Summary of human resources work 1 In order to cooperate with the company's business performance and employee performance appraisal and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company will make posts and personnel quota in combination with the company's main business, as follows:
(a) the post is divided into two categories:
1, each management center is classified according to key indicators such as mileage, service area logarithm and business scope;
2. The service areas are classified according to traffic volume, turnover and other indicators.
Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
(2) Guangdong Xinyue should appropriately and reasonably optimize the existing organizational structure, posts and personnel according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contract projects, and control the number of personnel and labor costs.
(3) The industry shall do a good job of setting 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, make a job qualification statement and job description in blocks on the basis of the existing quota.
At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Houmen Service Area, Guangwu and other projects, we conducted research on the job-setting and staffing of each project, and got first-hand information on job-setting and staffing.
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 overall requirements of the company's management system, the company headquarters has completed the compilation of the first draft of human resources management and development systems such as employee training methods, interim measures for human resources management, interim measures for employee attendance management, labor contract management methods and personnel file management rules. Among them, the trial measures for employee compensation and benefits 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 completed ISO quality certification. Tongyi Company has worked out 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, so as to make the daily management more institutionalized, standardized and operational. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking clarified the contents of rewards and punishments, assessment, changes 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 drafted human resources development and training methods, and done corresponding work in training planning and coordination, but the company's overall level of thematic (knowledge popularization) training and the company's headquarters staff training need to be strengthened.
Tongyi carefully organizes and earnestly does all kinds of training work. Conduct on-the-job training for new employees, and * * * hold three phases of training for new employees in service areas, with 203 participants in each phase for 20 days. A training course for middle managers was held, with 39 participants. Conduct the training for service area managers, which lasted for nearly 4 months, with 2 1 person participating. The training was divided into two stages. The first stage: 4 days off-job training, mainly focusing on service area management quality, business process, business strategy, financial management, official document writing, etc.
The second stage: amateur self-study laws and regulations and knowledge training for nearly 4 months, and conducted a paper exam. Organized or sent 308 people to participate in human resources management, labor insurance, family planning, ISO 9001:20xx quality management system, internal auditor qualification, registered safety officer, fixed assets management, financial accounting foundation and file management, tax and tax law, official document writing, construction project management, convenience store information system management, document science and technology file management, security backbone, chef, halogen burning, Chinese food service skills and so on. Guangdong new Guangdong training has achieved remarkable results. On the one hand, New Guangdong focused on the training of technical personnel, and participated 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 do a good job in the following daily post business study: organize human resources managers to carry out special business training and study, actively cooperate with the development department and technical service department to carry out internal technical management training, new employees' induction training and outdoor expansion ability training. Employees who participated in the training throughout the year ***8 1 person-time (including: managers above middle level 13 person-time).
According to the annual training plan, the industry has strengthened the education and training of employees. The induction training was conducted 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.
Proceed with performance appraisal and evaluation, objectively, fairly and reasonably evaluate employees' performance, and stimulate their potential and enthusiasm for work.
Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation, and establishes a self-disciplined employment mechanism with the ability to go up and down, to achieve the optimal allocation of talents in various positions within the company, to promote the development, management and rational use of human resources in the company, and to establish a high-quality, lean and efficient workforce.
In particular, according to the employment mechanism and the relevant performance appraisal management system, the industry linked the assessment results with floating wages and year-end bonuses, which greatly improved the enthusiasm and initiative of employees and formed a situation of striving for Excellence among employees.
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 informatization construction of the Group, in order to give full play to the advantages of human resources management talents and informatization technology of the Group and the company, and enhance the contribution rate of informatization construction, especially key management means in human resources 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 office automation system of the company, and complete the electronic information 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 informatization, our company has completed the data entry of Guangdong Communications Group's modern human resource management information system (XX Logistics) 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, educational background, professional and technical positions, technical jobs, continuing education, social insurance, management of retired personnel, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the 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 assumption on XX logistics human resources strategy.
We believe that the overall idea of xx logistics' human resources strategy in XX years is talent-oriented, encouraging innovation, and striving to cultivate, absorb and bring up a large number of high-quality logistics talents (with emphasis on logistics and information management professionals). People make the best use of their talents, constantly improve the management level of human resources, and provide strong human resources support for the realization of XX logistics development strategy.
Summary of Human Resources Work 2 Time flies. In a blink of an eye, the year of 20xx is coming to an end, and a new year is about to begin. I am very grateful to the leaders and colleagues of the company for their concern and support and cooperation at work. My job position is as a 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 staff and improve the level of recruiting staff, the human resources department has established good cooperative relations with the top three recruitment websites. Recruitment is an important part of personnel work, which needs to consider the company's recruitment book and the employment requirements of various departments. In the recruitment work, the factors such as the academic background, work background and stability of the candidates are weighed, and the candidates are preliminarily selected and interviewed, recommended to the employing department of the company, and employed after being interviewed and assessed by the employing department.
In 20xx, 46 new employees were successfully recruited, and 40 of them are currently on the job. The employee suitability rate is over 86%, and the personnel stability is relatively high. At present, the xx post personnel have become the core employees of the company.
2. Training
When new employees join the company, they understand that "Fiona Fang can't be made without rules". After joining the company, they should seriously study and deeply understand the company's rules and regulations, not only standardize their own behavior, but also give publicity and guidance after recruiting new people. Let every employee who joins the company get to know the company as soon as possible and integrate into this group, so that new employees have a strong sense of belonging after joining the company. The Human Resources Department communicated with the heads of all departments, arranged this year's training schedule, and improved employees' professional level. * * * held 20 training sessions with about 500 person-times. The average class hour of the company was 27 hours/year, and the training satisfaction rate was 92%.
Second, the shortcomings in the work and suggestions for improving the work next year.
1, training:
(1) There are not enough training hours, and the current training cycle is Tuesday and Monday.
(2) The quality of training needs to be improved. After training, we should communicate with employees, understand everyone's ideas and needs, improve methods, and strengthen internal work 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 office. The staff of the head office can use the business trip time to do relevant training for the staff of the branch office.
(4) Using other technical means, citing the brain outside, and hiring professionals to do training for everyone.
2. Employee relations:
(1) This new work module for next year, at present, the employees' activities in the company are mainly dinners, and other activities are less; The human resources department cooperates with the president to organize many other activities, such as company friendship and competitions, 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 should communicate with employees from time to time to understand their real thoughts and needs, so as to provide better service for everyone.
(3) Make interview records with the resigned employees, and control the number of brain drain. The above is a summary of the work in 20xx years. I hope the leaders will give me guidance. I will continue to work hard and strive for greater progress. It is my pride to be fortunate to be a person in the company, and I am willing to work hard with the company in the pursuit of Excellence.
Summary of human resources work for 3 20xx years is a year of rapid development of the company. Under the correct guidance of the company's leaders, with the concerted efforts of all employees, this department closely focuses on the company's business policy, studies hard, works actively, and makes concerted efforts to complete various tasks assigned by superiors and company leaders.
By the end of 20xx1February, xx Co., Ltd. had xxx employees on the job, an increase of 15% over last year.
I. Summary of Human Resources Work in 20xx Years
(1) The recruitment basically meets the needs of all departments of the company.
Participated in talent exchange meetings for 6 times, and conducted group interviews for many times. In 20xx, all kinds of people at all levels were introduced through recruitment and election 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.
(B) standardized and orderly salary management.
In 20xx, we reformed the salary structure, moderately increased the monthly salary standard of employees, and improved the talent attraction to a certain extent according to the Salary Management Measures formulated in 20xx. In the daily work of salary management, we strictly follow the company's management process, and strive to be accurate in terms of job creation and grading, salary review, salary distribution, etc., and assist the company in the assessment, accounting and cash payment of 20xx annual salary.
(C) Steady progress in performance appraisal.
20xx annual performance appraisal has achieved full coverage of management departments and real estate business departments, and is linked with 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 has been re-approved, and the organization, posts and personnel have been partially adjusted to make the post setting more standardized and scientific and the staffing more reasonable. All the temporary employees of the project company were registered, and all the long-term employees of the real estate project company signed labor contracts and put them on record. Up to now, in 20xx, the labor contract was dissolved 18 people, and the labor contract was newly signed 123 people. Pass the annual labor inspection, and the grade is good.
(V) The construction of the human resources system was promoted in an orderly manner. First, it was responsible for revising the company's basic management systems such as the Salary Management System, the Performance Appraisal System and the Administrative Measures for the Appointment and Exemption of Cadres; Second, through publicity, knowledge contests, lectures, interviews and other situations, to promote all employees to learn the new system and implement it; Third, by investigating and analyzing the problems existing in the implementation of the new system and feeding back the implementation of the system, a lot of work has been done to further improve the company's rules and regulations.
(6) Timely and standardized social insurance management.
According to the collection requirements of various insurance fees issued by Hangzhou Social Security Center, the adjustment and collection of social security funds this year were completed. Timely handle all kinds of insurance, surrender, social security transfer procedures for employees, collection and transfer of provident fund, and registration of medical security cards. At present, the accounts of the company's five insurances and one gold are accurate.
(7) Accurate management of human resources information
We updated the 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, we collect human resources and related information in the same industry, complete the analysis of the company's human resources situation, and provide staff services 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 developed the talent reserve work. However, due to the characteristics of the real estate industry and the form of 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 that serves the development strategy of the enterprise. The business department is busy grasping cash income and pays insufficient attention to training. Management Department
There are misunderstandings about training, so it is difficult to implement the training plan. At present, only the company's senior executives and employees of finance and auditing departments have reached the annual training time of more than 48 hours.
(III) The potential of the company's human capital has not been fully exerted. At present, there is no essential difference between the 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 transformation 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-hunting the talent market and recruit good professionals, and it is also possible for outstanding employees to shake the company's prospects and form 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, it focuses on introducing comprehensive senior management talents such as law, exhibition, image processing and brand management to strengthen the comprehensive service platform function of the company's foreign trade business.
(III) Doing a good job in performance appraisal Through the practice of performance appraisal in 20xx years, we believe that there are still many problems in the current performance appraisal. First, various departments cannot decompose the business objectives into individual employees. Second, the performance indicators are vague and cannot be measured by scores. Third, the assessment of various departments 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 intends to give each employing unit a certain amount of training funds in 20xx, and incorporate the training implementation into the annual assessment of each department. At the same time, we will 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 a legal training in real estate business and a risk prevention and control training in trade business.
(5) Promote the harmony of labor relations and protect the rights and interests of employees.
The relationship between boss and employee is the most complicated, universal and subtle relationship in the world. As a middleman, human resources workers should not only serve capital appreciation, but also protect employees' rights and interests. In 20xx, firstly, 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 employees' welfare. In 20xx, the Human Resources Department will actively promote employees' annual leave benefits. In order not to affect the normal business development of the company, the company will guarantee employees' annual leave benefits by means of centralized annual leave and rotation of various departments, and will give economic compensation to those who have no annual leave for work. Third, the salary management is more transparent, and the ratio of benefits 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 employees' opinions, strive for funds for employees' amateur cultural activities, improve the current situation of rigid corporate image, management and business, and improve the company's vitality.
(six) to support the organization of business departments.
In 20xx, the company completed the preliminary work of real estate organizational structure, and distinguished the decision-making, implementation and operation of real estate business, and the situation of decentralized management, multi-head management and inefficient resource allocation was alleviated, but the inertia formed for a long time is still playing a role, and the human resources department will play a role in the establishment of posts, the formulation of job responsibilities, the division of work processes and the formulation of performance standards. In terms of trade, we will actively provide talents, information, salary and assessment support for the company's trade business platform.
In a word, I think I am basically competent, and I will further strengthen my study, ask for advice with an open mind, overcome my shortcomings and do my work better in the future.
Detailed declaration of withholding personal income tax, online declaration is divided into four steps: a: basic information entry (exce