Years are passing by, and a year's work is coming to an end. Looking back on the previous work, there are gains and confusions. It is time to write a good work summary. The following is the "Human Resources Department Annual Work Summary Report" compiled by me for your reference only. You are welcome to read this article. Human Resources Department Annual Work Summary Report (1)
Looking back on 20xx, under the cordial care of the leaders of the head office and the support and cooperation of various departments, the work of the Human Resources Department has been greatly improved. From its fledgling days when it was first established, it has continued to take new steps today, and is developing towards higher grades, higher standards, and higher characteristics, presenting a new scene. Now we will summarize the work of the past year.
1. Complete your job actively and conscientiously
Job responsibilities are the standard for doing a good job. Therefore, our department conscientiously performs the responsibilities of the Human Resources Department as required, and treats employees from all departments of the head office Collect, organize, and store personal files, employment contracts, and employee personal information, and ensure corresponding confidentiality. The recruitment, interview, employment, entry, resignation and other procedures for employees are completed in accordance with strict requirements, strict management and daily improvement standards. While understanding the basic situation of employees in each department, we also focus on understanding the situation of management personnel, such as education level, majors studied, etc., so that human resources can be better developed and utilized. In the process of employee recruitment, we make full use of a series of means such as network information and the talent market to strive to accept more valuable talents. At the same time, we have established a good partnership with the Human Resources Bureau of Hulan District to lay a solid foundation for the input of talents in Hulan District. A good foundation. Standardizing entry and exit procedures and handing over items handled not only protects the personal interests of employees, but also avoids the loss of company property and related information.
2. Do a good job in the basic work of employee appointment
During the annual employee appointment and temporary employee contract signing process, this department overcame various difficulties and reviewed the contract content. We provided corresponding explanations to employees regarding questions, assisted, supervised and guided employees in various departments to sign labor contracts, safeguarded the company's legitimate interests and protected the vital interests of employees.
3. Strengthen training and continuously improve employee quality
In accordance with the requirements of the head office document No. xx "Notice on Strengthening Pre-job Training for Employees", our department focuses on the "xxx Company Rules System Compilation Volumes 1 and 2 and "xxx Company Job Training Materials" as the basic content, and based on the guiding ideology of implementing the head office's diligent and pragmatic, pioneering and innovative, people-oriented, and standardized service policy, pre-job and on-the-job training is conducted for employees in various departments. Based on the actual situation of each department, a schedule has been compiled for the training steps of each department, so as to strengthen training without affecting the work of each position. While strict classroom discipline and keeping training records, employees' participation in training and training assessment status Recorded in employees' personal files, it serves as an important condition for future employee evaluations and plays a positive role in improving employee quality.
4. Strengthen assessment and standardize services
In order to adapt to the needs of the reform and development of the head office's personnel system, strengthen standardized services for each position, and comprehensively improve the quality of logistics services, the "Logistics Services Head Office Service Quality Assessment Management Standards. Regularly or irregularly conduct supervision and inspections in various departments. Problems found during inspections will be distributed to various departments in the form of notifications with the approval of the head office leaders. He often goes deep into employees to understand the actual situation, coordinates differences among employees that arise in actual work positions, and reports the situation to the head office leaders in a timely manner to ensure the smooth and healthy development of all departments.
5. While doing your job well, complete other tasks assigned by the leader
In the process of compiling the second volume of the "Compilation of Rules and Regulations", take the initiative to collect the rules and regulations of various departments, Assist superior leaders in writing, and contribute their own modest efforts to the early publication of books that embody the hard work of all employees.
The old page will always pass, and time will not stop its pace.
In the new semester, in view of the current situation of high employee turnover in various departments, the Human Resources Department will strengthen contact with various departments and go deep into employees to enable them to have a deeper understanding of the purpose of logistics services; expand the knowledge of employee training content; Enrich employees' spare time cultural life, improve employees' collective cohesion, make employees feel like they live in a big family, and minimize the loss of some employees. Further improve various personnel systems, strengthen the rigor of work, improve the effectiveness of work, learn advanced management concepts and ideas, learn current affairs news and civilized services, etiquette and courtesy and other professional knowledge related to various departments, and further improve the department The level of management has raised the work of the Human Resources Department to a higher level. We firmly believe that under the leadership of the leaders of the head office and with the efforts of all employees and the sixteen-character policy on logistics services as the guiding ideology, we will create a team that is political, The logistics team that understands business, management, and technology contributes our wisdom and strength! Human Resources Department Annual Work Summary Report (2)
20xx is coming to an end. During this year, the Human Resources Department has Under the leadership of the company's party committee and board of directors, with the specific guidance of the leadership departments at all levels and the joint efforts of all comrades, in accordance with the overall requirements of "taking a professional path and doing standardized human resources management", we have conscientiously implemented each work, strive to learn professional knowledge, and provide human resources guarantee for the company's economy and development construction.
During this year, the human resources department implemented one-to-one responsibilities, identified the main person responsible for the work of each module, and then organically combined each module to build a systematic human resources management model. In 20xx, the professional management capabilities of the Human Resources Department have made a qualitative leap and improvement, and the overall work has also made great progress. However, under the current rapid development situation of the company, the Human Resources Department still has a lot to learn, and there are Many problems need to be solved. In view of this, the work summary report for this year is now as follows:
1. Recruitment and deployment
1. Current employee structure
As of December 6, 20xx Today, our company has x number of employees. Among them, there are x male employees and x female employees; among them, x people are in management positions. There are x people in auxiliary positions and x people in post workers.
The current age composition of the company’s personnel is as follows:
x people aged 20-29; x people aged 30-39;
x people aged 40-49; 50-59 years old x people.
For details on the distribution of employees in specific departments, please see Table 1: Summary table of personnel entry and exit of the company and various departments in 20xx.
2. External recruitment
In 20xx, x new employees were added through external recruitment, including x master students, x undergraduates, and x workers. x master students and undergraduates are recruited by the school, and after the internship period, they will be arranged in management positions in various departments as a reserve force; x post workers are recruited for our unit in cooperation with the Keqi Personnel Bureau. , Some leaders of the Keban Discipline Inspection Commission also participated in the entire process, thus further ensuring the principles of fairness, justice and openness in this recruitment work.
3. Internal recruitment
In order to stabilize the workforce and improve employees’ work enthusiasm and competitive awareness, some management positions are recruited for the entire company, including two new custodians in the warehouse center. They are front-line employees in the factory selection workshop.
2. Training and Development
When the company continues to develop, the internal and external environments are constantly changing, and under the influence of various factors, the company faces a series of new difficulties and new problems. Training must be carried out to effectively solve the problem. Training is an effective way to improve employees' work ability and skills.
1. Onboarding training
Onboarding training is an effective means to help new employees understand and adapt to the organization and accept the organizational culture.
The Human Resources Department organizes relevant departments of the company to conduct induction training for new employees on the company's development status and future development plans, professional ethics, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights, wages and benefits, etc. This year ***Trained nearly x number of times.
2. On-the-job training
In 20xx, the correspondence studies of "from higher to junior college" and "from junior college to bachelor's degree" jointly organized by the company and xx University of Science and Technology are still proceeding in an orderly manner. Number of learners x people. The total tuition fee for all students is x million yuan.
3. Attendance management
In order to strengthen attendance management and consider the loopholes in attendance management caused by the disadvantages of fingerprint machines, the Human Resources Department introduced face scanning attendance machines and related The corresponding attendance system facilitates the attendance of various departments, standardizes the company's attendance management, and greatly improves the efficiency of attendance statistics. In addition, it reduces attendance costs and improves the accuracy of attendance.
4. Salary and welfare management
1. Total salary management
The control of total salary is the focus of the salary work of the human resources department. At the beginning of the year, the Human Resources Department budgeted the total salary of each branch factory based on the company's production and profit indicators for each branch factory, and conducted fair and just salary calculations to increase the enthusiasm of front-line employees. Throughout the year, the Human Resources Department timely and accurately adjusted salaries on a monthly basis based on the position changes of employees in each department, achieving no complaints throughout the year.
2. "Five insurances and two funds"
In accordance with the requirements of the Social Insurance Security Center and the Housing Provident Fund Management Center, the five insurance and housing provident fund declarations and payments for x people of the company were completed in accordance with the law. At work, the unit has paid a total of "five social insurances and one fund" for employees*** of approximately xx million yuan; in addition, the unit has paid a total of enterprise annuity for employees of approximately xx million yuan. The total amount paid by the unit for the "five insurances and two funds" is about x million.
3. Labor protection supplies
In 20xx, the distribution of labor protection supplies to employees was timely and accurate, with no complaints.
5. Labor Relations Management
1. Signing of Labor Contracts
In 20xx, the signing and renewal of labor contracts for xx people were completed in accordance with national policies and legal provisions. .
2. Termination of labor contract
This year, labor contracts were terminated and terminated for x people due to dismissal, resignation, retirement and other reasons, including x retirees.
3. Work-related injury management
In 20xx, 9 work-related injury accidents occurred in the company***. The Human Resources Department actively cooperated with various departments and handled the accidents in a timely manner according to procedures. Some employees have returned to work.
6. Improve the management system
In 20xx, the Human Resources Department improved the "Human Resources Management System" and supplemented it in several major modules, especially in the attendance system, clearly The various leave periods have been stipulated, and holiday wages have been clearly stipulated. This will be issued to all departments after the company resolution is passed at the beginning of 20xx. I believe it will be of great help to the employee management of each department.
7. Shortcomings in this year’s work
Over the past year, the standardized construction of human resources work has initially established the work direction and goals, and introduced some human resources management concepts and work into various business departments In our daily work, we also provide the service work we should provide. However, there is still a long way to go between the company's requirements and our own goals. It has not yet reached the ideal expectations of employees, and there are still many shortcomings that need to be adjusted and improved. The details are as follows:
1. Human resources management lacks medium and long-term development plans, fails to provide professional reference opinions for the company's development and decision-making, and fails to provide professional support and consultation for the long-term development of other departments. guide.
2. The concept of human resources management has not yet been deeply rooted in the hearts of the people, and the human resources management system and process have not been smoothly implemented in daily work, and there is still a sense of distance from the usage requirements of middle-level and grass-roots managers.
3. The management of personnel recruitment and transfer as well as resignation work is not yet completely organized. The human resources statistics work is still relatively rudimentary, and the speed and accuracy of information update need to be improved.
4. The company’s performance appraisal work is still relatively extensive, and the indicators are relatively simple and single. There is no real use of performance management to guide managers and employees and unify their concerns and behaviors to the development of the company. The role of direction and goals.
The performance appraisal plans of each unit are relatively independent, and there is a lack of unified value guidance and direction guidance for performance evaluation.
5. Lack of systematic and long-term training system planning: Although training work is carried out in the long term, the depth and breadth of training need to be further strengthened. The effectiveness of training needs to be evaluated and training efforts improved through evaluation.
6. The construction of employee relations needs to be more systematic and strengthened. The legal awareness and legal consulting service level of the Human Resources Department need to be further improved. The laws and regulations of the country and the province and city must be combined with the work of the department to understand and execution, but also to provide useful service support for the company's development.
7. The professional level of team building is not enough. The members of our department are not professional enough at work. We need to strengthen the learning of professional knowledge and work experience, and we need to strengthen our understanding and learning of the company and business. Only continuous learning can truly do a good job in the human resources department, especially service work.
8. Work plan for the next year
1. Prepare a mid- to long-term human resources development plan and submit it for approval;
2. Focus on salary and performance Revise and standardize the trial plan, and conduct continuous supervision and management of the operation process;
3. Establish an effective performance appraisal indicator system based on job responsibilities and other factors, and guide each unit to adjust and manage according to the assessment indicator system Improve the unit's performance appraisal plan and promote the solid implementation of performance appraisal work;
4. Promote and promote the implementation of human resources management systems and processes;
5. Strengthen human resources informatization Construction, do a good job in human resources statistical analysis, and provide support for the company's development;
6. Do a good job in various human resources services.
In short, human resources, as the core resource of an enterprise, will directly determine the core competitiveness of the enterprise. Therefore, from the company level, it is required not only to strategically establish a human resources management system with competitive advantages, but also to make the daily specific work of each link of human resources detailed, well done and done, so as to help the company form a unique corporate culture. and atmosphere, improve the company's cohesion, and maintain the company's innovation and vitality. From the employee's perspective, it is to encourage employees to design their own careers in the company according to the most win-win development path between the company and employees, continuously improve professional skills and levels, and enjoy life and work happily while achieving self-development goals. , growing together with the company. Annual work summary report of the human resources department (3)
With the ringing of the New Year’s bell, we ushered in a new and expectant year of 20xx. In the work and life of 20xx, I feel the company and the people around me. People have undergone tremendous changes in the past year. Our brand is improving rapidly, and the colleagues around us are also making continuous progress and striving towards the same goal. The new year has arrived, and it also brings new challenges. As we prepare to welcome the new year with a new look, we also do not forget to review and summarize the efforts we have made in the past year.
It has been a year and a half since the establishment of the Human Resources Department. I am honored to have participated in the growth process of the Human Resources Department. From scratch, from the initial imperfections, it has slowly grown to what it is today. Mature. Since 20xx, the team of the Human Resources Department has been slowly growing, professional talents have been introduced, and the professional level has been greatly improved. The human resources construction is gradually becoming standardized, and the functional roles are gradually being reflected.
Company leaders are extremely concerned about the construction of the Human Resources Department, which is undoubtedly a great boost for colleagues in the Human Resources Department. In the past, everyone may have been a little unfamiliar with the term "human resources" and wondered what the company's real intention was in setting up such a department. Through everyone's concerted efforts this year, we have gradually gained the recognition and support of the vast majority of people in all departments of the company.
Due to the shortage of manpower in the department in the first half of the year, some work could not really be carried out, and basic work has been done. Since Director Mo took office in the first half of this year, he has organized the work of the Human Resources Department and clarified everyone's responsibilities. Work responsibilities to make the division of labor more detailed
This year’s work is summarized as follows:
1. Collect and manage the company’s employees’ personnel files and other information
Maintain the integrity of company files to ensure more accurate information for future analysis work. Because the file contents involved company-related secrets, I maintained a high degree of vigilance and a strong sense of conservatism during this period. Assist superiors to understand the status of human resources; fill in and analyze various personnel statistical reports. Provide accurate information for human resource planning efforts.
2. Responsible for managing employee labor contracts, handling labor employment and related procedures
So far, the signing of labor contracts has not been carried out particularly smoothly, mainly because the marketing department Business staff are scattered and have fewer opportunities to concentrate. They often come and go in a hurry, resulting in some business staff still not being able to sign labor contracts. We plan to seize the opportunity during the Chinese New Year to complete the contract signing work.
3. Manage employee attendance and leave management in conjunction with company systems and national regulations
Among them, employee attendance is another difficulty. The company has implemented the card-swiping method at work for a year and a half. Some employees have not been able to adapt to the new attendance method, so the results have not been very good. This year, the Human Resources Department specifically reiterated the issue of attendance, and improved the attendance system after discussions with the technical staff of the General Management Department. However, due to the different natures of many jobs in the company, employees' working hours often need to be flexibly managed, which is still not very good. Submit satisfactory attendance data, but in order to prevent some employees;
4. Implement various company rules and regulations
Handle employee rewards and punishments; for some employees who do not comply with company rules system, resulting in major errors or mistakes at work. After careful investigation, the Human Resources Department imposed reasonable and fair administrative penalties and provided ideological education to the parties involved. This year *** about ten people received varying degrees of administrative penalties from the company, and all of them realized their mistakes.
5. Since this year, the company has given full consideration to the welfare of employees, and various welfare systems are gradually being implemented.
For example, in the past, only marketing department personnel enjoyed the use of cigarettes for brand promotion. The headquarters has also been able to achieve this; it assists the administrative department staff in planning and implementing birthday activities every month, enriching employees' spare time life; considering the safety and security of employees, the company has also purchased Ping An group accident insurance and medical insurance for all employees For other types of insurance, an employee accidentally fell and was injured during the insurance period. We promptly contacted the insurance company and applied for the corresponding technical training, which solved the employee's worries. These have greatly mobilized employees' work enthusiasm and thus played a role in motivating employees.
6. Management of promotional personnel
Since June this year, the Human Resources Department has taken over the management of promotional personnel. Through data collection and analysis, it was found that although corresponding policies have been formulated Management system, but found that many markets do not strictly follow the system, are highly arbitrary, and have excessively high personnel growth rates. Promotional staff are an important part of the Wuyeshen market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to re-formulate the promotional personnel management system as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level to reserve more business talents for the company's future.
7. Help establish positive employee relations
Coordinate the relationship between employees and management, and assist in organizing various employee activities; in addition, with the guidance and help of department leaders, provide The attendance system, labor contract management measures and other related personnel systems have been modified to make them more humane and rational, in line with the company's people-oriented talent concept.
For individuals, the next important step is to strengthen their studies while working hard, and constantly improve their professional qualities, so that they can face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunities and do every job well. In 20xx, the responsibilities of the Human Resources Department will be even heavier. The Human Resources Department must arrange and implement the work plan for the new year and use actual work performance to speak for itself.
Finally, I wish the company all the best in the new year and get better and better every year! Human Resources Department Annual Work Summary Report (4)
In the 20xx year that has been spent, Our company's performance has made long-term progress, and our company's human resources department has also made great progress in performance and management under the leadership of the company's leaders. On the occasion of bidding farewell to the old and welcoming the new, it is necessary to review and summarize the work, achievements, experience and shortcomings of the past year, so as to promote strengths and avoid weaknesses, forge ahead, and strive to achieve greater success in the new year.
First of all, in 20xx, the company's human resources management and development will further improve the basic work of human resources; strengthen the appointment of positions and personnel, human resources training and development, human resources management informatization and the construction of human resources management systems. ; Continuously broaden the horizons of human resources, grasp human resources trends, absorb the latest domestic and foreign human resource management ideas and concepts, and carry out human resource management reform and innovation.
Secondly, basically establish the company’s various systems and systems and form a relatively standardized human resources management system. According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment systems, and daily training and management regulations have been completed to make daily management work more institutionalized, standardized and operable. The improvement of employee handbooks and other systems has been included in the 20xx work plan.
Third, in addition to improving the original human resources management system, in accordance with labor laws and labor policies and regulations, combined with the actual situation of the company, details of rewards and punishments, assessments, changes and selections, vacations, labor relations, etc. , and gradually improve the company's human resources management system. In order to cooperate with the company's operating performance and employee performance appraisal work, and strengthen labor cost control, based on the principles of leanness and efficiency, each department determines positions and personnel based on the company's main business conditions.
Fourth, in order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the Human Resources Department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in terms of training planning and coordination, but special training at the company's overall level and training for internal employees in each group need to be strengthened.
It is important to quickly adapt new employees to work and complete the transformation from non-professionals to professionals through new employee training, which can save the company a lot of time and resource costs. The Human Resources Department has drafted an induction training plan for new employees based on the actual situation of the company. The specific content includes company profile, rules and regulations, fire protection knowledge and service etiquette. Through training and learning, new employees can begin to transform their consciousness and understand The attitudes and abilities required for modern work lay a good foundation for new employees to quickly adapt to the new work environment and master the knowledge and skills required for work as soon as possible.
Fifth, management, rewards and punishments are important measures and means to maintain the system. Therefore, the Human Resources Department strictly implements various rules and regulations and employee codes to ensure that meritorious deeds will be rewarded and delinquencies will be punished. Everyone is equal before the system and safeguards the normal interests of the company's employees.
In the XX special topic in 20xx, in addition to the above-mentioned work, the Human Resources Department actively performed its job responsibilities according to the actual situation, provided data and information to the leaders, and better played the role of leadership consultant.
Although the Human Resources Department has done a lot of work and achieved certain results, there is still a big gap between the company's requirements and the expectations of leaders and colleagues. It still needs to work hard in 20xx.