The summary is an essential part of our work, it is our work on the seal of progress, but also a symbol of our efforts. Then the hospital personnel department personal summary should be how to write it? Here is my personal summary of the hospital personnel department, if you like to share it with your friends!
Hospital Personnel Section personal summary 1
20 - year is the year of the hospital to create three sprints, but also a key year. Our personnel section firmly around the overall objectives of the hospital, combined with the activities of the first to strive for excellence, strengthened learning, unity and cooperation, adhere to the theory of contact with practice, abide by the concept of people-oriented services. Continuously improve the standardization of personnel management work and institutionalization level, the full implementation of the work objectives proposed at the beginning of the year, the more successful completion of the personnel section of the various tasks.
First, the creation of three work to carry out.
Section around the spirit of the work of the three, against the standards of the three hospitals, to find the gap. To the higher hospitals to learn and learn from its successful experience, the establishment of a simple file of doctors, and further improve the personnel section of the system and the evaluation of the three required materials.
Second, 20 - January 13, the first outstanding young medical personnel defense will be held.
The aim is to strengthen the construction of the hospital's disciplinary echelon and further promote the cultivation of disciplinary backbones and disciplinary leaders - people, to accelerate the enhancement of the hospital's comprehensive level of medical, teaching, research and management. ***28 young doctors participated in the defense, 9 successfully become the first batch of superior youth training objects. And then after layers of promotion, openly playing the way, recommending an excellent medical personnel to further study abroad, really progress their business level.
Third, multi-channel, all-round good introduction of human resources.
Recruitment of human resources as a routine, mature a recruitment of a. 20 - year **** hired 77, of which 3 masters, 15 undergraduate; deputy director of 1, 4 attending.
Fourth, a variety of situations for personnel training.
Actively implement the "based on the post, highlighting the training, on-the-job-oriented, merit-based training, training according to the needs of the discipline construction and development as a condition, taking into account the planning. The company's website has been updated with the latest information about the company's website, and the company's website has been updated with the latest information about the company.
This year **** 52 people obtained college and above graduation certificates, of which 5 master's degree, 17 undergraduate, college 30 people. Emphasis on graduate training of on-the-job staff. Invite the Jiaotong University School of Medicine teachers to our hospital for pre-test counseling. Nearly 70 staff to participate in counseling classes, 40 apply for Jiao Tong University on-the-job graduate school, admitted 21 master's degree, a doctorate.
V. Do a good job of new employees into the hospital.
In May, the 20 - year oral examination through the preparatory hiring of staff information reported to the Health Bureau, in September, 73 new employees were pre-service training, training content covers the development of hospitals, spiritual civilization, career design, laws and regulations, and the content of the taught exams, so that it is a comprehensive understanding of the hospital's development and the current focus of the work of the hospital, and everyone grasps the sense of hospital, medical malpractice conditions, and other relevant knowledge.
Sixth, the 20 - year freshmen recruitment work:
We reported in October the recruitment plan, at the same time, the 20 - year recruitment plan, the conditions of employment (clinicians require a master's degree or higher, nurses require college and above) published on the Internet. We strive to complete the nursing staff at the end of this month, the theory, practical examination, oral examination and employment.
VII, according to the "institutional job setup program" after the completion of job setup, 413 appointed staff positions (positions) to open the completion of the work
And re-revised the "20--year--University College of Medicine--professional and technical positions appointed to the implementation of the views", "job setup management and implementation of the program". Since the second half of 20--year, it has been mapping the obtained intermediate and above staff of our hospital, collecting copies of their thesis, scientific research, computer, English and other relevant certificates. Toward the end of the year to complete the evaluation and recruitment of middle and senior professional and technical staff.
Eight, active retention policy.
The introduction and dispatch of senior medical personnel for the purchase of housing, housing and a series of preferential conditions for the implementation.
Nine, other work:
(1) completed the 90 junior and intermediate staff examination registration, 8 senior title promotion of the hospital evaluation, publicity, materials reported;
(2) according to the quality and quantity to complete the monthly attendance, labor, quarterly awards, holiday overtime salary checking, payout;
(3) on the middle cadres such as the dermatology Meng Yadong, QC Office Zhang Juan, TCM Gao Zhisheng, etc.;
(4) complete the monthly staff in and out, retirement, resignation and other routine work, as well as the appointment of junior staff;
(5) to assist in completing the re-election of the party branch;
(6) to complete the maintenance of information on the doctors of the medical insurance;
(7) to complete the statistics of various types of reports and annual inspection, such as "the Institutions, institutions and staff salary statistics statement", "institutions and institutions and staff information statistics statement", 105 statements, etc.;
(8) hospital-level topics "to create a three-level hospital human resources team building", the official conclusion, and published a paper;
(9) actively participate in the hospital organization activities; writing manuscripts, there are five in the hospital newspaper published.
Hospital Personnel Section Personal Summary 2
Six months, in the Bureau of the party group of the correct leadership and the support of the various sections, my section of the spirit of the Fourth Plenary Session of the 17th Central Committee as a guide, and conscientiously implement the spirit of the city's organization, personnel, the preparation of the spirit of the work of the meeting, to check the ideological concepts of the problem, to the ideological concepts do not comply with the scientific development of the change to the The requirements of the scientific concept of development, with the scientific concept of development to lead the work, pioneering and innovative, enterprising, solid work, closely around the people in the land, the concept of service to the land. Adhere to the people-oriented, constantly strengthen the cadre education and training work, the implementation of wages, benefits, policies and other systems. Carry forward the style of rigorous, pragmatic, unity, dedication, give full play to the role of the function, as a good staff assistant, better completed the first half of the work plan and the leadership of the work assigned to the task.
First, the main work and practice
1, focus on education and training to improve the quality of cadres and workers. In order to further improve the overall quality of the cadres and workers of the Bureau, combined with the reform of government institutions and the implementation of the "Regulations on Cadre Education and Training" favorable opportunity to put the education and training of cadres on the agenda. Efforts to strengthen the bureau cadres political theory learning, and constantly improve the level of political theory of all cadres. Implementation of the study of Wang Renzheng, secretary of the city's organs in the spirit of the speech at the conference on the construction of style, combined with the requirements of the municipal party committee and the deployment of work, wrote a style of construction of the problems and countermeasures to think about a paper. In order to improve the comprehensive quality of the land staff, the organization of five times the party activists to participate in the municipal organs of the Party Committee of the training courses to learn, adapt to the new situation, improve the quality, enhance the ability to carry out good work in the land has laid a better foundation
2, the scientific deployment, the appointment of cadres, the cadres are increasingly strengthening the construction of the army. In the past six months, the Personnel Section strictly implement the Bureau of the party group's instructions, efforts to strengthen the construction of the talent team, *** deployment, appointment and dismissal of cadres 15 times (including the promotion and use of 7 cadres). Adhere to the principle of fairness, justice and openness, give priority to the selection of young and talented cadres, revitalize the talent resources of the Bureau, to create a good situation of making the best use of talent and materials. Through the six-month inspection, the newly promoted cadres work well, by the unanimous praise.
3, solid civil service registration, labor and wage statistics and annual report on the work. First, carefully verify the information situation of the staff and retirees of the organization. Second, accurately fill in the organs of civil servants, staff salary variation approval form 130, review the city land front staff salary approval form, retiree retirement fee approval form more than 270 times. Third, conscientiously complete the statistical reporting of labor wages, staffing, cadres and personnel, retirees and other statements.
4, constantly improve the cadres and staff personnel information, so that the cadres and staff personnel file management standardization, information technology. In the past six months, conscientiously implement the spirit of the relevant documents of the higher file management, in accordance with the requirements of the higher level of information management, standardized access to files, borrowing work, and strictly put the transfer of files into and out of the work, so as to achieve the standardization of reception, transmission of qualified. In the first half of the year **** collated, standardized personal files more than 10, transferred 10 section-level cadres above the archives materials, access to the archives of 1, lending files 2.
5, solidly do a good job of old cadres, and strive to create a new situation for the work of old cadres. In the bureau of the party group attaches great importance to and in charge of the specific leadership of the leadership, conscientiously implement the instructions of the Municipal Party Committee Bureau of veteran cadres, and actively serve retired veteran cadres, to achieve better political care for veteran cadres, better care of veteran cadres in life, better service to veteran cadres in the work of veteran cadres, so far, the whole system of retired veteran cadres more stable thinking, there is no phenomenon of collective petitions, the Bureau of 13 retired cadres of the organ of the work of the Personnel Section is more stable. Old cadres are more satisfied with the work of the Personnel Section.
6, strengthen ties, communication and coordination with higher authorities have made a new breakthrough. In the past six months, took the initiative to strengthen the organization, personnel, preparation of contacts and communication, for the smooth implementation of the work has brought convenience. Through active coordination, for the Bureau of more than a merit index, in the organization, personnel, preparation and other aspects of the work has also made a new breakthrough, the first half of a branch, the fifth branch of the provincial department were rated as the people's satisfaction with the excellent land bureau.
7, actively participate in the central activities organized by the Bureau, to participate in the activities of Jiangyan City to create a national health city, the section staff gave up their rest time, early and late, respectively, stick to the first line of the road package.
8, the strict implementation of personnel management system. The first half of the development of Jiangyan City Bureau of Land and Resources cadres and personnel management system and middle-level cadres management regulations and contract personnel management system.
Second, the existence of `inadequate
While summarizing the achievements, seriously reflect on the problems in the work, the main existence of the following aspects of the shortcomings. First, the lack of perseverance in the work of tenacity. Sometimes the lack of a grasp of the spirit of the end. Second, the sense of innovation needs to be strengthened. Work also exists in the idea of step by step, the work of the lack of forward-thinking, leading to sometimes work more passive.
Third, 20 - the second half of the year work plan
1, continue to grasp the cadres education work. The implementation of personnel deployment, mobilization, salary, appointment and dismissal.
2, seriously do a good job in a variety of statistics and annual reports.
3, timely submission of a variety of personnel information materials, improve personnel file management and organization.
4, solid work of retired old comrades.
5, high standards to complete the bureau leadership and higher authorities assigned other work.
Hospital Personnel Section Personal Summary 3
20 - year will soon be over, is now a year's work summary report is as follows:
First, in the section of the leadership and the help and guidance of the teachers, faster familiar with the basic business, the main completion of the following several tasks.
1. Completed the personnel agency work. According to the guidance of the provincial department, in order to better manage the supernumerary nursing staff, the hospital through the competition, up to the standard, the selection of supernumerary nursing staff in the business ability, outstanding work performance to carry out the work of personnel agency, this year's personnel agency selection of personnel to actively participate in, after the theory, practical operation, interviews and other three rounds of testing, and ultimately the name of the departments of the outstanding personnel were officially employed by the hospital as a personnel agency staff. The final result was that the best staff from each department were officially employed by the hospital as personnel agents. Through the surrender of files, identity cards, academic certificates and other relevant materials for its personnel relations in the Talent Exchange Service Center for the file trusteeship, certification of identity approval, transfer of party relations and household settlement. At the same time, last year's personnel agency personnel timely payment of pensions, health insurance premiums and other insurance premiums, thus stabilizing the non-staff team.
2. Organize all kinds of recruitment materials. Because of the upcoming establishment, in order to expand the high-level talent technical force and the strength of the reserve personnel, under the direction of the leadership, through the major colleges and universities and other Internet recruitment revelations and to participate in the university and other job fairs, received and sorted out 2010 fresh master's degree students applying for materials **** counted. At present, the recruitment work is still in progress.
3. Organized into a book and reported the "provincial clinical medical center" declaration materials. Mainly reported the "provincial emergency trauma treatment center" declaration materials (including papers, scientific research results, various awards, etc.), has now passed the audit.
4. Summarized and organized all kinds of files and filing cabinets. The existing staff and retired staff files were sorted out, organized and supplemented in recent years, such as the file salary table and other related materials, the establishment of a sound file management account, to facilitate the future management of the archives.
5. The need to send documents can be timely and accurate reporting and management. Every day on the Internet can timely receive all kinds of official announcements issued by the province, no omission, misreporting phenomenon, and timely reporting and feedback. The need to report to the departments of the material, can be delivered in time for the purpose.
6. Timely distribution of hospital documents. In order to make the whole hospital staff can be timely, accurate understanding of the hospital personnel dynamics, according to the requirements of the hospital leadership, all personnel changes, adjustments and various notification documents, can be timely and accurate distribution to the various departments.
Third, there are still gaps and shortcomings in the work and the future direction of efforts:
1. Learning and mastery of personnel-related policies need to be further strengthened to continuously improve their own quality, strengthen the technical business learning.
2. There is sometimes impatience and fear of difficulties in the work, coordination and communication between each other is not enough. In the future work, I will be through their own efforts, under the leadership and the teaching of teachers, continuous learning and efforts to further improve their own quality and working ability, go all out to do their jobs.
Hospital Personnel Section Personal Summary 4
20 - year is my first year since the official operation, a year, in the leadership of the correct leadership, under the command of the leadership of our efforts to struggle, to overcome the difficulties, selfless dedication, and go all out to excellently complete the tasks entrusted to us by the higher leadership.
With the further deepening of my work of building rules and regulations, the Humanities Section has also improved the rules and regulations accordingly. Under the care of the leadership of the station, under the guidance of the Center for Human Education Department, the Human Education Section successfully completed the personnel system reform work, title evaluation work, secretarial work, etc., the finishing work of the infrastructure file is nearly complete, waiting for acceptance. Now the year's work is reported as follows:
1, personnel system reform work
Personnel system reform is a major initiative of the Monitoring Center in the first half of this year, I according to the Center's deployment, since January 2012 began to embark on the preparatory work for the reform of the personnel system. Personnel Education Section is responsible for undertaking the specific work of personnel system reform.
In order to complete the personnel system reform, in mid-January, under the leadership of, we began to draft the assessment system of various departments, job description, qualifications for various positions, institutional staffing programs, bonus distribution programs, and some of the original rules and regulations have been revised.
From the personnel system reform process operation, we follow the requirements of the center, with reference to the reform program of the brother, to develop a practical reform program. In order to make the cadres and workers correctly understand the necessity and significance of the personnel system reform, the organization studied the relevant documents of the personnel system reform, and the monitoring center as well as my rules and regulations, the bonus distribution method, the percentage system assessment methods were explained in detail. Eliminate the cadres and workers on the reform of the resistance, from the ideological acceptance of reform.
In order to achieve the purpose of the reform, fully mobilize the work and learning enthusiasm, we seize the reform of the two keys:
1, the implementation of full employment system.
2, the introduction of incentives to develop a reasonable internal allocation program.
Personnel system reform is mainly in the selection and appointment of middle-level cadres, the implementation of the method of competitive recruitment, the Humanities Section in strict accordance with the competitive procedures to promote the competitive recruitment work. In order to fully reflect the people's - main, we in the competition before the issuance of the "personnel situation questionnaire" and "personal intention to apply for recruitment form", against the conditions of the application for recruitment of strict review of each applicant. In the bidding speech will be issued for each employee "middle cadres bidding speech people - the main comment form", we participate in each bidding personnel scoring, cast their sacred vote, so that all employees are involved in the selection of middle cadres to work.
In the signing conference held on April 16, I signed a two-year employment contract with each employee. Through a series of reform preparatory work, to April 20 I personnel system reform work successfully concluded, my station to implement the full employment system.
2, improve the management
In accordance with the work plan formulated at the beginning of the year, continue to improve the rules and regulations and job responsibilities, improve the assessment system, and increase the implementation.
20 - year, most of my employees have been transferred, which brings some new problems. In order to coordinate with the actual situation, we refer to the center, brothers and local policies, regulations, and timely development of the provisions of the actual situation of our station, the system. Around the reform of the personnel system, the development and improvement of a series of positions staff duties 40, 15 job duties, management system, regulations 13, assessment system, reward and punishment system 11, and "staff leave and vacation treatment of the relevant provisions of the", "Attendance Method" and so on.
3, the basic work
The Humanities Section completed the normal promotion of wages for employees to adjust the wage standard and other items of work in 2012, the new recruitment of six employees, the Humanities Section for them to handle the recruitment procedures and procedures for transferring into the wage classification, and reported to the center to be approved. For this year's internship single secondary school graduates for the transfer of classification procedures and the evaluation of titles.
Through the center in July of this year, personnel cadres training courses, in August of the center of the secretarial cadres training courses, personnel work and secretarial work of some specific issues have a deep understanding of the work of improving efficiency and quality of work has played a great role in promoting.
After the end of the workshop, the Humanities Section in accordance with the state's new personnel file management norms, unified organization of my staff personal files. The secretarial work of some of the registration system and other corresponding to make more reasonable adjustments.
This year's work has been successfully completed, we have been the leadership of the concern, the understanding and support of all cadres and workers. The work of the Department of Humanities is related to the immediate interests of each employee, which requires us to work not to be sloppy, in order to successfully complete the work of the task, the Department of Humanities will be on the existing basis, and strive to improve the level of business, improve the political cultivation, so as to achieve the satisfaction of each employee.
4, to meet the General Administration acceptance
To ensure the successful completion of the acceptance of the completion of the project of my station, with the support of the relevant personnel in the engine room,
With reference to the city construction archives management methods, construction project document archiving and organizing norms and on the interim provisions of the management of engineering and construction archives, project-related information has been categorized, archived and bookleting of all the documents, information sub-projects information, Technical information in two major parts, *** counted nineteen volumes, 107 books, 1007 copies. Among them:
Engineering data*** 16 volumes, 71 books, 776 copies. Including the construction of Taiwan's letters, instructions, approvals, research, land acquisition procedures, engineering and construction approval procedures, relevant certificates, survey and design documents, reports; civil tenders, renovation and road bidding information; project budget, audit reports, financial reports; supervision documents; construction data; boiler room, fire, air-conditioning, drilling, and other engineering and technical information; power engineering information; engineering completion documents; engineering reports, and so on. The report of the project.
Technical data *** counted 3 volumes, 36 books, 231 copies. Including antenna feeder engineering technical information; monitoring network technical information; electrical equipment information.
Hospital Personnel Section Personal Summary 5
Over the past year, the entire staff in the hospital leadership and the leadership of the director of the section, closely around the hospital's overall development strategy and the section's goals and tasks to the scientific concept of development as the unifying principle, combined with the "three good and one satisfaction" activities, strengthen the learning, solidarity and cooperation, adhere to the theory of linkage between the hospital's overall development strategy and the objectives of the section. Learning, unity and cooperation, adhere to the theory and practice, abide by the concept of people-oriented work. Continuously improve the standardization of personnel management work and institutionalized level, the full implementation of the work of the beginning of the year to develop the various tasks and objectives, and successfully completed the personnel section of the year's various tasks.
First, solidly promote the reform of the personnel system, strengthen the employment management, and constantly improve the standardization of hospital personnel management work and scientific level
In accordance with the organization of the department issued on the establishment of the position and the employment management of the relevant documents, in line with the principle of fairness, openness and impartiality to carry out the completion of the hospital's job set up in an orderly manner, and the work of competitive recruitment.
Second, multi-channel, omni-directional talent introduction work for the hospital across the development of strong talent support
1, according to the hospital's talent development plan, and actively through the newspaper, the network and other media in the advertisement, the release of talent recruitment information for the hospital to introduce a large number of shortage of professional and technical personnel, including senior professional and technical qualifications of the leading talent and professional backbone. and the backbone of the profession.
2, to take the "go out" approach, many times to send personnel to medical institutions of higher learning on-site recruitment of graduates, recruited a number of outstanding graduates with undergraduate education and above, for the hospital's further development and growth has increased vitality.
3, the completion of the year's open recruitment of personnel registration, preliminary examination, review, written tests, interviews, physical examination, contract signing and salary approval.
Third, the successful completion of the hospital cadres and staff of the wage adjustment work, and further enhance their work enthusiasm and initiative
1, based on the annual assessment results, the beginning of the year on the hospital's annual assessment of the qualified staff in the pay scale wage adjustment and approval.
2, according to the needs of the hospital business development, timely completion of the hospital employed staff post salary and hospital age salary recalculation and adjustment, effectively stabilizing the employment of the talent team,
Fourth, continue to improve the hospital cadres and staff personnel information, so that the management of the hospital cadres and staff personnel file management and the management of relevant personnel information is more organized
1, timely collection of Various types of archived materials, and materials are organized, checked and loaded into the personal files of cadres and workers in accordance with the requirements of file management, to ensure the integrity and continuity of the file.
2, the completion of the hospital cadres and workers personal information entry as well as the hospital personnel database updated and maintained in a timely manner.
Fifth, the successful completion of the annual hospital professional and technical qualifications and assessment of the work related to the construction of a solid foundation for the hospital's professional talent ladder
1, the successful completion of the hospital health senior job qualification examination registration, assessment and materials submitted to the hospital work.
2, successfully for the hospital all kinds of (high school junior) professional and technical personnel for the corresponding professional and technical qualifications.
Sixth, actively standardize the management of temporary staff, for the stable development of the hospital to provide the necessary support
1, monthly salaries and bonuses on time for the employed staff, and for the inclusion of the hospital personnel agency (dispatched) to pay for the social pension insurance for the employed workers, fundamentally lifting the worries of the temporary staff, and greatly enhanced their sense of belonging to the hospital and sense of responsibility.
2, on time to complete the employment of personnel changes in the monthly statement, labor wages and benefits statistical statements and other daily work.
Personnel work has achieved gratifying results, but there are some shortcomings:
1, the established rules and regulations are not enough to implement.
2, the work of the idea is not broad enough, the personnel work encountered in the new issues, new situations need to strengthen further learning and exploration.
Work plan:
In the new year, members of the department will be under the unified leadership of the director of the department, to strengthen the understanding of the rational development of human resources, innovation and talent construction mechanism, to create a new situation of talent work in the hospital, for the "three A" review to provide a strong 'talent protection.
First, to combine the hospital "three A" review, systematic and comprehensive to do a good job of human resources allocation
1, the development of hospitals and departments of human resources allocation principles and programs;
2, the continued implementation of the post and job appointment, the establishment of health professionals and technicians access, assessment, Evaluation system;
3, increase the introduction of talent and training efforts, and strive to introduce a number of high-end professionals. Strengthen the rehabilitation of key medical disciplines (specialties) talent training, the establishment of disciplines (specialties) leader selection, training and use of mechanisms.
4, academic qualifications and ability to improve and continue to send personnel training and further study.
5, to strengthen the rehabilitation of medical personnel training, that is, to establish and improve the rehabilitation of medical professionals and technicians job training, continuing education and echelon construction system and organization and implementation.
Second, continue to do a good job of post-setting employment renewal.
Third, effectively do a good job of the relevant preparatory work before the implementation of open recruitment.
Fourth, conscientiously complete the daily work of the Personnel Division, including labor wages, staff deployment, retired (hired) staff management, social insurance, file management, title declaration and so on.
V. Completion of other temporary tasks assigned by the leadership.
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