Human resources annual summary report 600 words

Part I Human Resources Annual Summary Report 600 words

In the XX year that has passed, our company's performance has made long-term progress, our company's human resources department work is also under the leadership of the company's leadership, and has made great progress in performance and management. On this occasion of the old year and welcome the new, it is necessary to review and summarize the past year's work, achievements, experience and shortcomings, in order to help build on the strengths and avoid the shortcomings, forge ahead, and strive to create another success in the new year.

First, XX human resources work in general

XX human resources management and development in the company to further do a good job in human resources work at the same time; to strengthen the fixed-post staffing, human resources training and development, human resources management, information technology, and human resources management system construction; and continue to open up the vision of human resources, to grasp the dynamics of human resources, to absorb the latest human resources management ideas and concepts, human resources management, human resources management, and the development of human resources management. Human resource management ideas and concepts, human resource management reform and innovation.

Second, the basic situation of human resources

As of December 31, XX the number of employees 143 people, of which 8 people in the Office, 5 people in the Finance Department, 14 people in the Department of After-sales Service, 15 people in the Purchasing Department, 40 people in the Sales Center, the Wholesale Department of 20 people, the Human Resources Department of 3 people, the Department of Storage and Transportation, 26 people, the Department of Transportation, Planning 12 people. Among the owners, there are 3 full and deputy general managers, 1 financial manager, 1 office director, 8 department managers and 4 department supervisors. Employees 126 people, supervisors and managers accounted for more than the total number of%, employees accounted for the total number of%.

Third, the basic establishment of the company's system of systems, the formation of a more standardized human resources management system

According to the overall requirements of the management system, has completed the management of the rules and regulations, employee rewards and punishments system and the daily training management management regulations, so that the day-to-day management of the work of the more systematized, standardized and more operational. Improvement of the employee manual and other systems has been included in the XX work plan. In addition to improve the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, detailed rewards and punishments, assessment, change and selection, leave, labor relations, etc., and gradually improve the company's human resource management system. The basic establishment of the company's human resources management system, the formation of a more standardized personnel management, from the overall improvement of the company's human resources management and development level.

Fourth, through the job analysis and set up, do a good job of staffing

In order to do a good job with the company's business performance and employee performance assessment, and to strengthen labor cost control, according to the principle of lean, efficient, the departments combined with the company's main business for the staffing of the post, the specifics are as follows:

(a) two categories of staffing:

1 The business sector according to performance, turnover, gross profit and other indicators for staffing;

2, non-business sector according to the company's tasks, workload and other indicators for staffing.

(b) According to the company's business characteristics, on the basis of the existing fixed number of blocks to do a good job job qualifications and job descriptions.

Fifth, in order to adapt to the strategic and personal development needs of employees, and vigorously strengthen the training work

In order to continuously enhance the company's competitive strength, improve the quality and ability of employees, to meet the needs of the company and personal development of the staff, the Ministry of Human Resources has formulated the relevant training management regulations, and the implementation of the day-to-day training checks. In the training planning and coordination of the corresponding work, but the overall level of the company's thematic (knowledge popularization) training and the hotel's internal staff training needs to be strengthened.

1, through careful organization, seriously do all kinds of training.

2, the effect of the daily training work of the ministries is remarkable.

3, the human resources department in accordance with the training program, strengthened the education and training of employees.

4, through the new employee training to quickly allow new employees to adapt to the work, to complete the transition from non-professional to professional is very important, can save a lot of time and resource costs for the company. Human Resources Department in accordance with the actual situation of the company to draw up a new staff induction training program, the specific content includes company profile, rules and regulations, fire knowledge and service etiquette and other major parts of the training and learning, so that the new employees from the consciousness of the beginning of the transition, and to understand the modern work of the required attitudes, abilities, for the rapid adaptation of new employees to the new working environment and as soon as possible to master the work of the knowledge and skills required to lay a good foundation for the new staff.

Six.

Six, strict "law enforcement", effective remediation of indiscipline

Management and rewards and penalties is a good system to maintain the work of the important measures and tools. Therefore, the Ministry of Human Resources strictly enforce the rules and regulations, the staff code, to achieve merit must be rewarded, there must be punished, everyone is equal before the system, to maintain the normal interests of the company's employees. The Human Resources Department adopts a series of measures such as criticizing and educating, supervising and inspecting, and fining and punishing to solve the phenomenon of staff violation. And increase the inspection efforts, strict implementation of the implementation of the company's systems, and seriously deal with violations of the company's behavior. Further create a good atmosphere to comply with the company's system of honor, violation of the company's system of punishment.

VII, efforts to improve the comprehensive business quality of the Ministry of Human Resources, to enhance the work of synergy

With the rapid development of the service industry day by day, especially the development of the company. We y realize that the existing management knowledge and quality alone is far from keeping up with the development of the company and the development of society, therefore, we humbly learn the professional skills of practical exercises, strengthen the communication with the ministries of communication and exchange, and better adjusted to their own work mentality. In addition, we also use our spare time to study and read widely.

VIII, actively play a good leadership staff, as far as possible to fulfill the duties

In the year XX, in addition to the above work, the Ministry of Human Resources in accordance with the actual situation to actively fulfill the duties of the post, for the leadership to provide data and information, and better play the role of leadership staff.

1, to assist the department managers to understand, master the company's policies and spirit, and well implemented.

2, organization, drafting, review of various manuscripts, do a good job of text synthesis and word processing.

3, to assist the leadership to coordinate the differences of opinion between the departments and work conflicts, and put forward the corresponding solutions and options.

4, according to the company's monthly work instructions and leadership requirements, research and development of the Ministry of Human Resources of the various time periods of the work plan and specific measures.

Nine, do a good job in the human resources department of the basic and day-to-day management, to complete the company's leadership and the departments of the work assigned to the task

1, in accordance with the provisions of the entry and exit procedures for employees.

2, for the company's new transfer and recruitment of employees for labor procedures, and is responsible for the company's employees signed labor contracts and management.

3, to complete the company's personnel file organizing work.

Although, the Human Resources Department has done a lot of work, and has achieved certain results, but from the company's requirements and leadership, colleagues' expectations there is still a big gap.

(a) A single method of staff recruitment, the supply is not timely, resulting in a shortage of personnel, to the work of the departments to carry out a certain degree of difficulty.

(b) training is not enough

As the saying goes, "Jade is not cut into a tool", and then have the potential of the staff, if not subject to good training will not be able to play a big role. In 07 years, although my office carried out several training work, but due to the lack of training content, training implementation is not enough, so that the training does not achieve the expected results.

failed to carry out a history of each employee, thorough and detailed comprehensive assessment, inspection, but also failed to listen to a wider range of employees, a comprehensive analysis.

(D) Employee affairs management is not in place

Employee affairs involve a wide range of aspects, including the work and life of employees.

(E) file management is not in place

The file records the footprint of the development of the enterprise, a good archive materials, can facilitate the leadership to review and summarize, and learn from the experience and lessons. However, as far as the Ministry of Human Resources is concerned, only the initial establishment of the staff personnel files, failed to get involved in the overall archives, but also the lack of some pictures, audio, video files, which can not be said to be the Ministry of Human Resources at this stage of the archives management of the major regrets. In view of these problems, the Department will further reform methods, update the concept, strengthen the measures to seriously solve.

Part II Human Resources Annual Summary Report 600 words

20xx year, is the xxx project construction to carry forward the key year. In order to ensure that the project is completed and put into operation on schedule, all the staff of the company made concerted efforts and devoted themselves to the arduous and outstanding engineering construction and operational preparations. At the same time, 20xx, is also a year of personnel demand gap is relatively large, is to grasp the performance management to promote the construction of the year, is for the operation of the human resources work to prepare for the year, is the staff to further integrate into the enterprise of the year. Under the guidance of the company's leadership, in the active cooperation of all departments, we closely around the project construction, take the initiative, in the recruitment of personnel, performance management, preparation for the operating period of human resources and the construction of corporate culture and other four aspects of the work basically completed the task.

First, the recruitment and staffing

20xx year recruitment pressure is relatively large. We work in-depth and meticulous, make full use of all kinds of resources and the company's own advantages, and successfully complete the annual recruitment tasks. Annual **** recruitment of 28 people, the company's existing staff 27% is this year's recruitment. Among them, 24 employees with college education and above, accounting for 86% of the number of new employees recruited.

This year's recruitment work is characterized by the following four aspects:

1. Diversified forms. According to the characteristics of personnel needs, the use of network recruitment, job market recruitment, peer recommendations, employee recommendations and other ways to carry out recruitment work.

2. Quality tends to optimize. Recruitment work, the recruitment of an employee, an average of more than 30 browsing resume, *** browsing resume nearly 1,000; each position, an average of more than 5 interviews, interviews with more than 200 test-takers. For infrastructure units like ours, new employees can maintain a basic stable state.

3. Cost minimization. Under the premise of guaranteeing the quality of recruitment, we strictly control recruitment costs and optimize the allocation of recruitment resources. In addition to the payment of commissioned personnel consulting company recruitment costs, other personnel recruitment costs close to zero.

4. Service humanization. In order to ensure the smooth progress of the project construction, we fully communicate with the employing departments before the recruitment of recruitment needs; in the recruitment of full respect for the views of the employing departments, and even the key positions of the candidates to the company, but also the candidates sent to the site of the field to understand; in the recruitment of the relevant departments to coordinate with the new employees on boarding matters for the new staff to cross into a warm family to make adequate preparations.

Second, performance management

In order to achieve the goal of grasping performance management to promote the construction of the project, we take the regular assessment as the main, multiple incentives to optimize the way to promote the performance of the staff and the work team to continue to improve.

Regular assessment in the operation of the essence of the embodiment is the "three linked", that is, the transfer assessment and formal hiring linked to the quarterly assessment and quarterly performance pay, job up and down linked to the annual assessment and the end of the year bonuses, job up and down, personnel mobility linked. Through the implementation of the "three links", the year there are five people to obtain excellent level of reward; at the same time, there are two people do not adapt to the needs of the workplace to automatically leave the way dismissal.

The optimization of multiple incentives is reflected in:

1. On the basis of the assessment, the use of subsidies and other incentives for the preparation of incentives to motivate employees to continuously improve their own quality of business, and enhance the work of initiative and sense of responsibility.

2. According to the staff situation and the needs of the project, the staff position timely adjustment, the whole year to adjust the position of 16 people, accounting for 21% of the total number of employees.

3. Pay rise and fall. Throughout the year, 5 people received more than 1 salary step promotion or job promotion. Accounting for 7% of the number of employees.

Third, operational preparations

In order to realize the near-term goal of the completion and commissioning of xxx, we have been actively preparing for the work of human resources, mainly to promote the following three aspects of work:

1. Human resources reserves. We through a variety of ways, reserve administrative management, production management and other management personnel nearly 10 people; reserve a line of various types of work professionals nearly 20 people.

2. Organizational structure design and staffing plan. On the basis of multi-party communication, the company's organizational structure was initially designed for 7 departments and 51 positions, with a preliminary staffing of 158 people. The company's organizational design and staffing plan to enter the integration and adjustment stage.

3. Fixed staffing, organization, post and salary. In order to realize the marketization of the salary level of each position during the operating period, we determine the position and its basic responsibilities based on hard work, collect information from all aspects, basically form the salary level data of each position, and make it systematic, for the company's labor cost control and salary incentives to provide a valuable reference material.

Fourth, corporate culture

Corporate culture construction focuses on the establishment of "five", namely, the culture of gratitude, humanistic culture, communication culture, learning culture, clean culture.

1. Gratitude culture with "love to do business, with a grateful heart to do" cultural heritage, shaping the external public image of the enterprise, enhance the quality of employees, enhance team cohesion.

2. Humanistic culture to "people-oriented management, emotional management" of the guiding ideology, breaking the past interest-oriented management mechanism, the introduction of new human resource management concepts zero incentive art. Injured or sick employees must be visited, personal difficulties must be visited, the idea of a major setback must be visited.

3. Communication culture to "communication without limits, coordination and intimacy" flexible culture as a guide, adhere to the work of communication and ideological communication, horizontal communication and vertical communication without barriers, three-dimensional communication methods, and to maintain open communication channels. There was not a single labor dispute accident in the whole year.

4. Learning culture to "study, strengthen the training" as the basic means, the organization has gone to Guangzhou, Zhanjiang, Maoming, Huizhou and other places to go out to visit and study the same industry in the production, business management and other aspects of the advanced experience, *** counted 12 batches, to open up the vision of the staff, and better promote the development of the xxxxxx bit of project construction. Bit of project construction development.

5. Integrity culture to "clean government, diligent and thrifty management of the Division" based on the theory, through the life of the party organization and other ways to promote in-depth anti-corruption, and with the Group to do a good job in various investigations. At the same time, in the advanced education, grass-roots party organization construction also successfully completed the annual work task.

Part III Annual Summary Report of Human Resources 600 words

Looking back on 20XX, under the care and guidance of the company's leadership, the successful completion of the work of the task. 20XX focus on doing a good job of human resources management basic work, mainly including: improve the company's human resources system construction; new employee recruitment and hiring work; performance appraisal work; staff work; the work of the human resources management of the company. Performance appraisal work; employee entry and exit procedures, labor relations maintenance and management work; social insurance and housing fund payment, employee payroll accounting and other day-to-day work.

I. Summary of work in 20XX:

(a) Human resources planning and management

According to the strategic objectives of the enterprise and the specific internal environment, the human resources demand forecast for 20XX, the preparation of the headquarters organization chart, posting, editing and compensation plan. Initial review of the organizational structure, posting and scheduling, and remuneration plan of each project company.

(ii) basic human resources

As of December 20XX, the company headquarters *** counted 24 people. Among them: General Manager's Office 4 people; Enterprise Management Department 6 people; Finance Department 3 people; Engineering Technology Department 3 people; Administration and Culture Department 8 people.

1, 20XX network recruitment channels used to collect personnel information, explore talent, the establishment of human resource base. Network recruitment channels are: xx website, xx network of excellence.

2, in strict compliance with the company's "recruitment and configuration management system", according to the staffing needs of various departments plan, fill in the "personnel recruitment plan" at the beginning of each month, after the implementation of the approval of the plant to carry out recruitment work.

3, in 20XX, the company's headquarters of 25 new employees (including XX joint venture companies and expatriate finance manager), 13 employees through the network recruitment to work.

(D) training management

In order to do a good job of the company's training, to promote the establishment and implementation of the company's training system, to meet the needs of the company and the staff's personal development, the company issued the "training and development management approach". The training planning and requirements, as well as the establishment of the training system corresponding arrangements. However, the departments did not submit the training needs plan, so that the company did not introduce a clear training program in 20XX.

20XX training: the Finance Department to participate in the Chengdu Ministry of Finance organized by the "Accounting Continuing Education" training. The training according to the training management approach to submit an application for outbound training, leadership approval to participate in training, training, after the end of the training, the staff to submit a training summary.

(E) performance management

In order to fully mobilize the enthusiasm of the staff, to carry out fair competition, promote the work, improve efficiency, the company in May 20XX introduced a new "performance appraisal of the supplemental management approach", according to the employee's department of the "monthly key work plan" as the leading assessment. The company's new "performance appraisal supplemental management approach" was introduced in May 20XX.

Monthly supervision of the departments, the project company to submit "monthly plan assessment form", collected and reported to the President's Office, the President's Office for approval after the summary of the assessment, sent to the departments, the project company to implement.

In response to the problems in the performance appraisal process, gradually improve the performance appraisal system. in December, re-revised the performance appraisal of each position "evaluation form". The secondary appraisal method is tentatively scheduled to be implemented in January 20XX.

(F) Compensation and Welfare

Compensation, welfare, social insurance, labor relations and other work is a daily work of human resources. Seriously completed the following tasks:

1, accurate and timely preparation of monthly payroll;

2, monthly in the prescribed time for employees to declare social insurance, provident fund and other related procedures, *** for 21 employees for the old age, medical care, unemployment, work-related injuries, maternity, five insurance procedures such as the addition, transfer, and renewal;

3, filled out on time every quarter, Summary, report the "human resources statistics report";

(VII) labor relations

1, conscientiously do a good job in the management of employee records, so that the employee file a person a file, personnel file a file, and timely update;

2, do a good job of the company's employees into the company, regularization, promotion, salary adjustments, transfers, separation and other related procedures;

3, do a good job of the company's employees "labor contract";

3, do a good job of the company's employees "labor contract". The company's employees "labor contract" signed the relevant procedures.

Second, in the work of 20XX, we have made certain achievements, but there are still many deficiencies to be improved:

(a) in the recruitment and selection of new employees, but also need to strengthen the learning of relevant interview skills to improve interview efficiency and reduce the risk of hiring.

(b) Do a good job of training new employees, so that new employees faster into the company's atmosphere, familiar with the company's workflow, identify with the company's corporate culture.

(c) Do a good job of human resource management and reserve work is an important task of the enterprise, follow-up we should be multi-channel, multi-faceted discovery of talent, not only professional, comprehensive talent reserves, but also management talent reserves. According to the manpower needs of the enterprise, timely and suitable talents to fill the right positions, to contribute to the development of the enterprise.

(d) The ability to develop and innovate is not strong enough. In the future work, strive to complete their work at the same time, constantly adjusting the work of ideas, improve the work method, will look at the long term, the thinking will be put again open some of the positive enterprising, open innovation.

Third, 20XX work objectives:

(a) Improve the assessment of performance indicators for each position, the establishment of the performance of the secondary assessment system. Improve the use of performance results, performance improvement mechanism.

(b) the company's functional positions, positions for functional analysis, improve the job description in a timely manner.

(c) Strengthen the staff job knowledge, skills and qualities and implementation of training, management concepts and management methods of management training, increase internal talent development.

(d) Ensure the timeliness and accuracy of social security and provident fund declaration and suspension.

(v) Ensure the timely updating of personnel basic information such as entry, exit and transfer of personnel, and keep the information timely and effective.

(F) Strengthen the management, training and communication of personnel specialists in each project company to ensure high quality and efficiency of personnel work.

In the new year, I will be strictly in accordance with the instructions of the company's leadership, on the basis of doing a good job in the day-to-day work, follow the pace of the company's development, and strive to learn professional knowledge to improve professional skills, improve professionalism. We will actively implement the "integrity, cooperation, innovation, development" corporate philosophy, strengthen active learning, innovative ideas and methods. I firmly believe that in the company's leadership and all staff *** with efforts, our tomorrow will be better.

Part IV Human Resources Annual Summary Report 600 words

Time passes, snap your fingers, 20xx year is nearing the end. In the company's leadership and support, in the help of colleagues, I love their work, dedicated, pragmatic style, the idea of firm, better to complete 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 first half of the year is responsible for handling all personnel entry and exit procedures and staff files, organizing, 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 file management, such as the evaluation of the employee's performance appraisal, rewards and penalties, such as documents, important content in a timely manner into the personal files, in order to provide a basis for future personnel selection, rewards and penalties or labor disputes.

Second, labor relations

Compared with 20xx, the company's entry and exit rates have declined, the number of contract renewals has gradually decreased, and the company's personnel changes have gradually stabilized. In the work gradually standardized and rigorous, in order to avoid the emergence of labor disputes to the extent possible. 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 for discussion and 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 collection and production of monthly attendance report data

Monthly export 7 floor colleagues' attendance records, sent to the departments responsible for attendance. Production of the department's attendance sheet. Collect the attendance sheet of each department, overtime approval form, summarize and make electronic boards and documents, and then into the cabinet to save.

Fourth, wages

Monthly collection of performance appraisals and performance statements of the department, according to the performance table, employee performance appraisals, monthly attendance to make each department sub-table, and then summarized in the payroll table to the manager for review, and finally sent to the financial check. Payroll information is bound into the cabinet to save. In the beginning of contact with the payroll, a mess, often make up this and forget that, hand and foot, errors and omissions. The next few months, in the process of doing payroll and found many errors, but found that there is a trick, in the manager's careful teaching, the error a little bit of correction, slowly accumulating 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 Tour" 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 departmental colleagues, 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 recommendations:

(a) the construction of corporate culture. Enterprise unique corporate culture is the source of corporate centripetal force. We need to continue to make efforts to build the company's corporate culture.

1, I hope to be able to combine the company's situation of humane management atmosphere, friendly enthusiasm among 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. Deal 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 to improve the quality of employees' 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.

Part V Human Resources Annual Summary Report 600 words

___ years, is the rapid development of the Sanli Hotel year, the department in the company's leadership under the correct guidance of the leadership of the *** with the efforts of all employees, hard work to learn, actively work, work together, to complete the superiors and the leadership of the company handed over to the various work tasks. Although the department was not established for a long time, but in this year's work, through the attendance management, entry and exit management, personnel information file filing, etc., to ensure that the standardization of all personnel management work, efficient.

According to the arrangement of the department's work, ___ year from employee recruitment to labor relations, etc., did a lot of basic work. Make 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 the beginning of the year ___, re-examine the work done, summarize the experience and shortcomings, in order to better carry out the work in the future.

First, the recruitment work

__ years, with the development of the company, the demand for more jobs in various departments, and the Morris Hotel reserve talents and other reasons. The demand for talent is large and relatively urgent, so the Human Resources Department has invested more time and energy in the recruitment of personnel. From October, through the network recruitment, on-site recruitment, campus recruitment and internal staff referrals and other channels for recruitment. From October 1, the total number of hotel staff is 120 people, until December 31, ___ the total number of hotel staff to 157 people, a total of 62 people on board, transferred to other departments of the Group 5 people, 20 people left.

During this period **** collection of application resumes, telephone, information, such as more than 400, to the company interviews more than 60 people; travel to Zhangqiu, Yantai, Heze, Weifang, Hefei, etc., **** 8 colleges and universities for campus recruitment activities, telephone communication with more than 10 colleges and universities for the ___ years of recruitment to do the pre-preparatory work.

Second, the training work

__ October my department to participate in the Sanli hotel skills training and evaluation of the organization, and ultimately good to complete the assessment; from __ November 10 to date, mainly to assist the Morris Hotel preparatory period for the training of the Ministry of Human Resources, during which the interns to assist the company to complete the tasks, and in the gala on Christmas Eve of the Christmas Eve in the performance of the excellent, get the company leadership and colleagues have been

Third, daily management

Responsible for the daily management of the company, including the hotel personnel information statistics, to assist in handling employee health cards, staff entry and exit procedures, reporting hotel personnel dynamics, training records, attendance management and coordination of group companies and hotels and the work of the transition and other management work; the development of a variety of hotel human resources department management documents and systems 5, which the company For the record 2; modify the development of a variety of management forms 8, the company filed 2; departmental processing circular 3; design and production of recruitment posters and recruitment brief; involved in assisting the hotel's large-scale wedding services; assist the hotel staff to deal with day-to-day business; for the company's welfare and various applications for the hotel and so on.

In the work of sw design company to assist in the completion of a number of Morris Hotel design work, and in the preparation of the hotel to the company to introduce a large number of hotel professionals, for the opening of the Morris Hotel to make a certain amount of paving.

Human resource management work is a long way to go. In the new year, it is necessary to do the daily specific work of each link of human resources in a detailed, good and home, and constantly improve the professional standard and strategic height, so as to promote the realization of the strategic objectives of human resources.