In the past XX years, our company's performance has made great progress, and our company's human resources department has also made great progress in performance and management under the leadership of the company. On this occasion, it is necessary to review and sum up the work, achievements, experiences and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress, and strive for better results in the new year.
I. Overview of human resources work in XX years
In XX years, the company's human resources management and development will further improve the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.
Second, the basic situation of human resources
By the end of June, 65438+February 3 1, the number of employees was 143, including 8 in the office, 5 in the finance department, 4 in the after-sales department, 40 in the purchasing department 15, 40 in the sales center, 20 in the wholesale department, 3 in the human resources department and storage and transportation. Among all the people, there are 3 deputy general managers, 3 financial managers 1 person, 3 office directors 1 person, 8 department managers and 4 department heads. There are 65,438+026 employees, of which% are managers at the level of supervisor and above, and% are employees.
Third, basically establish the company's various institutional systems and form a more standardized human resource management system.
According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment system and daily training management regulations have been completed, making daily management more institutionalized, standardized and operable. The improvement of employee handbook and other systems has been included in the work plan for XX years. In addition to improving the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, we will refine the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improve the company's 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.
Fourth, through post analysis and setting, do a good job of creating posts and personnel.
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 department has formulated the following positions and personnel quota in combination with the company's main business situation:
(a) divided into two categories:
1. The business department sets posts and personnel according to performance, turnover, gross profit and other indicators;
2. Non-business departments set posts and personnel according to the tasks and workload assigned by the company.
(2) According to the business characteristics of the company and on the basis of the existing quota, do a good job qualification statement and job description in blocks.
Five, in order to meet the needs of strategy and personal development of employees, vigorously strengthen training.
In order to continuously enhance the company's competitive strength, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the human resources department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in training planning and coordination, but the training of the company's overall theme (knowledge popularization) and the training of hotel team employees need to be strengthened.
1, through careful organization, conscientiously do a good job in various training work.
2. The daily training work of each department has achieved remarkable results.
According to the training plan, the human resources department has strengthened the education and training for employees.
4. It is very important for new employees to adapt to the work quickly through new employee training and complete the transformation from non-professional to professional, which can save a lot of time and resource costs for the company. According to the actual situation of the company, the human resources department has formulated the induction training plan for new employees, including the company profile, rules and regulations, fire protection knowledge, service etiquette and so on. Through training and study, new employees began to change their consciousness, understand the attitude and ability needed for modern work, and laid a good foundation for new employees to quickly adapt to the new working environment and master the knowledge and skills needed for work as soon as possible.
Sixth, strict "law enforcement" has effectively corrected violations of discipline.
Management and rewards and punishments are important measures and means to maintain the system. Therefore, the human resources department strictly implements various rules and regulations and employee codes to reward those who have made meritorious deeds and punish those who have made mistakes. Everyone is equal before the system, and the normal interests of the employees of the company are safeguarded. The human resources department takes a series of measures to solve the phenomenon of employee violations, such as criticism and education, supervision and inspection, and fines. And strengthen inspection, strictly implement the implementation of the company's various systems, and severely deal with violations of company regulations. It has further created a good atmosphere of respecting the company system and punishing those who violate the company system.
Seventh, efforts should be made to improve the comprehensive professional quality of personnel in the human resources department and enhance their joint efforts.
With the rapid development of service industry, especially the development of companies. We deeply realize that the existing management knowledge and quality alone can't keep up with the development of the company and society. Therefore, learn professional skills with an open mind, strengthen communication with ministries and commissions, and better adjust work mentality. Besides, I also use my spare time for self-study and extensive reading.
Eight, actively lead the staff, do their best to perform their duties.
In XX years, in addition to the above work, the Human Resources Department actively performed its duties according to the actual situation, provided data and information for the leaders, and better played the role of the leaders' staff.
1. Assist department managers to understand and master the spirit of company policies and implement them well.
2. Organize, draft and review all kinds of manuscripts, and do a good job in word synthesis and word processing.
3. Assist the leaders to coordinate the differences of opinions and work contradictions of various departments, and put forward corresponding solutions and alternatives.
4. According to the company's monthly work instructions and leadership requirements, study and formulate the work plan and specific measures of the human resources department in each period.
Nine, do a good job in the basic and daily management of the human resources department, and complete the tasks assigned by the company leaders and departments.
1. The entry and exit formalities of this employee shall be handled according to regulations.
2. Handle the labor and employment procedures for the newly transferred and recruited employees of the company, and be responsible for signing and managing the labor contracts of the employees of the company.
3. Complete the personnel files of company personnel.
Although the human resources department has done a lot of work and made some achievements, there is still a big gap between the requirements of the company and the expectations of leaders and colleagues.
(A) the recruitment of personnel is single, and the supply is not timely, resulting in a shortage of personnel and bringing certain difficulties to the work of various departments.
Insufficient training.
As the saying goes, "If a jade is not cut, it will be useless", and potential employees will not play much role if they are not well trained. In 2007, although our bureau carried out many trainings, due to the lack of training content and inadequate training implementation, the training failed to achieve the expected results.
(C) the evaluation of employees is not in place.
We failed to make a historical, serious and comprehensive evaluation and inspection of each employee, and failed to listen to the opinions of employees more widely and conduct a comprehensive analysis.
(D) staff affairs management is not in place
Staff affairs cover a wide range, including the work and life of employees.
(e) Inadequate file management.
Archives record the footprint of enterprise development, and a good archival material can facilitate leaders to review and summarize and learn from it. However, as far as the human resources department is concerned, it is a great regret for the current file management of the human resources department that it has only initially established the personnel files of employees, failed to set foot in the overall files and lacked some pictures and audio-visual files. In view of these problems, our department will further reform methods, update concepts, strengthen measures and seriously solve them.
The second annual summary report of human resources is 600 words
20xx is a crucial year for xxx project construction. In order to ensure the project completed and put into production as scheduled, all employees of the company, Qi Xin, worked together and devoted themselves wholeheartedly to the arduous and excellent project construction and business preparation. At the same time, 20xx is also a year with a relatively large gap in personnel demand, a year of performance management and construction promotion, a year of preparation for various human resources work during the operation period, and a year of further integration of employees into the enterprise. Under the guidance of the company's leaders and with the active cooperation of all departments, we actively focused on the project construction, and basically completed all the work in four aspects: personnel recruitment, performance management, human resources preparation during the operation period and corporate culture construction.
I. Recruitment and distribution of personnel
The recruitment pressure in 20xx is relatively high. We carried out our work in depth and carefully, made full use of various resources and the company's own advantages, and successfully completed the annual recruitment task. 28 people were recruited throughout the year, and 27% of the company's existing employees were recruited this year. Among them, there are 24 employees with college education or above, accounting for 86% of the newly recruited employees.
This year's conscription work has the following four characteristics:
1. Various forms. According to the characteristics of personnel demand, recruitment is carried out in various ways, such as online recruitment, talent market recruitment, peer recommendation and employee recommendation.
2. The quality tends to be optimized. In the recruitment work, an employee is recruited, with an average of more than 30 resumes and nearly a thousand resumes. The average number of people interviewed for each position is more than 5, and more than 200 people are interviewed. In an infrastructure unit like ours, new employees can maintain a basically stable state.
3. Minimize the cost. On the premise of ensuring the recruitment quality, strictly control the recruitment cost and optimize the allocation of recruitment resources. In addition to paying the recruitment fee of the entrusted talent consulting company, the recruitment cost of other personnel approaches zero.
4. Humanized service. In order to ensure the smooth progress of the project construction, we fully communicate the recruitment needs with the employing department before recruitment; Fully respect the opinions of the employing department when recruiting, and even connect the candidates for key positions with the company and send them to the site to understand; After the recruitment, coordinate with relevant departments on the entry of new employees, and make full preparations for new employees to enter a warm family.
Second, performance management.
In order to achieve the goal of focusing on performance management and promoting project construction, we take regular assessment as the main method, supplemented by multiple incentive optimization, and promote the continuous improvement of the performance of employees and work teams.
The essence of regular assessment in operation is "three links", that is, regular assessment is linked to formal employment, quarterly assessment is linked to quarterly performance pay and job promotion, and annual assessment is linked to year-end bonus, job promotion and personnel flow. Through the implementation of the "three hooks", five people won the excellent grade award throughout the year; At the same time, two people were automatically resigned because they could not meet the needs of their work.
Multi-incentive optimization mode is embodied in:
1. On the basis of assessment, employees are encouraged to continuously improve their professional quality and enhance their initiative and sense of responsibility by adopting incentive methods such as preparing subsidies.
2. According to the staff situation and the needs of the project, adjust the staff positions in time, and adjust the staff 16 people throughout the year, accounting for 2 1% of the total staff.
3. Wages rise and fall. Five people received salary increase or position promotion exceeding 1 throughout the year. It accounts for 7% of employees.
Third, business preparation
In order to achieve the short-term goal of xxx's completion and production, we are actively preparing for human resources work, mainly promoting the following three aspects:
1. Human resource reserve. Reserve nearly 10 management talents such as administrative management and production management through various channels; Reserve nearly 20 front-line professionals of various types of work.
2. Organizational structure design and staffing plan. On the basis of multi-party communication, the company's organizational structure is initially designed as 7 posts 5 1, and the initial staffing is 158. The company's organizational structure design and personnel planning have entered the stage of integration and adjustment.
3. Quota, quota, post and salary. In order to realize the marketization of the salary level of each post during the operation period, we collected all kinds of information on the basis of determining the post and its basic responsibilities, basically formed the salary level data of each post, and made it systematic, which provided valuable reference materials for the company's labor cost control and salary incentive.
Fourth, corporate culture.
The construction of enterprise culture focuses on the establishment of "five modernizations", namely, grateful culture, humanistic culture, communication culture, learning culture and clean culture.
1. Thanksgiving culture, with the cultural connotation of "love to do business and be grateful", shapes the corporate public image, improves the quality of employees and enhances team cohesion.
2. Humanistic culture takes "people-oriented management and emotional management" as the guiding ideology, breaks the past interest-oriented management mechanism, and introduces a new human resource management concept of zero-incentive art. It is necessary to visit injured employees and individuals with difficulties and major setbacks.
3. The communication culture is guided by the flexible culture of "unlimited communication and harmony between intimacy", and adheres to the barrier-free and three-dimensional communication mode of work communication and ideological communication, horizontal communication and vertical communication, so as to keep the communication channels open. No labor disputes occurred throughout the year.
4. Learning culture takes "intensive study tour training" as the basic means, and organizes employees to go out to Guangzhou, Zhanjiang, Maoming, Huizhou and other places to learn advanced experience in production and operation management in the same industry, accumulating 12 batches, which broadens employees' horizons and better promotes the development of xxx project.
5. The culture of clean government is based on the basic theory of "being honest in politics and diligent in political enterprise". With the help of the life of the party organization, it thoroughly publicizes anti-corruption and advocates honesty, and cooperates with the group company to do various investigations. At the same time, the annual work tasks have been successfully completed in terms of advanced education and the construction of grass-roots party organizations.
The third annual summary report of human resources is 600 words
Looking back on 20XX years, under the care and guidance of company leaders, we have successfully completed various tasks. In 20XX, the key point is to do the basic work of human resource management, which mainly includes: perfecting the construction of the company's human resource system; Recruit and hire new employees; Performance appraisal; Handle the entry and exit formalities of employees, and maintain and manage labor relations; Social insurance and housing accumulation fund payment, employee salary accounting and other daily work.
I. 20XX Annual Work Summary:
(a) human resources planning and management
According to the strategic objectives of the enterprise and the specific internal environment, make a 20XX human resource demand forecast, and prepare the organization chart of the headquarters, the number of posts and the salary plan. Preliminary review of the organizational structure, staffing and salary scheme of each project company.
(B) the basic situation of human resources
By the end of 20xx65438+February, there were 24 people in the company headquarters. Among them: 4 persons in the general manager's office; 6 people in the enterprise management department; 3 people in the finance department; 3 people from the Engineering and Technology Department; 8 people from the Ministry of Administration and Culture.
(3) Recruitment and employment
1 and 20XX years used online recruitment channels to collect personnel information, explore talents and establish human resources banks. Online recruitment channels are: xx website, xx Cai Ying.
2. Strictly abide by the Company's Recruitment and Configuration Management System, fill in the Personnel Recruitment Schedule at the beginning of each month according to the personnel demand plan of each department, and start the recruitment work after being approved by the executive general factory.
3.20XX Twenty-five new employees (including XX joint venture company and expatriate financial manager) were added to the headquarters of the company in XX, and employees were recruited through the network 13.
Training management
In order to do a good job in the company's training, promote the establishment and implementation of the company's training system, and meet the needs of the company and employees' personal development, the company issued the Management Measures for Training and Development. Make corresponding arrangements for training planning and requirements and the establishment of training system. However, all departments did not submit the training demand plan, so that the company did not issue a clear 20XX training plan.
The training carried out in 20XX includes: the Finance Department participated in the "Continuing Education for Accounting Practitioners" training organized by Chengdu Finance Department. According to the training management method, the training application must be submitted before going abroad for overseas training, and the leaders agree to participate in the training. After the training, employees will submit the training summary.
(5) Performance management
In order to fully mobilize the enthusiasm of employees, carry out fair work competition, promote work and improve efficiency, the company newly issued the Supplementary Management Measures for Performance Appraisal in May 20XX, which is based on the Monthly Key Work Plan of the employee's department.
Supervise all departments and project companies to submit the "Monthly Plan Examination Form" every month, and report it to the President's Office after summarizing it. After approval, the President's Office will summarize the assessment opinions and distribute them to all departments and project companies for implementation.
In view of the problems existing in the performance appraisal process, the performance appraisal system should be gradually improved. In February, 65438, the performance evaluation table of each post was revised again. The second-level assessment method is tentatively scheduled to be implemented in 20XX years 1 month.
(vi) Remuneration and benefits
Salary, welfare, social insurance and labor relations are the daily work of human resources. Seriously completed the following tasks:
1, accurately and timely prepare monthly payroll;
2. Handle social insurance, provident fund and other related procedures for employees within the specified time every month, and * * * handle the procedures of adding, transferring and renewing the five insurances of pension, medical care, unemployment, work injury and maternity for 2 1 employee;
3. Fill in, summarize and report the statistical reports of human resources on time every quarter;
(7) Labor relations
1, do a good job in employee file management, make one employee file and one personnel file, and update them in time;
2. Handle the relevant procedures for employees' entry, employment, promotion, salary adjustment, transfer and resignation;
3. Handle the relevant procedures for signing labor contracts for employees of the company.
Second, in the work of 20XX, we have made some achievements, but there are still many shortcomings to be improved:
(1) When recruiting and selecting new employees, we should strengthen the study of relevant interview skills in order to improve interview efficiency and reduce the risk of employing people.
(2) Do a good job of induction training for new employees, so that new employees can integrate into the company atmosphere more quickly, be familiar with the company's work processes, and identify with the company's corporate culture.
(3) Doing a good job in human resource management and reserve is an important work for enterprises. In the future, we should explore talents in many aspects, including professional talents, comprehensive talents reserves and management talents. According to the manpower demand of the enterprise, we will fill the right talents in the right positions in time and contribute to the development of the enterprise.
(D) The pioneering and innovative ability is not strong enough. In the future work, we will strive to complete our own work, constantly adjust our working ideas, improve our working methods, focus on the long-term, broaden our thinking, be proactive and be brave in innovation.
Three. Working objectives of 20XX:
(1) Improve the performance indicators of each post and establish a two-level performance appraisal system. Improve the use of performance results and performance improvement mechanism.
(II) Analyze the functions of each functional post and post of the company, and improve the job description in time.
(3) Strengthen the training of employees' post knowledge, skills, quality and execution, the training of managers' management concepts and methods, and increase the development of internal talents.
(four) to ensure the timeliness and accuracy of social security and provident fund declaration and suspension.
(five) to ensure the timely update of personnel basic information such as employment, resignation and transfer, and to keep the information timely and effective.
(6) Strengthen the management, training and communication of personnel commissioners of various project companies to ensure the high quality and high efficiency of personnel work.
In the new year, I will strictly follow the instructions of the company leaders, keep up with the development pace of the company on the basis of doing my daily work, study hard, improve my professional skills and improve my professional quality. We will actively implement the corporate philosophy of "honesty, cooperation, innovation and development" and strengthen the concepts and methods of active learning and innovation. I firmly believe that with the joint efforts of company leaders and all employees, our tomorrow will be better.
The fourth annual summary report of human resources is 600 words
Time flies, 20xx will be over in a blink of an eye. Under the leadership and support of the company, with the help of my colleagues, I am conscientious, conscientious, pragmatic and firm, and have successfully completed my work and other tasks assigned by the leaders. During this period, my work ability has also been greatly improved, but this is not only my personal credit, but also the opportunity and work support given by the company leaders. Let me get a good growth in this short year. Now to sum up the work of this year:
First, standardize the employee access process.
In the first half of the year, it is responsible for handling all personnel's entry and exit procedures, sorting, filing and checking employee files. In this half year's file management, I know the importance of file management. If the employee fails to submit the resignation certificate of the original company, the company may have employment risks. In file management, such as employee performance appraisal, reward and punishment documents, etc. , important content in a timely manner into personal files, to provide a basis for future personnel selection, rewards and punishments or labor dispute handling.
Second, labor relations.
Compared with 20xx years, the employment rate and turnover rate of the company have decreased, the number of contract renewals has gradually decreased, and the personnel changes of the company have gradually stabilized. Gradually standardize and be rigorous in the work, and avoid the occurrence of labor disputes to the maximum extent. Through the improvement of my business level, I have been able to consider the problem from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, the previous files were rearranged, classified and saved, and the employment procedures of individual personnel with loopholes were discussed and rectified. On the one hand, the employment risks of the company were avoided, on the other hand, the rights and interests of employees were protected.
Third, the monthly attendance report data collection and production
Export the attendance records of colleagues on the seventh floor every month and send them to the personnel in charge of attendance in each department. Make the attendance sheet of the department. Collect attendance sheets and overtime approval forms of all departments, make them into electronic boards and documents, and then keep them in the cupboard.
Fourth, wages.
Collect the performance appraisal and performance report of each department every month, make a sub-table of each department according to the performance table, employee performance appraisal and monthly attendance, then summarize it in the salary summary table, report it to the manager for review, and finally send it to the financial check. Wage information is bound into a book and kept in the cupboard. When I first came into contact with salary, it was a mess. Always make this up and forget that. I was in a hurry and made many mistakes. In the next few months, I found many mistakes in the salary setting process, but I also found some tricks. Under the careful guidance of the manager, I corrected my mistakes bit by bit, gradually accumulated experience and lessons, and tried to avoid them.
Verb (abbreviation of verb) cultural and sports activities
In terms of corporate culture construction, assist departments to organize employee birthday activities and "Red Tour" in Changsha, Hunan, and establish corporate culture windows. Although there were many mistakes and inadequacies in the process of assistance, all the activities were successfully completed through the help of colleagues in the department. After the activity, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these stylistic planning work, I deeply feel that as a member of the human resources department, my work performance is directly related to the performance of the whole department, and my sense of responsibility is also increasing. In my future work, I hope this sense of responsibility and self-confidence can inspire me to work better and serve the company and my colleagues better.
Through all the above work, it will be of great help to my future study in the field of human resources, and I have accumulated a lot of valuable experience. I have a deep understanding of the operation, positioning and management of our department in the whole company. For the above points, I deeply realized the importance of our human resources department, which also made me full of confidence in my work. In one year's work, I also have a certain understanding of the company. Here are two personal suggestions:
(1) Corporate culture construction. The unique enterprise culture is the source of its centripetal force. We need to continue to work hard for the company's corporate culture construction.
1, hoping to develop a humanized management atmosphere in combination with the company's situation, and form a fair and enterprising spirit among colleagues.
2. Create excellent product image and create material culture.
3. Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm, and the incentive mechanism should be implemented. Use cultural means to control and manage culture, and persist in guiding and cultivating people with culture.
(2) training. Internal training, through targeted training at different levels, enables the company's employees to understand the quality system documents, improve quality awareness and ability, and achieve certain results. However, from the overall effect, it has not received the expected requirements, and can meet the requirements of free use in daily production and operation management. Training abroad and going abroad can broaden employees' horizons. We should not confine ourselves to what we have learned in our own work, but also improve the overall quality of our employees.
The fifth annual summary report of human resources is 600 words
2008 is a year of rapid development of Lisan Hotel. Under the correct guidance of company leaders, with the joint efforts of all employees, this department studied hard, worked actively, and Qi Xin worked together to complete various tasks assigned by superiors and company leaders. Although the department has not been established for a long time, in this year's work, the standardization and efficiency of personnel management have been ensured through attendance management, access management and personnel information filing.
According to the work arrangement of the department, I have done a lot of basic work from employee recruitment to labor relations in _ _ _. Make the work of human resources department more mature. But at the same time, there is still a lot of work that has not been carried out or is not perfect. Therefore, at the beginning of _ _, we should re-examine the completed work and sum up the experience and shortcomings in order to carry out our work better in the future.
I. Recruitment work
In _ _ _, with the development of the company, the demand for posts in various departments increased, and Morris Hotel reserved talents. The demand for talents is large and the relative demand is urgent, so the human resources department has invested more time and energy in personnel recruitment. From June 5438 to 10, recruitment was conducted through various channels such as online recruitment, on-site recruitment, campus recruitment and internal staff introduction. From June 65438+1October 65438+1October 0, the total number of hotels was 120, until June 65438+February 365438+1October 0, the total number of hotels increased to _ _ _.
During the period, * * * received more than 400 resumes, telephone numbers and materials, and came to the company for interviews with more than 60 people; On business trips in Zhangqiu, Yantai, Heze, Weifang, Hefei and other places, ***8 universities carried out campus recruitment activities, and telephoned more than 10 universities to pave the way for the recruitment of _ _ _.
Second, the training work
From June+10, 5438, our department participated in the skills training and assessment organized by Lisan Hotel, and finally completed the assessment well. Starting from _ _ _ _ _ 165438+ 10/0, it mainly assisted the training of the human resources department during the preparation of Morris Hotel. During this period, interns helped the company to complete various tasks, and performed well in the Christmas Eve gala, which has been well received by company leaders and colleagues.
Third, the daily management
Responsible for the daily management of the company, including hotel personnel information statistics, assisting in handling employee health certificates, employee entry and exit procedures, reporting hotel personnel dynamics, training records, attendance management and coordinating various work handover between the group company and the hotel; Formulate 5 management documents and systems of hotel human resources department, 2 of which shall be submitted to the company for filing; 8 kinds of management forms were revised and formulated, and 2 kinds were filed by the company; 3 notices on departmental handling; Design and make recruitment posters and brochures; Participate in assisting the large-scale wedding banquet service of the hotel; Assist hotel staff to handle daily affairs; Handle company welfare distribution and various hotel applications.
In my work, I participated in assisting sw Design Company to complete a number of design works of Morris Hotel, and introduced a large number of hotel professionals for the company during the hotel preparation period, paving the way for the opening of Morris Hotel.
Human resource management has a long way to go. In the new year, we should do all the daily specific work of human resources carefully, well and well, constantly improve the professional level and strategic height, and promote the realization of the strategic objectives of human resources.