Summary of quarterly work of personnel-In the first quarter of April, 2065438, with the efforts of all employees, the Human Resources Department completed the corresponding work in terms of staffing, corporate culture and staff training, salary planning, organization and basic management according to the company's strategic requirements. The summary is as follows:
I. Staffing
1. Employees' entry and departure (as of March 3 1)
Headquarters: each department has 4 1 employees and 13 employees. The turnover rate is 4%. In the same period of 20 13, there were 17 employees, and 25 employees left their jobs. The turnover rate is 8%. The turnover rate dropped by 4 percentage points compared with the same period last year.
Office: (as of the end of February, excluding temporary staff. The data of March is being sorted out and will not be completed until mid-March), the office has a 3 18 counter, with 988 employees, 108 employees and 95 employees leaving. The turnover rate is 9%. In the same period of 20 13, there were 107 people who left and14 people who joined, and the turnover rate was 10%. The year-on-year change is not big.
Specialty stores: (as of the end of February, the number of people in March is being sorted out), specialty stores * * * have 28 stores with 87 employees, and the turnover rate is 13%. Because the personnel information of the store has just been perfected, there is no corresponding data in the early stage.
To sum up, in the company's human resources strategic planning, 20 13 is the year of organizational structure and personnel structure adjustment, and 20 14 is the year of personnel capacity improvement and second-time entrepreneurial talent reserve, as can be seen from the above employment data.
2. Recruitment
There are four recruitment methods in this quarter, namely: worry-free online recruitment for the future, evening newspaper recruitment, on-site recruitment for science and technology campus and internal recommendation. In this quarter, * * * interviewed 209 people, re-examined 105 people, and hired 35 people (65438+ 10, 3 people in February 15 people, and 3 people in March 17 people) through recruitment and internal recommendation. Among them, 3 people are recommended for internal employment.
Second, corporate culture and employee training
(A) corporate cultural activities
1. Organize the planning and truth of the annual meeting.
2. Monthly announcement update
3. Formulation of the theme of the morning meeting and personnel arrangement
(2) Training work
1. Establish 20 14 company-level and department-level training plans.
2. Training implementation
1) Two induction trainings for new employees
2) Salon culture training: "The workplace should be meticulous step by step" and "communication style".
3) company-level training
Has completed the use training of OA collaborative office platform.
4)
Coordinate the training work of relevant departments: Information Department: Fu You upgrade series training, quality inspection cycle of the purchasing department of the group headquarters, training on the implementation standards of experimental equipment and products, and color training explained by Vice President Kuroda of the multi-brand center.
Third, salary and welfare planning.
1. Performance evaluation scheme
Formulate the framework of the draft performance of office manager custody;
Formulate and report the Method for Calculation and Payment of Performance Bonus for E-commerce Managers (Draft).
Employees and shopping guides add monthly, quarterly and annual sales growth performance; Increase regional management incentives; Increase employee sales management rewards;
2. Human resource data
Labor budget: according to the salary adjustment results of each system at the beginning of the year, adjust the labor budget of each system for 20 14 years;
Labor cost analysis report: form the labor cost analysis report template of each system, and complete the office labor cost data analysis report for 20 14 1 -2 months.
3. Salary and welfare plan
20 14 annual factory wage adjustment plan;
20 14 salary adjustment scheme for office staff and shopping guides of group headquarters;
20 14 salary adjustment scheme of headquarters system.
4. Outreach work
Policy subsidy: 20,000 yuan employment contribution reward from the Labor Bureau has been credited to the company's financial account.
External selection: In March, all departments in the park will participate in the Women's Day selection organized by the government of Ganjingzi District, and a class of one factory will win the prize in Ganjingzi District. Female civilization post? The collective honor of advanced female workers, and the production of Class 5 in No.2 Factory won the honor of Ganjingzi District? Advanced women workers' collective? Minister Liu of the honorary inspection department was awarded Ganjingzi District? Female civilization post? Honor.
Preparation of CPPCC proposal: Starting from solving practical problems in enterprise development, the human resources department has planned and written four CPPCC proposals, which have been submitted to CPPCC District.
Expand the scope of labor and employment subsidies for brand clothing manufacturers.
"Direct Training Subsidy for Brand Clothing Enterprises with Employment before Training"
Give migrant workers national treatment in housing policy.
The selection of model workers or excellent skilled personnel should be tilted towards small and medium-sized private enterprises in the brand clothing industry, and the proportion of skilled personnel in private enterprises who receive municipal awards should be improved.
Four. organization work
1. System process construction
Improvement of OA personnel system: in the first quarter, we will focus on improving the OA personnel system at headquarters and the approval process of OA personnel application at office.
Revision of quality system documents: In the first quarter, the Regulations on the Management of Employees' Duty Behavior were re-improved and revised, and at the same time, the Regulations on the Management of Office Manager's Leave and the Regulations on Employees' Re-employment and Overtime Service were formulated.
2. External audit work
On March 2 1 -22, he was audited by Rheinland Company. The external auditor affirmed all aspects of the work of the human resources department, but for the three suggested projects put forward by the human resources department, the relevant responsible persons have been organized to make improvement time plans.
V. Strengthening the management of personnel basic information
1. Improve the personnel information management of specialty stores.
2. The timekeepers and office staff of the processing plant are brought into the management of the headquarters.
At the same time of salary adjustment at the beginning of the year, the establishment of timekeepers and office personnel in the processing plant is standardized and managed, and management requirements are put forward for post increase and entry.
The key work plan of intransitive verbs in the second quarter
1. Improve the post ability evaluation system;
2. Refine the training content of new employees;
3. Establish and improve the methods and contents of training effect tracking and evaluation.
4. Section II Sales Incentive Plan and Office Operating Rules 20 14
5. Integrate human resources quality system documents, and establish and improve the office management system.
Summary of quarterly work of personnel II. 20 14 in the first quarter, the branch started its work according to the annual report of the provincial company 20 14. Two sessions? Work report spirit and 20 14 annual personnel work plan, carry out various personnel work, and now report the work situation in this quarter and the work arrangement in the second quarter as follows:
I. Completion of personnel work indicators
By the end of March, 1 1, the branch * * * reduced its staff by 6 people and increased its staff 1 person. In March, there were 175 employees in branches, including 137 employees in outlets, excluding 4 employees on maternity leave and 133 employees in outlets. Compared with 168 in March last year, the number of employees in outlets has decreased by 3 1, which is basically close to the staffing standard of the group company. The artificial capacity of outlets is effectively controlled and the labor cost is reduced. The number of pure guns per capita increased from 54.5 tons of 1 last year to 1 in March, and then increased to 67.6 tons in the same period this year, which significantly improved the labor efficiency of outlets.
Two. The first section main work
(A) the implementation of the organizational structure of the Ministry system.
1. Conduct realistic time measurement for all positions in the office, and quantify the effective working time of each position. There are 27 management positions in the branch (including fixed number of posts, mobile secondment, long-term secondment and temporary secondment), which is much higher than that in similar branches. Taking the opportunity of adjusting the new organizational structure plan, we will compete for the management positions of the branch and reduce the management personnel of the branch.
2. By participating in the personnel work analysis meeting and branch seminar organized by the provincial company, we will make every effort to build the development of Tongren Branch with market orientation, customer focus and benefit as the goal. An upgraded version? Scheme.
(2) Build a competitive communication platform and pay close attention to the construction of the management team of the branch.
1. Formulate the contact point plan of the branch staff at the grass-roots level, and require the management personnel to start from? Duty service? Become? Walking service? , in-depth gas station, in-depth staff, network staff? Eat, live and work together? , participate in normal shifts, do practical things for employees to solve problems, and incorporate them into quarterly assessment.
2. According to the Notice on Printing and Distributing the Management Measures for Target Responsibility of Company Small Stations, the work guidance of the company's double-low-station experience exchange meeting and the actual work needs of the branch, the partnership contract management is implemented for Branch A.. By holding a team election meeting, choose a team as the management team of the partnership contract in place A. After the implementation, the outlets can save three people's labor ability every month and reduce the labor cost by about 7535 yuan/month.
Three. Existing difficulties and suggestions
1. Build a career planning platform for station managers and managers. The average age of company managers is about 30 years old, and they face the bottleneck of career development. It is particularly important to formulate a reasonable, effective and feasible career platform and mobilize the enthusiasm of these people.
2. Front-line employees' work intensity is high, the actual disposable income is low, the legal risk of overtime, and the operational and safety risks brought by the reduction of staff in target responsibility system outlets still exist. According to the specific conditions of the outlets, Greater LiuXue86.Com has promoted the joint-stock partnership contracting operation and the husband-and-wife station operation, realized the risk and benefit sharing, formed a strong team, and the functional departments of the organs strengthened the supervision and service functions of the target responsibility station.
Four. Section II Key Work Arrangements
(1) Continue to implement target responsibility management.
Implement the target responsibility system for some outlets that may become double lows, and implement the partnership contract responsibility system for some outlets with an average daily sales volume of more than 8T, so as to improve the company's innovation ability and do a good job in personnel deployment.
(two) to carry out training work.
1, do a good job in this year's professional skill appraisal of outlets. According to the way of registering for training first and then appraising, the theoretical simulation test and operational skills training are carried out for those who declare to participate in appraisal in a flexible and diverse way.
2. According to the company's 20 14-year training plan, cooperate with the finance department, management department and security department to organize the training of gas station management team, and assist in the training plan, training result assessment and training effect evaluation.
3. Strengthen the follow-up feedback on the effect of employee training, and treat employee training as? Welfare? Treat, effectively improve the effect of employee training, build a team of trainers in the branch, and make the management of the company such as company leaders and department directors have the ability to teach.
(3) Strengthen organizational construction and do a good job in the daily work of the Party committee of the superior company and the general party branch of the branch company. Party building by company? Triple? The work plan of the responsibility point and the party's mass line education practice activities, combined with the actual work of the branch, are promoted in an orderly manner, and the grassroots opinions are fed back to the company leaders in time to solve the practical problems existing in the operation and production process; According to the principle of mature development, we should do a good job in the development of party member and the construction of grass-roots organizations this year.
Third, September quarterly personnel work summary
This month, while seriously summing up the work in the first half of the year and thinking about the work plan for the second half of the year, our department made every effort to ensure that? SASAC special audit? 、? Organization, coordination and reception of the board of directors? 、? Office building rental plan? 、? Job hunting? 、? Tender for renovation design of new office building; comparison and selection of new office building rental location? And other important work successfully completed, through our department always adhere to high standards, strict requirements, strengthen initiative and execution. At present, the internal responsibilities of the department are clear, the communication is smooth, and the work is progressing smoothly and well completed. The work in September is summarized as follows:
(1) personnel work
1. According to the Haitian staffing plan approved by the Group for XX years, the recruitment of all recruitment positions will be carried out in an all-round way, with emphasis on follow-up. Executive Director, Manager of Business Administration Department, Business Administration Commissioner (Audit)? Recruit three positions; This month? Deputy manager of business administration department? Has officially arrived at the post to replenish fresh blood for the enterprise management department;
2. Plan and organize special training for all employees, new supervisor training for grass-roots managers and leadership improvement training for department managers; Implement all-staff stress management training and non-human resource human resource management training, and organize the implementation after approval;
3. Complete all the work before the middle-level cadres are renewed, and combine it with the 360-degree assessment;
4. Prepare the responsibilities and job descriptions of various departments of Haitian Company in XX years;
5. Complete the performance appraisal in August and the dynamic report of human resources in June;
6. Complete the transfer and competitive promotion assessment of three employees;
(2) Administration
1. Do a good job in daily administrative management, administrative coordination, logistics support, and official document circulation on the information platform;
2. Welcome SASAC audit team to Haitian Company for coordination, reception and salary explanation;
3. Complete the organization, coordination and reception of the fifth meeting of the first board of directors of the company, and submit the organizational report of the board meeting;
4. Determine the lease plan of the office building, pay the deposit of the international shipping building, fully follow up the review and negotiation of the lease contract, negotiate the lease contract with the small owners, and reach a preliminary intention. The lease contract has been submitted to the group company for examination and approval, and there are written opinions;
5. Bid for the design of the new office building. Finally, dms was selected as the shortlisted company from three bidding decoration design companies, and the design scheme of the office building was revised.
6. Implement the approval progress of No.5 land document with Pudong government, and follow up the office building site selection;
7. Complete new car purchase and licensing related procedures;
8. The relevant systems of the Personnel Management Manual are further revised and improved, and submitted to the information platform for approval;
9. Report the completion of the task breakdown table of Haitian Company of China Aviation Oil Group in August;
10. Attend the quarterly business analysis meeting and report the work of the Personnel Administration Department in the second quarter;
1 1. Complete budget variance analysis in the second quarter and budget decomposition in the third quarter, and decompose the departmental budget in the third quarter to the cost controller;
/kloc-statistical analysis of employee attendance report, extension phone bill, office supplies ledger and other data in February and June;
13. Do daily maintenance of network equipment to ensure safe and normal use.
(three) to complete other work
Travel to Tianjin is organized and implemented in cooperation with Haixin Company? Haixin Petroleum 603? Maiden voyage ceremony;
(four) unfinished work and description
1.？ Finalization, typesetting and printing of three manuals? As the "Three Manuals" have not been approved by the general office of the company, this work will be postponed until it is approved for typesetting and printing;
2.？ Is the welfare scheme distributed and implemented? Due to the frequent business trips or business trips of the company leaders recently, this plan was not studied at the shareholders' meeting, and will be issued and implemented after the company leaders passed the research in August.