How to write a personal work plan for the Human Resources Department

1. How to write a personal work plan for the human resources department

1. Based on the company’s current human resources management situation, refer to advanced human resources management experience, innovate and establish and improve the company’s new and more comprehensive work plan. A human resources management system suitable for the company's business development.

2. Plan the work plan of the company's human resources department in XX, and assist each department in planning its human resources.

3. Pay attention to job analysis, strengthen the application of job analysis results in actual work, make job designs in a timely manner, and design company job descriptions objectively and scientifically.

4. Standardize the company’s employee recruitment and employment procedures and recruit employees through multiple channels; emphasize practicality and introduce a variety of scientific, reasonable and easy-to-operate employee screening methods (screening resumes, professional written examinations, structured Interviews, semi-structured interviews, unstructured interviews, psychological tests, leaderless group discussions, role plays, basket assignments, management games).

5. Make performance management the focus of the company's human resources management, and conduct performance work plans, performance monitoring and coaching, and performance appraisals (management by objectives, balanced scorecard, benchmarking and surpassing, KPI key performance Indicator method), performance improvement (excellent performance standards, Six Sigma management, ISO quality management system, benchmark exceeding), application of performance results (can be applied to employee recruitment, personnel deployment, bonus distribution, employee training and development, employee career planning and design ) to pay attention and follow up throughout the entire process.

6. Strive to create competitive salary and benefits, and timely adjust salary cost budget and control based on local social development, talent market and salary and benefit trends in the same industry, combined with the company's specific conditions. We will do a good job in distributing salaries and benefits, and apply for social insurance for eligible employees in a timely manner.

7. Elevate human resources training and development to the company's strategic level, attach great importance to the decision-making analysis of training and development, focus on the practicality and company-oriented training content, and implement the organizational management of training and development.

8. Strive to maintain harmonious employee relations, treat employees well, and plan their career development in the company.

9. The company’s part-time personnel must also be included in the company’s overall human resources management system.

2. How to write the personal work plan of the Human Resources Department

1. Management regulations for probationary personnel:

Including new employees Management of a series of processes such as introduction, onboarding, probation, training, regularization, dismissal, etc.;

2. Employee training and development:

First, actively mobilize various departments to submit work for the first half of 20xx Summary, training situation and work plan and training plan for the second half of the year;

The Human Resources Department will work with the employing department to complete new employee induction training, intra-department job skills training, inter-department cross-training, and middle and senior management team training plans , the Human Resources Department is responsible for organizing and keeping records;

3. Employee Performance Appraisal Management Standards

① First, introduce the acceptance awareness of work plans and summaries among all employees of the company, and develop good Work habits, pay attention to daily settlement and monthly settlement of work, without procrastination;

② Promote the decomposition of annual plans into semi-annual work plans, and then decompose them into monthly work plans, and then consider whether How to introduce a "work log"? And make a monthly work plan at the beginning of each month, and submit a monthly work summary at the end of the month. In the long run, the work of each department of the company can become increasingly standardized;

Note: Maybe most employees have not yet formed this kind of work Awareness: just do today's work today, and continue to do it when you come tomorrow. At first, you will be rejected, and you will feel that the company's management is too strict. However, considering that we have a five-day work week, Saturday and Sunday can not be used for this week or next week. Do you have a rough plan for your work?

4. Salary structure design, adjustment and management methods:

For employees, the most effective way of motivating them is salary; as the saying goes, "Under heavy rewards, there must be brave men." It’s not that everyone is a slave to money, but if the company can provide employees with high wages, then employees will have hope and prospects to work hard. Of course, everything depends on the company’s operation;

3. How to write a personal work plan for the human resources department

1. Personnel management

According to the actual needs of department personnel, recruit a group of employees in a targeted and reasonable manner. To equip each position.

Standardize the personnel files of each department and establish electronic files, strictly review the files of all employees, and complete any incomplete information.

Cooperate with the purchasing and financial departments to strictly control the entry and exit of promoters.

Improve the training mechanism in a step-by-step manner, constantly send employees abroad to learn and ask well-known companies to train employees, and at the same time strengthen internal training management.

2. Administrative work

1. Handle the licenses for each store and conduct annual review as scheduled.

⒉. Communicate well with relevant functional agencies such as industry and commerce, taxation, drug administration, social security, banks, etc., to make the company's external work smoother.

⒊. Contact newspapers, magazines, TV stations and other media to do external publicity work.

⒋. Do a good job in purchasing office supplies internally, strictly review the use of office supplies in each department, and do a good job in registering the use of items. With saving and cost reduction as the first principle, purchase office supplies reasonably. supplies.

3. Company management and operation

1. Comply with the development of the market and formulate corresponding management systems in accordance with the company's requirements. Improve the company's existing system so that all work has laws to follow and rules to follow. In daily work, we communicate closely with various departments and stores of the company in a timely manner, and provide some guiding opinions on the work of each department in a timely manner.

⒉. Gradually improve the company’s supervision mechanism. There is a saying that goes well: Employees will not do what you ask them to do, they will only do what you supervise them to do. For this reason, the supervision and management of employees was strengthened this year.

⒊. Strengthen team building and create a team with comprehensive business and high enthusiasm for work. As a manager, we should fully "observe the strengths of people, employ the strengths of people, gather the strengths of people, and display the strengths of people" for subordinates, and give full play to their subjective initiative and work enthusiasm. Improve the overall quality of the team and establish a new image of the company as pioneering, innovative, pragmatic and efficient.

4. How to write the personal work plan of the Human Resources Department

1. Guiding ideology

In view of employees’ adaptability, innovation potential, Improve the phenomenon of weak potential, combine the company's "xx" overall development strategy, vigorously promote the employee quality improvement project, highlight the training of high-skilled and high-tech talents and reserve training of professional and technical forces, and bring benefits to the company in establishing an outstanding enterprise with sustainable competitiveness. Appropriate human resources.

2. Principles of preparation

(1) Combining strategic training with applicability training and improvement training.

(2) Facing all employees and highlighting key points.

(3) Centralized management, overall arrangements, and clear responsibilities.

(4) Make full use of resources and focus on practical results.

3. The main tasks of training

(1) Combine the company's new technology, new equipment, and new processes, use career development as the driving force, use skill appraisal as a means, and use skills training , technical competitions and mentoring and mentoring as carriers to vigorously promote the cultivation of high-skilled talents.

1. Open training courses for technicians (including senior technicians, technicians, and default technicians) in refining, continuous casting, steel rolling, welders, instrument workers and other professional types of work, with *** training names; carry out welders and instrument workers Training courses for senior workers in various types of work such as boilers, steam turbines, etc., *** training name.

2. High standards and strict requirements, and effectively conduct skill competition training for young workers in the company’s general work types such as fitters and overhead crane workers, as well as some industry types, to cultivate company-level technical experts. At the same time, in accordance with national, provincial and industry requirements, we will organize the selection and training of participants in relevant job skills competitions and train 2 technical experts above the provincial level.

3. Vigorously implement the "skilled talent" training project.

Based on actual conditions, each unit will equip experienced and outstanding skilled talents (special technicians, responsible technicians, etc.) with an employee who is rich in theory and has strong written expression ability as an assistant, forming an outstanding employee. A team of highly skilled talents plus a highly educated assistant. The tutor imparts practical experience to the assistant, and the assistant helps the tutor improve theoretical knowledge, sort out operational experience, know-how, insights, etc., and cultivate a group of knowledge-based and compound high-skilled talents.

4. Select and send 50 key operators of the company’s pellet shaft furnace, blast furnace, converter, continuous casting, refining, rolling, etc. to relevant similar companies for on-site training to learn and understand advanced operating technologies. and methods.

(2) Make full use of internal and external resources and vigorously carry out continuing education and technology improvement training for professional and technical personnel.

1. Give full play to the role of the training center and organize training courses on computer application improvement, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, PLC, English, etc. at different levels.

2. In conjunction with new product development, there are plans to hire internal and external experts to teach "" knowledge and conduct technical lectures; combined with on-site processes and equipment, hire experts from equipment manufacturers to come to the company to carry out high-level hydraulic technology, Professional on-site training on frequency conversion technology, special instruments, etc. promotes the dissemination of new technologies and processes.

3. Increase the intensity of sending out training, systematically select outstanding professional and technical personnel to the company and other advanced foreign enterprises for corresponding job training, and dispatch outstanding professional and technical personnel to relevant domestic enterprises, colleges and universities. Study in colleges and universities to improve professional and technical levels and provide intellectual support for the company's technological progress and technological transformation.

(3) To adapt to the needs of company development and management improvement, strengthen the training of various management personnel required by the company.

1. According to the requirements of the provincial party committee, the provincial State-owned Assets Supervision and Administration Commission, the group and other superior authorities, high- and middle-level managers will be selected and sent out for training in a planned manner to further improve the production, operation and management of middle- and middle-level managers. potential.

2. Increase the intensity of off-the-job training for managers at all levels.

Conduct qualification training for mid-level managers who are newly promoted or to be promoted; hold a one-year off-the-job rotation training class for middle-level managers using the core MBA courses as the main material and combined with the company's management practices and requirements; use grassroots management theory and Using practice as the main material, organize two off-the-job rotation training courses for grassroots managers that last for more than 6 months; continue to use the "Enterprise Team Leader Training Tutorial" as the main material to organize 5 off-the-job training courses for key personnel of the team and one month; General Combining management capabilities with professional management capabilities, we organize a training period for procurement and marketing system personnel that lasts for more than 6 months.

(4) Continue to carry out adaptive and improved training on various related knowledge and skills at different levels.

1. According to the requirements of each management system certification, adopt the method of centralized training and class, and continue to carry out evidence collection and review of more than 20xx internal auditors, relevant management personnel, key position personnel, and special operations personnel at different levels. Centralized training on certification; adopting a combination of self-organized classes, team learning, and online learning to conduct all-staff training on laws, regulations, and document systems to cultivate employees' awareness of quality, safety, and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized inspection and maintenance training course for senior and middle managers, equipment section chiefs, and professional inspectors; Adopt self-organized classes to carry out training for equipment operation and maintenance personnel based on TPM equipment management knowledge and simple equipment maintenance, equipment management procedures, emergency plans, job responsibilities, etc.

3. Cooperate with the company’s continuous improvement work and continue to provide personnel training and system user training at all levels.

(5) Provide personnel reserve training for the company's new "xx" technical transformation project, and start training the blast furnace chiefs, foremen, converter main steelmakers and furnace shakers in advance according to the project plan. Refining and continuous casting squad leader and other key personnel.

IV. Implementation strategies and safeguard measures

(1) Increase publicity, strengthen modern training concepts, and create a learning atmosphere for all employees.

The company will use TV, newspapers, websites and other media to promote managers at all levels to deeply understand that "training and development are the driving force for the rapid development of enterprises" and "training is the first step in production." Process", it is my unshirkable responsibility to cultivate and develop subordinates and build a high-quality team. I consciously stand in the company's strategy of building an outstanding enterprise with sustainable competitiveness and attach great importance to the learning and growth of employees; at the same time, the company must create an overall The atmosphere of "need to learn" encourages employees to truly realize that "adapting to job requirements and improving their own quality is the responsibility and obligation of every employee." Training is an effective way to help employees improve their survival potential and job competition potential, and strive to improve employee learning initiative.

(2) Improve the training system, strengthen assessment and incentives, and improve the training management system

1. Adapt to the requirements of company management changes and centralized human resources management, optimize training management processes, and modify And improve relevant training management systems such as the "Employee Training and Development Management Measures" to standardize management and improve the efficiency of training and development.

2. Strengthen plan management and strictly assess to ensure training effectiveness. Divide all training into company centralized training, unit self-training, and outsourcing training, and centralize management. Strictly follow the requirements of the economic responsibility system assessment work to regularly inspect and assess the training center and each unit's completion of training plans and training effects; at the same time, strengthen the Assessment of training employees, linking employee training results with treatment and use.

3. Improve training incentive measures, evaluate and provide necessary rewards to project implementation units, outstanding students, and outstanding teachers (including part-time teachers) with significant training effects, and at the same time improve part-time teacher training and teaching and master guidance. The allowance standard for apprentices is encouraged to encourage employees to impart knowledge and experience.

(3) Integrate resources internally, give full play to the advantages of technical departments, and improve the potential of independent training and development; strengthen cooperation and exchanges externally, realize complementary training resources, and meet high-level training needs.

1. Further give play to the role of the training center in basic theory and basic skills training for general majors (types of work), provide training infrastructure resources through multiple channels, improve the level of hardware facilities for training centers in general type of work skills, and meet the needs of The need for employee basic skills training.

2. Give full play to the advantages of the technology center, information automation center, maintenance center and other units (departments) in on-site technology and on-site operation training, and integrate their resources into the company's relevant professional (type of work) on-site technology and skills training The scope of resource management ensures that the training required by the company is targeted and practical.

3. Based on the overall interests of the company, break down unit (department) boundaries, make full use of existing and idle resources, promote mutual learning, exchanges and training between different units of the same type of work, and achieve maximum training resources Enjoy.

4. Strengthen the screening of external training information, select and cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.

(4) Further strengthen the team building of training workers and the development of training materials to provide qualified teachers and effective blueprints for training.

1. Hire experts to come to the company to conduct professional training for internal trainers (especially part-time teachers), evaluators, and training administrators to improve the overall quality of the training staff.

2. Organize the company’s professional and technical personnel to develop a batch of training materials that fit the company’s actual equipment and process technology, and accelerate the improvement of the test question bank and case library to meet training needs.

3. Give full play to the professional advantages and business expertise of the training center to provide business guidance for independent training of each unit.

(5) Strengthen process management and monitoring to ensure training quality.

During the implementation of training projects, we insist on managing according to training quality management standards, focusing on the "three links" of training preparation, training implementation, and assessment and evaluation. On the one hand, we urge the training responsible units to do what they need according to needs. We should design courses and select teachers well, strengthen the management and quality control of teachers’ teaching process, and strictly assess students; on the other hand, we should improve the training effect evaluation method and measure training satisfaction from the aspects of student reaction, academic performance, employer evaluation, etc. .

5. How to write the personal work plan of the human resources department

1. Human resources planning

1. Re-adjustment and integration in the organization After that, the new personnel positions will be analyzed and counted, and existing personnel positions will be locked. Analyze the personnel ratio of each production line, such as the number of people in each position in the empty can resistance welding production line, sauce production line, rice pudding production line and luncheon meat production line. In particular, the comparison of personnel between the first-line production and the second-line production of luncheon meat, and the statistics of the difference between the current staff and the actual theoretical production number, will pave the way for the staffing of the fourth-line production of luncheon meat next year.

2. The new production lines of sauce and rice pudding have gradually got on the right track, and the personnel positions have gradually stabilized.

In the next stage, the staffing configuration of individual positions will be fine-tuned based on production conditions to adapt to actual production needs. At the same time, we strictly control the number of people working on the production line and monitor the flow of personnel so that the personnel working on the production line are in a dynamic balance.

3. In 20xx, 47 employees will retire, including 21 male employees and 26 female employees.

Among them, there are 12 front-line production employees, 20 supporting auxiliary (processing plants, packaging, etc.) employees, and 15 logistics (warehouses, canteens, janitors, etc.) employees. According to the 20xx production plan, a personnel replacement model will be formulated to determine the number of replacement positions and types of personnel to ensure the company's human resources are orderly and stable.

2. Recruitment and allocation

1. After locking the number of positions in each department, if the employing department needs to exceed the upper limit of the number of positions and increase the number of positions

, a report must be filled in The "Personnel Demand Application Form" determines the age level, gender, skill requirements and other factors of the required recruitment targets, and reports it to the Human Resources Department, which will coordinate and formulate a recruitment plan based on monthly labor demand.

2. Explore and try to introduce personnel assessment software to conduct onboarding assessments for recruiters and use structured interview methods to improve the efficiency, scientificity and professionalism of recruitment and selection work.

3. Since our company is a food manufacturing enterprise, most of the labor required are front-line operators with low technical requirements. In the future, foreign laborers will become a long-term and rapidly growing part of our company. Large source of manpower. Therefore, strengthening the selection of labor workers will become the focus of the next stage of recruitment, and the recruitment of labor workers will gradually transform from "usable" to "easy to use." The Human Resources Department will increase the collection and sorting of personal information of labor workers, establish an information database of labor workers, and lay a good foundation for the future selection and training of "elites" among labor workers.

3. Training and development

With the changes in the production arrangement needs and employment mechanism of the enterprise, the proportion of labor workers in our workforce is increasing day by day. of people, increased to the current number of people, accounting for % of the total number of active employees. Especially) is the newly added sauce and eight-treasure rice workshop, where laborers account for 85% of the total number of employees and are located in key positions such as sterilization and raw material processing. They have become an indispensable force in our production. Since labor workers generally have a low level of education, and most of them are exposed to food production for the first time, the training of labor workers will become a focus and difficulty in training in the future.

After summarizing the training of labor workers in the previous stage, it was found that labor workers generally have little interest in training on rest days, and due to their low education level, poor knowledge acceptance and poor understanding, they have to work for a long time at one time Training often fails to achieve long-term results. Therefore, in the new year, we will explore

adjusting the training methods and training time of labor workers to adapt to the training needs of this relatively special group.

1. Use pre-shift meetings

Actively use the form of pre-shift meetings to publicize and instill safety knowledge, food hygiene requirements and individual operating requirements into labor workers, through repetitive and continuous The explanation and guidance will firmly root the quality and safety awareness in the minds of every employee. The pre-shift meeting can become an important part of implementing and promoting various work tasks. The company's system and work can be implemented through the pre-shift meeting.

By establishing a pre-shift meeting system, the safety awareness, quality awareness, and professional quality of laborers can be improved, thereby standardizing on-site operations and ensuring product quality.

2. On-site guidance

There are many positions in the production line, and the operating requirements of each position are different. It is difficult to gain intuitive understanding only by explaining it in classroom theory. Therefore, it is of great significance to strengthen guidance and training at the work site. Quality inspectors, technical quality managers, etc. should immediately provide correction guidance for non-standard operations during daily inspections, and fill in the "On-site Guidance Record" to record in detail the items and content of the guidance, and the name and date of the person being directed. And conduct a review after a certain period of time to test the effectiveness of the guidance. Conduct regular spot checks on standardized operations every month or quarter to check the actual effectiveness of on-site guidance and training and listen to feedback from laborers.

3. Invite experts for professional coaching

As labor workers flourish in various positions in enterprises, the skill requirements for their positions need to reach a new height. It is planned to select some excellent labor workers with stable jobs and incorporate them into the company's training system to enjoy equal training rights, such as forklifts, elevators, pallet trucks and other positions. This will not only improve their work skills, but also become an incentive policy.

4. Continue to assist in training with the labor service company

In the training in xx months of 20xx, the labor service company’s joint participation brought good results, not only answering the labor service questions Workers have many questions and highlight the responsibilities and roles of labor service companies in labor management. It is planned to continue to carry out in-depth cooperation with Hongtong and other labor service companies in 20xx, and hold several on-site interactive exchange meetings to answer questions and enhance mutual understanding during communication. At the same time, the company can promote its own management ideas and work requirements, and use the opportunity of three-party communication to exchange their own ideas to achieve a common understanding.

5. Participate in various competitions selectively and enjoy equal rights to participate culturally

The company’s labor competition has been held for xx consecutive years, and the majority of employees responded positively and participated enthusiastically , achieving the role of mutual learning, technical training, and skill improvement. In 20xx, we plan to organize and guide labor workers to actively participate in various labor competitions organized by the trade union, and strive to improve the ability of labor workers to perform their jobs and lay a good foundation for future career development. At the same time, we mobilize and encourage the majority of labor workers to actively participate in rational suggestions based on the actual work of their positions, encourage them to make suggestions for the development of the unit, mobilize the enthusiasm of the majority of labor workers, and improve their product innovation capabilities.

IV. Training of young employees

1. Continue to cooperate with the trade union and use the superior trade union training platform to select young employees to participate in the junior industrial and commercial training held by Bright Food Group Management (eba) training, theoretical improvement training, expand the knowledge of young employees, and enhance basic management capabilities. Select outstanding young employees to participate in the "Industrial and Commercial Enterprise Management" college degree training jointly organized by Bright Food Group and Shanghai TV University Agricultural, Industrial and Commercial Branch to improve the academic level of young employees at the grassroots level.

2. Select outstanding young employees, clarify the direction of job development, and analyze the gap between existing abilities and actual job requirements, such as knowledge, academic qualifications, job skills, work experience, etc. Take targeted training. At the same time, we make full use of the experienced employees of the company to form a "teacher-to-teacher" model to impart internal professional knowledge and work experience, forming a "teaching and mentoring" model at work. A unified assessment will be conducted at the end of the year, with both parties evaluating each other and linking performance assessments to provide a strong guarantee for young employees to be independent as soon as possible.