Personnel is a matter of managing people. The personnel management in the company needs to be summarized in time, so that you can have an understanding of the work of the department or individual. The following is the personnel department I bring to you. Work report, welcome to read! Human Resources Department Work Report Part 1

Time flies, and in the blink of an eye, I have been working at Zotye New Energy Automobile for more than eight months. In the tense, busy and fulfilling work, with the help of company leaders and colleagues, I studied and worked at the same time, making progress and deficiencies. Looking back at my work life in 20xx, I feel the tremendous changes that have taken place in the company and the people around me this year. Our brand is improving rapidly, and our colleagues around us are also making continuous progress and striving towards the same goal. The new year has arrived, and it also brings new challenges. As we prepare to welcome the new year with a new look, we also do not forget to review and summarize the efforts we have made in the past year. A brief review is summarized as follows:

1. Recruitment

1. Understand the management of new positions in each department and the personnel needs of each department.

2. According to the actual needs of personnel in each department, targeted and reasonable recruitment of employees has been assigned to various positions. By taking a series of practical measures: online recruitment (Zhilian Recruitment Network, Zhejiang Talent Network, China Automotive Talent Network, Hangzhou High-tech Talent Network), talent market (High-tech Zone Talent Market, Zhejiang Talent Market, Hangzhou Talent Market), campus recruitment ( Recruit talents through various channels such as Zhejiang University of Science and Technology, Hangzhou University of Electronic Science and Technology, Zhejiang Communications Vocational and Technical College, Hangzhou Science and Technology Vocational and Technical College, Hangzhou Automobile Advanced Technical School), intermediary companies (Beidou Star Human Resources Co., Ltd.), internal recommendations and posting advertisements, etc. It has been very effective, and the technical staff of the R&D department are also in the process of intense recruitment, trying every means to meet the demand for technical personnel through all imaginable channels.

20xx Zotye New Energy Vehicle Recruitment Summary:

2. Management of personnel information files and labor contract management

1. Management of personnel information files:

(1) Organize materials regularly and timely to ensure they are complete;

(2) Understand the location of materials and find the required materials in the shortest possible time.

2. Labor contract management

Responsible for managing employee labor contracts, handling labor employment and related procedures; signing labor contracts for new employees, renewing labor contracts for old employees, and Matters related to procedures for resigning employees.

The statistics on the number of people who renewed Zotye's new energy vehicle contracts in 20xx are as follows:

In 20xx, a total of 53 people renewed Zotye's new energy vehicle contracts. On the other hand, it also reflects Zotye's commitment to staying. We have done a great job in retaining old employees and avoiding brain drain! 3. Synchronous updates of employee entry, regularization, and resignation procedures:

1. Roster, attendance sheet

2. Processing of work badges

3. Employee mobility statistics

4. Entry of attendance fingerprints

5. Addition, modification and deletion of attendance system The following is Zotye’s 20xx year Statistics of new energy vehicle employees and employees:

Analysis of the data in the above table shows that since 20xx, 37 people have joined and 52 people have resigned. At the end of 20xx, there were more than a dozen people less than at the beginning of 20xx. It can be seen that the employee turnover rate of our company is relatively high. High! I have also done some analysis on this problem: the working environment is not suitable and I cannot display my talents; the work effect is not obvious, so the salary cannot meet the requirements; the promotion mechanism is not clear enough! 4. Training

1. Analysis of training work

(1) Completed new employee training in a timely manner and guided new employees to understand the company's corporate culture, rules and regulations;

(2) According to employee Job requirements and skill requirements require the company's technical personnel to provide skill training to employees to enhance their job adaptability;

(3) In order to establish a sound training system, enrich training content as much as possible, and diversify training forms, we combine In fact, the company often pays attention to external training news, contacts the Binjiang District Trade Union and Hangzhou Economic Management Training Center, and organizes some employees to participate in a series of free training held by the trade union and training center every month!

2. Evaluation of training effects

(1) Through induction training, every new employee can understand the company's structure, company culture, and the company's history and future development, so that employees can infiltrate the work faster.

(2) Through internal training, increase employees’ knowledge and improve their work skills. (3) Through external training, enrich the training content and diversify the training.

3. Training summary

In 20xx, the company conducted 39 internal trainings, including 9 new employee induction trainings, 19 technical trainings, 5 job trainings, and 6 workplace trainings; The company held 17 free external trainings, including 13 at the Hangzhou Economic Management Training Center, 3 at the Hangzhou Automobile Association, 1 at the Hangzhou Quality Management Association, and 1 at the Binjiang District Legal Training Center. Through training evaluation, most trainings have achieved certain results and have been well received by employees!

5. Social Coordination Insurance

(1) New employees have been given timely insurance Handle social security;

(2) Handle the suspension of social insurance for resigned personnel;

(3) Handle the transfer of social security to other places;

(4) Handle the identification of employee work-related injuries, Claim settlement;

(5) Handle employee housing provident fund payment, suspension and withdrawal;

(6) Handle file transfer;

(7) Handle employee household registration Migration;

6. Shortcomings and improvement measures

In summary, my work tasks in 20xx have been basically completed. In summary, there are also the following shortcomings in the past year. :

1. My professional knowledge needs to be improved. I must actively learn relevant professional knowledge and enrich my work experience. Actively study various labor regulations and local policies.

2. The work process is not rigorous and careful enough, the intensity and depth of conscious work are not enough, and the initiative is poor. You must always remind yourself, sound the alarm to yourself? Do it right away, get it done right away?

3. The work style and working methods need to be further improved and improved. Due to lack of experience, many jobs lack multi-channel processing methods. You should strengthen your study, improve your professional ethics, correct your work attitude, strive to accumulate work experience, and challenge higher work heights.

7. Work Outlook for 20xx

1. Human Resources Recruitment

1) During the recruitment process, the employing department needs to have clear employment needs: before determining the recruitment When selecting personnel, first determine the recruitment qualifications of the person being recruited to optimize the recruitment effect.

2) Timely communication of information: The employing department and the general management office will conduct a preliminary and re-examination process for new employees to examine their basic qualities and business abilities and whether they can adapt to the company's development in order to improve the recruitment efficiency. effectiveness.

3) Timely collection and sorting of recruitment resumes: Timely sorting and registration of interview personnel information, and filing them by department, position, and category.

2. Employee training

1) Improve the company’s training system and make training plans based on the actual situation of each department.

2) Training and publicity work is in place so that employees can understand relevant training information.

3) Communicate with the outside world in a timely manner, organize more external training according to employee needs, and enrich employee training knowledge.

4) Training evaluations and training summaries are organized in a timely manner in order to identify problems in the training. Personnel Department Work Report Part 2

In September, under the correct leadership of the hospital general branch and the hospital committee, the Personnel Department closely focused on the overall development strategy of the hospital and the goals and tasks of the department, guided by the scientific outlook on development, and Guided by the spirit of "Three Goods and One Satisfaction" and "Service First, Patient First" activities, we strengthen learning, unite and collaborate, adhere to the theory and practice, adhere to the people-oriented service concept, and the service quality continues to improve. Improve the standardization and institutionalization of personnel management work, fully implement the various work tasks and objectives set at the beginning of the month, and steadily advance the various tasks of the Human Resources Department.

1. Solidly advance the reform of public hospitals and continuously improve the standardization and scientific level of hospital personnel management. In accordance with the relevant medical reform requirements of the county party committee, we actively cooperate with relevant departments to carry out the hospital job establishment work, and formulate and improve the personnel system management and distribution plan for the reform of county-level public hospitals. It provides an effective reference basis for hospital staffing reform.

2. Carry out talent introduction through multiple channels and in an all-round way to provide strong talent support for the hospital’s leap-forward development. First, according to the hospital's talent development plan, we actively publish recruitment information through online media. The second is to adopt the "going out" approach, sending personnel to medical colleges and universities to conduct on-site recruitment of graduates many times, and recruited a group of outstanding graduates with undergraduate degrees. This month, recruitment contracts were signed with hospitals 106 (including: 2 graduate students, 33 undergraduates, 50 college graduates, 24 medical staff, 76 nursing staff, 5 medical technicians, and 1 laborer), which has added vitality to the further development and growth of the hospital.

3. The monthly assessment of on-staff personnel in September was successfully completed.

4. Complete the review and approval of salary files for current personnel in the hospital.

5. Successfully completed the application and evaluation related work for the hospital’s professional and technical qualifications throughout the month, laying a solid foundation for the construction of the hospital’s professional talent echelon.

First, the examination registration, in-hospital assessment and credit verification for the qualifications for all levels of hospital health positions were successfully completed. Second, we successfully applied for corresponding professional and technical qualification certificates for various types of professional and technical personnel (senior, intermediate, and junior) in the hospital. The third is to assist individuals in carrying out various declarations, examination registrations and the distribution of relevant academic materials online.

6. In accordance with national regulations, we must conscientiously manage the retired employees of our unit. Timely handle the retirement procedures for employees who have reached retirement age. In accordance with the glorious tradition of hospital leaders respecting and caring for the elderly, our department regularly communicates with retired employees, listens to their opinions and suggestions, publicizes and answers hospital policies, and distributes condolence gifts upon retirement. It is highly praised by retired employees.

7. Complete hospital personnel monthly reports in a timely manner as required

8. Complete other tasks assigned by hospital leaders and superior authorities to high standards.

9. Although the personnel work has achieved gratifying results, there are also some shortcomings: First, the implementation of the established rules and regulations is not enough. Second, the work ideas are not broad enough, and further study and exploration of new problems and situations encountered in personnel work need to be strengthened. Personnel Department Work Report 3

The past six months is a crucial half year in my career. It is a half year of hard learning and development. In the past six months, under the careful guidance of department leaders, the Administrative and Human Resources Center has provided various service support tasks from three major aspects around the company's mainstream business. The details are as follows:

(1) Human resources work

1. Recruitment and tracking and evaluation of probationary employees. This year, a total of *** names have been recruited for various positions, including regional managers, quality control managers, bank accountants, US financing supervisors, buyers, administrative supervisors, human resources supervisors, PCB layout personnel, and 72 production technicians. name. Especially after entering October, the production tasks suddenly increased, and the demand for technicians increased sharply to more than 30 people. We thought of many ways and adopted many means to replenish 32 people in time to ensure the smooth completion of the production tasks.

In addition, we used a variety of methods to track new employees and dismissed some unqualified personnel in a timely manner. Under the guidance of the idea of ??"better to lack than to overwhelm", we not only meet the company's needs for various talents, but also reduce the company's costs as much as possible.

2. Assessment. In April this year, 52 workshop employees and 2 service and maintenance personnel were evaluated for their positions. Through the assessment, it is obvious that the employees' operational skills have been greatly improved, which not only mobilizes the enthusiasm of employees, but also improves work quality and efficiency.

In addition, in order to stabilize and retain key employees, we have formulated a qualification accreditation plan for testing personnel and organized and implemented the qualification accreditation for large-diameter water meters, ordinary water meters, gas meters, and heat meters, and conducted a Technology subsidies.

3. A census of 74 positions in various departments was conducted in April this year. Due to changes in marketing models, changes in personnel work, etc., we conducted a general survey of the existing positions, staffing and responsibilities of each department, and improved the "Job Description" to provide a reference for employee recruitment and training.

4. Conducted salary survey and analysis for each position. We conducted a salary survey on each position through various means such as China Talent Network, inquiries about salary guide prices in various regions, issuing questionnaires, understanding salaries in related industries, inquiry about salaries in the same industry in different regions, and converting GDP into local salaries. and formed an "Investigation Report". By understanding the market salary level, it provides a reference basis for the company's salary adjustment.

In addition, the labor cost calculated through financial statistics accounts for more than 15% of the total cost, which far exceeds the manufacturing labor cost accounting for 7.4% of the total cost in the "Jinan City Wage Guide Price in XX". The data shows that our company's labor costs are too high. Under the premise that the current wage level is much lower than the market level, the phenomenon of overstaffing is serious. It can be concluded that if you want to carry out salary reform, you must first sort out the existing positions in each department, eliminate unnecessary positions, and truly achieve reduction in staff, increase efficiency, and optimize allocation. While making suggestions to company leaders, we also analyzed the positions of each department and formed the "Recommendations for Position Settings in Each Department" to provide leaders with a basis for decision-making.

5. Formulate various plans for salary system reform. Such as technical center, administrative management, manufacturing branch, service department plans, etc. In order to avoid inertial thinking, I fully mobilized the enthusiasm of each department, discussed with each department to come up with a salary system suitable for their respective departments, and finalized it.