HR year-end summary collection of five
A year has passed, looking back on the strong down the year, the achievements are hard-won, it's time to run through the work of the year, do a good job summarizing. But you know how to write well? The following is about HR year-end summary of 5, just for reference, welcome to read.
HR year-end summary Part 1
In the work of the Ministry of Human Resources so that I gradually the duties of the Ministry of Human Resources has a clearer understanding of the work of the summary is as follows:
A focus on good staff recruitment. In September, the rural areas have begun the fall harvest, garden guards and cleaners increased leave, the district garden guards are in short supply, plus it has been raining, the recruitment work is very difficult. In order to make up for the labor gap, the Ministry of Human Resources to change the way of fixed-point recruitment, to commission recruitment and telephone recruitment is the main, through multiple contacts, as of September 31, *** recruitment of 17 employees, of which 12 garden guards, monitoring 1, 1 customer service 1, 2 janitorial staff, greening staff 1, the basic situation of the service center employees are as follows:
Second, to further standardize the work of the performance appraisal. In order to further standardize the performance appraisal work, we specifically arranged for personnel to check the fingerprint card punching machine of each service center, and the attendance system of each service center personnel scheduling, shift management, time period maintenance, etc., a unified setup, the performance of the district reported on the attendance sheet and fingerprint machine to play the attendance sheet, carefully check, all employees leave slip must be approved through the mobile OA system, requiring the All employees' leave slips must be approved through the mobile OA system, which requires the attendance clerk to print them out on the computer as the basis of attendance, and they are signed by the director and the operator of each cell, and the mechanism of backtracking is implemented to trace the responsibility of the relevant people if there are any errors. Through this series of measures to enhance the staff's sense of responsibility, to fulfill the company's system, to eliminate the occurrence of errors and omissions, so that the assessment, attendance system is more perfect.
Third, to complete the task of ordering the replacement of spring and fall clothing. According to the company's employees reflected the poor quality of the fabric of the summer uniforms of the cleaning staff, such as color loss, combined with the actual needs of the current work of the positions, our Human Resources Department to the market several times to visit, and contact with the various clothing manufacturers, through the comparison, check the samples, so that the cleaning staff, maintenance workers try on, and other ways, and ultimately identified a good value for money clothing processing enterprises, the current park members of the winter duty Workwear has been customized, maintenance workers, janitors spring and fall clothing **** issued 150 sets.
Fourth, timely handling of the remaining issues. In the handling of labor procedures, we overcome the few staff, time and other unfavorable conditions, prepare in advance, serious investigation, and actively communicate with the parties involved and their families and friends, and do their ideological work, and get the understanding and support of the staff, and properly handled XXXXXXXXXX and other 4 employees of the old age and medical procedures; in dealing with employee disputes, in addition to doing a good job of the ideological work of the employees in the workplace, also Requirements for all employees on extended leave must first report to the Ministry of Human Resources, active communication with employees to understand the situation, so that all types of disputes nipped in the bud, to maintain a good image of the company, to avoid a lot of risk for the company, so that the company is not subject to economic loss.
HR year-end summary Part 2Since entering the company in March 20xx, I have been working in the General Office and the Human Resources Department, and now I am engaged in personnel mobilization, file management, medical insurance, unemployment insurance, maternity insurance, and major diseases, accidents, and workplace injury insurance. My work is cumbersome and requires more contact and communication. From daily contact and communication to the determination of work content, from the preparation of knowledge and policies to the publicity and explanation of employees, I have devoted myself to my work, regardless of personal gain or loss, repeatedly measured data, carefully prepared programs, actively communicated, and made efforts to seek support. Always keep in mind the purpose of serving the people, to **** the standards of Party members to strictly require themselves. The leadership of the work entrusted to strive for completeness, is now the work of the 20xx report as follows:
First, focus on learning, internal quality
The old saying: "right and wrong in the study". In order to adapt to the new environment, new work, to cope with the new challenges, new requirements, I attach great importance to learning, and through learning to continuously improve their own quality, improve the ability to serve the people. First, learning political theory, improve political and ideological awareness, firm political stance. Theory is the baton that guides us forward. The second is to study policies, laws and regulations, improve their decision-making, management skills, so that they do not fall behind in their work, not lagging behind, and can better perform their duties.
Second, the correct mindset, external image
I always work at ease, quiet thinking, careful research, the usual treatment, set up a good party image. First, the grassroots work at ease. In the face of unfamiliar environment, deep pressure, but the organization's expectations, the leadership of the long-winded entrustment but also add to my power to do a good job. Second, meditative thinking. In the work, I can keep thinking about the mind, for anything, especially the work of things, not just a passion for work, always after "think twice", for work experience in a timely manner to summarize the shortcomings of timely correction. Third, keep a normal heart. That is, in the work, always with a "normal heart" to integrate into the team, into the work, with the leadership, colleagues have a cordial relationship, get the leadership and colleagues of the affirmation. From the special tasks assigned by the leadership to clean up the office and other small work, I am enthusiastic to complete, never to be too generous, from the "not to be good for nothing". Regular "self-discipline, self-examination, self-knowledge", and strive to "heavy work light enjoyment, heavy dedication light request", always maintain a correct state of mind.
Three, conscientious, hard-working
In the work, I always adhere to the hard work, pragmatic, efficient work style, obedience to the leadership of the division of labor, do not care about the gains and losses, do not pick the heavy, conscientious, hard-working.
1, to complete the half-year performance appraisal task 35 units.
2, the end of each month in a timely manner with the five workstations to contact, summarize and report the workstations and the Ministry of attendance records. Provide a reliable basis for payroll to the financial.
3, 20xx for 29 new employees for the registration of health insurance entry, and the production of books and cards.
4, 20xx April to May for two employees for the declaration of work injury insurance.
5, the 20xx pension insurance data for the verification work, and timely reported to the social security institutions, and audit through.
Fourth, the work of the existing problems
I only in the daily work of the efficiency of the first place, failed to do the work of the depth of the work to do fine, the lack of "serious" word, there are personnel are not familiar with the business is not skilled. Although it is a legacy problem, but after taking over the failure to find in time, is a serious mistake in my work. Please criticize and correct the leadership.
In the future, in the work, no matter what the work, I will certainly "seriously" the word in mind, the work to do deep, do fine, do solid. Efforts to complete the tasks assigned by the leadership. Let the leadership rest assured.
HR year-end summary Part 320xx year, is the company's rapid development of the year. This department in the company under the correct guidance of the leadership of the company, in the *** with the efforts of all employees, closely around the company's business policy, study hard, work hard, and work together to complete the superior and the company leadership to the various work tasks.
Chapter I annual work overview
Human resources 20xx work on the one hand, through the daily management of personnel, employee rewards and punishment system, employee entry, departure, promotion, management, etc., to ensure that the legitimacy of all personnel management work, standardization, on the other hand, through the establishment of employee training programs, employee salary and benefit programs, employee performance assessment, etc., the implementation of the employee's performance appraisal. On the other hand, through the establishment of employee training programs, employee salary and benefit programs, employee performance appraisal, etc., the implementation of the assessment of employees, incentives, and through the implementation and penetration of the corporate culture, to enhance the cohesion and sense of belonging to the staff, to enhance the degree of dedication of the staff.
According to the department's work arrangement, in 20xx, from employee recruitment to labor relations, did a lot of basic work. In employee care, compensation and welfare, etc. have made some progress in stages, so that the work of the Ministry of Human Resources to further mature. But at the same time, there are still a lot of work is not carried out or not very perfect, so in 20xx year is coming to an end, re-examine the work done, summarize the experience and shortcomings, in order to better carry out the work in the future.
Chapter II Summary of the specific work
20xx year mainly completed the following aspects of the work:
First, the recruitment work
With the development of the company, the demand for personnel is larger and the demand is relatively urgent, so the Ministry of Human Resources in the recruitment of personnel to invest more time and energy. Therefore, the Human Resources Department has invested more time and energy in the recruitment of personnel. As of the end of December 20xx, the company's 472 employees (excluding promoters), the shortage of 9 people. The total number of employees is 435 and 300 (see chart).
Distribution chart of entry and exit
9080706050403020100
Number of people
January February March April May June July August September October November December
As can be seen from the chart, February before the entry of fewer people, more people left the company.May to September, it is the addition of new personnel in the Nanchang store, to the At the end of the year entry personnel basically no, the number of people leaving the high, 20xx annual staff turnover rate of 38.96%, to the recruitment work has brought a certain passivity.
This year, Nanchang headquarters existing recruitment channels for: Nanchang-oriented network recruitment platform (Catch.com, 58.com, China 99 store manager network, retail management network, etc.) and the talent market on-site recruitment. The existing recruitment channels of the store are on-site recruitment, internal staff introduction and poster recruitment. In each position received resume situation analysis, about the retail supermarket professionals are very few, sometimes tend to receive more than 20 resumes, no one is in line with the job requirements of the candidates into the interview stage, the vast majority of which are invalid resumes.
Candidates analysis:
1, the applicant is not willing to go to the company;
2, the applicant has something temporary, about the next time or have received other companies hired;
3, the applicant at the same time received a few companies interview notification, comparison after making trade-offs.
4, the job seeker is still working, the intention of the job search is not strong, with the idea of "understanding the salary" and the existing treatment level comparison.
5, the company's 'salary and benefits are not satisfied.
6, comprehensive quality, professional is not enough.
Second, training
Training has always been throughout. From new employee orientation training to management training, from corporate culture training to business skills training, focusing on allowing employees to really learn for practice, can create benefits of practical skills.
Because 20xx May to early October has been in Nanchang store, for Nanchang store before the opening of a complete set of training programs. The training program involves cognitive corporate culture, understanding the company's rules and regulations, familiarizing with the workflow, increasing business skills, skilled operation of the company's software systems and other training work. Due to cost control and other factors, corporate training is mainly internal training, and the trainers are company management. Part of the training course is delayed outside, the training is basically good to complete.
Third, performance management
The original development of the performance appraisal project reached too high, the store could not complete the objectives set, the so-called performance to reach a distant future, resulting in performance appraisal is just a false name. Stores on the performance appraisal, did not produce any work efficiency and enthusiasm. For the performance appraisal process problems, and gradually improve the performance appraisal system, in May this year, re-introduced the "performance appraisal of the supplementary management approach", canceled the assessment of employees, according to the store where the "Department of management assessment" for the dominant assessment method. From the original single sales assessment, increased to sales, gross profit, non-operating expenses of the three major assessment items.
The newly introduced performance appraisal program, that is, simple and easy to understand, stores since May to implement the new performance appraisal program, mobilized the enthusiasm of the personnel, the implementation of the department and the department of the fair competition between the work to promote the efficiency of the work improved significantly.
In order to better articulate performance and pay, reasonable assessment of departmental work completion, and be reflected in the salary. Monthly departmental supervision of the performance of the various departments and groups to achieve the situation, mid-month statistical accounting of the performance appraisal of the stores to achieve the rate and the distribution of bonuses, and sent to the departments.
20xx annual performance bonus allocation by department is as follows:
From the chart, we can see that the Le An store in the company's performance rate is the highest. Mainly reflected in the September to December, the indicators reached are much higher than other stores.
Fourth, payroll management and supplies management
The department's payroll management is mainly for the monthly development of the headquarters staff payroll, spot-checking store attendance and wages. The company consumables management, is also the routine work of the Human Resources Department. Mainly do the following work:
(1), before the 10th-15th of each month of the current year, store attendance, wages all forwarded to the department, its supervision, spot-checking of the daily attendance status of the store;
(2), each month of the current year, according to the sales generated by the store, personnel payroll to the statistical accounting of the store personnel cost control rate;
(3), each month of the year, No. 1, No. 15 store submitted a report to the headquarters personnel payroll;
(3), each month, No. 1, No. 1, No. 1, No. 15 store submitted a report to the headquarters staff payroll, and the store staff payroll. No. 1, No. 15 stores to submit supplies, office supplies to the department, unified registration, unified purchase, unified issuance;
(4), the current year, monthly in the specified time to the supplier of supplies to the rate of arrival of statistics and accounting.
(5), 20xx annual payroll statistics (as shown):
(6), 20xx annual monthly store personnel costs and expenses statistics (as shown):
As shown in the chart, due to the Nanchang store's business area of 6,000 square meters, coupled with the absence of manufacturers of promoters, the increase in the number of regular employees, Nanchang store personnel costs are still relatively high. Next is the lead mountain store, because in November at the end of the store open for business rectification, renovation period affects the sales of the store, so the personnel cost at the end of the year has been higher. Wuyuan store personnel cost control is still quite good, has been controlled between 3.5%-4.0%.
five, labor relations management
(a) this year standardized the entry and exit formalities process. Entry into the job requires filling out a unified application registration form, attaching an inch photo, ID card copies of each 2, the relevant person also has to have a guarantor, pay a certain amount of management fees. Separation needs to be one month in advance in the personnel office to receive the separation application form, signed by the departments for the record, all personnel into the separation, by the Ministry of Human Resources to do the corresponding file information for the record, all processes are strictly enforced in accordance with the rules and regulations.
(b) seriously do a good job of employee file management, so that the staff file a person a file, personnel files a file, and timely updates.
(c) because the store female ratio of 85%, March 8 this year, Women's Day, the distribution of materials as a holiday gift to the front-line female employees, the employee care measures have been unanimously praised by the staff, is the specific embodiment of the enterprise "family" culture, it is worth to continue to carry forward.
(d) this year, the selection of annual outstanding employees, excellent management, which held a staff evaluation of the emergence of a large number of outstanding employees and departmental groups. Staff efforts have been affirmed, mobilized staff enthusiasm and creativity, corporate culture y rooted in people's hearts.
Chapter III of the annual work problems and suggestions for improvement
Personnel management work in accordance with the requirements of the job responsibilities for the Ministry of Human Resources to achieve the strategic objectives, played as an important part of the Ministry of Human Resources should play a role, but at the end of the year, there are still some work has not been completed, and at the same time in the process of promoting some work, there are also a lot of problems. To promote the process, there are many problems, in order to better summarize the lessons learned, to promote better work in the future, is briefly summarized as follows:
1, personnel recruitment has not been completed the work of the reserve talent. Analyze the reasons are as follows: (1) salary treatment is low, difficult to be competitive; (2) the effect of the existing recruitment channels is not great, not in the recruitment of personnel to make a reasonable cost investment.
Improvement: (1). Development of multi-channel, multi-faceted exploration of talent. Such as the organization of universities and colleges on-site recruitment; (2). Special recruitment of a number of reserve cadres, unified training, unified internship, unified assessment, unified allocation principle; (3). Strengthen the skills of relevant interviews, reduce the risk of hiring, and put more energy into personnel recruitment work. (4). Increase the talent database. Ability to classify the talent database, job classification, professional classification and so on.
Doing a good job of talent reserves is an important work of personnel, the follow-up will be timely to fill the right talent into the right position, both professional, comprehensive, management talent reserves.
2, training is not very effective. The reasons for this are as follows: (1) the general lack of staff awareness of training, and even resistance due to the occupation of their rest time; (2) the training program is thin and vague, no training needs before the survey, followed by no assessment of the effectiveness of the training; (3) the implementation of the weak, part of the course due to special reasons for the postponement of the course, and after the fact, not according to the plan to follow up, resulting in shelving.
Improvement: (1), carry out training work before the staff mobilization meeting, from staff to management are y aware of the importance of training and the benefits it can bring, do not regard it as a burden;
(2), from the beginning of the demand survey, the production of training plans closely until the evaluation and assessment, the end of the good;
(3), strictly according to the plan to carry out the work, so that the new employees faster into the company atmosphere, so that the new employees will be more quickly integrated into the company atmosphere. New employees faster into the company atmosphere, familiar with the company's processes, identify with the corporate culture;
3, the lack of communication channels to the grassroots employees. Employee work, life problems in all aspects can not be effectively reflected to the management, resulting in the Human Resources Department is always passive acceptance of employees leaving, can not be in the staff have the mood before the timely channeling, exclusion.
Improvement: (1) strengthen the store management to further build a communication platform, regular employee interviews, pay attention to the views and suggestions of employees, and actively take measures to improve, to obtain the trust of employees on the company to improve employee satisfaction, the work of employee relations to the real.
(2) Departmental implementation needs to be improved. Many systems due to a variety of factors failed to really implement down, resulting in the company's will to become a paper. It is recommended to strengthen this piece.
4. Salary and benefits are lower than the same industry 15% -20%, no social security, to the personnel recruitment has brought great pressure.
Suggestions: (1) for senior staff or management, to purchase social security, and sign a formal labor contract.
(2) For employees who have been on board for one year, they can receive one more month's salary (13 months' salary for the whole year).
(3) Increase the administrative performance assessment, in the salary column, add an administrative performance pay, and at the same time to develop a strict, iron discipline, rewards and penalties. Administrative performance on the store site management requirements are relatively high, the store site management supervision must be in place, to be fair, just and reasonable.
The above is my annual work summary, in the future work, and strive to complete their work at the same time, constantly adjusting the work of the mind, improve the work method, put the vision of the long term, put the thinking of the broader, pioneering and innovative.
HR year-end summary Part 4In 20xx, the Bureau of employment and re-employment of publicity and reporting work into the overall arrangement of publicity and ideological work, to create a good atmosphere of social opinion. We strengthened the publicity of employment and entrepreneurship for college graduates, helped college students adjust their employment expectations, updated their employment concepts, and boosted their confidence in employment. Actively doing a good job in the employment of college graduates, rural migrant workers and urban groups with employment difficulties. Implementing and improving policies and measures to encourage college graduates to work at the grassroots level in urban and rural areas, central and western regions, and small and medium-sized enterprises, and to start their own businesses. Strengthen employment services for college graduates and broaden employment channels. Accelerating the development of small-town economies and promoting local and nearby employment for rural laborers. Strengthen the construction of grassroots employment and social security service systems. Accelerate the integration of public **** employment and social security service resources, focusing on strengthening the grass-roots public **** employment and social security service infrastructure, and improve the grass-roots public **** employment and social security service capacity.
As a staff member of the Bureau of Human Resources and Social Security, I am in accordance with the standards of strict requirements for their own, conscientiously complete the tasks assigned by the leadership and the work of the job, solidarity with colleagues, learning with an open mind, innovative methods of work, and gradually improve their own qualities, is now the main work of the year xx summarized below.
First, strengthen the study, improve their own quality, the work involved in the laws and regulations need to know by heart, in response to this problem, I use my spare time to work hard to learn about human resources and social security laws, regulations, related policies, to achieve an accurate grasp of the laws and regulations of the use of the yardstick, to ensure that the regulation of the work of the reasonableness of the change.
Second, do their jobs, perfect the skills, focus on the human resources employment work. 20xx, the national employment situation is grim, especially college graduates, apply for institutions more and more people, which also increased our work, but also requires us to work more seriously and carefully, to be efficient, accurate and timely. In line with the principle of open and equal competition, the timely publication of various types of recruitment information, carefully review the information to ensure that the work of zero error, and effectively serve the people.
Third, do a good job in the establishment of the archives, sound. Improve the file management system, in accordance with the requirements and policies to implement the work. In the completion of this work at the same time, I actively cooperate with other comrades in the office, overtime to establish and improve the files, and successfully passed the XX Management Committee assessment group assessment.
This year, in my position, I did some work, but also made some achievements, but this is inseparable from the leadership, the care and help of colleagues, from the leadership, colleagues, there is still a big gap between the requirements, which is mainly manifested in the initiative to learn is not enough, and sometimes the work is not careful, lack of patience, lack of innovative work skills, to create the results of the not so many aspects. In the future work, I will strive to improve and make up, improve their own qualities, and strive to work in 20xx to a new level.
HR year-end summary Part 5First, 20xx performance appraisal work carried out
1, the beginning of 20xx, according to the general manager of the company's requirements, after summarizing the problems and shortcomings of the 20xx performance appraisal, in cooperation with the departments to modify, improve the performance of each department to assess the indicators and re-amend the target, make it more closely related to the company, so that it will be a more appropriate to the company's performance appraisal, and to make it more suitable for the company's performance. The goal is to make it more close to the actual company.
2, increased the departmental work plan and KPI data source authenticity supervision and verification work. Each month to check whether the departmental work plan is completed on time and directly under the superior leadership of the department's plan to summarize the score to give supervision, so that the leadership of the superior more rigorously according to the assessment criteria scoring, and played a role in accelerating the implementation of the effect of the work.
3, to assist the department's manager of the motor department, the Ministry of production management, the Ministry of Finance, equipment to ensure that all the Ministry of Engineering and other subordinate employees to optimize and improve the assessment program to ensure the effectiveness of the job assessment, so as to fully mobilize the enthusiasm of employees to work.
4, to maintain the fairness of the assessment process and openness, the results of the assessment of the doubtful departments can be filed with the Ministry of Human Resources complaints, dealt with three departmental complaints.
5, the organization of the departments to prepare the job description, and with the relevant positions and departmental leaders to discuss, amend and form official documents.
6, the formulation of "rationalization proposal management regulations" and the formation of official documents issued, clear declaration of rationalization proposal process, and proposed incentive reward standards.
Second, the appraisal process of the main problems and measures
1, the staff of the performance appraisal of the understanding needs to be further improved.
Measures: publicity and training through a variety of channels to improve the understanding of the assessment management.
2, too many assessment indicators, so that the department head's energy is relatively scattered.
Measures: Re-organize department heads to discuss and streamline the assessment indicators.
3, the feedback link of the assessment is not emphasized.
Measures: Training for department heads on performance interviewing skills, supervised by Human Resources Department.
4, there is no stage of the appraisal assessment work.
Measures: Human Resources Department to organize the company's senior and middle managers to assess the assessment system and make adjustments.
5, the lack of assessment process monitoring and communication.
Measures: The person in charge of each department should strengthen the supervision and management of the employee's work process, and record the key events (major strengths and major weaknesses) in the appraisal process. Through the record, can better identify the problem and timely find the staff's little progress, and counseling and recognition, so as to fully mobilize the enthusiasm of the staff work.
In 20xx, the performance appraisal work should be fully integrated with the production and management objectives and tasks, and constantly improve the assessment system for departments and employees. The interests of employees, further revise the performance appraisal system and job work quantitative standards, seriously do a good job in the performance appraisal of employees, middle-level cadres, timely collection of staff suggestions and opinions, mutual communication, good explanation, coordination work, so that performance management work to a higher level.
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