1. The first part of the year-end summary report of the Human Resources Department
In 20xx, according to the assignment of the bank administrator, our human resources department completed the work task for one year, and spent one year cultivating the reserve force for the bank to tap outstanding talents. Now our human resources department briefly summarizes the work this year. I. Selecting talents for banks
In the past 20xx years, the human resources department of our bank has recruited a large number of high-quality talents for our bank. In our recruitment, we adhere to the principle of "quality rather than quantity", and we must ensure that the talents we recruit meet our standards and requirements. When recruiting, we should not only consider the speed of recruiting talents, but also consider the cost of recruiting. Cost saving is necessary. The talents we recruited through many channels did not meet the requirements of our bank, so we cancelled this recruitment.
There are several advantages for college students to focus on recruiting fresh graduates and complete the recruitment of our staff through school recruitment. They are easier to cultivate, more energetic, can make more contributions to banks, and are more suitable for cultivating loyalty. School students are also convenient to train, because the number is small, training is convenient, one-time cost is low, and publicity cost is relatively low. This is also suitable for the needs of our bank and meets our requirements. In order to increase recruitment channels, our human resources conducted a simple survey of many universities and recruitment websites, and made it clear that some of them had found ways to complete the task of bank delivery.
Second, training basic employees.
Our bank has a large number of employees, some of whom are reserve talents and some are on-the-job personnel. We should formulate different training mechanisms for different people, because the content to be learned at different stages is different. We must give employees enough room for improvement, so that they have the strength and ability to develop more business. Every post is a test of employees' ability. For such a test, we will try our best to help employees improve their basic quality so that they can be competent for their posts. Training can't be done overnight. What we need is the accumulation over time, the training of our manpower and the active cooperation of our employees to complete the tasks assigned by our bank and meet the market demand.
Third, do a good job in attendance
Attendance is a very important part in our bank. Our bank is different from other industries, but attendance is necessary. For every employee, we have a task indicator. You can't be qualified for this job until you reach the target. If we can't finish the task, we won't be qualified for the job. For these people, we choose to dissuade them because they have not contributed enough to our bank and are not the talents we need. Only the right people are available. People who are willing to work are what our bank needs. Our bank is firmly opposed to parasites. We reward and praise people with outstanding abilities, and warn and persuade those who don't want to work hard and just take this job lightly. We have been working hard for the development of the bank.
The year's work is over. During this year, there were no major problems in our work, and we were able to complete the tasks assigned by our superiors. In the new year, we will continue to work hard to make preparations.
2. The second part of the year-end summary report of the Human Resources Department
Time flies, 20xx years are over. The past year has been an extraordinary 20xx year for Shaanxi Jintai Construction Engineering Co., Ltd., under the leadership of Chairman Liu, with its steeds soaring and swaggering. In 20xx, we focused on the company's annual business objectives, and the human resources department implemented relevant measures and target responsibilities in management. With the concern and suggestions of the company leaders, all the work has made some progress, which also laid the foundation for the work in 20xx and created good conditions. In order to sum up experience, find out gaps and promote the work of various departments in by going up one flight of stairs, the work summary of 20xx is now reported as follows: 1 .20xx key work summary.
(A) the establishment of rules and regulations
It is the rules of the company's human resources work to gradually standardize human resources management and improve the company's human resources management system, and formulate a series of management measures in line with the company's actual situation in time. This year, personnel management system, labor contract management regulations, performance appraisal management system, employee training management method and new employee assessment management method have been established. A personnel change process is established, during which employees' entry to departure and post change are handled according to the prescribed process, so as to realize the fluency and traceability of all work.
(b) Improve organizational structure and staffing.
In 20xx, according to the needs of organizational strategy, the human resources department reorganized the overall organizational structure system of the company, analyzed the personnel, formulated the post setting and staffing of each department, and made appropriate adjustments to the staffing of each department, so that the staffing of the company could be configured and the functions of various functional departments and employees could be brought into play. By the end of 20xx, the company had 62 employees.
(3) recruitment.
This year's recruitment channels mainly include Zhilian recruitment and boss direct employment. The annual recruitment fee is about 3500 yuan. This year, 25 people were recruited and 7 people left.
(four) to establish and improve the personnel electronic files.
Improve the personnel roster, and make statistics on the basic information of personnel, the length of service of enterprises, and the certificates, so as to facilitate personnel inquiries and provide a basis for related work in the future; An electronic ledger of personnel certificates was established, and the certified personnel were counted. At present, our company holds 5 second-class construction engineer certificates, 8 Jian 'an certificates, 2 Jiaoan certificates, 1 second-class cost engineer certificates and 10 other technician certificates. In order to establish a long-term cooperative relationship with excellent labor subcontracting teams and reserve labor subcontracting resources for undertaking large-scale projects in the future, the existing or cooperative excellent labor subcontracting teams in this project are statistically documented.
(5) Do a good job in the company's writing.
Draft comprehensive personnel documents, arrange and file them, cooperate with leaders to further supplement and improve various systems on the basis of formulating various rules and regulations, and timely convey and implement the spirit of relevant meeting documents of the company.
(6) Establish an efficient team.
Promote corporate culture propaganda, under the correct leadership of the company, constantly improve the corporate culture management system, cultivate a positive and optimistic corporate culture, build a people-oriented harmonious atmosphere based on the completion of corporate goals, establish a good corporate image centered on the company, clarify the company's development and struggle goals, and enhance the company's cohesion and centripetal force, thus effectively promoting the company's reform and development.
Two. 20xx Annual Work Plan of Human Resources Department
The Human Resources Department has been established for one year, during which it witnessed the growth of enterprises and the promotion of colleagues, which is also inseparable from the guidance and care of company leaders. The human resources department will continue to put human resources work in place under the requirements of the company's overall environment. Therefore, the future development direction of human resources in our company is a human resources management system based on competence, performance management and target management, and human resources work should be standardized, standardized and professional. In the new year, we will continue to explore and improve, and the specific plans are as follows:
(1) Strengthen human resource management, and establish and improve a human resource management system more suitable for the company's business development according to the company's current human resource situation and referring to the human resource management experience of advanced enterprises. With the growth of the company, we will gradually realize institutionalized and streamlined management, improve and revise various rules and regulations, complete the job analysis of various departments and positions, and provide scientific basis for talent recruitment, salary evaluation and performance appraisal.
(B) to further strengthen the management by objectives, and gradually realize the performance-oriented salary system.
First of all, the performance management system includes eight sections and eight steps, including preparation before implementation, strategic planning, departmental planning and budgeting, performance planning, performance control, performance appraisal, performance communication and application of assessment results. Every step during this period contains rich work content. For performance management, enterprises have to go through these eight steps repeatedly every year before they can be called performance management. However, they are not detailed. At present, our main job is to further implement performance management in details, enrich the application of performance appraisal results, realize that performance management really plays an auxiliary role in enterprise management, and provide rich and reliable reference value for enterprise strategy. For these reasons, the evaluation work in 20xx mainly starts from the following aspects:
1. Continue to strengthen performance control, record and archive performance appraisal scores, and understand performance appraisal results. In the performance control, the role of human resources department is not much, and the performance control work is mainly concentrated on the appraisers. The role of human resources department is mainly to determine whether the implementation of performance appraisal is fair and just, and whether it helps to improve work efficiency and output. In 20xx, in order to achieve the performance appraisal in place, the human resources department will strengthen the tracking and communication of the appraisal process.
2. According to the department's work plan, establish the department's target management assessment mechanism, conduct performance assessment of the department, increase the quarterly assessment of KPI indicators of middle managers, and promote the improvement of the overall professional skills and management methods of middle managers.
(3) Personnel recruitment and deployment, timely and effectively recruit the right personnel to meet the personnel needs of the employing department, do a good job in basic recruitment, and improve the recruitment interview instruction manual and test questions for relevant positions.
(4) Strengthen the training of employees, and further improve their work skills, knowledge level, work efficiency and work quality through the training of employees, so as to comprehensively improve the overall talent structure of the company and enhance the comprehensive competitiveness of the enterprise.
(5) Strengthen departmental construction, improve departmental functions, vigorously strengthen internal management and standardization of departments, and strictly follow the requirements of human resources work in modern enterprises to upgrade human resources work from simple personnel management to strategic human resources management.
(VI) Strengthen the construction of corporate culture, ensure the smooth communication channels within the company, establish an internal information communication mechanism, promote the understanding and cooperation between the superiors and subordinates of all departments of the company, establish a healthy and harmonious internal relationship, mobilize the subjective initiative of all employees of the company, brainstorm and serve the development of the company.
(7) Revise the employee handbook, and add the contents of enterprise concept, enterprise spirit, brief history of enterprise development, enterprise purpose, enterprise goal, etc. in the employee handbook. Cooperate with the office to organize various recreational activities for employees according to the specific situation of the company and the needs of employees, strengthen the publicity of outstanding employees and do a good job in promoting corporate culture.
In 20xx, under the guidance of company leaders, I will closely focus on the company's operation and development strategy. I will be strict with myself, be lenient with others, strengthen the study of the company's rules and regulations, maintain a modest and rigorous work style, take the lead in important matters, set an example, play a leading role, coordinate the work of each position in time, and effectively promote the work of the department. Seriously sum up experience, devote yourself to all work with brand-new work style, higher work enthusiasm and more dedicated work attitude, start from small things, further strengthen personnel and housekeeping management, and play its due role in the overall development of the company and the realization of work objectives.
3. The third part of the year-end summary report of the Human Resources Department
I have been working in the human resources department for one year. Although the time is not long, I have learned a lot of new knowledge and come into contact with the work content that I have never been exposed to before. All this is a challenge, a promotion and a growth to my personal ability and way of thinking. This year's time is tight and full. The report on the work of 20xx is as follows: 1, 20xx 1 Take part in this year's health professional and technical qualification examination, complete the qualification examination of the applicants, and submit the application materials to the examination section of Luoyang Health Supervision Bureau. This year, the enrollment of all majors and levels in the hospital is 25 1 person
2.20xx participated in JCI re-certification in our hospital in February, and assisted in sorting out the technical files and training materials of employees with reference to JCI management standards.
3. Recruitment:
(1) In March, 20xx participated in the preliminary examination and on-site confirmation of the qualifications of electronic resumes of key recruitment businesses in various departments, and assisted in organizing written examination, interview and business ability assessment. A total of 687 people signed up for this recruitment, of which 260 people met the registration conditions.
(2) In April, 20xx participated in the recruitment of the first batch of contract personnel in clinical nursing, medical technology and pharmacy this year.
(3)20xx participated in this year's graduate recruitment in July, and 324 people registered through the Internet, of which 170 people met the registration conditions.
(4) Participate in the second batch of clinical nursing staff recruitment this year. (4)20xx 1 1 month.
4. Wage and welfare work:
(1) From July, 20xx to February, 65438+ year, the daily salary, bonus, welfare and other benefits of each month shall be completed according to the attendance of each department.
(2) Formulate salary standards for 45 graduate students and 23 business backbones with work experience who arrived in August, and submit them to the financial accounting center for payment after being audited by department leaders.
(3) In the year of 3)20xx, 1 1 month, according to the attendance of the previous month, all 1747 employees will receive this year's quality management award.
(4) In April of 4)20xx and February of 65438, according to relevant policies and standards, this year's winter heating fee was distributed to the employees of the whole hospital.
(5) This year, * * * 689 people completed salary adjustment, 27 people were approved for graduation, and 7 people were approved for retirement and refund.
5. Physical examination: from March 20xx to August 20xx * * * participated in organizing physical examination for new employees on February19.
In August of 6.20xx, assist department leaders to complete the registration and display of employment materials for senior and intermediate professional and technical positions in our hospital in 20xx.
7. Assist department leaders to participate in this year's full employment and competition for middle-level cadres.
8. Complete the daily work of the department and the temporary work assigned by the department leaders.
In 20xx, I will further exert my subjective initiative, think more, practice more, sum up more, urge myself to make continuous progress, give full play to the spirit of teamwork, and strive to make the overall work of the human resources department more perfect.
4. The fourth part of the year-end summary report of the Human Resources Department
I have grown a lot in more than a year. I am very grateful to the leaders for their concern and help, and also thank the company for giving me the opportunity to grow and learn. The human resources department has been established for one year. I am honored to participate in the growth process of human resources department, from scratch, from the original imperfection to today's continuous progress. All this is due to various departments. I will summarize the work of this year as follows: 1.
1. Collect and manage the personnel files of the company's employees to make them more perfect and ensure the integrity of the employees' files.
2. Responsible for the management of employee labor contracts. The signing of employee labor contracts is not smooth, and many employees are unwilling to sign labor agreements. Employees don't know enough about signing labor agreements. In the next year's work, they will explain this problem to the employees so as to sign the agreement with them more smoothly.
3, combined with the relevant provisions of the company's seniority pay, calculate the employee's seniority pay every month.
4. Responsible for the entry and exit formalities of employees.
5. Be responsible for the distribution of employee benefits during holidays.
6. Assist in the recruitment and appointment of employees, including the release of recruitment information, employee interviews and arrangements for employee internships.
7. Assist all departments to organize the planning, implementation and supervision of employees' extracurricular activities, so as to enrich employees' extracurricular life.
8. Be responsible for the assessment summary of managers of all departments and the index assessment of sales department and production department.
9. Assist all departments to improve the rules and regulations.
In June 10 and June 10, all employees of the company were trained in many aspects, including skills training and comprehensive quality training, which were organized by the company.
1 1, responsible for filling in and issuing employee transfer notices.
Second, personal experience summary
1. For individuals, they should strengthen their study after serious work and constantly improve their professional quality in order to face greater challenges. We should cherish this hard-won learning opportunity.
2. Make a long-term personnel reserve and make a recruitment plan.
3. Do a good job in training new employees and on-the-job employees, so that new employees can adapt to work faster and old employees can take up their posts with more skilled skills.
Third, personal shortcomings.
1, the attitude and method of doing things are not mature, many problems are not thoroughly seen or long-term, or complex problems are simply thought before, so that sometimes some mistakes and loopholes appear in the work.
2, not confident enough, you should constantly enrich yourself, strengthen your confidence, and make yourself more confident and confident.
3, improve their communication skills, human resource management is the communication between people, only communication can be done well.
4, their comprehensive ability is still lacking, and their ability to handle things is relatively weak.
Fourth, personal plans for next year.
1, improve your professional quality, act according to the legal and reasonable principles, and take the interests of the company as the starting point.
2. The disseminators of corporate culture will raise their professional level to a higher level and improve their communication and coordination skills.
3. Systematically learn and summarize the main modules of human resources.
4. Systematically study and deepen human resource management.
Try to make a strategic plan for the company and further improve yourself.
Verb (abbreviation of verb) advice to the company
1. Establish perfect rules and regulations and implementation system.
2. Respond to the questions and suggestions in the employee satisfaction questionnaire in time, and encourage employees to make suggestions actively.
3, strengthen the publicity of corporate culture, so that corporate culture into the thinking of every employee, thinking determines behavior, behavior forms a habit.
4. Clarifying the incentive system, such as encouraging them to do other work after completing their own work, is conducive to improving work efficiency.
5, clear job responsibilities, so that every employee on the job knows the responsibilities of this position, so that both new employees and old employees will know what they should do.
Chapter 5 of the year-end summary report of the Human Resources Department
In 20xx, according to the company's arrangement and deployment, with the support and cooperation of various departments, the Human Resources Department actively carried out human resources management, salary management, employee training, performance appraisal and internal training, earnestly performed its duties, sought truth from facts, and successfully completed all the work of the Human Resources Department. First, the completion of the department's work
(A) the establishment of rules and regulations, standardize human resource management
1. According to the requirements of the SASAC, in order to speed up the establishment and improvement of the enterprise personnel system, the Ministry has drafted and formulated the "Three System Reform Plans of the Company" after the company's research and decision, actively and steadily reformed the personnel, employment and distribution systems, formed a mechanism that enterprise managers can be promoted and demoted, employees can enter and leave, and their income can be increased and decreased as soon as possible, and gradually established a workforce with strong fighting capacity, excellent business skills and high quality.
2. In order to scientifically evaluate the work performance and performance of the deputy person in charge of the enterprise and establish a reasonable assessment mechanism, the department drafted the "Assessment Plan for the Company's Deputy Operating Performance and Salary Management" and cooperated with the Party Committee Office to report it to the company for decision-making.
3. Formulate the scheme of posts and personnel quota, and on the basis of the existing management structure, appropriately optimize and adjust the establishment, posts and personnel according to the responsibilities, work contents, business volume, management level and scope of each department. Its purpose is to construct a scientific post management system by rationally allocating human resources through posts, posts and personnel, and to provide a basis for formulating salary levels, performance appraisal, personnel training and promotion.
(B) to strengthen the refined management of human resources
With a highly responsible attitude towards the company and employees, combined with the activities of "Changing Work Style and Improving Development Environment Year" of the provincial party committee, the municipal government SASAC and the municipal construction bureau, the management, supervision and inspection were carried out from the aspects of labor discipline, gfd, work order and work style construction. And ask and guide young employees to improve and correct their mistakes in work attitude, code of conduct and organizational discipline.
1, strengthen the daily check of personnel attendance.
Monthly statistics of employee attendance records and check the attendance of all departments, complete salary accounting and payment.
2, according to the rules, violations will be punished.
Strictly implement the rules and regulations, employee code of conduct, and act according to the rules. Violators will be punished. 14 person-times were punished for work mistakes.
3. Strengthen communication with various departments.
Guide employees to improve and correct work attitude, civilized language and standardized behavior. Keep abreast of employees' ideological trends and work trends, and help employees correctly understand themselves and define their career direction.
4. Customize the on-site installation of employees
In order to enhance the corporate image and show employees' good gfd and mental outlook, the company customized the site clothing for employees.
(3) standardize social security work and improve wages and benefits.
1. Timely complete the increase and decrease of social security for employees and resigned employees and check the base, ensure the timely and accurate payment of employee insurance premiums, effectively protect employees' rights and interests, and solve everyone's worries.
2. In order to ensure the normal welfare treatment of female employees and reflect the company's concern for the lives of female employees, the company distributed welfare items to female employees according to the standards stipulated by each person on March 8 Women's Day.
3. Abide by laws and regulations, safeguard the rights and interests of employees, and timely distribute various welfare subsidies and heatstroke prevention and cooling fees according to regulations.
(4) Optimize the performance appraisal and improve the salary system.
Improve and revise the annual performance appraisal method, carefully analyze the reasons for the insufficiency of the performance appraisal method last year, optimize the imperfections of the appraisal method, better realize scientific and dynamic management, stimulate employees' potential and work enthusiasm, improve employees' work enthusiasm, and realize the optimal allocation of personnel in various positions within the company.
(5) Strengthen personnel training and improve the quality of employees.
1. This department adheres to the concept of building a learning team advocated by the company, conducts training through various ways and channels, and strives to improve the overall professional quality and professional sentiment of the company's employees, thus injecting vitality into the smooth development of the company's work. In 20xx, the company conducted 22 trainings on basic norms, legal education, holding meetings, business theory, construction site visits, safety training and warning education, and completed the annual training plan as planned, which improved the quality of employees and achieved remarkable results.
2. According to the training plan, on June 30th, the company organized all employees to carry out one-day outward bound training to cultivate team cohesion and team spirit, and strengthen corporate culture construction and ideological work. Through training, the sense of responsibility, honor and team consciousness of all cadres have been obviously improved.
3. According to the development needs of the 20xx project, the company will speed up personnel training through self-training and self-study, and provide employees with various opportunities for external learning and communication.
(6) File management
In order to strengthen the management of employees in the company, the department requires new employees to hand over personnel files in time, and improve relevant procedures for retired employees in time to realize the management of one person, one file and one person. Collect and manage the personnel files of company employees, make them more perfect and maintain the integrity of company files.
(7) Strengthen internal management and establish a learning team.
In the process of "managing the department", the department staff will constantly reflect on themselves, correct their mistakes, constantly improve their working methods, carry out targeted and regular political theory and business studies within the department, improve the comprehensive quality of the department through learning, and enhance the combat effectiveness and immunity of the personnel. Supervise the employees of the department to always maintain a rigorous and serious work attitude and meticulous work style to ensure the comprehensive completion of the department's work objectives.
Second, the existing problems
(1) In the workforce, there are many young employees, and those with rich work experience account for a small proportion of the total number of employees. As far as the current situation is concerned, the shortage of professional technical reserve personnel can't keep up with the rapid development of the company in the future.
(2) The existing management system has many principles, no standardized workflow, and no clear responsibilities and division of labor in each link. The basic work of posts, posts and personnel is not perfect, and relevant systems need to be continuously improved around the requirements of "three system reforms".
(3) Employees' skills can't meet the job requirements, and there is a general lack of compound employees. Individual employees are not competent for their jobs, and their skills and abilities are relatively simple, lacking external coordination and communication skills to engage in internal affairs, while employees with strong external communication skills lack written expression.
Three. 20xx work plan
(1) Improve the company's human resource management system.
Around the requirements of the three reform programs, improve the company's personnel, labor and distribution related systems.
(b) Scientific posts, staffing and staffing
On the basis of the existing management structure, according to the responsibilities, work content, business volume, management level and scope of each department, the establishment, posts and personnel are appropriately optimized and adjusted, with the aim of rationally allocating human resources through posts, posts and personnel and constructing a scientific post management system.
(C) to strengthen the management of labor contracts
Standardize labor relations according to law. Revise the labor contract management measures, and specify the work content, labor discipline, code of conduct, performance requirements, rewards and punishments, requirements for renewing and canceling working conditions, and standards for determining employees' incompetence in the contract.
(D) Improve the salary management system
Under the control of the total wages, optimize the internal distribution mechanism, fully embody the principles of more work and more pay, better work and better pay, and clear rewards and punishments to ensure that the salary level is high or low and the total wages are controllable.