HR first half of the work summary essay
Looking back on 20xx year, the Ministry of Human Resources in the company's leadership of the care and guidance, in the departments and service centers under the active cooperation, and conscientiously perform the functions of the duties, basically completed the work of the task, but there are many shortcomings and need to improve the urgent need to improve the place. Here on the 20xx annual work achievements and shortcomings of a serious summary, to better carry out the work of the 20xx year to lay the foundation.
First, the work of the summary
(a) staff configuration
Currently set up four functional departments and five service centers, staffing in accordance with the provisions of a reasonable allocation of the provisions of the program, the existence of a person in the configuration of individual departments more than one post.
The existing staff of 188 people, including 36 managers of various management personnel (including 2 senior leaders, 7 middle-level personnel, 27 grass-roots managers), the operating layer of 152 people, in addition to management personnel in the age of 25 years old 45 years of age, college education of 26 people, a registered property manager, intermediate or above the title of the 2 people.
(B) staff management
1, recruitment management
The establishment of recruitment channels suitable for the company. August 29 cost 2,000 yuan to open the Xinxiang Talent Network members, mainly for the recruitment of middle management and technical positions; combined with the actual property companies, through the Changguan online free release of recruitment information, mainly for the recruitment of grass-roots management and operational positions; to participate in the on-site recruitment 1 time. Participate in on-site recruitment 1 time.
Through a variety of ways to recruit, select people, basically to meet the company's employment needs, this year *** counted 96 employees recruited (of which 10 managers, 86 operating personnel).
2, day-to-day management
(1) standardize and improve the staff entry, assessment and transfer, separation and other work procedures, and timely handling of related procedures. At present, the relevant daily personnel procedures are basically carried out in an orderly manner according to regulations.
(2) employee files is to grasp the basic information of the personnel information base, files, including on-the-job staff files, separation of personnel files and job applicants files (storage of backup), usually on-the-job staff file cleanup, replenishment, the basic realization of a person a file. Separated from the staff on time to do the relevant procedures in a timely manner after the separation of staff files; candidates file according to the initial examination and employment needs according to the job application for the organization of the archives, in order to prepare for the future need to check the selection; employee files by departmental project classification archives; at the same time the establishment of the above categories of employees electronic information files to facilitate the management of dynamic information and query employees.
(3) in accordance with the principle of confidentiality, standardization, in June 20xx on the basis of the original, improve the payroll process. Monthly timely and accurate accounting for the approval of wages, so that employees can receive wages on time. As of November 20xx, the cumulative payment of employee payroll 2434406 yuan, of which the functional departments of the headquarters 121,572 yuan, Longshouyuan service center 413,632 yuan, Qinghuayuan service center 784,386 yuan, Park 2080 service center 344,336 yuan, Century Garden service center 661,253 yuan, Fumei District service center 109,227 yuan (April 2013) month to November 2013).
(4) The development and issuance of the "Human Resources Management Handbook", so that the daily personnel work is based on evidence and more standardized.
(5) Timely and quality completion of other temporary work assigned by the leadership.
Second, the existence of . Shortcomings and improvement measures
(a) in the recruitment of new staff selection still need to improve the idea, according to the company's manpower needs and talent market conditions at any time to adjust the recruitment program and recruitment strategy.
(b) the overall quality of staff to be improved, the focus in this regard later to put a good recruitment, in order to ensure that the employment needs of the case, and gradually improve the recruitment requirements, and strive to recruit skilled, educated, qualified, and capable of management personnel; followed by the training of existing personnel to improve.
(C) retention: due to the retention mechanism is not perfect, resulting in the current stage of the company's employees to come in, can not stay in the situation, the number of people leaving all kinds of 74 people in 2013 (11 managers, 63 operating personnel), which the order of staff mobility is greater. In the future work, pay attention to the analysis of the reasons for the departure of employees, the right medicine, the development of improvement measures.
(d) performance appraisal and employee training: the Ministry of Human Resources is not in place to assess employee training. The Operations Department is mainly responsible for the operational level of staff training and core management personnel assessment work, in the future work to take the initiative to actively cooperate with the Operations Department for training and assessment work.
(e) human resources expertise, property industry expertise is lacking, the need to strengthen learning, combined with industry practice, better to carry out human resources management work.
(F) innovation is not strong enough, in the future work, and strive to complete their work at the same time, and constantly adjust their work ideas, improve their work methods, and strive to be pragmatic at the same time, will look further ahead, will think more broadly, and actively forge ahead, pioneering and innovative.
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