Summary of the work of the Human Resources Department
Fulfilling the work of life without noticing the past, review this time, our ability to work, experience has grown, we have to do a good job of reviewing and sorting out, write a good summary of the work of the Oh. Good work summary have some characteristics? The following is my collection of human resources department work summary, I hope to be able to help you.
Summary of the work of the Ministry of Human Resources 1
20xx, is the Sichuan Shiho Group of companies in the strategic reform of the year, in the company's general manager of the company's full impetus, the Changsong organization system, automation, refinement and other training packages, the "Eagle Plan" to carry out the company up and down the active action, the Shiho team has been quietly changing. Quietly changing.
Human Resources Department as the company's functional departments, in the work must be a good leader of the staff, the establishment of the marketing front-line services for the idea of fulfilling the duties of the department.
Looking back on the work of 20xx, the Human Resources Department mainly carried out the following work:
First, personnel management
1, employee records and labor contract management
Compared to the archive data catalog.
At present, only 95% of the company's personnel signed a labor contract, the next step of the Department will continue to improve and strengthen the management of labor contracts, focusing on unsigned labor contracts, contract expiration renewal of personnel to carry out the labor contract signing and renewal of work to prevent legal risks.
2, improve the management of personnel workflow
In June, the Ministry issued the "company management system to learn to confirm the single", and notify the company's centers and departments, requiring the entire staff to sign, and further strengthen each employee's understanding of the company's system and recognition of the improvement of business processes, the work was completed in July.
3, entry, exit personnel procedures
This year's 1-6 months for the entry of 43 functional departments, store entry personnel 168; for the departure of 31 functional departments, store exit personnel 141. This year, the functional departments increased by 12 people, stores increased by 27 people, a total increase of 39 people. By June 30, 20xx, the company's staff (including probationary staff) totaled 537 people.
4, the distribution of staff birthday gifts
From April this year, the company decided to monthly staff birthday gifts in TICHY Taobao store to buy and sell, and in the month before the 25th of the sympathy letter and gifts issued by the statistic, 20xx January-December total distribution of 214 pieces of birthday gifts.
Second, recruitment management
1, expanding recruitment channels
On the one hand, in the use of the regular charges Yuhui talent market for recruitment at the same time, and actively pay attention to free labor market, such as the Golden Horse and Wenjiang Talent Market.
On the other hand, to strengthen the network recruitment, in addition to the charges of MileagePlus, but also opened the free Wenjiang Hongjie talent network, Yuhui talent network. Another personal QQ account to open the free 58 Tongcheng network, and the use of this channel to the use of this channel is taught to a large amount of personnel flow of the store manager. At the same time also through the school, shopping malls, stores, peer mining, internal recommendations and other channels of the company's various departments of the job requirements for recruitment.
2, hired personnel summary analysis (to June 30, excluding the approval of the abandonment of the entry into the personnel)
Chart: slightly
From the above chart can be seen, the company's development needs personnel are mainly concentrated in the three clothing brand center; functional department personnel needs to the Department of Administration is the main.
3, recruitment costs: slightly
From the above table can be seen, 20xx January-December the company has used the recruitment costs of 4032 yuan (of which 1900 yuan is the second half of the cost), with very low recruitment costs basically to achieve the company's employment needs.
Third, pay performance management
January to June 20xx, the company's average paid salary of employees for the company as a whole is 3612.65 yuan / month, compared with the same period of the previous year's 3504.91 yuan / month, an increase of 107.74 yuan / month, an increase of 3.07%
In line with the group's strategic reform, the Sound and Rain Bamboo store wage adjustment program drafting, reported to the company for approval and consent, ready to July 1, 20xx from the implementation.
Fourth, social security management
1, social security base adjustment work.
Actively grasp the changes in social security policy, pension insurance guaranteed percentage of 60% adjusted to 40%, in the Social Security Administration in the absence of any notice, from January 1, the social security of the pension insurance base downward, for the company to save money. To the main body of the enterprise social security, for example: the original body of the enterprise social security insurance base for each type of insurance are: pension: 2156 medical: 1911 maternity: 1911 unemployment: 1911 work injury: 1911 major illness: 1911. by requesting instructions from the higher level, my unit needs to be unified pension insurance base adjustment: xx, the rest of the base remains unchanged.
2, the addition of the main body of social security.
Due to the development needs of the company, our unit needs to add two new social security subjects. In cooperation with the Ministry of Finance, the new "High-tech Zone, Jessie's clothing store" and "Chengdu Zunori Trade Co. As of June 30, the company's social security subjects totaled 14 were: Sichuan Shiho Enterprise Management Co., Ltd, Chengdu Shiho Trade Co., Ltd, Tim Zi clothing store, Jinwu Dizi, Xinjin Jessie clothing store, Gaoxin Century Sound and Rain Bamboo Clothing Store, High and New District Jessie clothing store, Chengdu Zun Weaving Trade Co., Ltd, Jinniu Fuzhen Sound and Rain Bamboo Clothing Store, Qingyang District Jessie clothing store, Qingyang District, Liaoyue clothing store, Qingyang District, Tizi clothing store, Jinjiang District, sound rain bamboo clothing store.
3, the verification of the Social Security Administration Inspection Section.
Social Security Bureau in June this year, the company's Chengdu Shiho social security subject to routine inspection, with the assistance of the Finance Department, timely preparation of the required information to the Social Security Bureau for reporting. In the social security bureau after verification, the information submitted and the actual number of my unit appears inconsistent with the situation, put forward the solution to the views of the leadership review, and then again after the declaration, through the social security bureau of my company to carry out the verification.
4, the preparation of the declaration of the disability insurance fund
Two of my company's enterprises: Sichuan Shihe Enterprise Management Co. Our department started to actively prepare for the preparation of the information in June, and went to the Disabled Persons' Federation to get the documents of the 20xx disability pension. According to the instructions of this year's disability insurance documents, our unit has all the information about the disabled, and the number of disabled people also fully meet the standard, is expected to Wenjiang District Disabled Persons' Federation and Chengdu Municipal Disabled Persons' Federation in July to declare.
V. Attendance management
In this year's work, the Department on time to deal with the staff's leave of absence, out of the single, business trip single, overtime single. Monthly data on employee attendance is organized. To do timely understanding of the employee's attendance, the collection and filing of employee sick leave certificates, bereavement leave certificates, marriage leave certificates. In accordance with the "Attendance System" on the attendance of the error was corrected, and the system was further publicized.
Six, problems and recommendations
1, performance appraisal
evaluation indicators need to be categorized, some indicators do not have the need for a monthly assessment, the monthly indicators should be biased towards the results of the work performance and delivery of work. For example, the evaluation of "competence quality" can be placed in the entry and annual assessment indicators. The feedback link of performance communication needs to be strengthened. Through communication, the appraisee should know clearly what the superior requires of him. Appraisers to the work of the key items, goals and work values to the appraisee, the two sides to reach **** knowledge and commitment. And with the vertical extension of the appraisal system, the formation of value creation in the company's conduction and amplification mechanism.
2, attendance
The company has grass-roots staff without fingerprint attendance, such as: cafeteria staff, is the potential for legal disputes. It is recommended to ask them to go to work every day for fingerprint attendance, can not be remembered late, early departure, to achieve the grass-roots staff to cover all the fingerprint attendance.
VII, the next year's work plan
In the second half of the year, the Ministry of Human Resources closely around the company's strategic reform of the Commission's clear work center to carry out the work, and strive to enhance the level of management, to perform their duties as a good staff, focusing on the following work:
1, the sound of the rain and bamboo wage adjustment program of the seminar and implementation. JESSIE, TICHY brand wage adjustment program drafting.
2, the drafting of the wage adjustment program for functional departments.
3, Changsong organization system in human resource management implementation.
4, the model of the company's organizational structure, sorting out the company's departmental responsibilities, integration of workflow.
5, clean up the duties of the company's jobs, and strengthen the management of staffing.
6, with the network information department, and gradually establish the company's HR system management database (excluding payroll), to meet the needs of the company's business management and marketing work.
Human Resources Department Summary 2In 20XX, the company's human resources management and development in further doing a good job of basic 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, absorbing the latest human resources management at home and abroad ideas and concepts, and human resources management reform and innovation. Human resource management reform and innovation.
Basic human resources.
As of December 31, 20XX, the number of employees of NanYue Logistics (including joint ventures and holding companies) was 1,880, of which 67 were in the headquarter of the company, 1,288 were in TongYi, 300 were in Guangdong XinYue, 93 were in the industry, xx were in Wisdom, and 115 were in Oriental Thinking.
Academic qualifications of NanYue Logistics: As of December 31, 20XX, the company has 482 people with college degree or above, including 1 doctorate, 37 masters, 242 undergraduates, and 202 junior colleges.
First, through the job analysis and set up, do a good job of posting and staffing.
In order to do a good job with the company's business performance and employee performance appraisal, and to strengthen labor cost control, according to the principle of lean and efficient, each subsidiary company combined with the company's main business situation for the determination of the post staff, the specific circumstances are as follows:
(a) Tongyi divided into two categories of the determination of the post staff:
1, the management center according to the mileage, the number of pairs of service areas and the business scope of the key indicators. The management centers are categorized by key indicators such as mileage, number of pairs and business scope;
2. The service areas are categorized by traffic flow, turnover and other indicators. Determine the positions and staffing of various management centers and service areas, and strive to provide standardized modules for the construction of new service areas.
(ii) Guangdong Xinyue should optimize the existing organizational structure, positions and personnel appropriately and reasonably according to the different business volumes of traffic safety facilities, communications, power supply, monitoring and charging of highway projects, as well as the total amount of contractual works, mileage and duration, to control the number of personnel and labor costs.
(C) Industry according to the highway construction materials supply, supply total and mileage, duration, project scale and information technology services and other different business situations to do a good job of posting and staffing.
(d) VIA according to the characteristics of marine transportation and new business development, in the existing organization on the basis of the block to do a good job job qualifications and job descriptions.
At the same time, we through visits to Guangzhu North, University City, Qujiang and the back door of the service area, Guangwu and other projects, the project fixed-post staffing work research, mastered the first-hand fixed-post staffing information.
Second, actively promote the construction of human resources 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.
The company's headquarters in accordance with the overall requirements of the company's management system, has completed the first draft of the compilation of human resources management and development systems such as staff training methods, human resources management interim measures, provisional measures for the management of employee attendance, labor contract management methods and personnel file management rules. Among them, the pilot approach to employee compensation and benefits and employee performance appraisal interim measures have been formally promulgated and in force.
Guangdong Xinyue completed ISO quality certification in addition to improving the original human resource management system. Tongyi Company has prepared the middle management appraisal management methods and labor contract management methods, revised and improved the company's staff attendance management implementation rules and service area personnel management system, so that the daily management work is more institutionalized, standardized and more operable. Oriental thinking according to labor law and labor policies and regulations, combined with the actual situation of the company, clear rewards and punishments, appraisal, change and selection, leave, labor relations, etc., and gradually improve the company's labor and personnel management system.
Three, in order to adapt to the company's strategy and the needs of personal development of the staff, each subsidiary of the human resources development and training work greatly strengthened.
In order to continuously enhance the company's competitiveness, improve the quality and ability of the staff to meet the needs of the company and the staff's personal development, the company's headquarters drafted human resources development and training approach to the training planning and coordination of the work done accordingly, but the overall level of the company's thematic (knowledge popularization) training and the training of the company's own staff needs to be strengthened.
Tongyi carefully organized and did all kinds of training work. Induction training for new employees, **** organized three service area district new employee training, each 20 days **** 203 people to participate. Organize training courses for middle management personnel, 39 people to participate in training. Conduct service area district manager should know and should be trained, lasted nearly 4 months, 21 people participated, training **** in two stages, the first stage: off-duty training 4 days, mainly service area management quality, business processes, business strategy, financial management, official writing and other training; the second stage: amateur self-study of laws and regulations and should know and should be trained for nearly 4 months, and a paper examination. Organized or sent to train 308 people to participate in human resources management, labor insurance, family planning, ISO9001: 20xx quality management system internal auditor qualification, registered safety officer, fixed asset management, financial accounting basics and file management, tax tax law, official document writing, construction project management, convenience store information system management, paperwork science and technology file management, security backbone, chef, barbecue brine, Chinese food Service skills and other types of professional skills training courses, to varying degrees, to improve the theoretical knowledge and practical ability of the relevant personnel.
Guangdong Xinyue's training work is remarkable. On the one hand, Xinyue focuses on the training of technical personnel, and participated in the training course of computer information system integration project manager and senior project manager through Saibao Certification Center; on the other hand, Xinyue earnestly grasps the following daily post business learning: organizing human resources management personnel to carry out thematic business training, actively cooperating with the Ministry of Development and the Ministry of Technical Services to carry out the internal technical management training, the induction training of new employees, and the training for the expansion of outdoor capabilities. Expansion of capacity training. The annual training of employees ***81 times (including: 13 times above the middle management).
Industry in accordance with the annual training program to strengthen the education and training of employees. Induction training was conducted for new employees from the perspectives of the company's development history and current situation, business processes, corporate culture and so on. Organize staff to visit various steel plants, cement plants and asphalt plants. The company's logistics management platform application training for employees.
Fourth, embark on performance appraisal and assessment, objective, fair and reasonable evaluation of employee performance, to stimulate the potential of employees and enthusiasm for work.
The company through a combination of daily and annual assessment of employees, the results of the assessment and the employee's salary and wages, job adjustment, training and development and leave, etc., the establishment of the ability to get on and get off, the ability to get in and get out of the company's self-regulating employment mechanism, in order to achieve the optimal allocation of talent in the company's internal positions, and to promote the development of the company's human resources, management and the rational use, the establishment of high quality, competent, efficient, and the use of the company's human resources. The establishment of high-quality, competent and efficient workforce.
In particular, the industry according to the employment mechanism and the relevant performance appraisal management system, the results of the assessment and variable pay, year-end bonus linked to greatly improve the staff's work enthusiasm and initiative, in the staff to form a situation of striving for excellence.
Fifth, the information construction as a driving force, and actively cooperate with the Group to do a good job of human resources management information construction work, strengthen the human resources management technology innovation.
According to the Group's overall information construction deployment, in order to give full play to the Group and the company's human resources management talent advantages and information technology advantages, to enhance the information construction work, especially the key management tools in human resources management work in the contribution rate. We require each subsidiary company with the help of the company's office automation system to do a good job in the overall planning of human resources management information system, complete the company's decision-making report control system, human resources statistical information system and employee information data electronic information construction.
At the same time, in order to cooperate with the group's human resource management informatization work smoothly, our company from September, over a period of four months, completed the Guangdong Transportation Group modern human resources management information system (NanYue Logistics) information entry work, the system is divided into personnel management, compensation and welfare, performance training, organizational information, reporting system, system management six modules, including basic human resources information, The system is divided into six modules, including basic information of human resources, educational background, professional and technical positions, skilled trades, continuing education, social insurance, management of retired personnel, salary signing, information query, etc. The effective application of the system can greatly improve the efficiency of human resources work and the level of human resources management and development.
Summary of the work of the Ministry of Human Resources 320xx year is coming to an end, in this year, the Ministry of Human Resources in the company's party committee, under the leadership of the Board of Directors, at all levels of the leadership of the upper levels of the department's specific guidance and all the comrades of the *** with the efforts of the overall in accordance with the "take the road of specialization, do standardized human resources management" requirements, and seriously implement each job. Requirements, conscientiously implement each work, and strive to learn specialized knowledge, for the company's economic and development and construction of human resources to provide protection.
In this year, the Ministry of Human Resources to implement the responsibility of one-on-one, the work of each module to clarify the main person in charge, and then the organic combination of the modules, the construction of a systematic human resources management model. 20xx, the Ministry of Human Resources of the professional management ability to make a qualitative leap and enhance the overall work has made great progress, but, in the current high-speed development of the company's momentum, the Ministry of Human Resources has many things to learn, there are still a lot of things to learn, there are still a few things to learn. There are still a lot of things to learn, there are still a lot of problems need to be solved. In view of this, the current year's work is summarized in the following report:
I. Recruitment and Configuration
1, at this stage of the structure of the staff
As of December 6, 20xx, our company **** there are 1,205 employees. Among them, there are 1076 male employees and 129 female employees; of which 256 are in management positions. Auxiliary positions 150 people, post workers 809 people.
The age composition of the company's personnel at this stage is as follows:
515 people aged 20-29 years old; 396 people aged 30-39 years old;
242 people aged 40-49 years old; 52 people aged 50-59 years old.
The distribution of employees in specific departments is detailed in Table 1: 20xx annual summary of personnel in and out of the company and various departments.
2, external recruitment
20xx year through the external recruitment of new employees 86 people, including master's degree students 5 people, undergraduate 30 people, 50 post workers. 35 master's degree students and undergraduate students are institutions for the recruitment of internships are arranged in the various departments of the management position, as a reserve force; 50 post workers for my unit and the Kerch Personnel Bureau of the recruitment process, the Kerch Discipline Bureau of the cooperation, the Kerch Discipline Bureau of the recruitment process, the Kerch Discipline Bureau of the cooperation of the Kerch Personnel Bureau of the recruitment process. In this recruitment process, part of the leadership of the Commission for Discipline Inspection of Keqi also participated in the whole process, which further ensures the principle of fairness, justice and openness of the recruitment work.
3, internal recruitment
In order to stabilize the workforce, improve staff motivation and sense of competition, part of the management positions for the company's recruitment, in which the storage center to add two custodians are selected for the plant workshop of the first-line employees.
Second, training and development
The company continues to develop, the internal and external environment is constantly changing, the impact of a variety of factors, the company is facing a series of new difficulties and new problems, it must be trained in order to effectively solve the problem, the training is to enhance the ability of employees to work, the skills of an effective way.
1, induction training
Induction training is to help new employees understand and adapt to the organization, accept the organizational culture of effective means. Human Resources Department to organize the relevant departments of the company's development status and future development planning, occupational ethics, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights and wages and benefits of the situation of new employees for induction training, this year **** training nearly 85 people.
2, on-the-job training
20xx year the company and the Inner Mongolia University of Science and Technology jointly organized the "high school", "college" correspondence learning is still in order. Learning number of 98 people. All students' tuition fees totaled 471,000 yuan.
Third, attendance management
In order to strengthen the management of attendance, considering the disadvantages of fingerprint machines because of the loopholes in the management of attendance, the Ministry of Human Resources introduced a face scanning attendance machine and the corresponding attendance system, which facilitates the attendance of various departments, standardizes the company's attendance management, attendance statistics greatly improve efficiency, and also reduces the cost of attendance. In addition, it also reduces the cost of attendance and improves the accuracy of attendance.
Fourth, compensation and benefits management
1, total compensation management
Total compensation control is the focus of the human resources department salary work. At the beginning of the year, the Ministry of Human Resources according to the company's . Production and profit targets for each branch of the total amount of salary budget, fair and equitable wage accounting, growth of front-line staff work enthusiasm. Throughout the year, the Human Resources Department according to the position of employees in various departments change, timely and accurate monthly salary adjustments, to achieve the year without complaints.
2, "five insurance and two gold"
In accordance with the requirements of the Social Security Center and Housing Provident Fund Management Center, according to the law to complete the company's 1160 people's five insurance and housing provident fund declaration and payment work, the unit part of the employees **** to pay "five insurance and one gold The total amount of "five insurance and one pension" paid by the unit part for the employees *** was about 32.8835 million RMB; in addition, the total amount of enterprise annuity paid by the unit part for the employees was about 1.56 million RMB. "Five insurance and two gold" unit to pay part of the total of about 34.3433 million yuan.
3, labor protection supplies
20xx year, the issuance of employee labor protection supplies to achieve timely and accurate, no complaints.
Fifth, labor relations management
1, signed labor contracts
20xx year in accordance with national policy and legal provisions to complete the 309 people labor contract signing and renewal work.
2, the termination of labor contracts
This year, due to dismissal, resignation, retirement and other reasons for the termination of the termination of labor contracts **** 29 people, including two retirees.
3, the management of work-related injuries
20xx year the company *** occurred 9 work-related accidents, the Human Resources Department and the active cooperation of various departments, according to the procedures for timely handling of the accident. Some employees have returned to work.
Six, improve the management system
20xx year, the Human Resources Department to improve the "human resources management system", divided into several modules to supplement, especially in the attendance system, a variety of clear duration of the other leave, the wages of the holiday to make a clear provision, will be issued to the beginning of the year 20xx through the company's resolution. It will be issued to all departments after the resolution of the company in the beginning of 20xx, and I believe it will be very helpful to the management of employees in all departments.
VII, this year's work deficiencies
Over the past year, the standardization of human resources work initially established the direction and goals of the work of human resources management concepts and work imported into the daily work of the various business sectors, but also to provide the services that we should provide work. But from the company's requirements and our own goals there is still a lot of distance, has not yet reached the ideal expectations of the staff in mind, there are still many shortcomings need to be adjusted and improved. Specifically as follows:
1, the lack of medium- and long-term development of human resources management planning, failed to provide professional reference for the company's development and decision-making, failed to provide professional support for the long-term development of other departments and consulting and guidance.
2, the concept of human resources management has not been y rooted in people's hearts, human resources management systems and processes have not been successfully implemented in the daily work, with the use of middle and grass-roots managers still have a sense of distance.
3, personnel recruitment and mobilization and resignation management is not yet fully organized, human resources statistics are still relatively elementary, the speed and accuracy of information updates need to be improved.
4, the company's performance appraisal work is still relatively crude, the indicators are relatively simple and single, did not really play the role of performance management to guide managers and employees to unify their focus and behavior to the company's development direction and goals. The performance appraisal program between the various units is relatively independent, the assessment of the performance of the lack of unified value guidance and direction guidance.
5, the lack of a systematic, long-term training system planning: training work in the long-term, but the depth and breadth of training needs to be further strengthened. The effect of training needs to be evaluated and improved through the evaluation of training.
6, the construction of employee relations need to be more systematic and strengthened, the legal awareness of the Ministry of Human Resources and the level of legal counseling services need to be further improved to the national and provincial and municipal laws and regulations in conjunction with the department's work to understand and implement, but also for the development of the company to provide useful services to support.
7, team building professional level is not enough, I department members in the work of the professional level is not enough, need to strengthen professional knowledge and work experience learning, need to strengthen the company and business understanding and learning. Only continuous learning can really do a good job in the human resources department, especially the service work.
VIII, the next year's work plan
1, the preparation of medium- and long-term human resources development planning, and submitted for approval;
2, mainly focusing on the pay and performance of the trial program to amend and standardize the operation process for continuous supervision and management;
3, according to job responsibilities and other factors, to establish Effective performance appraisal index system, and according to the appraisal index system to guide the units to adjust and improve the unit's performance appraisal program, to promote the solid implementation of performance appraisal;
4, publicize and promote the implementation of human resources management systems, processes;
5, to strengthen the construction of human resources information technology, and to do a good job of human resources statistical analysis, to support the development of the company;
6, conscientiously and conscientiously, and the human resources management system and the human resources management system;
6, conscientiously do a good job in all human resources services.
In short, human resources as the core resources of enterprises will directly determine the core competitiveness of enterprises. Therefore, from the company level, the requirements not only from the strategic establishment of human resources management system with a competitive advantage, but also the requirements of human resources in all aspects of the day-to-day work of the specific work to do fine, do well, to do, so as to assist the company to form a unique corporate culture and atmosphere, improve the cohesion of the company, the maintenance of the company's innovation and vitality. From the staff point of view is to establish incentives for employees in accordance with the development of enterprise and staff *** win road, in the enterprise to design their own career, and constantly improve vocational skills and level, in the realization of self-development goals to enjoy life happily, enjoy the work, and the company *** with the growth.
Summary of the work of the Ministry of Human Resources 4The year is the company's year, but also the year, in the close unity of the departments, efforts, the basic completion of the head office of the management of the work of the year for the whole year has drawn a perfect conclusion. Now on the annual summary of human resources work and annual plan formulated as follows:
First, according to the company's strategic needs to adjust and integrate the organizational structure
In order to adapt to the Group's development goals, with the implementation of the company's reforms, the Group's organizational structure adjustments and integration of the core content of the adjustment include:
a), the provincial production base:.
b), the production base in the provinces: their independent operation and management.
c), head office functions:.
Second, standardize job responsibilities, the formation of job description form
After the organizational restructuring, the Ministry of Human Resources took the lead and asked the departments to re-based on the requirements of the management system of the department, sub-factorys, divisions of the enterprise management positions of the staff to carry out the functional description of the post, job responsibilities, job qualifications, including job description form. So that employees can clearly understand the job standards, and departmental personnel job duties enrichment and expansion.
Third, through the job analysis, posting and staffing work, personnel streamlining.
According to the company put forward the spirit of open source, to lean, efficient principle, each unit according to the situation of the merger, personnel streamlining, such as staffing, the specific circumstances are as follows:
a), and the Department of Transportation and Management merger.
b), the departments post analysis, combined with the work, the implementation of personnel streamlining, the number of people.
Fourth, recruitment
1, standardize the recruitment process: the establishment of the recruitment management system, the development and implementation of the "Recruitment Management Regulations", the implementation of the regular job written test test.
2, the establishment of the company's full range of recruitment channels:
①, the opening of the network recruitment channels to meet the needs of different levels of talent. There are five websites:
National website
Zoning website
Professional website
②, signed a professional headhunter to expand the channel of high-end talent.
③, increase the industry's talent mining and directional digging, colleague referrals, on-site recruitment in the talent market.
④, employees are mainly through: the surrounding areas on-site set up, set up a recommended incentive to introduce, the agreement to send cocoon workers, intermediary recruitment, posting announcements, school cooperation and other channels for recruitment.
3, the number of recruits:
Enterprise management personnel: the number of newly recruited enterprise management for people (including promotion).