Summary of a day's work How to write a good work report of the personnel department

Personnel is the manager's business. The personnel management of the company needs to be summarized in time to let you know something about the work of the department or individual. This is the work report of the personnel department I brought you. Welcome to read!

Work Report of Personnel Department 1 Time flies. In a blink of an eye, I have been working in Zotye New Energy Vehicle for more than eight months. In the intense, busy and fulfilling work, with the help of company leaders and colleagues, I have made progress and shortcomings while studying. Looking back on 20xx's work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and working hard for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year. A brief review is summarized as follows:

I. Recruitment

1, to understand the new post management and personnel requirements of each department.

2. According to the actual needs of personnel in various departments, we have targeted and reasonably recruited employees and equipped them with various positions. By adopting a series of practical measures: online recruitment (Zhaopin.com, Zhejiang Talent Network, China Automotive Talent Network, Hangzhou Hi-tech Talent Network), talent market (Hi-tech Zone Talent Market, Zhejiang Talent Market, Hangzhou Talent Market), campus recruitment (Zhejiang Sci-Tech University, Hangzhou Dianzi University, Zhejiang Communications Vocational and Technical College, Hangzhou Vocational and Technical College of Science and Technology, Hangzhou Automobile Senior Technician School), intermediary company (Big Dipper Human Resources Co., Ltd. Internal recommendation, posting advertisements and other ways have achieved fruitful results, and the technicians in R&D Department are doing their best to meet the demand for technicians through all channels they can think of.

20xx Zotye New Energy Vehicle Recruitment Summary:

Two. Management of personnel information files and labor contracts

1, personnel information file management:

(1) Arrange materials regularly and timely to ensure the perfection of materials;

(2) Knowing the location of materials, we can find the needed materials in the shortest time.

2. Labor contract management

Responsible for employee labor contract management, handling labor employment and related procedures; The signing of labor contracts for new employees, the signing of labor contracts for old employees and the relevant procedures for departing employees.

The statistics of the number of renewal of Zotye New Energy Vehicle in 20xx are as follows:

In 20xx, Zotye New Energy Vehicle renewed its contract with a total of 53 people. On the other hand, it also shows that Zotye has done a good job in retaining old employees and avoiding brain drain! 3. Employees' employment, employment confirmation and resignation processes are updated synchronously:

1, roster, attendance sheet

2. Work card processing

3, employee mobility statistics

4, attendance fingerprint entry

5. Addition, change and deletion of attendance system The following is the employee statistics of Zotye New Energy Vehicle in 20xx:

According to the data analysis in the above table, 37 people have been employed and 52 have left since 20xx. At the end of 20xx, there were less than a dozen people than at the beginning of 20xx, which shows the high turnover rate of our employees! In view of this problem, I also made some analysis: the working environment is not suitable and I can't display my talents; The work effect is not obvious, resulting in the salary can not meet the requirements; The promotion mechanism is not clear enough! Four. cultivate

1, training work analysis

(1) Complete the induction training for new employees in time and guide them to understand the company's corporate culture and rules and regulations;

(2) The company's technicians conduct skills training for employees according to their job requirements and skills requirements, so as to enhance their job adaptability;

(3) In order to establish and improve the training system, enrich the training contents and forms as much as possible, we always pay attention to the external training news in combination with the actual situation of the company, contact the Binjiang District Trade Union and Hangzhou Economic Management Training Center, and organize some employees to participate in a series of free training organized by the trade union and training center every month!

2. Training effect evaluation

(1) Through induction training, let every new employee know about the company's structure, culture, history and future development, and let employees penetrate into the work more quickly.

(2) Increase employees' knowledge and improve their work skills through internal training. (3) Enriching training content through external training is training diversification.

3. Training summary

In 20xx, the company conducted 39 internal trainings, including 9 induction trainings for new employees, 9 technical trainings 19, 5 on-the-job trainings and 6 workplace trainings. The company provided free foreign training 17 person-times, including Hangzhou Economic Management Training Center 13 person-times, Hangzhou Automobile Association 3 person-times, Hangzhou Quality Management Association 1 person-times, and Binjiang District Legal Training Center 1 person-time. Through training evaluation, most of the training has achieved certain results and won unanimous praise from employees!

Verb (abbreviation of verb) social pooling insurance

(1) The new employee has provided social security in time;

(2) Employees who leave the company should stop insurance;

(3) Handling social security transfer in different places;

(four) for workers' work-related injuries and claims;

(five) to handle the deposit, suspension and withdrawal of employee housing provident fund;

(6) file transfer;

(7) Handling employee account migration;

Shortcomings of intransitive verbs and improvement measures

To sum up, my work task has been basically completed in 20xx. To sum up, there are also the following shortcomings in the past year:

1. My professional knowledge needs to be improved. I must actively learn relevant professional knowledge and enrich my work experience. Actively study various labor laws and regulations and local policies.

2. The workflow is not rigorous and meticulous enough, and the intensity and depth of conscious work are not enough, and the initiative is poor. Remind yourself at all times and call the police? Do it now, do it now? .

3. Work style and working methods need to be further improved and improved. Due to lack of experience, many jobs lack multi-channel treatment methods, so we should strengthen study, improve professional ethics, correct work attitude, strive to accumulate work experience and challenge to a higher level of work.

Seven. 20xx work prospect

1, human resources recruitment

1) In the recruitment process, the employing department needs to have a clear employment demand: when determining the recruiter, first determine the qualifications of the recruiter to optimize the recruitment effect.

2) Timely information communication: The employing department and the general management office will conduct initial and second interviews for new employees to see whether their basic quality and professional ability can adapt to the development of the company, so as to improve the effectiveness of recruitment.

3) Collect and sort out recruitment resumes in time: timely sort out the information of registered interviewers and file them according to departments, positions and categories.

2. Staff training

1) Improve the company's training system and make training plans according to the actual situation of each department.

2) Training publicity work is in place to let employees know about relevant training information.

3) Communicate with the outside world in time, organize external training according to employees' needs, and enrich employees' training knowledge.

4) Organize the training evaluation and training summary in time, so as to find the problems existing in the training.

Work report of personnel department In September, under the correct leadership of the general branch of the hospital and the hospital committee, the personnel department closely focused on the overall development strategy of the hospital and the objectives and tasks of the departments, with Scientific Outlook on Development as the leader and? Spirit as a guide, combination? Three good and one satisfied? And then what? Service first, patient first? During the activity, we should strengthen study, unite and cooperate, adhere to the principle of integrating theory with practice, adhere to the people-oriented concept, and constantly improve the quality of service. Improve the standardization and institutionalization of personnel management, fully implement the work objectives set at the beginning of the month, and steadily advance the tasks of the personnel department.

First, solidly promote the reform of public hospitals and constantly improve the standardization and scientific level of hospital personnel management. In accordance with the requirements of the county party Committee on medical reform, actively cooperate with relevant departments to carry out hospital staffing, and formulate and improve the personnel system reform management and distribution plan of county-level public hospitals. It provides an effective reference for the reform of hospital establishment.

Second, do a good job in talent introduction through multiple channels and in all directions to provide strong talent support for the leap-forward development of hospitals. First, according to the hospital talent development plan, actively publish recruitment information through online media. The second is to take it? Go out? In this way, we sent staff to medical colleges for on-site recruitment of graduates, and recruited a number of outstanding graduates with undergraduate degrees. This month, we signed a recruitment contract with the hospital 106 (including 2 graduate students, 33 undergraduates, 50 specialists, 24 medical workers, 76 nurses, 5 medical technicians and workers 1 person) to further develop the hospital.

3. Successfully completed the monthly employee assessment in September.

Four, complete the examination and approval of hospital staff file salary.

5. Successfully completed the hospital's one-month declaration and evaluation of professional and technical qualifications, which laid a solid foundation for the echelon construction of hospital professionals. First, the registration, in-hospital evaluation and credit verification of health post qualification examinations at all levels in hospitals were successfully completed. Second, we have successfully obtained the corresponding professional and technical qualification certificates for all kinds of professional and technical personnel (senior, middle and junior) in the hospital. The third is to assist individuals in all kinds of declarations, examination registration and the distribution of online related academic materials.

Six, in accordance with state regulations, conscientiously do a good job in the management of retired workers in this unit. Timely handle retirement procedures for employees who reach retirement age. According to the glorious tradition of hospital leaders to respect and love the elderly, our department often communicates with retired employees, listens to their opinions and suggestions, publicizes and answers hospital policies, and issues solatium when they retire. By the majority of retired workers.

Seven, according to the requirements of timely completion of hospital personnel monthly report.

Eight, high standards to complete other tasks assigned by hospital leaders and higher authorities.

Nine, although the personnel work has made gratifying achievements, there are still some shortcomings: First, the established rules and regulations are not implemented enough. Second, the work ideas are not broad enough, and new problems and situations encountered in personnel work need further research and exploration.

The next half year is a crucial half year in my career, and it is a half year of hard study and development. Over the past six months, under the careful guidance of department leaders, the administrative personnel center has done a good job in supporting various services from three aspects around the company's mainstream business. Details are as follows:

(A) human resources work

1. Follow-up evaluation of new employees and probationary employees. This year, 72 people were recruited for each position, including regional manager, quality control manager, bank accountant, Meite financing director, buyer, administrative director, human resources director, pcb layout personnel and production technician. Especially after entering 10, the production tasks suddenly increased, and the demand for technicians increased sharply to more than 30 people. We thought of many ways and adopted many means, and added 32 people in time to ensure the smooth completion of the production task.

In addition, we used various ways to track new employees and fired some unqualified employees in time. Are you online? What else? Under the guidance of the concept, it not only meets the company's demand for all kinds of talents, but also reduces the company's cost as much as possible.

2. evaluation. In April this year, 52 workshop employees and 2 service maintenance personnel were evaluated at the post level. Through the examination, it is obvious that the operating skills of employees have been greatly improved, which not only mobilizes the enthusiasm of employees, but also improves the quality and efficiency of work.

In addition, in order to stabilize and retain key employees, we have formulated the qualification certification scheme for testing personnel, organized and implemented the qualification certification for large-caliber water meters, ordinary water meters, gas meters and heat meters, and provided technical subsidies to qualified personnel.

In April this year, a general survey was conducted on 74 positions in various departments. Due to the changes in marketing mode and personnel work, we conducted a general survey of the existing positions, staffing and responsibilities of various departments, improved the job description, and provided reference for employee recruitment and training.

4. Investigate and analyze the salary of each position. We conducted salary surveys in various ways, such as ChinaHR.com, inquired about local wage guidance prices, sent questionnaires, learned about salaries in related industries, inquired about salaries in the same industry in different regions, and converted gdp into local salaries, thus forming a survey report. By understanding the market salary level, it provides reference for the company's salary adjustment.

In addition, the labor cost accounts for more than 15% of the total cost through financial statistics, far exceeding 7.4% of the manufacturing labor cost in the guide price of Jinan in XX. The data shows that the labor cost of our company is too high, and the phenomenon of overstaffing is more serious under the premise that the current wage level is far below the market level. Therefore, in order to carry out the salary reform, we must first sort out the existing posts in various departments, cut unnecessary posts, truly realize the reduction of staff and increase efficiency, and optimize the allocation. While giving suggestions to the company leaders, the positions of various departments were analyzed, and the "Suggestions on Post Setting of Various Departments" was formed, which provided the decision-making basis for the leaders.

5. Formulate various plans for the reform of the salary system. Such as technical center, administrative management, manufacturing branch, service department, etc. In order to avoid inertia thinking, I fully mobilized the enthusiasm of all departments, discussed and discussed the salary system suitable for their respective departments, and finally decided.