First, lay a solid foundation and strengthen the ministerial construction of d3G Eagle City Network.
At the beginning of the year, according to the work center and personnel work objectives determined by the workers' congress. Through the unified thinking of the Ministry and local officials, the understanding has been strengthened: according to the content and function of human resources work, seven job responsibilities have been formulated in human resources, labor management, occupational health and safety, professional title evaluation, file management, vocational education and training, etc. Established an internal management system with clear division of labor and responsibility to people; Take "fast, accurate and efficient" as the basic principle and aim at building first-class functional departments. Make the various functions of the human resources department play a rule-based, rule-based, rapid response, orderly. D3G eagle city network
Second, clarify the family background and integrate human resources d3G Eagle City Network.
According to the working idea of "three resources" integration proposed by the company. This year, we made great efforts to sort out, count, classify and file the files of 879 company personnel, and thoroughly clarified the family background. At present, except for 106 retirees, including college students who entered school in 2004, the company has a total of 773 employees, including senior title 14, accounting for 1.68% of employees, intermediate title 65, accounting for 8.6% of employees, and junior title/kloc-0. Bachelor degree or above accounts for 8.6% of the total number of employees, and colleges and universities account for 44. 1%. On this basis, the company's human resources database is established, which provides a true and reliable basis for the company's production and business activities and the reform of the company's personnel management, labor employment and salary distribution system. D3G eagle city network
On this basis, we also focus on strengthening the management of labor and employment. First, strengthen the strict internal flow procedures of employees, and implement the unified deployment of talents and complementary needs for project personnel within the company based on the principle of selecting talents and appointing talents, so as to effectively revitalize human resources. The second is to standardize the application and use procedures of temporary employment, reasonably control the temporary employment of the project from the scale and skills according to the project requirements, and effectively control the project cost. Third, strengthen the management of migrant workers' comprehensive operation teams, and give priority to teams with good qualifications and high credibility. Implement the wages of migrant workers by means of supervision or generation. A blacklist system will be implemented for contractors who fail to carry out construction according to the construction requirements and are in arrears with the wages of migrant workers, and they will never be used. D3G eagle city network
Third, focus on monitoring and actively promote the reform of personnel system d3G Eagle City Network
In order to further promote the establishment of the company's modern enterprise system, we should effectively change the mechanism and establish a standardized, lean and efficient management level. With the goal of optimizing the organizational structure of enterprises and standardizing the corporate governance structure, and the principle of lean and efficient, reducing staff and increasing efficiency, the "Implementation Opinions on Determining the List of Companies, Setting Posts and Determining Responsibilities" was issued, and the system of survival of the fittest and competition for posts for managers was fully implemented. The number of local offices has been reduced from 30-40 to 15, which has reduced the office scale, improved the quality of personnel, and achieved the goals of clear powers and responsibilities, strong monitoring and efficient operation. D3G eagle city network
At the same time, the company signed labor contracts with all employees, fully implemented labor contract management and established a standardized modern enterprise personnel management system. In order to increase the market adaptability and anti-strike ability of enterprises, according to the requirements of the group arrangement, the company started unemployment insurance for employees in a predictable way, and handled re-employment licenses and laid-off re-employment concession cards for 573 employees, which laid a good foundation for employees to start their own businesses and re-employment. D3G eagle city network
Fourth, set salary by post, and establish a scientific and reasonable salary distribution system d3G Eagle City Network
In order to further mobilize the two-way enthusiasm of enterprises and employees and promote the improvement of economic benefits of enterprises. In 2004, through further personnel system reform and full-time post assessment, the post performance appraisal system was established, and the basic salary system of "fixing people by post, fixing salary by post, and linking performance appraisal with salary" was established. A variety of distribution modes coexist, giving priority to efficiency and giving consideration to fairness; Guided by the combination of wage distribution and economic benefits of enterprises, a new round of wage reform plan has been formulated. Three parallel layers of management, project department and mechanical equipment have been established, highlighting the incentive mechanism that posts rely on competition and income depends on contribution, and leaning towards the first responsible person, the first line of production, high technology and high skills. Since the implementation of this method in March 2004, the income of employees in enterprises has been greatly improved, and the enthusiasm and initiative of employees have been greatly stimulated. The personal income of employees increased from an average of 935 yuan/month in 2003 to an average of 12 15 and 5 yuan/month in 2004, with an increase of 30%. D3G eagle city network
Fifth, actively operate and strive to complete the d3G Eagle City Network as a whole.
According to the requirements of the group, we started the endowment insurance for all employees in April 2002. Due to the first start-up, this work encountered many difficulties: First, the delivery time. Second, before the restructuring, retirees paid pensions according to the standards of their undertakings or enterprises. Third, the proportion of retirees receiving pensions in the next five years. In view of the above situation, we actively consulted relevant departments, seized the opportunity, looked for policies and the best entry point, and determined the delivery time as the listing time of the company in 2002 1 month. This alone saved the company170,000 yuan. In order to win the policy of paying retirees according to the standards of public institutions before the reform, 94 people will be paid 99.5% of their wages a year. 20,000 yuan, 50% higher than the enterprise standard. For retirees in the next five years, a five-year transition will be implemented, and the grades will be gradually lowered, so as to provide a smooth transition and gradual adaptation for the living income of employees with five years of service in the future. Employees who retired in 2003 and those who retired in special posts have already enjoyed 70% of the compensation fee. The successful completion of this work not only ensures the interests of employees, but also ensures the stable and healthy development of the company, which has been praised by the group leaders many times. In May 2003, according to the arrangement of the company, we started the unemployment insurance in an all-round way, and started the employee housing provident fund in 2004 1 month, which completely solved the worries of employees. At present, our company has basically completed the payment of various insurances and housing accumulation funds. D3G eagle city network
Six, people-oriented, strengthen safety production and occupational health management d3G Eagle City Network
No danger means security, and no loss means security. In 2004, with the attention of company leaders and grass-roots leaders, we adhered to the principle of "safety first, prevention first", conscientiously implemented the policies and documents of the CPC Central Committee, the State Council, the provincial party committee, the provincial government and the group company on safety production, actively carried out the "National Safety Production Month" and "Anti-Three Violations" activities, strengthened safety publicity, education and training, strengthened safety management, and vigorously promoted the implementation of the responsibility system for safety production. Focus on strengthening the safety inspection and monitoring of engineering construction, living and office, prevention and control of infectious diseases, power supply and distribution facilities, construction machinery and equipment, standardized management of safety production on the construction site, etc., and the safety production situation of the whole company has developed steadily. The physical examination rate of employees reached 100%. At the same time, according to the "Drug Management Measures" issued by the company, the problem of reimbursement of employees' hospitalization expenses was solved. Over the past year, there have been no major work-related injuries, fatal accidents and major economic losses in the units that signed the responsibility book of safety target management in 7 offices and 6 branches. It provides a good security environment for completing the annual economic work and the overall stability of the company. D3G eagle city network
At the same time, commercial insurance for personal accident injuries was handled for employees, which strengthened the protection of employees' occupational health, and required all labor contracting teams to sign labor safety contracts with individual migrant workers and gradually participate in commercial or industrial injury insurance. D3G eagle city network
Seven, the implementation of talent strategy, improve the overall competitiveness of enterprises d3G Eagle City Network
With the increasingly fierce market competition, enterprises will face more difficulties than opportunities. In the final analysis, market competition is talent competition. However, talents do not have eternal talents. Only talents who can constantly innovate their knowledge, ideas and skills can truly become the driving force for the continuous development and growth of enterprises. Therefore, the training and re-education of employees has become an important means of human resources development in the company. According to the company's requirements, we have formulated the Tenth Five-Year Plan for Staff Education and Training and the Management Measures for Staff Education and Training. Make annual employee education and training plan every year. According to the requirements and characteristics of different time before work, during work and during winter vacation, we organized and participated in more than 20 training sessions held by superior units, industry departments and assisting departments, and 4 education sessions for academic upgrading, with more than 500 participants. The coverage rate of employee training has reached over 70%, which has accelerated the overall improvement of the overall quality of employees. D3G eagle city network
At the same time, the company regards the recruitment of professional and technical personnel as an important means to improve the overall competitiveness of enterprises. In 2007, we successively recruited 20 graduates from Changsha Institute of Technology, Chang 'an University, Xi Railway Engineering College and Shaanxi Communications Vocational and Technical College, majoring in highway and bridge, project management, project cost and quality inspection. It has delivered fresh blood for the improvement of the overall level of the company's construction team. D3G eagle city network
In addition, we also actively participate in the evaluation of national vocational qualifications and technical titles. Five first-class builders passed this year; The second-level constructor passed 28 people; 14 people take the national human resource management qualification training examination (including 6 managers and 8 assistant managers); Senior engineer through 3 people; Intermediate engineering teachers have passed11; 67 people (including 6 technicians, 37 senior, 3 intermediate and 25 junior) took the training examination for special types of work; Nine people (including three intermediate and six assistants) participated in the examination training. D3G eagle city network
Eight, strengthen learning, improve the quality of their own team d3G Eagle City Network
The three staff members of the human resources department are all novices in business and have no experience in personnel work. Facing the acceleration of the reform of the national personnel system in recent years and the demand of personnel work in the new period, we all feel the pressure and responsibility of work. While actively learning from brother units, we are also seriously learning new knowledge of human resource management that is more suitable for modern enterprises. All staff learn while doing, learn first in urgent need, use spare time and rest time, study hard and understand deeply. I have studied and read books on basic business knowledge of human resource management such as personnel, labor, insurance and training. , and has been in this for nearly a hundred years. Participated in professional knowledge training organized by relevant departments and superior units for many times. In mid-July this year, I took part in the national qualification examination for human resource managers organized by the group. Make us familiar with the business in a short time, adapt to the needs of post work, and better complete the tasks assigned by the leaders. D3G eagle city network
2007 is the third year of the company's restructuring, and it is a crucial year for the gradual implementation and rapid development of various rules and regulations. The development of the market puts forward higher requirements for human resource management. Although we have done some work in unity, seriousness and hard work this year, there is still a big gap with the requirements of leaders and modern enterprise system, the great cause of company reform and the needs of company development. In the new year, we deeply feel that all the work has a long way to go, but we are determined to make persistent efforts to create a new situation of human resources work in Yuncheng Luqiao under the guidance of the group, the correct leadership of the company leaders and the strong support of comrades. D3G eagle city network