Time flies, time flies, this stage of work is over, and the work is about to start a new chapter. I can't forget the experience this job has brought me. Summary is a review and analysis of the work, which can better help us summarize the achievements, shortcomings, experiences and lessons of the work. Do you know how to write a work summary? I specially sorted out the work summary of the hospital human resources department from the Internet. I hope everyone will pay more attention to the update of this website.
First, continue to adhere to the second-level competition mechanism of hospitals, and scientifically prepare the employment plan at the beginning of the year according to the workload of hospitals and the standards issued by the Ministry. On the basis of maintaining great stability and minor adjustment of the hospital, the employment of hospital staff in 20xx is about to begin, and the hospital plans to prepare 626 people this year; Second, according to the spirit of instructions from superiors, the new standard of normal promotion salary for hospital employees in 20xx years will be implemented. Third, actively strive for personnel policies, draft professional and technical personnel recruitment plans and report them to the competent dean for review, and plan to strive for the policies of higher authorities and the government to retain core talents. This year, more than 30 professional and technical personnel who have obtained professional qualifications have handled personnel agency. Fourth, logistics posts have been temporarily hired, and the quality of employment has been adhered to. In accordance with hospital regulations, personnel who do not meet hospital employment conditions have been cleared in time, and temporary employment agreements have been signed with 76 temporary workers on schedule, all of which have solved the old-age insurance. Continue to maintain cooperation and communication with the government labor and employment bureau, and try to recruit people for public welfare posts. Since the beginning of this year, through cooperation with Shengli, Dongfeng and other communities, we have given priority to 4050 people's employment, relieved the worries of the government, reduced the labor cost of hospital employment, and achieved good social benefits. The fifth is to adhere to the system of selecting and employing people. Adhere to the comprehensive evaluation and selection system after the probation period expires, and 34 students have passed the probation period in 20xx years.
We conscientiously carry out all the work in combination with the annual work plan of the department.
Summary of the work of hospital human resources department. Manpower is the most important resource. To manage a hospital well, we must manage good people. On June 8th, the Board of Directors of Great Wall Group held a meeting in Nangong, and set up the Human Resources Department of the Group to manage the personnel work of the Group as a whole, so as to facilitate the communication and exchange of personnel work among the various departments of the Group. According to the instructions of the board meeting, the problems existing in the personnel work of the physical examination center and the work plan are reported as follows:
I. Introduction of professionals
The competition in the medical examination market is becoming increasingly fierce. Beijing Physical Examination Center has published information on its website, and is preparing to set up a professional physical examination center with a business area of 5,000 square meters on the east side of Chang 'an Park. The competitive pressure after the completion can be imagined. Therefore, the physical examination center must seize the time to establish its own brand, establish a professional team with excellent technology and high service level, and improve the overall image of the physical examination center. These are all related to the introduction of professionals. None of the existing doctors engaged in ultrasound industry in the physical examination center graduated from imaging; None of our medical guide service personnel graduated from service major. If our physical examination center wants to establish its own brand, it must have its own service characteristics. This requires us to recruit professionals according to their majors and positions in the future recruitment work. The introduction of professional talents is also beneficial to the construction of talent echelon in medical examination center. At the same time, professionals can drive a group of people to improve the medical level and service level of the center as a whole. Director Wang of the physical examination center established the marketing department according to the resolution of the board of directors. The existing two employees of the marketing department are also full-time staff who have been working at the forefront of the market. Their marketing experience and concept are exactly what our sales staff lack. The advantages of recruiting professionals are embodied in the physical examination center: for example, there are two staff members at the front desk of the physical examination center, one is a secretary major (Li Ningning) and the other is a nurse major (Zhao Ling). In the work at the front desk, Li Ningning considers all problems and works in an orderly and busy way; Speak more tactfully and communicate better with customers.
Second, the training of employees' business ability
In the first part of this year's board of directors, the president introduced the management experience of the brother hospital, saying that the hospital should be turned into an educational hospital, that is to say, doctors must clearly and thoroughly explain the causes, clinical manifestations, treatment and future prevention of patients' diseases. This requires our employees to be proficient in business skills and have extensive medical knowledge. As a professional physical examination center, there is little contact between work and clinic, which leads to the lack of business knowledge of some of our employees. Therefore, in the future personnel work, we must strengthen the cultivation of employees' business ability, including internal learning and going out for further study. Internal study, we are going to use the off-season of physical examination to learn ECG and ultrasound for nurses and doctors (except experts). Electrocardiogram is taught by Professor Liu Guoxing and ultrasound by Professor Qi Yanmei (training has started). In addition, Director Liu Unify of Internal Medicine explained the physical examination report to all employees, so that every employee in the physical examination center can clearly explain every disease in the physical examination report from the aspects of etiology, clinical manifestations and prevention. Go out for further study. In August, I will go to the 24 th Provincial Hospital and Beijing anzhen hospital to study. It is suggested that the hospital inform the new employees in the physical examination center when training new employees, so that the new employees in the physical examination center can understand the Great Wall Group, Great Wall Culture and Great Wall Spirit.
Third, the flow of people.
The physical examination center has 42 employees. In the first half of this year, there were 2 new employees, deputy chief physician 1. Rong (retired from the Municipal People's Hospital) used to work in the Great Wall Hospital.
One of the nurses, Wu Bei (Beijing Zhao Hua Yisheng Customer Service Department), is currently doing personal customer management. There are no resignees. I think the nature of the work of the physical examination center is different from that of the hospital. The work of the physical examination center is more like a production line. The division of labor is clear and indispensable, and everyone needs to unite to do a good job. In the future work, we will certainly strengthen the cultivation of collective consciousness and teamwork spirit.
Four. Distribution of wages and bonuses
The annual salary adjustment of the center staff is carried out under the guidance of the hospital's substantial salary adjustment policy and the flexibility of joint-stock private institutions. There are fewer people in the physical examination center, which is equivalent to a department of the hospital. At present, there is no salary adjustment, fluctuation and dissatisfaction. The bonus distribution of the center has always implemented the policy of getting more for more work and making small-scale adjustments under the policies formulated by the whole group. As for performance appraisal, I don't think it is suitable to implement it in the medical examination center at present, because everyone's work is integrated, and the completion of each medical examination unit includes the efforts of each employee, which cannot be quantified.
Finally, I want to make a request to the human resources department of the group. Recently, the Chinese Medicine Department of the Municipal Health Bureau came to inspect our center and put forward many problems that need to be rectified. One of them is the imperfect medical system, such as operating norms, medical quality control, referral records and various rules and regulations. Director Wang and I don't know much about the work of the Medical Department. I hope to ask Head Nurse Cao Deyi to guide our center to improve various systems next month (I have communicated with Director Cao).
Summary of the work of the human resources department of the hospital 3 (1) Do a good job in employee recruitment and employment.
Hotel management can not be separated from human, financial, material and information resources. Among these resources, only the human resources department is the most valuable. Therefore, the establishment and improvement of personnel turnover and echelon system is an important work of xx human resources department. According to the needs of hotel management and development, combined with the actual situation of the hotel, investigate the post distribution and personnel placement of various departments, and formulate a relatively perfect, reasonable and scientific post staffing. According to the staffing, we will adopt different recruitment forms to attract experienced management talents and energetic college graduates to join our enterprise. We will adhere to the principle of setting up and selecting people according to their needs, strictly control the quality of employees and prevent some mediocre people from entering the hotel.
(two) to develop a sound training plan, do a good job in the training of all staff.
Training is an important work planned, implemented and supervised by the human resources department under the personal supervision of the general manager. All departments must attach importance to training. From managers to foremen, they are students, planners and organizers of training, and teachers. Poor training directly reflects managers' attention to procedures and management level.
1. The process of determining training cycle will be divided into three stages: training planning stage, training implementation stage and training evaluation stage, namely, determining training policy, determining training demand, making training plan, implementing training conditions, implementing training records, making evaluation plan, evaluating actual training situation, evaluating overall training plan and proposing improvement measures.
2. Determine the basic steps of training activities, namely, determine training needs, formulate training plans, determine training objectives and implement training evaluation training.
3, the establishment of grass-roots training plan, that is, to improve the leadership and comprehensive quality of grass-roots managers as the goal of grass-roots training, with political thought, professional ethics, professional knowledge, practical skills as the training content, on-the-job training, self-study as the training form, quarterly training.
4. Improve the on-the-job training of employees, and implement the training content from the aspects of service, skills, language skills, operating norms, job responsibilities, gfd, professional ethics, quality training, courtesy, hotel service, guest complaint handling, case analysis, safety knowledge, legal knowledge, work awareness, etc. by combining individual training or one-on-one training, team training or departmental centralized training with theoretical courses, case answers and action demonstrations.
(3) Do a good job in employee assessment.
1. Follow up and evaluate new employees once a month.
2. Do a good job of evaluating outstanding employees every month.
3. Evaluate each department in theory and practice once every quarter, and come up with a punishment method.
4. Evaluate the management personnel once every six months, and put forward adjustment opinions to the management personnel. Evaluation purposes: To understand the working conditions of employees, find out the advantages and disadvantages of hotel management, master the working ability and management ability of employees and managers, fully mobilize the enthusiasm of employees through incentive measures, and adhere to the principle of fair, just and open evaluation.
Continuously improve the overall quality of employees, effectively organize employees, fully mobilize the enthusiasm and creativity of employees, and finally achieve the overall goal of the hotel in the new year.
Summary of the work of hospital human resources department. 1. unify thoughts and raise awareness.
Hospital leaders attach great importance to the activities of "Hospital Management Year" and deeply understand the theme connotation of "Hospital Management Year" activities. Hospital office meetings and hospital affairs meetings have repeatedly pointed out that to carry out "Hospital Management Year" activities, we must take Deng Xiaoping Theory and Theory of Three Represents as the guidance, comprehensively establish and implement the Scientific Outlook on Development, take patients as the center, take improving the quality of medical services as the theme, strengthen hospital management, improve service attitude and standardize medical behavior. Improve the quality of medical care, ensure medical safety, adhere to the pursuit of social benefits and safeguard the interests of the masses in the first place, focus on solving the hot and difficult problems strongly reflected by the people, and take the "management year" as an opportunity to comprehensively promote the progress of all hospital work.
Two, improve the organization, clear responsibilities
In order to strengthen leadership and ensure the realization of the requirements and tasks of the "management year" activities, our hospital established the "management year" activities leading group and working group. The leader of the leading group is the principal, and the deputy leader is the secretary of the Party branch. There is an office under the leading group, and the heads of all departments are members of the working group.
Three, clear requirements, highlight the key points
According to the spirit of the 20xx National Conference on Health Work and the Conference on Hospital Management Year, and the Detailed Rules for the Implementation of Hospital Management Evaluation Guidelines in Guizhou Province, combined with the actual situation of the hospital, our hospital put forward the working objectives of the "Hospital Management Year" activity:
1, by adopting scientific, rigorous and pragmatic management measures, further improve the management system of "quality, safety, service and cost" in hospitals and continuously improve the level of hospital medical services;
2. Build a harmonious doctor-patient relationship by strengthening service consciousness, updating service concept, optimizing service process, establishing hospital service brand and establishing good medical ethics;
3. Actively explore the establishment of a long-term mechanism for hospital scientific management, promote the scientific, standardized and standardized construction of hospital management, and continuously improve the level of hospital management.
4. Focusing on the strategic concept of hospital development, through the activities of "Management Year", it laid a foundation for establishing and perfecting the five management systems of the hospital, including quality management system, operation management system, honest service system, talent development system and scientific and technological innovation system.
At the same time, around the requirements of the "management year", combined with the hospital's annual work plan and hospital development strategic objectives, the key requirements of the "hospital management year" activities were put forward:
Put forward an activity concept: patient first, civilized medical practice, quality first, service first;
Carry out a management theme: strengthen basic quality management, build a hospital service brand and build a harmonious doctor-patient relationship;
Carry out a service model: carry out "patient-centered" and "barrier-free" services throughout the hospital, and earnestly enhance the service consciousness of "medical staff around patients, medical technology around outpatient clinics, and administrative logistics around the front line".
Summary of the work of hospital human resources department. 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 the human resources management system based on competence and the performance management system combined with target management. Human resource work should realize three aspects of human resource management: standardization, standardization and professionalization.
Although some progress has been made in xx years, there are still many problems that need to be explored and improved, as follows:
Strengthen human resource management
According to the company's current human resource management situation, learn from advanced human resource management experience, establish and improve a new human resource management system that is more suitable for the company's business development.
(A) to achieve institutionalized management
1, improve the rules and regulations.
2. Complete the job analysis of various departments and positions, and provide scientific basis for talent recruitment, salary evaluation and performance appraisal.
(B), improve the performance-oriented compensation system
1, performance management
The focus of the assessment work in xx mainly starts from the following aspects:
1) to strengthen performance control.
Performance control mainly focuses on appraisers, and the role of human resources department is mainly to ensure that performance appraisal is truly fair and just, which is helpful to improve performance. In xx years, 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 work plan of each department, the establishment of departmental target management assessment mechanism, performance appraisal of the department.
Middle-level managers will increase the assessment of kri index, which will not be included in the salary for the time being, but the assessment results will be used as the reference content of human resources planning to participate in the work planning and long-term planning of xx years. The idea of implementing kri assessment is mainly based on the need to further improve the overall character of existing middle-level employees, and the introduction of kri can urge everyone to pay attention to professional performance in their work and cultivate their own good character.
2. Performance assignment
1), and establish the evaluation and assessment mechanism of key responsibility targets. According to the results of performance evaluation, decide who will receive promotion salary or other remuneration.
2) Establish a performance evaluation complaint system.
3. Salary mechanism
1), combining the department assessment results with employee performance appraisal to balance employee performance pay.
2), complete the analysis of the company's existing salary, combined with the company's organizational structure and job analysis of each position, submit the company's salary design draft.