As the years go by, the work of the year is coming to an end, review the previous work, there are gains and confusion, it is time to write a good summary of the work. The following is organized by me for you "human resources year-end summary of individual general", for reference only, welcome to read this article.
Human resources year-end summary of individual general (a)Time passes, snap your fingers, 20xx year and close to the end. Under the leadership and support of the company, with the help of colleagues, I love my job, dedicated, conscientious, pragmatic style, firm thinking, and better completed their own work and other tasks assigned by the leadership. During this period my work ability has also greatly improved, but this is not only my personal credit, but also the company's leadership to give me the opportunity and work support. Let me get a good growth in this short year. Now summarize the work of this year:
First, standardize the staff entry and exit procedures
The previous year is responsible for handling all personnel entry and exit procedures and staff files finishing, archiving and checking work. In this half year file management, know the importance of file management. If the entry staff did not submit the former company's separation certificate, the company may have employment risk. In the file management, such as the evaluation of the employee's performance appraisal, rewards and penalties bill, important content in a timely manner into the personal file, in order to provide a basis for future personnel selection, rewards and penalties or labor disputes.
Second, the labor relations
Compared with 20xx year, the company's entry rate and the rate of departure have declined, the number of people who renewed the contract is gradually reduced, the company's personnel changes gradually tend to stabilize. In the work gradually standardized and rigorous, in order to avoid the emergence of labor disputes to the limit. Through the improvement of our own business level, we are now able to consider problems from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, the previous file from the new organization of the classification preservation of individual personnel loopholes in the employment procedures to discuss the rectification, on the one hand, can avoid the company's employment risk, on the other hand, also protects the rights and interests of employees.
Third, the monthly attendance report data collection and production
Monthly export x building colleagues' attendance records, sent to the departments responsible for attendance personnel. Produce the department's attendance sheet. Collect the attendance sheet and overtime approval form of each department and summarize them to make electronic boards and documents, and then keep them in the cabinet.
Fourth, wages
Monthly collection of departmental performance appraisals and performance statements, according to the performance table, employee performance appraisals, monthly attendance to produce each departmental sub-table, and then summarized in the payroll table reported to the manager for review and approval, and finally sent to the financial check. Payroll information is bound into the cabinet to save. In the beginning of contact to do payroll, a mess, often make up this and forget that, hand and foot, mistakes and omissions. The next x months, in the process of doing payroll and found a lot of mistakes, but also found that there is a trick, in the manager's careful teaching, the error a little bit of correction, slowly accumulate experience and lessons learned, try to avoid mistakes.
Fifth, cultural and sports activities
On the construction of corporate culture, to assist the department to organize the staff birthday activities and Changsha, Hunan Province, "red trip" activities and the creation of the corporate culture window. Although there were a lot of mistakes and incomplete considerations in the process of assisting, through the help of colleagues in the department, the activities were finally completed successfully. After the activities, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these cultural and sports planning work, I y feel as a member of the Ministry of Human Resources, their own work performance is directly related to the achievements of the entire department, the sense of responsibility is also with the increasing, in the future work, I hope that this sense of responsibility and confidence will encourage me to work better, better service for the company and colleagues.
Through all of the above work, I have a great help to my own learning in the field of human resources in the future, but also accumulated a lot of valuable experience. I have a deeper understanding of the operation and positioning of our department in the whole company and management. For the above points, I am y appreciate the importance of our human resources department, which also makes me full of confidence in my work. In a year's work, I also have a certain understanding of the company, the following is that I put forward two personal suggestions:
(a) the construction of corporate culture. Enterprise unique corporate culture is the source of corporate centripetal force. We need to continue to make efforts for the company's corporate culture construction.
1, I hope to be able to combine the company's situation of humane management atmosphere, friendly and enthusiastic colleagues, the formation of a fair and upward spirit of enterprise.
2, shaping the image of superior quality products, to create a material culture.
3, incentive mechanism. The primary task of enterprise culture management is to mobilize the enthusiasm of people, should be implemented to implement incentive mechanisms. Dealing with cultural means of managing culture, adhere to the cultural guide, cultivate people.
(ii) training. Internal training, through hierarchical targeted training, the company's employees have an understanding of the quality system documents, improve the quality of staff awareness and ability to achieve certain results. But from the overall effect has not received the expected, to meet the daily production and management in the use of the requirements. External training, out of training can open up the vision of the staff, not just limited to their own work in the knowledge that we want to enhance the overall quality of staff.
Overall, in this nearly a year of work time, although the work has made certain achievements, but there are some shortcomings, mainly the work of the degree of care is not enough, their own learning, overall coordination, time allocation is not enough, and experienced colleagues still have a certain gap. In the future work, I must seriously summarize the experience, overcome the shortcomings, carry forward the tireless enterprising spirit, and strive to do a better job and establish a good image. On the decisions and problems that arise, timely rationalization proposals and solutions for the leadership reference, and strive to do a better job for the development of the company's contribution to their own strength!
Human resources year-end summary of individual general (two)Human Resources Department since its inception to the present has been x years, I am honored to be involved in the growth of the Ministry of Human Resources from scratch, from the beginning of the imperfections, and slowly grow to the maturity of today's. Since 20xx years, the Human Resources Department has been working on the development of the company's image. Since 20xx, the human resources team is slowly growing, the introduction of professionals, professional level has been greatly improved, human resources construction is gradually moving towards standardization, the role of the function is also gradually reflected. Company leaders are extremely concerned about the construction of the human resources department, which is undoubtedly the biggest cardiotonic for colleagues in the human resources department. In the past, we may feel a little strange to the word; human resources, I do not know the company set up such a department where the real intention. Through the concerted efforts of everyone this year, has slowly achieved the recognition and support of the majority of the company's departments. Now for this year's work is summarized as follows:
A, for the company's employees' personnel files and other information collection and management, so that it is more perfect, to maintain the integrity of the company's files, to ensure that the future analysis of the work to provide more accurate information
Because the content of the file involves the company's confidentiality, during the period I maintained a very high degree of The company's main goal is to provide the best possible service to its customers. The company's main goal is to provide accurate information for human resource planning.
Second, is responsible for the management of employee labor contracts, for labor and related procedures
So far, the labor contract of the signing of the work is not particularly smooth, mainly because of the marketing department of the business staff is scattered, concentrated opportunities are fewer, and often in a hurry, resulting in part of the business staff so far failed to sign the labor contract. Labor contract. The company's main goal is to provide the best possible service to its customers, and the company's goal is to provide the best possible service to its customers.
Three, combined with the company's system and the national regulations to manage employee attendance and leave management, accurate monthly attendance statements
One of the staff attendance is a difficult point, the company has been implementing the card approach to work for a year and a half, due to the part of the staff have not been able to adapt to the new approach to attendance, so the effect has not been very good. This year, the Ministry of Human Resources has made a special effort to reaffirm this issue of attendance, and with the integrated management of the Ministry of technical staff to discuss the improvement of the attendance system, but due to the nature of the company's many jobs are different, the staff often need to be flexible management of the work time, or can not be very good to hand over a satisfactory attendance data, but in order to prevent some employees; overstated, according to the end of the attendance injustice, the attendance system needs to be more perfect.
First, the implementation of the company's rules and regulations, dealing with employee rewards and punishments; for some employees do not comply with the company's rules and regulations, resulting in large errors or large errors in the work, the Ministry of Human Resources through a thorough investigation, after giving a reasonable and fair administrative sanctions, and the parties involved in the ideological education. This year **** there are about ten people accepted the company's administrative penalties of varying degrees, have recognized their own mistakes.
Second, this year, the company has given full consideration to the welfare of employees, the welfare system is gradually beginning to implement. For example, in the past, only the marketing department staff to enjoy the brand promotion of cigarettes, in the Department was also able to realize; monthly to assist the Ministry of Administration staff to carry out the planning and implementation of birthday activities, enriching the spare time of employees; taking into account the issue of employee safety and security, the company has also purchased for all employees of the Ping An Group Accident Insurance and medical insurance and other types of insurance, insurance, during the period of an employee accidentally injured in a fall, we timely contact with the insurance company We made contact with the insurance company and applied for the appropriate training, to solve the employee's worries. And so these are greatly mobilized the enthusiasm of the staff, so as to play a role in motivating the staff.
Third, the management of promotional staff. Since this year's x month, the Ministry of Human Resources is taking over the management of promotional staff, through the data collection and analysis, found that although the development of the corresponding management system, but found that many markets are not strictly in accordance with the system to implement, arbitrary strong, the personnel growth rate is too high. Promoters are an important part of the xx market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to reformulate the management system of promotional personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level for the company's future reserves more business talent.
Fourth, to help do a good job of recruitment and appointment of specific transactional work, including the issuance of recruitment notices, collect and summarize the information on the application, arrange for interviews, tracking the implementation of the interviews, etc.;
Fifth, to help establish a positive relationship between employees, coordinate the relationship between the staff and the management, and assist in the organization of various types of activities for the staff; In addition, under the guidance of the leadership of the department to help the staff Attendance system, labor contract management methods and other related personnel system to modify the work, so that it is more humane, rationalization, in line with the company; people-oriented talent concept.
The next important step for individuals should be to strengthen the study of serious work, and constantly improve their professional qualities in order to face greater challenges, but also will not be eliminated by the trend of the times. Cherish the hard-won opportunities, and do a good job in every job. 20xx year the responsibility of the Ministry of Human Resources will be more heavy, the Ministry of Human Resources must arrange and implement the new year's work plan, with the actual work performance to speak.
Finally, I wish the company all the best in the New Year, a year better than a year!
Human resources year-end summary of the individual generic (3)
I was promoted to probationary personnel manager of the Department of Personnel and Administration in 20xx on x month x, since the promotion, because at the same time the two colleagues left and the new colleague did not enter the job in a timely manner, I am comprehensively responsible for the work of the Ministry of Personnel, so far it has been nearly x months. Time flies, in the intense, busy and full of work, in the high student and Ms. He's help, I learn, work, there are progress and deficiencies.
I. Job duties are mainly in the following three areas
1. Recruitment. Hourly piecework staff recruitment, recruitment should strictly grasp the following two aspects.
Recruitment quality, including the quality and stability of personnel, before recruiting to fully understand the job posting information, and actively communicate with the employing department, to understand its employment standards; secondly, the use of a variety of interview techniques, such as structured interviews, STAR principle, pressure interview method, etc., a comprehensive understanding of the applicant's personal information and the company, employing the employing department of employing the standard of match or not.
Recruitment of timely rate, while ensuring the quality of personnel to ensure the recruitment of timely rate, to effectively avoid unnecessary trouble due to job vacancies to the employing department, in this regard, due to limited resources and geographic location and other unavoidable factors, I have made the following aspects of the measures to attract talent: the correct and comprehensive release of recruitment information, so that applicants have a better understanding of the relevant job information; followed by a professional Phone interviews to invite candidates, such as speaking etiquette, control the phone interview process, if the phone interview to understand its suitability for the recruitment of positions, should be fully expressed the will of our company; Finally, analyze the demand for the type of personnel, and actively communicate with the employing department, to understand the nature of the work of the recruitment position, the qualifications, and the correct choice of recruitment channels.
Lessons learned: Remember the principle of "better late than never"; interview ideas to be clear; strengthen the communication with the employment agency, establish a good relationship, and maintain recruitment channels.
2. Personnel changes, staff assessment.
Personnel changes, including promotion probation, transfer probation, part-time probation, etc.; in the receipt of the employer's department of the personnel change form, should be timely to understand the change of personnel related information, work experience, education, age, entry time, the nature of the work of the position after the change, the qualifications, and at the same time, actively communicate with the employer's department to understand the change of personnel work performance, comprehensive quality, strengths and weaknesses, and change the personnel to conduct an assessment interview, to understand the change of the personnel's overall performance, comprehensive quality, advantages and disadvantages. Appraisal interviews to understand the comprehensive quality and ability of the changed personnel, verify the authenticity of the employing department's evaluation, summarize the strengths and weaknesses, provide them with improvement measures, and put forward the appraisal requirements during the probationary period. Finally, we synthesize the information from all parties, such as the salary level of the same position in each department and the comprehensive quality of the changed personnel, and discuss with the employing department whether to agree to the change and the decision of salary adjustment. Employee assessment, including the appraisal of the transfer, the assessment of the age of the Department. The assessment is mainly to assess whether the employee's work performance during the assessment period meets the expectations. First of all, we have to find out the comments of the employing department and the HR department when the employee changes, secondly, we have to understand the nature of the job, communicate further with the employing department to find out whether the work performance during the probation period is progressing or not, whether there are still problems or not, and whether it is up to the expectation or not, and then interview the employee and summarize the information. Finally, the information is synthesized from all sides to decide whether to agree to the transfer as well as the transfer of the salary adjustment range.
Lessons learned: First of all, through the practice of understanding, the leadership of the departments have a certain degree of suspicion of favoritism to subordinates, good at reporting good news to the outside world, as the Ministry of Personnel should be active in letting the leadership of the various departments to fully realize that favoritism to subordinates is a hundred evils without a benefit, should be to safeguard the interests of the company, the interests of the department, the fairness of the aspects of the example of the leadership of the various departments should not be biased in favor of the subordinates; Secondly, any assessment, we must bear in mind that Secondly, any assessment, we must bear in mind the principle of fairness and impartiality, the strict implementation of the relevant systems of the company, avoid personal preferences, power for personal gain and unfairness; Finally, the assessment should be well prepared, careful, rigorous handling of related work.
3. Social security and housing fund.
The purchase of social security for all employees in the factory, the increase or decrease of social security, the remittance of housing fund related matters.
The experience: the workflow is not complicated, but need to be very careful, for some of the documents to be strictly checked more than 2 times for approval, seal, do not speculate.
Second, through the work of a year, the work of the problems encountered in the following areas
1. Lack of personnel expertise, their own work experience is superficial, resulting in lower efficiency and lower quality of work.
2. Work is not careful enough, did not develop the habit of strictly checking the information.
3. Low efficiency and lack of rationality. There is no rational co-ordination of their work, resulting in the omission of certain work, resulting in errors in the work.
Third, the future work outlook
1. Fully study the company's personnel-related systems, documents; help personal and corporate vision of unity, coordinated development.
2. Strengthen the exercise of their own careful questions, to develop a rigorous work, serious attitude, work carefully good habits.
3. Strengthen the learning of human resources professional knowledge, and combine theory and work practice.
4. Be open-minded and ask questions if you don't know what you are doing, ask your leaders, ask your seniors.
5. Change their own nonsensical image, in front of the leadership, colleagues, subordinates to establish a good image.
6. Analyze the importance of the work of the degree of rationality and coordination of their work responsibilities, do not be busy.
Four, conclusion
In the nearly x months period I although the work of the lack of maturity and stability, but basically able to complete their work. This is inseparable from the guidance of the leadership and the help of colleagues, here again on the leadership and colleagues to express my heartfelt thanks! I will continue to learn and improve their efficiency in the next time, adjust the work attitude and work enthusiasm, and colleagues to help each other and get along harmoniously. The above is a summary of my work over the past year. I will go to work as in the past, to conscientious, hardworking, pragmatic attitude to spur themselves on, always work hard. Do my best to fulfill all the tasks entrusted to me by the leadership.
Human resources year-end summary of the individual general (four) Administration and Personnel Department in the government support as a guarantee, to the entrepreneurial operation of the soul, to the development of employee autonomy for the direction of the "Trinity" effective management model to conscientiously implement the "positive, fine, harmonious
Administrative Personnel
(a) the establishment of a sound company systems to re-establish the "draft performance appraisal system", "comprehensive service area management draft", "property management", "property management program", "customer complaints management system", "the management system of the customer". Program", "Customer Complaint Management System" modified the "Attendance Management Regulations", "Front Desk Daily Service Regulations", "Vehicle Management System", "Customers to purchase their own charging program" and other systems, laying the foundation for the company to scientific and standardized management.
(ii) the comprehensive introduction of the performance appraisal system the company introduced a new performance appraisal system, from the job duties, work completion, labor discipline, integrated service responsibility area and other aspects of the staff to conduct a comprehensive assessment. Through the assessment to further improve the efficiency of work, work level, mobilized staff work enthusiasm.
(C) of the company's departments to re-adjust based on the property company's continuous development of the current situation, the department was re-divided from the original three parts of the division of six departments, the addition of the Asset Operations Department, the Environmental Management Department, the Operations Management Department. After the readjustment of the department, the division of labor is more clear, the work is more professional, fine, more in line with the development of the property company.
(d) Adjustment of employee salary levels. In the first year of work combined with the market salary level of the company's overall wages and staff position adjustment, the purpose is to promote the enthusiasm of the staff to work more suitable for the development needs of the property company.
Second, the work of the Treasury
The main work of the Treasury: monthly inventory of the Treasury. One of the large inventory x times. At the beginning of the year with the outsourcing party xx company to carry out inventory work of engineering items, strengthen the outsourcing party treasury management; mid-year on the x treasury centralized inventory, at the same time on the merger of similar items, and can not be used to summarize the items and issued processing recommendations, the dispersion of the treasury has been re-organized. After the inventory of the treasury to organize, the waste items in a timely manner to deal with the treasury to reduce the safety hazards of the treasury, to achieve a scientific and standardized treasury management.
Third, the bathroom work
The main work of the bathroom is: First: Improve the "bathroom management system", "bathroom safety system", "bathroom emergency preparedness system" and the organization of the bathroom management personnel to carry out the system's training and exercises to improve the level of management of the bathroom, in order to achieve the bathroom to lay the foundation for the annual operating targets. Second: Bathroom at the end of the last replacement of solar energy equipment, equipment operation during the period is not stable, so strengthen the daily inspection of the bathroom solar energy to do to find problems in a timely manner to ensure the normal operation of the bathroom, and strive to complete the business indicators. Third: strengthen the cost control of the bathroom, water and electricity and other resources of the daily query records and bathing in the statistical work of the number of people, for the bathroom costing to provide an accurate basis.
Four, front work
(a) improve the "front desk daily service regulations" to make the front work more standardized, institutionalized.
(b) According to the requirements of the business responsibility formulated at the beginning of the year, the introduction of the "customer complaint management system". Through the introduction of this complaint system, improve the efficiency of the front desk, simplify the work process, the establishment of the complaint system to solve a lot of practical problems in the move-in, recognized by the majority of residents, greatly improving customer satisfaction.
(C) for the convenience of customers charging, the plan to implement the electricity card recharge by the customers themselves for the convenience of timely recharge to avoid power outages brought about by the inconvenience of life.
Fifth, the integrated service responsibility area
The "integrated service responsibility area management approach draft" and in 20xx xx x from the beginning of the implementation. Comprehensive Service Area Supervision Office members of the daily inspection of environmental health in the area of responsibility, weekly meetings held on the weekly inspection of the situation is summarized in a timely manner to solve the problem, twice a month on the responsibility of the area of mutual evaluation and scoring. Through the management of the integrated service responsibility area, the park works, maintenance and health dead ends found in a timely manner to deal with, so that the park looks new, the overall environment has improved significantly, up to now, the integrated service responsibility area supervision and evaluation scores are above x%.
Six, other work
x month xx Secretary of the Municipal Party Committee, Comrade xx of the youth apartment inspection reception. xx Comrade xx on the overall environment of the youth apartments and summed up the concept of operating assets property to give recognition to, which is usually strengthened on the daily work of the integrated service area of responsibility is inseparable. 20xx work Plan 20xx work plan according to the department's work in the previous year, combined with the current actual situation of the property company and the future development trend, the Department of Administration and Personnel plans to carry out the next year's work from the following aspects to ensure the successful realization of the annual plan.
human resources year-end summary of individual general (five)has quietly past, the last phase of the work also basically come to an end. This semester I served as the head of the Human Resources Department, from the officer to the role of the head of the change, so that I adjusted themselves, learning to take on different responsibilities with the past. In addition to regular departmental functions, this semester for some innovative work ideas have also tried, now the second half of the work is summarized as follows:
A departmental recruitment
Our department is the entire Federation of the main department responsible for the recruitment of this time is indeed very tired, stalls, sweeping, a pile of a pile of things, so that the people almost collapse.
Second, hr series training
After the completion of the recruitment work, the "professional to build, the community elite" hr series of training activities is a heavyweight activities of our department. Different themes of training can help new members of the association to integrate into the organization as soon as possible, in-depth understanding of the system and culture of the Federation, to obtain publicity and promotion skills, and to learn the knowledge of public relations etiquette. As reflected in the regular meeting, I personally feel that the atmosphere was very dull, and the training was not able to deploy the enthusiasm of the audience, so that the training did not play to the expected effect, which is due to the following reasons:
1. The content of their own clear to listen to. The technical explanation does not only require the speaker to talk about technology, but also requires him to explain things for people to understand and accept.
3. The sequence between the three departments is not smooth enough, and there is a cold spot in the middle.
Improvement plan:
1. In introducing the training program to the president, we should make it clear to him that this program can be given to all the students who are interested in technology within the association to participate in, and it can attract people who are really interested to participate in it, so that the association's technology can be upgraded.
2. Negotiate the order of play between departments, and pay attention to the connection.
Finally, I think we should do a better job of building up the department internally. We promote exchanges between department members through dinners and parties, and establish departmental concepts and enhance departmental cohesion through departmental purposes. Just like what is emphasized in every departmental training at the beginning, manpower is a family and we are all part of it. As a senior sister, I think I am competent to help everyone integrate into Manpower, give encouragement to the officers, and establish a deeper friendship with the officers. At the same time, I am very grateful to you all for evaluating me objectively during the performance appraisal, so that I can recognize myself more correctly. As a supervisor, I do still have a lot to improve, for example, the problem of a big grin, communication among colleagues, and strengthening leadership. I remember that in the past, I always made mistakes and was afraid of being criticized by the minister. Now think about it, thanks to manpower, now I am more than before, more responsible, more know what is the responsibility. Department of the six supervisors are worthy of my place to learn, but our communication is too little, for their own every departmental activities are sneaking away, a little shame.
In short, the Ministry of Human Resources is a member of the xx *** with the Ministry of Human Resources, the progress of the department depends on everyone *** with the efforts, I hope that the Ministry of Human Resources in the next semester to have greater progress and better development.