Summary of human resources work 1 In order to cooperate with the company's operating performance and employee performance appraisal and strengthen labor cost control, according to the principle of lean and efficient, subordinate companies have formulated positions and personnel according to the company's main business situation, as follows:
(a) There are two categories of posts:
1, each management center is classified according to key indicators such as mileage, logarithm of service area and business scope;
2. Classify service areas according to traffic volume, turnover and other indicators.
Determine the positions and staffing of each management center and service area, and strive to provide standardized modules for the construction of new service areas.
(2) Guangdong Xinyue should optimize the existing organizational structure, posts and personnel appropriately and reasonably according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contracted projects, and control the number of personnel and labor costs.
(three) the industry should do a good job in setting up posts and personnel according to the different business conditions of expressway construction materials supply, total supply and mileage, construction period, project scale and information technology services.
(4) VIA shall, according to the characteristics of shipping and newly expanded business, and on the basis of the existing quota, make post qualification statements and job descriptions in blocks.
At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Backdoor Service Area, Guangwu and other projects, the post setting and staffing of each project were investigated, and the first-hand information on post setting and staffing was obtained.
Actively promote the construction of human resource management system, basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.
According to the general requirements of the company's management system, the company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.
In addition to improving the original human resource management system, Guangdong Xinyue has also completed the ISO quality certification. Yi Tong Company has formulated the management measures for the assessment of middle-level managers and the management measures for labor contracts, revised and improved the detailed rules for the implementation of employee attendance management and the personnel management system in service areas, making the daily management more institutionalized, standardized and operable. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking has defined the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improved the company's labor and personnel management system.
In order to meet the needs of company strategy and personal development of employees, the development and training of human resources in subordinate companies have been greatly strengthened. In order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters has drawn up human resources development and training methods, and done corresponding work in training planning and coordination, but the overall level of the company's theme (knowledge popularization) training and the company's headquarters staff training needs to be strengthened.
Yi Tong carefully organized and earnestly carried out various trainings. On-the-job training for new employees, * * * held three training sessions for new employees in service areas, each with 203 people for 20 days. A training course for middle managers was held with 39 participants. The service area manager should be aware of the training, which lasted for nearly 4 months and was attended by 2 1 person. The training is divided into two stages. The first stage: 4-day off-the-job training, mainly training in service area management quality, business process, business strategy, financial management, official document writing and so on.
The second stage: amateur self-study laws, regulations and knowledge training for nearly 4 months, and a written test. Organized or sent 308 person-times to participate in human resource management, labor insurance, family planning, ISO900 1:20xx: 20xx quality management system, registered safety officer, fixed assets management, financial accounting foundation and file management, tax law, official document writing, construction engineering management, convenience store information system management, document science and technology file management, security backbone, chef, braised pork, Chinese food. On the one hand, the new Guangdong pays attention to the training of technicians, and participates in the training courses for computer information system integration project managers and senior project managers through Saibao Certification Center; On the other hand, we should conscientiously study the following daily jobs: organize human resources managers to carry out special business training and study, and actively cooperate with the development department and technical service department to carry out internal technical management training, induction training for new employees and outdoor expansion ability training. Employees ***8 1 person-times participated in the training throughout the year (including middle-level and above managers 13 person-times).
According to the annual training plan, the industry has strengthened the education and training of employees. Conduct induction training for new employees from the perspectives of the company's development history and current situation, business processes and corporate culture. Organize employees to visit and study in steel mills, cement plants and asphalt plants. Train employees on the application of company logistics management platform.
Conduct performance appraisal and evaluation, evaluate employees' performance objectively, fairly and reasonably, and stimulate employees' potential and work enthusiasm.
Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation, establishes a self-disciplined employment mechanism of promotion and demotion, realizes the optimal allocation of talents in various positions within the company, promotes the development, management and rational use of human resources in the company, and establishes a high-quality, capable and efficient workforce.
In particular, according to the employment mechanism and related performance appraisal management system, the industry links the assessment results with floating wages and year-end bonuses, which greatly improves the enthusiasm and initiative of employees and forms a situation in which employees strive for Excellence.
Taking informatization construction as the driving force, actively cooperate with the Group to do a good job in informatization construction of human resource management and strengthen technological innovation of human resource management.
According to the overall deployment of the Group's informatization construction, in order to give full play to the advantages of human resource management talents and informatization technology of the Group and the company, and enhance the contribution rate of key management means in informatization construction, especially human resource management. We require all affiliated companies to do a good job in the overall planning of the human resource management information system with the help of the company's office automation system, and complete the electronic informatization construction of the company's decision-making report control system, human resource statistical information system and employee information data.
At the same time, in order to cooperate with the smooth development of the Group's human resource management informationization, our company completed the data entry of the modern human resource management information system (XX Logistics) of Guangdong Communications Group in four months from September, which is divided into six modules: personnel management, salary and welfare, performance training, organization information, report system and system management. Including the basic information of human resources, education, professional and technical positions, technical jobs, continuing education, social insurance, retirees management, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the working efficiency of human resources and the level of human resources management and development.
Do a good job in the company's human resources strategic planning to meet the needs of XX logistics strategic development.
In order to cooperate with the effective implementation of the company's strategy, according to the demand for human resources in XX logistics strategic planning, we have made a preliminary idea of XX logistics human resources strategy.
We believe that the general idea of xx logistics human resources strategy in XX is to take talents as the foundation, encourage innovation, and strive to cultivate, absorb and bring up a large number of high-quality logistics talents (with emphasis on logistics and information management professionals). Give full play to people's talents, constantly improve the level of human resource management, and provide strong human resource support for the realization of XX logistics development strategy.
Summary of human resources work II. Time flies. In a blink of an eye, the 20xx year is coming to an end and a new year is about to begin. I am very grateful to the company leaders and colleagues for their care, support and cooperation in their work. My position is human resources supervisor, mainly responsible for the recruitment and training of these two human resources modules. Now I summarize my work in 20xx as follows:
I. Summary of work
1, recruitment
In order to ensure the timely arrival of employees and improve the level of recruiting employees, the human resources department has established a good cooperative relationship with the top three recruitment websites. Recruitment is an important part of personnel work, and it is necessary to consider the company's recruitment book and the employment requirements of various departments. In the recruitment work, the factors such as academic background, work background and stability of the candidates are weighed, and the candidates are interviewed in the primary election, recommended to the company's employing department, and hired after interview and assessment by the employing department.
In 20xx, 46 new employees were successfully recruited, 40 of whom are currently employed. The employee suitability rate is over 86%, and the staff stability is high. At present, xx post personnel have become the core employees of the company.
Step 2 cultivate
When new employees join the company, they understand that "Fiona Fang cannot live without rules". After joining the company, we should seriously study and deeply understand the company's rules and regulations, not only standardize our own behavior, but also give publicity and guidance after recruiting new people. Let every employee get to know the company as soon as possible, integrate into this group, and let new employees have a strong sense of belonging after joining the company. The human resources department communicates with the heads of all departments, arranges the training schedule this year, and improves the professional level of employees. * * * 20 training sessions with about 500 people were held. The average class hours of the company are 27 hours/year, and the training satisfaction rate is 92%.
Second, the shortcomings in the work and suggestions for improving the work next year.
1, training:
(1) The training hours are not enough, and the current training cycle is Tuesday and Monday.
(2) The training quality needs to be improved. After the training, we should communicate with employees, understand everyone's ideas and needs, improve methods, and strengthen internal training, focusing on business knowledge, supplemented by management knowledge and professional skills.
(3) Branch training. There should be more communication between the head office and the branch offices. The staff of the head office can use the business trip time to do relevant training for the staff of the branch office.
(4) Use other technical means, refer to the outside brain, and hire professionals to do training for everyone.
2. Employee relations:
(1) This new work module for next year, at present, the company's employee activities are mainly catering, and other activities are less; The human resources department cooperates with the president to organize many other activities, such as company friendship and competitions, in order to enhance the corporate image, express the company's love for employees, contact the feelings between employees, and increase corporate cohesion.
(2) The Human Resources Department will communicate with employees from time to time to understand their real thoughts and needs, so as to provide better services for everyone.
(3) Do a good job in recording interviews with resigned employees and control the number of brain drain. The above is a summary of 20xx's work. I hope the leader can give me some guidance. I will continue to work hard and strive for greater progress. It is my pride to be a member of the company, and I am willing to work together with the company in the process of pursuing Excellence.
3 Summary of Human Resources Work 20xx is a year of rapid development of the company. Under the correct guidance of the company's leaders and with the joint efforts of all employees, this department closely focused on the company's business policy, studied hard and worked actively, and Qi Xin worked together to complete various tasks assigned by superiors and company leaders.
By the end of 20xx65438+February, xx Co., Ltd. had a total of xxX employees, an increase of 15% over last year.
I. Summary of Human Resources Work in 20xx Years
(1) Recruitment basically meets the needs of all departments of the company.
Participated in 6 talent exchange meetings and conducted many group interviews. In 20xx, people at all levels were recruited and elected 109, 38 people left their jobs and retired 15 people. The timely, standardized and effective implementation of recruitment basically meets the quantity and quality requirements of the company's production management.
(2) Standardized and orderly salary management.
In 20xx, according to the salary management method formulated in 20xx, we reformed the salary structure, moderately raised the monthly salary standard of employees, and improved the talent attraction to a certain extent. In the daily work of salary management, we strictly follow the company's management process, and strive for accuracy in post setting and grading, salary review and salary distribution. , and assist the company in the assessment, accounting and cash payment of 20xx annual salary.
(c) The performance appraisal has made steady progress.
The 20xx annual performance appraisal has achieved full coverage of management departments and real estate business departments, and is linked to the annual benefit bonus according to the performance appraisal results.
(D) Labor relations are basically harmonious.
According to the actual situation of the company, the personnel quota was re-approved, and the organization, posts and personnel were partially adjusted to make the post setting more standardized and scientific, and the staffing was more reasonable. All temporary employees of the project company are registered, and all long-term employees of the real estate project company sign labor contracts and put them on record. Up to now, in 20xx, 18 people have dissolved their labor contracts, and 123 people have signed new labor contracts. Pass the annual inspection, and the grade is good.
(V) The construction of the human resources system was promoted in an orderly manner. First, it is responsible for revising the basic management system of the company, such as salary management system, performance appraisal system and management measures for the appointment and removal of cadres; The second is to promote all employees to learn and implement the new system through publicity, knowledge contests, lectures and interviews; Third, through the investigation and analysis of the problems existing in the implementation of the new system, feedback the implementation of the system, and do a lot of work to further improve the company's rules and regulations.
(6) Timely and standardized social insurance management.
According to the collection requirements of various insurance premiums issued by Hangzhou Social Security Center, the adjustment and collection of social security funds this year was completed. Timely handle all kinds of insurance, surrender, social security transfer procedures, accumulation fund collection and transfer, medical security card registration, etc. At present, the company's accounts of five insurances and one gold are accurate.
(7) Accurate management of human resources information
We updated personnel information in time, all employees established standardized cadre files, and completed the labor information registration of labor security and statistics departments. At the same time, collect human resources and related information in the same industry, complete the analysis of human resources in the company, and provide staff service for the company leaders.
Second, the problems existing in our company's human resources work in 20xx years
(A) the talent pool is slightly insufficient
In recent years, our company has gradually carried out the talent reserve work. However, due to the characteristics of the real estate industry and the form of the talent market, the reserve of real estate professionals is slightly insufficient. Individual job recruitment can't be put in place in time, which affects the work progress of other departments of the company to some extent.
(b) Training needs to be strengthened.
The company attaches great importance to the training of employees and has special funds. However, due to multiple reasons, the company has not yet established a clear training system to serve the enterprise development strategy. Business departments are too busy catching cash income to pay enough attention to training. administration department
There are misunderstandings about training, and the training plan is difficult to implement. At present, only the company's senior executives and employees in finance and auditing departments have reached more than 48 hours of training time every year.
(C) The potential of the company's human capital has not been fully exerted. There is no essential difference between the current human resources department and the personnel department of the cooperative company a few years ago. What we do is routine work, which has not played its due role in stimulating the enthusiasm of employees, promoting the reform of the company's business processes, and establishing an evaluation system based on performance and ability.
Third, 20xx years of human resources management ideas
(1) Do a good job in the basic and daily management of human resources management, and complete various tasks assigned by business departments, employees and company leaders.
(2) Do a good job in talent introduction and allocation.
In 20xx, the macroeconomic situation will definitely have an impact on the quality and quantity of human resources inside and outside the company. It is possible for the company to bargain-hunt for the talent market and recruit good professionals, and it is also possible for outstanding employees to shake the company's prospects and form a brain drain. In 20xx, one senior talent will be assigned to each of the key guarantee links such as budget and final accounts, water and electricity, planning, structure, architectural design, prophase and property management. At the same time, take stock of the company's talent stock and promote the flow of talents within the company. In terms of foreign trade business, we will focus on introducing comprehensive senior management talents such as law, exhibition, image processing and brand management, and strengthen the comprehensive service platform function of the company's foreign trade business.
(3) Doing a good job in performance appraisal After 20xx years of performance appraisal practice, we believe that there are still many problems in the current performance appraisal. First, departments can't break down their business objectives into individual employees. Second, the performance indicators are vague and cannot be measured by scores. Third, the assessment of each department is different, and it is difficult to be fair when linked to the annual salary. 20xx annual performance appraisal focuses on solving the above problems. We intend to solve the above problems through performance appraisal mobilization meeting and strengthening performance communication and performance counseling.
(4) Strengthen training.
We believe that the economic crisis is the best time to invest in human resources. In view of the low enthusiasm of the employing departments to participate in the training, the Human Resources Department plans to give certain training funds to each employing unit in 20xx, and incorporate the training implementation into the annual assessment of each department. At the same time, continue to provide high-quality training information and channels, strengthen the training of new employees, and actively encourage business backbones and managers to impart vocational skills. In terms of centralized training, it is planned to carry out real estate business legal training and trade business risk prevention and control training.
(5) Promote harmonious labor relations and protect employees' rights and interests.
The relationship between boss and employee is the most complex, universal and subtle in the world. As intermediaries, human resources workers should not only serve capital appreciation, but also protect employees' rights and interests. In 20xx, first, we will continue to standardize employment management, strengthen the supervision and review of labor contracts and salaries and benefits, and reduce employment risks. The second is to ensure the welfare of employees. In 20xx, the Human Resources Department will actively promote the annual leave benefits of employees. In order not to affect the normal business development of the company, the company will guarantee the annual leave benefits of employees through centralized annual leave and rotation of various departments, and will give economic compensation to those who do not take annual leave due to work reasons. Third, salary management is more transparent, and the ratio of welfare to monthly salary is more clear. In addition, we will refer to the practice of our peers, increase the salary of probationary employees from 20xx, and issue transitional rental subsidies. Fourth, listen to the opinions of employees, strive for funds for employees' amateur cultural activities, improve the status quo of corporate image, management and business rigidity, and enhance the vitality of the company.
(six) to support the organization of business departments.
In 20xx, the company completed the preliminary work of the real estate organizational structure, distinguished the decision-making, execution and operation of real estate business, and eased the situation of decentralized management, multi-head management and inefficient resource allocation, but the inertia formed for a long time is still playing a role, and the human resources department will play a role in post setting, job responsibility formulation, workflow division and performance standard formulation. In terms of trade, actively provide talents, information, salary and assessment support for the company's trade business platform.
In a word, I feel that I am basically competent, and I will further strengthen my study, ask for advice with an open mind, overcome my own shortcomings and do my work better in the future.