has been established: from the previous unsystematic salary management regulations to the salary management system, the salary management system for employees in the production system and the salary management system for managers have been completed.
B. Improve the company's welfare security system: expand the company's social security coverage and increase the outpatient medical treatment module for employees, so that all employees participating in medical insurance have no worries. In August, accident insurance was handled for 26 employees, which reduced the company's safety risks and economic losses.
C. Improve and revise the overtime management regulations: based on the calculation in the past six months, combined with the suggestions summarized in daily employee communication, with the aim of building harmony, and on the basis of extensively soliciting the opinions of most management employees and front-line production employees, the overtime management regulations of the company were reasonably improved and revised, which reduced the complaints of most employees, generally made employees get more reasonable labor remuneration after working overtime, and also reduced the legal risks of the company.
5. Performance evaluation and management
A performance orientation is not only the company's business goal, but also an important part of human resource management. The enterprise is: "what to evaluate, what to get". For shareholders, what matters is profit; For operators, what matters is performance; For employees, what is important is personal achievement and personal development. And the basis of all this depends on the company's operating performance.
Therefore, the company's performance appraisal, the setting of appraisal objectives, the selection of appraisal standards and the requirements of appraisal contents will directly reflect the company's business philosophy and management ideas, and directly affect the enterprise's incentive to employees.
In practice, through quantitative assessment of post performance, employee quality, work attitude and leadership ability, we standardize monthly basic assessment, constantly improve and add new monthly performance assessment forms, strengthen planning and process control, strengthen the implementation of meeting minutes, and strengthen the company's distribution system of rewarding the excellent and punishing the poor and paying attention to incentives, which has become an important means and management method to stimulate talent growth.
B gradually improve the company's performance management system, and change the management thinking from performance appraisal to performance management. The Administration and Personnel Department organized each department to conduct annual performance evaluation at the end of 20xx65438+February, and conducted performance interviews with relevant managers of each department according to the evaluation results.
The management tasks and objectives of managers at all levels in 20xx are determined. Through the assessment, on the one hand, it shows the best performance and advantages of employees, on the other hand, it makes every employee aware of the shortcomings in his work, which is conducive to employees gradually improving their awareness of self-improvement by asking for gaps, and making preparations in advance for fully realizing the company's new management tasks in 20xx.
6. Employee turnover management
Humanized and diversified employee exit interview and management make the company's employees feel calm when they leave, and perfect exit procedures reduce the risk of labor disputes, which is conducive to the establishment of harmonious labor relations. 20xx65438+1 October-65438+February, 36 employees resigned, including 1 person who was dismissed or fired by the company and1person who retired.
7. Corporate culture construction
The unique enterprise culture is the source of its centripetal force. This year, the company initially established the corporate culture of "people-oriented, science and technology first", hoping to form a fair and enterprising spirit through the combination of superior working environment, relaxed and humanized management atmosphere and friendly enthusiasm among colleagues.
Looking back on 20xx, we are happy and calm. Looking forward to 20xx, our confidence remains the same. Under the strategic decision of the company's leaders, the human resources department will closely focus on the 20xx annual work target, foster strengths and avoid weaknesses, do its duty, forge ahead and keep pace with the times.
We will continue to closely cooperate with the relevant work of various departments, strive to meet the needs of strategic development of enterprises with high quality and efficiency, base ourselves on enterprises, save costs, ensure demand, motivate employees, provide professional support for the sustainable development of the company, complete professional work and contribute professional strength.