Time flies, such as the day of the shuttle, hard work has come to an end, looking back on this extraordinary time, there are laughter, tears, growth, and inadequacy, to write a job summary for this year's work. So have you ever understood the work summary? Here is my quarterly human resources work summary sample (generic 5), welcome to share.
quarterly human resources work summary Part 1I. Staffing
1. Employee onboarding, separation (as of x month xx)
Headquarters: 41 people onboarded in various departments, 13 people separated. Separation rate is 4%. 17 people joined and 25 people left in the same period of 20xx. The separation rate was 8%. The separation rate is 4 percentage points lower than the same period last year.
Processing plants: 163 people entered, 76 people left, the separation rate of 13%. 20xx the same period of 112 people entered, 73 people left, the separation rate of 15%. The number of entrants increased by 51 people, an increase of 46%, compared with the same period last year, the separation rate decreased by 2%. From the above data, we can see that the factory is under the pressure of the external environment of recruitment difficulties, or recruitment of a relatively large number of workers, and the separation rate decreased year-on-year. Fully reflects the company at the beginning of the year to improve employee benefits, improve staff meals and a series of incentives and humane care of the good results. It also reflects the factory's external publicity of the company's policies to attract workers who have left to return to work the results of the work.
Office: (as of the end of February, and does not include the number of temporary. March data is being sorted out, the middle of the month to be completed), the office *** 318 counters, 988 people in service, 108 people on board, 95 people left. The separation rate was 9%. 107 departures, 114 entries and a 10% separation rate were recorded for the same period in 20xx. The year-on-year change is not significant.
Specialty stores: (as of the end of x month, x month number of people are being organized), specialty stores **** there are 28 stores, on board 87 people, the separation rate of 13%. Because the personnel information of the specialty stores has just been improved, there is no corresponding data for the previous period.
2. Recruitment
There are four ways for the company to recruit in this quarter, namely: MileagePlus online recruitment, Evening News recruitment, Polytechnic Campus on-site recruitment, and internal recommendation. In this quarter, 209 people were interviewed, 105 people were retested, 35 people were on board, and 35 people were recruited through the Human Resources Department and recommended internally (3 people in January, 15 people in February, and 17 people in March). Among them: 3 people through internal recommendation.
Second, corporate culture and staff training
(a) corporate culture activities
1. organization to complete the annual meeting planning and conversation
2. monthly board update
3. morning meeting theme development and staffing
(ii) training
1. Establishment of 20xx annual company-level and departmental training program
2. Training implementation
1) New employee induction training 2 times
2) Salon culture training: "the workplace also need to step by step carefully", "communication style".
3) Company-level training
Training on the use of OA collaborative office platform has been completed.
4) Coordination of related departmental training: Information Department: Weifuyou upgrade series of training, the Group Headquarters Purchasing Department quality control cycle, experimental equipment and product implementation standards training multi-brand center vice president explained the color training.
Third, compensation and welfare planning
1. performance appraisal program
Development of the Office Manager escrow performance draft framework;
Development and reporting of e-commerce managers performance bonus calculation method (draft).
Staff, shoppers add monthly, quarterly, year-on-year sales growth performance; increase regional management incentives; increase staff sales management incentives;
2. Human resources data
Labor cost budget: according to the beginning of the year the system of the results of the salary adjustment, adjustment of the system of the 20xx annual budget of labor costs;
Labor cost analysis report: the formation of each system Labor cost analysis report template, complete the 20xx x month - x month office labor cost data analysis report.
3. Salary, welfare programs
20xx annual factory salary adjustment program;
20xx annual group headquarters office staff, shopper salary adjustment program;
20xx annual headquarters of the system salary adjustment program.
Fourth, the second quarter of the key work plan
1. Improve the evaluation system of the ability of personnel positions;
2. Refinement of the content of the training of new employees;
3. Establishment of a sound method of tracking and evaluation of the effectiveness of the training and the content of the tracking
4. Office of the second quarter of 20xx sales incentives program
5. Integration of human resources quality system documents, the establishment of a perfect office management system.
The above is a summary of the work of the Human Resources Department in the first quarter of 20xx and the second quarter of the key work plan, there are inappropriate, please correct the leadership.
The quarterly summary of human resources work Part 2
The company experienced a big change in the organization in 20xx, staffing adjustments, and steadily into the new 20xx year, just the end of the first quarter of the guidance of the company's leadership care and colleagues in other departments to support the cooperation of the human resources work to be carried out in an orderly manner, the main work is summarized below:
1, the staffing of the office of the Ministry of Health and Human Resources of the Ministry of Health and Human Resources of the Ministry of Health and Human Resources of the Ministry of Health and Human Resources of the Ministry of Health. 1, staffing and labor relations management.
The company's personnel into a relatively stable period, the first quarter of no new recruits, through the assessment of the normal transfer of personnel xx people, the renewal of the labor contract xx; voluntary departure xx people, consulting to terminate the relationship between the labor contract xx people, to assist in the CIMC for the negotiation of the termination of the contract xx people.
According to the headquarters and the company's guidance, after a number of research and discussion, the formulation of a reasonable and effective xx company staff placement and salary program, make every effort to do a good job of inter-departmental communication and staff emotional appeasement work, the smooth reception of the transfer of personnel xx people, after the configuration, including the deputy director of the xx people, the supervisor of the xx people.
2, performance appraisal.
In-depth study of the headquarters of the target responsibility requirements, for the management of the business content of the plate, respectively, the development of the marketing center, operation center, XX business department of the assessment methods, signed the target responsibility, so that the assessment of the basis, strengthen the management and assessment at the same time, but also to improve the work of the Department of motivation.
To assist the marketing center, the operation center to develop departmental performance appraisal methods, is being further discussed, measured data.
3, file management.
From this year onwards, especially strengthened the human resources documentation files and employee personnel file management. Dedicated staff on the entire division of employees, retired employees, deceased employees to carry out centralized clean-up work, through a clear categorization, checking for gaps, a new directory and a series of matters to ensure that the standardization of the management of personnel file work.
According to the headquarters and the Ministry of Organization of the new requirements of the company's general manager assistant level and above to carry out special review of the personnel file work, in the collation of basic information on the basis of the professional organizations sent to special review, the workload is more complicated, but also need to find a large number of materials to supplement the work is still in progress, according to the plan of the xx month xx will be fully completed.
4, five insurance and gold:
(1) for the retirement of employees xx people, for unemployment insurance declaration xx people, for the reimbursement of foreign medical expenses xx people, for the reimbursement of maternity insurance xx people, xx employees for the application for the special disease card.
(2) Completion of the identification of xx people who participated in the war for military personnel.
(3) Completed the declaration of social insurance and provident fund base for all employees in 20xx.
(4) for the completion of the former hospitality center in the post of the staff of the social security, provident fund cancellation, transfer, and hospitality center retired employees negotiated to solve the problem of large medical contributions, and signed an agreement.
(5) for the verification of survivor survival survey xx.
(6) for provident fund withdrawals xx batch, for xx employees withdrew the provident fund, complete the hospitality center provident fund account cancellation work.
5, other aspects.
(1) effectively carry out external coordination and communication work, continue to consolidate good relations with the Human Resources and Social Security Bureau, Provident Fund Center, Arbitration Commission.
(2) Completing all kinds of reports on time and in good quality: Talent Information Statistical Sheet, Labor Relations Statistical Sheet, Wage Payment Implementation Report, etc.
(3) Completing the quarterly HR work summary.
Quarterly human resources work summary Part 3
(a) Talent work
The county party committee and the county government held a meeting of the county's talent work to summarize the deployment of the county's talent development, the introduction of and training work.
Introduction of talents. Plans to recruit high-level reserve talents 50, has begun to implement the recruitment. Have been solicited three support one college students 112 positions, reported to the county government for approval after the implementation of recruitment.
Continue to promote the rotation of middle-level cadres exchange. The first quarter of the investigation and research, the development of the implementation of the program.
(2) employment work
The county government held
the county employment and social security work conference, summarize the deployment of the county employment and social security work.
Improve the employment work responsibility system. The opinions on the employment work responsibility system of the five major zones of the county's industrial park, Fusheng Development Zone, Chenjiazhen Development Zone, Changxing Industrial Park and New Town Development Zone were drawn up, and the employment work objectives and tasks of the five major zones were clarified. The employment work responsibility system of the five major parks has been established.
New employment. By the end of the first quarter, the county added 3,595 new jobs (county job placement statistics 6,559 people).
Implementation of vocational skills training. The first quarter completed vocational training 2500 people.
Improve the employment policy. On the "further improvement of the county to promote employment policy views" (Chongfu Office issued [20xx] No. 20) to make further improvements, has been prepared to recommend the views reported to the county government to study the decision.
(C) social security work
To further improve rural social security coverage. The first quarter of the new 750 people insured, completing 28.3% of the annual target.
Increase the standard of agricultural insurance pension. From January 1, agricultural insurance basic pension from the existing 195 yuan per person per month to 235 yuan per person per month, an increase of 40 yuan. At the same time, the county bottom to receive the old-age farmers pension subsidy personnel, per person per month to increase the old-age farmers pension subsidy 40 yuan. Increase in pensions and subsidies required funds in the county rural social pension insurance fund and financial special funds, respectively.
Quarterly Human Resources Work Summary Part 4In the first quarter of XX, the Human Resources Department, in accordance with the functional responsibilities of the department, with a positive attitude to work, and seriously to do a good job in each and every thing. In the process of daily work, we realize that the Ministry of Human Resources in the company's organizational framework, just a molecule of the overall composition of the company, just a part of the company's operation, and understand that there is no molecule to leave the whole, but also understand that the normal and orderly operation of the whole is inseparable from each molecule to play a role.
This is like a loaded car carrying soil, daily we tend to only see its loaded with a large number of earth and stone, but often ignored to carry its own normal operation of each part of the role, who knows that even if it is the lack of a tire, or even a small screws, or lubricating oil of the car will affect its normal work. So the normal operation of the daily work of the Ministry of Human Resources is part of the company's steady progress needed.
As a human resources management department of the company, we recognize this point, in the work, we adhere to all from the practical point of view, from the smallest trifle to start, to complete the work of the department's duties and tasks as the fundamental principle to ensure the normal operation of the enterprise, to ensure that the completion of the established corporate goals. Overall, the Ministry of Human Resources has done a good job of completing the established tasks, and now this will be the first quarter of XX work summary and 2 quarter work ideas to do the following statement:
First, the introduction of staff, deployment, management
1, XX 1 quarter of the Ministry of Human Resources has n times to participate in the Haier Road talent market job fair, and the use of Saturday Time to organize n interviews, in the interview process, through the written test, face-to-face conversation of the two forms of combination with more than a hundred applicants for in-depth communication and exchange, after careful screening, selected new people suitable for the development of the company, so far, has reached an employment agreement with the n people, of which n people have been arranged to work in the post.
In the next step, the department will continue to increase staff recruitment efforts, in the second quarter, plans to participate in a number of job fairs to protect the company's talent use and reserves. At the same time, to do a good job of the existing personnel settlement procedures. Here to continue to emphasize is that the company's employees settled just a welfare measure provided by the company, is not a gratuitous obligation, so has been settled personnel in the departure must be moved away from the account, otherwise to pay the relevant management fees, which is the human resources department in the daily management must adhere to a basic principle.
2, actively do a good job of human resources deployment, in the company's existing personnel in the case of some of the positions of the organization's departments and offices in response to the needs of the different circumstances of the staff, the composition of some of the departments have been adjusted.
Second, social insurance, labor contracts, remuneration, performance appraisal.
1, social insurance, labor contracts, pay performance and other work is carried out by the Ministry of Human Resources is an important and routine work, but also belongs to the basic work of human resources management, this work is done well or badly related to the immediate interests of each employee, because of the damage to the interests of any person who will be dissatisfied with the door so as to find up, therefore, the Human Resources Department is a rigorous approach to the work of the Ministry of Human Resources. Human Resources Department is to hold a rigorous attitude to take seriously. 1 quarter **** for n people for the signing of labor contracts and labor relations into the procedures, for n people for the renewal of labor contracts, for n people for the termination of the labor contract, the personnel file back file procedures. On-time online filing of recruitment, renewal, discharge and termination of company personnel. Handled social insurance transfer and renewal for the newly signed labor contract personnel. Paying back social insurance premiums for n employees that have been in arrears for more than n years, and handling the procedures of withdrawing their files and transferring their labor relations. For an employee who suffered a work-related injury, he made a declaration of work-related injury, so that he received work-related injury treatment.
Here to emphasize is that the company in the staff to do recruitment procedures, the increase in social insurance is online business operations, so there may be a certain 'time difference and the insurance costs are not paid in a timely manner, especially social insurance in the payment of medical insurance, if not paid in time, the medical insurance center will automatically lock the account in the locking period will not be able to participate in the medical co-ordination of the cost reimbursement. The medical insurance center will automatically lock the account if the payment is not made in time. Therefore, if a company employee is hospitalized due to illness, it is important to communicate with the Human Resources Department in a timely manner in order to confirm the relevant matters, so as not to delay the reimbursement of expenses in a timely manner.
In order to further serve the company's employees better, the Human Resources Department will be the next step of the social insurance, labor contracts, payroll management process to further sort out, and strive to achieve a reasonable and effective time to deal with the business, in order to better safeguard the rights of the employees should be entitled to.
2, the Human Resources Department in January organized the company's XX annual organ performance appraisal, and based on the results of the assessment, in accordance with the company's payroll method of each employee's salary for accurate accounting, issuance.
For the payroll time, after consulting with the company's leadership, decided to take the nth day of the month as the latest time for payroll, agreed with the company's Finance Department, the Human Resources Department will be in the nth day before the expiration of the three working days before the payroll will be forwarded to the Ministry of Finance to ensure that the company's Finance Department to be able to nth day before the release of the on-time.
3, in view of the XX social insurance insurance base reporting content and form of new changes, to overcome the difficulties of time constraints and heavy workload, to complete the nnnn group, nnnn head office of the XX annual social insurance insurance base accounting, signing, reporting work.
4, in conjunction with the Ministry of Finance completed for the enterprise retirees for the XX annual medical fee waiver.
5, 2 quarter to complete and do a good job nnnn group, nnnnn head office of the annual labor inspection.
Third, the staff of various types of qualification certificates, training management
Human Resources Department in the first quarter of the organization of the staff to carry out a number of internal and external training and examination registration work. In the internal training, focusing on strengthening the staff's sense of belonging to the enterprise and the identification of the corporate culture of the emotional development, to improve the overall quality of the staff.
1, in order to enable employees to better understand and master the company's newly revised rules and regulations of business management, and effectively improve the ability to implement the system, in the Spring Festival after the 7-day period of time to organize staff for spring training, learning the relevant rules and regulations of the enterprise and the "team execution" CD-ROM, and at the end of the training was carried out in a unified examination, through this training and examination, so that the staff of how to improve the implementation of each of their own work has a new understanding of the work of the executive. Through this training and examination, the staff on how to improve the implementation of their own work has a new understanding, and achieved a good training effect.
In terms of external training, continue to encourage employees to go to all kinds of qualification certificate training, all kinds of qualification certificates for the enterprise to better production and management to provide a strong guarantee.
2, in order to do a good job in the extension of the safety production license application, in March to arrange for n employees to special operators on the license to obtain a certificate registration test and training. According to the registration requirements of the conditions, registration must have a medical report of the hospital, so the physical examination time is set at 7:30 in the morning, coincidentally, the physical examination happened to meet the snowy days, n employees in this poor conditions are on time to the hospital to participate in the blood and other physical examination programs, especially the Xiazhuang tax stamp printing works, in order to get there in time, at their own expense, took a taxi to the hospital. Here I would like to express my gratitude on behalf of the Ministry of Human Resources to these nn employees, and thank these excellent employees for their support of this work.
3, is now in the second construction division examination registration, so far there have been n people enrolled in the second construction division examination, but unfortunately most people only enrolled in the construction of professional examination, but few people enrolled in other professional examination, especially no one enrolled in the municipal construction division, when asked whether there has been a construction division qualification certificate to participate in the examination of the other additions to the profession, are refusing to The reason is: first, there is no time to take the test, and second, said the test is useless, so there is no incentive to take the test.
4, at the same time in the 2 quarter to do a good job in the first level of construction engineer registration exam.
5, for n people for the economist title certificate. Completed the renewal of registration of the second level of construction qualification for n people, to ensure that the bidding requirements for the construction certificate.
6, XX year title foreign language examination has been completed, it is estimated that the results will be announced in the near future, would like to remind this year to prepare to participate in the evaluation of the title of the staff, in the title of the foreign language qualified, should immediately participate in the beginning of May of the title of the computer registration examination, so as not to delay the declaration of this year's title evaluation.
7, organized n people to participate in the safety of the three types of personnel knowledge training and examination. At the same time, in order to ensure the safety of the project to report the supervision of the safety
safety three types of certificates required for the construction of the certificate for the n people for the safety of the three types of personnel for the cancellation of the work of the c license and enrollment in the examination for them to participate in the b certificate for the n employees to enroll in the examination for the c certificate.
8, for n people to organize the excellent project manager materials and reported, n people were named Qingdao excellent project manager title.
2.
2, reported the qualification of landscaping, through the provincial construction department of the approval, sprinkled back to the qualification certificate.
3, in the second quarter to ensure the completion of the annual inspection of enterprise qualifications and do a good job, this year's annual inspection of qualifications than in previous years is a little simpler, but this is also thanks to the cost of the Department of Management staff in the daily report of the work of the careful, they are able to accurately and in a timely manner to report all types of statements, so as to provide a convenient qualification of the annual inspection. In Qingdao this year, there are more than nnn enterprises precisely because they are not able to report reports in time, in this enterprise qualification annual inspection by the provincial construction management bureau to be penalized.
V. Other aspects:
1, seriously do a good job of staff file management, staff file receipt and withdrawal of clear records, strict management. 1 quarter **** receive new files n, out of the files n.
2, with the work of the market management department, for the bidding work and field qualification filing work to prepare the relevant certificates and materials. Cooperate with the safety of new projects to report the supervision of the required certificates, labor contracts and other related materials to find, for the work can be carried out smoothly to provide a good guarantee. Deficiencies:
1, the Ministry of Human Resources in the completion of the department's work functions there are a lot of shortcomings, although in the usual busy work, but delayed the completion of the department's main work, not strictly in accordance with the department's work functions to the implementation of the work of the department, did not seize the department's work priorities, the work of the next phase of the department should be strictly in accordance with the department's functions to complete the work task, to refuse to do the work of the department's work. In the next phase of work, the department should strictly according to the functions of the department to complete the work task, to refuse to overstep the role of the department, the main focus on their own work. At the same time, the Ministry of Human Resources to minimize the department's staff lending time, because in the last year, the time of lending staff reached half a year, which also delayed the completion of the department's work to a certain extent.
2, in the company's human resources management, do not do enough, because the daily work of human resources management is a major task of the Ministry of Human Resources, but the department has not been able to put it on the main objectives of the work of the Ministry of Human Resources in the future to strengthen the work in this area of strength. In the next step of work, the human resources department personnel should go to the construction site, and strive for each person to go to the construction site once a month. At the same time, we also want to continue to increase efforts in the training and education of employees, and strive to achieve only talent is used, the only talent is lifted, make the best use of talent, give full play to the role of the company's human resources control for the company's next step in the strategic planning of manpower deployment work.
In the second quarter of the work, the Ministry of Human Resources will be the department's job function as the work objective, in the daily work of this job at the same time, and strive to learn a variety of professional knowledge to improve professional skills, improve professionalism, in order to improve their own level of professionalism. The above work summary and work ideas will be in the future work to continue to add, improve, in order to better carry out the work of the Ministry of Human Resources, better service for all employees, better promote the overall development of the company!
quarterly human resources work summary Part 5Since the third quarter of this year, under the correct leadership of the party group of the bank, the bank's various businesses have developed rapidly, and achieved better economic benefits. The Human Resources Department works closely with all departments and offices, relying on the understanding and support of all bank employees, and under the efforts of the departmental staff *** with the efforts of the departmental staff, strictly in accordance with the requirements to fulfill their departmental duties, in performance appraisal, recruitment, training, personnel file management, job and organization management and other aspects of the work carried out in earnest, and effectively support the development of the bank's various businesses. Now briefly summarized as follows:
First, human resources projects
As one of the key tasks of the Bank, the human resources project is related to the ability to rationalize incentives and constraints mechanism, to promote the development of the whole Bank's business, and has always been highly valued by the leadership of the Bank. The third quarter is a critical period for the bank's pay and performance program, and it is the final preparation period before the implementation of the entire program, which is directly related to whether the program can be finalized. The Human Resources Department is also y responsible for the project, during which it has organized many presentations and seminars, especially on the project's core performance appraisal program is according to the requirements of the Bank's leadership were the sub-branch team, business supervisors, tellers, head office of the Bank's business department, the administrative department to repeatedly organize and discuss, collect staff views and suggestions and collate. It should be said that the Ministry of Human Resources has done a lot of work to ensure that the performance appraisal program can be successfully implemented.
Second, the recruitment work
In order to meet the needs of the Bank's business development, the Department of Human Resources has carried out the recruitment of new college students and part of the recruitment of management and professional positions. Despite the long time span and heavy workload of the recruitment work, involving the release of information, on-site registration, qualification review, organization of the examination, the announcement of
results, physical examination, processing of entry and other phases, but through the previous recruitment work, the department has accumulated a certain amount of experience, and can deal with the problems encountered in the recruitment process in a timely manner, in the department of staff in close cooperation with each other under the better completed the task, to ensure that the process of fairness and impartiality, and to ensure that the recruitment of new employees. We have ensured that the recruitment process is fair, just and open, and selected excellent talents for the Bank. At the same time, the Bank's pay and performance reform has played a positive role in attracting excellent talents in the industry. From the recruitment process, the new pay and performance program has a certain degree of market attractiveness, which will strongly promote the Bank's recruitment work. However, we should also see that most of the recruitment in our department is assisted by hiring professional human resource companies, and our own recruitment level is not professional enough and we do not have our own set of scientific methods to identify talents. This is my department in the future recruitment work needs to be strengthened.
Three, internal competition
In order to actively promote the development of the bank's various businesses, selection and training of appropriate talent, the Human Resources Department has organized the assistant branch president, business supervisor, business host of the internal competition. Through the competition, a number of outstanding young employees stood out, driving the development of the bank's business. Through this external recruitment and internal competition mechanism, combined with the Bank's salary reform and professional sequence management system, the Human Resources Department is committed to creating a mechanism that enables upward and downward mobility, high and low staff mobility. So that the whole bank staff really do eat with ability, with the ability to do things.
Four, training
The banking industry as a service industry has a high demand for employee training, the Human Resources Department has always attached great importance to training. In the third quarter, under the cooperation and organization of the Human Resources Department, the Bank has conducted a number of training courses, such as insurance agent qualification training, banking platform business training, service and management training, and intensive face-to-face training for new employees. From the feedback, both the frequency, quality and effect of training as well as the relevance of the training and the participation of the employees have been improved compared to the previous ones. However, the bank is currently in the initial stage of business development, the future demand for human resources will be more and more intense, how to establish a scientific training system to improve the quality and skills of employees to meet the needs of the bank's business development will be a major problem faced by my department. In response to this issue, the department actively promote the construction of training system, including the study of the establishment of the bank's internal trainer system, the development of systematic training programs, and has carried out the corresponding training needs survey, and strive to establish a more complete training system for the bank.
Fifth, appraisal management methods
In order to strengthen the bank's human resources management and appraisal, the Human Resources Department has formulated the "Jingdezhen City Commercial Bank Dispatch Employee Appraisal Measures" and is about to complete the "Jingdezhen City Commercial Bank Expense Worker Appraisal Measures". The introduction of the measures to improve the bank's employment system, on the one hand, is conducive to fair and impartial assessment; on the other hand, it is also conducive to promoting the improvement of employee performance.
Sixth, employee behavioral screening
In order to further strengthen the bank's internal control and compliance management, to prevent the risk of cases, in the requirements of the regulatory authorities and the bank leadership attaches great importance to the Human Resources Department, in collaboration with other departments, through the collection of basic information on the staff data, organizing visits to the grass-roots police station and the community council, arranging for home visits, and other measures for the bank's staff abnormal behavioral screening. The Human Resources Department, in cooperation with other departments, has conducted abnormal behavioral screening for all employees of the Bank by collecting their basic information and organizing visits to grassroots police stations and community committees, arranging home visits and other measures, and achieved certain results. In order to further deepen the behavioral screening, the department will carry out the activity of "pairing up and helping one another" by party members in the next stage. The company's goal is to eliminate the occurrence of risky cases caused by employee behavioral hazards.
Seven, the branch opening materials declaration
After careful preparation, Le Ping Branch on September 19th successfully opened. I have also successfully completed the application materials for the qualification of the executives of Le Ping Branch and the application materials for the opening of the branch
The process of declaration is relatively smooth. The process of this material declaration is relatively smooth, on the one hand, thanks to the previous head office and 13 sub-branch opening application experience; on the other hand, thanks to the timely communication with the regulatory authorities. I believe that the upcoming declaration of the Supervisor's materials and other materials will also be successfully completed.
VIII, other work
The Human Resources Department has actively completed the work of the Bank's party building, staff file management, the daily deployment of employees.
Overall, in the third quarter, the Human Resources Department completed all the work arranged by the Bank's leadership and performed its duties better. In the next stage, the HR Department will continue to promote the implementation of the performance appraisal program for the whole bank, complete the signing of the performance contract for each department and individual, complete the centralized face-to-face stage examination for new employees and assign positions, and start the campus recruitment for the 2012 graduates.