Human resources year-end summary personal profile

As time goes by, the year's work is coming to an end. Looking back on the previous work, there are gains and confusion. It's time to write a work summary. The following is the "year-end summary of human resources for personal use" compiled by me for your reference only. Welcome to read this article.

Year-end Summary of Personal Commonality of Human Resources (1) Time flies, and 20xx years are drawing to a close. Under the leadership and support of the company, with the help of my colleagues, I am conscientious, conscientious, pragmatic and firm, and have successfully completed my work and other tasks assigned by the leaders. During this period, my work ability has also been greatly improved, but this is not only my personal credit, but also the opportunity and work support given by the company leaders. Let me get a good growth in this short year. Now to sum up the work of this year:

First, standardize the employee access process.

In the past year, I was responsible for handling the entry and exit procedures of all personnel and sorting, filing and checking the employee files. In this half year's file management, I know the importance of file management. If the employee fails to submit the resignation certificate of the original company, the company may have employment risks. In file management, such as employee performance appraisal, reward and punishment documents, etc. , important content in a timely manner into personal files, to provide a basis for future personnel selection, rewards and punishments or labor dispute handling.

Second, labor relations.

Compared with 20xx years, the employment rate and turnover rate of the company have decreased, the number of contract renewals has gradually decreased, and the personnel changes of the company have gradually stabilized. Gradually standardize and be rigorous in the work, and avoid the occurrence of labor disputes to the maximum extent. Through the improvement of my business level, I have been able to consider the problem from the perspective of the company's interests and try to propose solutions. For example, at the beginning of this year, the previous files were rearranged, classified and saved, and the employment procedures of individual personnel with loopholes were discussed and rectified. On the one hand, the employment risks of the company were avoided, on the other hand, the rights and interests of employees were protected.

Third, the monthly attendance report data collection and production

Export the attendance records of colleagues in X building every month and send them to the attendance staff of all departments. Make the attendance sheet of the department. Collect attendance sheets and overtime approval forms of all departments, make them into electronic boards and documents, and then keep them in the cupboard.

Fourth, wages.

Collect the performance appraisal and performance report of each department every month, make a sub-table of each department according to the performance table, employee performance appraisal and monthly attendance, then summarize it in the salary summary table, report it to the manager for review, and finally send it to the financial check. Wage information is bound into a book and kept in the cupboard. When I first came into contact with salary, it was a mess. Always make this up and forget that. I was in a hurry and made many mistakes. In the next x months, I found many mistakes in the process of setting wages, but I also found some tricks. Under the careful guidance of the manager, I corrected my mistakes bit by bit, gradually accumulated experience and lessons, and tried to avoid them.

Verb (abbreviation of verb) cultural and sports activities

In terms of corporate culture construction, assist departments to organize employee birthday activities and "Red Tour" in Changsha, Hunan, and establish corporate culture windows. Although there were many mistakes and inadequacies in the process of assistance, all the activities were successfully completed through the help of colleagues in the department. After the activity, many colleagues expressed great satisfaction and recognized the work of our department, which greatly enhanced my confidence. Through these stylistic planning work, I deeply feel that as a member of the human resources department, my work performance is directly related to the performance of the whole department, and my sense of responsibility is also increasing. In my future work, I hope this sense of responsibility and self-confidence can inspire me to work better and serve the company and my colleagues better.

Through all the above work, it will be of great help to my future study in the field of human resources, and I have accumulated a lot of valuable experience. I have a deep understanding of the operation, positioning and management of our department in the whole company. For the above points, I deeply realized the importance of our human resources department, which also made me full of confidence in my work. In one year's work, I also have a certain understanding of the company. Here are two personal suggestions:

(1) Corporate culture construction. The unique enterprise culture is the source of its centripetal force. We need to continue to work hard for the company's corporate culture construction.

1, hoping to develop a humanized management atmosphere in combination with the company's situation, and form a fair and enterprising spirit among colleagues.

2. Create excellent product image and create material culture.

3. Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm, and the incentive mechanism should be implemented. Use cultural means to control and manage culture, and persist in guiding and cultivating people with culture.

(2) training. Internal training, through targeted training at different levels, enables the company's employees to understand the quality system documents, improve quality awareness and ability, and achieve certain results. However, from the overall effect, it has not received the expected requirements, and can meet the requirements of free use in daily production and operation management. Training abroad and going abroad can broaden employees' horizons. We should not confine ourselves to what we have learned in our own work, but also improve the overall quality of our employees.

Generally speaking, although some achievements have been made in the past year, there are still some shortcomings, mainly due to the lack of meticulous work, insufficient self-study, overall coordination and time allocation, and a certain gap compared with experienced colleagues. In my future work, I will conscientiously sum up my experience, overcome my shortcomings, carry forward my tireless enterprising spirit, and strive to do my work better and establish a good image. Put forward reasonable suggestions and solutions to various decisions and problems in time for leaders' reference, strive to do a better job and contribute to the company's development!

Year-end summary of personal commonness of human resources (II) It has been X years since the establishment of the Human Resources Department, and I am honored to participate in the growth process of the Human Resources Department, from scratch, from imperfection at the beginning to maturity today. Since 20xx, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly the biggest booster for colleagues in human resources department. In the past, everyone could have been right; The term human resources is a bit strange. I wonder what is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company. This year's work is summarized as follows:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis.

Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

Responsible for the management of employee labor contracts, employment and related procedures.

So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

Three. Manage employee attendance and vacation management in combination with company system and national regulations, and issue attendance reports accurately every month.

Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees; Exaggerated, according to the unfair attendance, the attendance system needs to be improved.

First, implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

2. Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, cigarettes for brand promotion, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

Third, manage the promotion staff well. From October this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of xx market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

4. Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers;

5. Help to establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees; In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company; People-oriented talent view.

For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

Year-end summary of human resources and personnel (3) In 20xx, I was promoted to try out the personnel manager of the personnel administration department. Since I was promoted, because two colleagues left at the same time, the new colleague did not join in time, so I was fully responsible for the work of the personnel department. It has been nearly x months since I was promoted. Time flies. In the intense, busy and full work, with the help of Gao Sheng and He Laoshi, I studied and worked at the same time, with both progress and shortcomings.

First, the job responsibilities mainly include the following three aspects.

1. Recruitment. The recruitment of time and piece workers should strictly grasp the following two aspects.

Recruitment quality, including the quality and stability of personnel, should fully understand the job information of the recruitment position before recruitment, actively communicate with the employment department and understand its employment standards; Secondly, use various interview skills, such as structured interview, star rating principle, stress interview method, etc. We can fully understand whether the personal information of the applicant matches the employment standards of the company and the employing department.

Timely recruitment rate ensures the timely recruitment rate while ensuring the quality of personnel, effectively avoiding unnecessary troubles caused by job vacancies to the employing department. In this regard, due to the inevitable factors such as limited resources and geographical location, I am taking the following measures to attract talents: publishing recruitment information correctly and comprehensively, so that candidates can better understand the relevant position information; Secondly, invite candidates through professional telephone interviews, such as paying attention to etiquette and controlling the telephone interview process. If we know that they are suitable for our recruitment positions through telephone interviews, we will fully express our wishes; Finally, analyze the types of personnel needed, actively communicate with the employing department, understand the job nature and qualifications of the recruitment position, and choose the recruitment channel correctly.

Experience: keep in mind the principle of "quality is better than quantity"; The interview ideas should be clear; Strengthen communication with employment agencies, establish good relations and maintain recruitment channels.

2. Personnel changes and employee evaluation.

Personnel changes, including promotion probation, transfer probation and part-time probation; After receiving the personnel change form of the employing department, it is necessary to know the relevant information, work experience, education background, age, employment time, work nature, qualifications, etc. of the changed personnel in time, actively communicate with the employing department, understand the work performance, comprehensive quality, advantages and disadvantages of the changed personnel, conduct assessment interviews on the changed personnel, understand their comprehensive quality and ability, verify the authenticity of the evaluation by the employing department, summarize the advantages and disadvantages, put forward improvement measures, and put forward assessment requirements during the probation period. Finally, the salary level of the same position in each department, the comprehensive quality of the changed personnel and other information are integrated to discuss with the employer whether to agree to the change and the salary adjustment decision. Employee assessment, including confirmation assessment and seniority assessment. Assessment is mainly to assess whether the performance of employees during the assessment period meets expectations. First of all, we must find out the opinions of the employing department and the personnel department when employees change. Secondly, it is necessary to understand the nature of the work and further communicate with the employing department to find out whether the work performance has improved during the probation period, whether there are still problems and whether it meets the expectations. Then interview the employees themselves and make a summary. Finally, the information of all parties is integrated to decide whether to agree to become a full member and the salary adjustment range.

Experience: First of all, through practice, leaders of all departments are suspected of favoring subordinates to a certain extent, and they are good at reporting good news to the outside world without reporting worries. As a personnel department, leaders of all departments should actively realize that favoring subordinates is harmful, and should convince leaders of all departments to avoid favoring subordinates by safeguarding company interests, departmental interests and fairness. Secondly, any assessment should bear in mind the principle of fairness and justice, strictly implement the company's relevant systems, and avoid personal preferences and abuse of power for personal gain. Before the final evaluation, we should make full preparations and deal with relevant work seriously and rigorously.

3. Social security and housing accumulation fund.

The purchase of social security for all employees in the factory, the increase or decrease of social security personnel, and the remittance and payment of housing provident fund.

Experience: Although the workflow is not complicated, it needs to be very detailed. For some documents submitted for approval and sealed, it is necessary to strictly check them for more than 2 times and avoid opportunism.

Two, through one year's work, the problems encountered in the work are as follows.

1. Lack of experience in personnel work. The lack of professional knowledge and superficial work experience leads to low work efficiency and low work quality.

2. I didn't work hard enough and didn't get into the habit of checking information strictly.

3. Inefficiency and lack of organization. There is no systematic co-ordination of their own work, which leads to some omissions and mistakes in their work.

Third, the future work prospects

1. Fully study the company's personnel-related systems and documents; Conducive to the unified and coordinated development of individuals and corporate vision.

2. Strengthen the exercise of self-care, and form a good habit of being rigorous in work, serious in attitude and careful in doing things.

3. Strengthen the study of professional knowledge of human resources and combine theory with work practice.

4. Ask for advice with an open mind. If you don't understand, ask the leader, ask the senior.

5. Get rid of your own nonsense image and establish a good image in front of leaders, colleagues and subordinates.

6. Analyze the importance of each work, coordinate your job responsibilities in an orderly manner, and avoid being in a hurry.

Four. conclusion

In the past x months, although my work is not mature and steady, I can basically complete my work. This is inseparable from the guidance of leaders and the help of colleagues. Once again, I would like to express my heartfelt thanks to the leaders and colleagues! I will continue to learn to improve my work efficiency, adjust my work attitude and enthusiasm, help each other with my colleagues and live in harmony. The above is a summary of my work in the past year. I will, as always, go to work, spur myself with a serious, hard-working and pragmatic attitude, and make persistent efforts. Try my best to complete all the tasks assigned to me by the leader.

Year-end summary of human resources for personal use (IV) Under the trinity effective management mode of government support as the guarantee, enterprise operation as the soul and employee autonomy as the development direction, the Administration and Personnel Department has earnestly implemented the six-character working policy of "active, meticulous and harmonious" and made continuous breakthroughs in its work. The work is summarized as follows:

I. Administration and personnel work

(1) Establish and improve the company's various systems, re-formulate the draft performance appraisal system, the draft comprehensive service responsibility area management, the property management plan, and the customer complaint management system, and modify the attendance management regulations, the front desk daily service regulations, the vehicle management system, and the customer purchase fee plan, laying a foundation for the company's scientific and standardized management.

(II) Comprehensive introduction of performance appraisal system The company has introduced a new performance appraisal system to comprehensively assess employees in terms of job responsibilities, work completion, labor discipline and comprehensive service responsibility areas. Through the assessment, the work efficiency and level will be further improved, and the enthusiasm of employees will be mobilized.

(III) Re-adjustment of company departments According to the continuous development of property management companies, departments have been re-divided, from the original three parts to six departments, and asset operation department, environmental management department and operation management department have been added. After re-adjustment, the division of labor is more clear, the work is more professional and meticulous, and it is more in line with the development of property companies.

(4) Adjust the salary level of employees. In the last year of work, the company adjusted the overall salary and personnel positions according to the market salary level, with the aim of promoting the enthusiasm of employees to meet the development needs of property management companies.

Second, the warehouse work

The main job of the warehouse is to take stock of the warehouse every month. Among them, large-scale inventory is x times. At the beginning of the year, the inventory of engineering projects was carried out with the outsourcing xx company, which strengthened the management of the outsourcing warehouse; In the middle of the year, we will make a centralized inventory of warehouse X, at the same time, merge similar items, summarize the unusable items and issue treatment opinions, thus reorganizing the dispersion of the warehouse. After the inventory in the warehouse, the waste materials are disposed in time, which reduces the hidden dangers of the warehouse and realizes the scientific and standardized management of the warehouse.

Third, bathroom work.

The main tasks of the bathroom are: First, improve the bathroom management system, the bathroom safety system and the bathroom emergency plan system, organize the bathroom management personnel to carry out systematic training and drills, improve the management level of the bathroom, and lay the foundation for realizing the annual management index of the bathroom. Secondly, the bathroom solar energy equipment was replaced at the end of last year, and the equipment was still unstable during operation. Therefore, we should strengthen the daily inspection of solar energy in the bathroom, investigate and deal with problems in time, ensure the normal operation of the bathroom, and strive to achieve business indicators. Third, strengthen the cost control of bathroom, daily query records of hydropower resources and statistics of bathing times, and provide accurate basis for bathroom cost accounting.

Fourth, the front desk work

(a) improve the "front desk daily service regulations" to make the front desk work more standardized and institutionalized.

(2) According to the requirements of the business responsibility book formulated at the beginning of the year, the customer complaint management system was issued. Through the introduction of this complaint system, the work efficiency of the front desk is improved and the workflow is simplified. The establishment of the complaint system has solved many practical problems in occupancy, which has been recognized by the majority of households and greatly improved customer satisfaction.

(3) In order to facilitate customers' recharging, it is planned to implement customers' self-recharging of electric cards, so as to facilitate timely recharging and avoid the inconvenience caused by power failure.

Verb (abbreviation of verb) comprehensive service responsibility area

The draft Measures for the Administration of Comprehensive Service Responsibility Area was promulgated and implemented on 20xx. The members of the supervision room of the comprehensive service responsibility area inspect the environmental sanitation of the responsibility area every day, hold a regular meeting every week, summarize and solve the inspection situation this week in time, and evaluate and score the responsibility area twice a month. Through the management of the comprehensive service responsibility area, the dead corners such as engineering, maintenance and sanitation in the park are found and dealt with in time, which makes the park look brand-new and the overall environment greatly improved. Up to now, the scores of supervision and assessment in the comprehensive service responsibility area are all above x%.

Other work of intransitive verbs

On X, X, xx, Secretary of the Municipal Party Committee, inspected and received the Youth Apartment. Comrade xx recognized the overall environment of youth apartments and the summarized concept of managing assets and properties, which is inseparable from strengthening the daily work of the comprehensive service responsibility area. 20xx Work Plan 20xx Annual Work Plan According to the work arrangement of the department in the previous year, combined with the current actual situation and future development trend of the property management company, the administrative personnel department plans to carry out the work in the next year from the following aspects to ensure the smooth implementation of the annual plan.

The year-end summary of human resources (5) has quietly passed, and the work in the previous stage has basically come to an end. This semester, I served as the head of the human resources department. The role change from supervisor to supervisor allows me to adjust myself and learn to take on different responsibilities. In addition to the regular departmental functions, I also tried some innovative work ideas this semester. The work in the second half of this year is summarized as follows:

First, the department recruits new employees.

Our department is the main department responsible for recruiting new recruits for the whole Central South University. I'm really tired during this period. It's exhausting to set up a stall and sweep the building. However, with the arrival of new members, fresh blood was injected. After a period of selection, we selected X new members to enter the manpower (although some members quit halfway), and together with Minister X and Director X, we formed a warm manpower family. This makes all the hard work worthwhile, and it is through joint efforts that a department can become a home. A group of newly recruited officers are very active. They can quickly integrate into directors and ministers, and they can take assigned tasks seriously. Everyone has made efforts for the development of the department. I can't forget those funny people at the conference. You showed the vitality of a new level of manpower. But at the same time, there are some shortcomings, that is, lax discipline and weak organizational awareness, which have been corrected to some extent in the future work. My feeling about recruiting new people is that the whole department has become lively, because with the integration of a batch of new blood, my feelings for this department have deepened.

Second, hr series training

After the recruitment work is completed, the hr series training activity of "Professional Building, Community Elite" is a heavyweight activity of our department. Training on different topics can help new members of the club integrate into the organization as soon as possible, gain a deeper understanding of the institutional culture of CSU, master publicity skills and learn public relations etiquette knowledge. Judging from the situation reflected at the regular meeting, I personally feel that the atmosphere at the scene is very dull, and the audience's enthusiasm was not mobilized during the training, which led to the training not achieving the expected results. The reasons are as follows:

1. The trainees are not here to learn technology. Many people regard training as a task, and some even don't know what they are listening to in advance. The audience has no initiative, so even if the commentator speaks well, it is useless;

2. The content prepared by the live speaker is very substantial, but the fly in the ointment is that he has a little stage fright and can't control the scene well, which will greatly reduce the audience's interest in the training content. Technical interpretation not only requires the interpreter to talk about technology, but also requires that what he explains be understood and accepted.

3. The sequence between the three departments is not smooth enough, and there is ice breaking in the middle.

Improvement scheme:

1. When introducing the training program to the president, make it clear to him that this program can be attended by all students who are interested in technology and attract people who are really interested, so that the technology of the association can be improved.

2. All departments should negotiate the playing order and pay attention to the connection.

Finally, I think it is necessary to improve the internal construction of the department. We promote communication among department members through dinners, parties, etc. And through the form of departmental purpose, establish departmental concept and enhance departmental cohesion. As emphasized in the training of every department at the beginning, manpower is a family, and we are all a part of it. As a teacher elder sister, I think I am competent. I can help everyone integrate into human resources, give encouragement to officers and establish deep friendship with them. At the same time, thank you very much for your objective evaluation in the performance appraisal, which made me know myself more correctly. As a supervisor, I really need to improve a lot, such as carelessness, communication between colleagues and strengthening leadership. I remember always making mistakes and fearing the minister's approval. Now that I think about it, I appreciate the manpower. Now I am more responsible and know what responsibility is. The six directors of the department have something to learn, but we communicate too little, and every department activity sneaks away, which is a bit shameful.

In short, the human resources department is the same as the human resources department of xx members, and the progress of the department depends on the concerted efforts of Qi Xin. I hope that the Ministry of Human Resources will make greater progress and better development next semester.