Promotion work plan

Promotion work plan sample

Promotion work plan Part 1: 20xx work plan and personal development and improvement plan

Time As time goes by, one year's work will become history again in a blink of an eye. 20xx is about to pass, and 20xx is about to come. The new year means a new starting point, new opportunities and new challenges. "Determined to keep up the good work and reach a higher level", we must work hard to open up a new situation in our work. In order to better complete the work in 20xx and maximize strengths and avoid weaknesses, the company's projects participated in 20xx are summarized as follows:

1) The work process is a process of creating value, but also a process of learning and improvement. , the process of accumulation, learning at work, working while learning. In particular, we should strengthen the study of technical skills, strengthen the study of communication and coordination skills, strengthen the study of character development, and strengthen the accumulation of project experience. The main work plan for 20xx is as follows:

2) Mainly responsible for the production of relevant project bids in the company, and actively study technical solutions, and communicate more with colleagues.

3) Actively do a good job in the installation and after-sales service of computers and office peripheral equipment, solve the worries of colleagues and customers in the company's customer department, actively learn the latest relevant technologies, communicate more with technical personnel of various manufacturers, and improve The ability to deal with problems on your own.

4) Participate in more network construction and wiring, video surveillance project construction, LED screen installation and construction, accumulate project construction experience, and improve your abilities in many aspects.

Based on the current situation of myself and the company, I hope that I can develop together with the company. I have specially formulated a study and improvement plan after work. I hope that my technical ability can be further improved and I can better serve the company. Make your due contribution and realize your own life value.

1. Continue to study for system integration project certification, and strive to pass the exam and obtain the certificate in May 20xx. Learning method: Use your spare time to study and find relevant information and video tutorials by yourself.

2. Be proficient in Huawei router switch products and common command configurations.

3. Learn Visio drawing, aiming to skillfully produce network topology diagrams. Learning method: self-study.

4. Learn CAD drawing software. Learning method: Learn from colleagues who are proficient in this technology,

Find relevant information and videos yourself, focus on network topology diagram drawing, and lay a solid foundation for writing technical solutions in the future.

Engineering Department: Hu Lifeng

January 24, 20xx

Promotion Work Plan Part 2: Employee Promotion Management System

Employee promotion management system

1. Purpose

1. Standardize the company’s talent cultivation, selection and appointment system, and promote the continuous improvement of management talent levels;

2 , Establish a promotion channel for grassroots managers, encourage employees to continuously improve their personal qualities and professional capabilities, and fully mobilize the initiative and enthusiasm of all employees;

3. Establish a benchmark for employee learning, and continuously guide employees to lifelong learning, Maintain the company's continued development.

2. Scope of application

All employees of the company

3. Promotion and promotion definition

Promotion: refers to the company’s rewards for qualified employees Position changes due to job promotions and changes in salary adjustments. Promotion: Refers to the salary adjustment given by the company to employees who have made outstanding contributions to their jobs and have improved their business capabilities through continuous learning.

IV. Responsibilities

Human Resources Department: Responsible for the qualification review, evaluation, assessment and reporting of employee promotion applications. Various departments of the company: Responsible for the submission, evaluation, and training of employee promotion applications.

5. Basic principles of promotion

1. Meet the actual needs of the company and department development

2. The comprehensive quality of employees should meet the requirements for the position to be promoted

3. The direction of promotion is consistent with the direction of employee career planning

4. Employees who are promoted should have good adaptive development potential

6. Qualifications and conditions for promotion

1. Requirements for working years: Employees who are promoted to grade need to have worked in the company for 1 year (excluding probation period), promotion to management grade requires working in the company for 2 years (excluding probation period) There is a trial period)

2. Possess considerable job skills, work experience and qualifications;

3. Those who have been assessed and determined to have outstanding performance in this position and have made outstanding contributions;

4. In the annual performance appraisal, the monthly appraisal scores are above 90 points; (Based on: employee performance appraisal form and monthly work plan)

5. Participate in company training Those who have achieved more than 90% in the course (based on: employee training record sheet);

6. Those who have passed the promotion evaluation and assessment organized by the human resources department, and those who have a comprehensive quality assessment score of more than 90 points (based on: employees Promotion assessment form); those whose theory and practical scores are above 90 points (based on the results of the combined theory and practical exams), if one of them fails to meet the standard, their qualifications for promotion will be cancelled;

7. No absenteeism during the year , no penalty, and the cumulative sick leave does not exceed 10 days; (Based on: monthly attendance sheet of the administrative department)

8. Promotion personnel specially approved by the company leaders.

7. Promotion process

1. Application

The person in charge of the employee’s department will evaluate the work performance, performance, and ability of the employee to be promoted, and Submit employee position promotion application forms to the Human Resources Department based on the department's annual business plan and performance indicators. When an employee proposes promotion on his or her own initiative, the employing department is responsible for conducting a preliminary verification of his or her employment conditions.

2. Application time

Apply before December at the end of the year

3. Promotion evaluation

(1) The employing department is responsible , Human Resources Department, General Manager, Deputy General Manager, etc. organize an assessment team to evaluate the promoted personnel.

(2) The Human Resources Department will submit the work plan, employee promotion form, training examination and other materials submitted by the promoted personnel to the members of the evaluation team for review and evaluation.

4. Promotion training and assessment

After receiving the application for promotion, the Human Resources Department will conduct a qualification review and notify the employing department to arrange for the personnel to be promoted to perform the job responsibilities of the new position. , skills training, and assessment organized by the Human Resources Department. The examination content includes job responsibilities, professional knowledge, drafting a work plan for promotion to a new position (the work plan must be reviewed and signed by the department head, deputy general manager, and general manager before being submitted to the human resources department), etc. Those who fail the assessment will not be promoted. Advance.

5. Promotion and probation

(1) To evaluate qualified personnel, the Human Resources Department will submit the approval form, work plan, assessment records and other information of the promoted personnel to the general manager for approval After that, the promoted personnel begin to enter the new position for trial.

(2) The probation period for those who are recommended for promotion to positions above the department manager level is 3-6 months, and the probation period for those who are promoted to positions below the department manager is 1-3 months for those with particularly outstanding performance. Can be converted to a regular position in advance. During the probation period, the human resources department and the employing department will be responsible, and the general manager will evaluate their work performance. Within one week after the expiration of the probationary period, the promoted personnel shall submit a probationary work summary and work plan to the Human Resources Department.

6. Regularization assessment

(1) After the probationary period of the promoted personnel, they shall submit a written application for regularization and submit it to the person in charge of the employing department, the human resources department, the deputy general manager, and the general manager for approval respectively. , those who fail the assessment will have their probation period extended or will be returned to their original position as appropriate.

(2) After the promotion personnel pass the assessment, their salary will be adjusted, and those who fail the assessment will not be adjusted.

7. Promotion approval

After passing the trial assessment, the Human Resources Department will submit training and assessment records, promotion approval form, work plan, regular assessment and other information to the deputy general manager , formally assume the new position after approval by the general manager.

8. Salary and benefits during the probationary period for promotion

(1) The salary and benefits during the probationary period are calculated based on 80% of the increase in the salary standard for the new position. If the salary during the probationary period is lower than the original salary, The employees will be paid according to the original salary standards, and those who become regular employees will be paid according to the new position salary standards.

(2) Salary adjustments for promotions are generally based on the level of the current position.

8. Supplementary Provisions

These regulations are interpreted and revised by the Human Resources Department. Implemented from the date of issuance

Relevant documents:

"Employee Performance Appraisal System"

Attachment 1: Employee Promotion Recommendation Form

Attachment 2: Employee Promotion Evaluation Form

Attachment 3: Employee Promotion Application Form

Attachment 4: Employee Promotion Evaluation Form

Promotion Work Plan Three: Employee Promotion and Career Planning

All employees of Liguang are facing the best opportunity to sort out their careers. Be clear about your position, your role in the company, and understand your role transition. Improve your abilities and importance in the organization at any time, and form a good situation in which you can provide strong support to the company, be able to respond to recruits, and be able to fight when they come.

Find support in loving the company, loving the career you are engaged in, loving the company and your colleagues. Solve various problems faced by the company and resolve various problems at work. Give full play to your intelligence and talents, conscientiously fulfill your life mission, and realize your own life value through performance and work results.

When employees are not clear about their careers, the company helps everyone plan their career path. Help each employee begin to clarify the synergy between personal life goals and organizational goals. In terms of company goals and personal realization, we strive to maximize the value of each person's life, maximize their potential, and tap into in-depth wisdom to activate more employees to realize their life dreams on Liguang's platform.

The company is a big stage for every employee to achieve wonderful life and career growth. We are also responsible for every employee and ensure that no day spent at Liguang is wasted. We must ensure that everyone grows every day, summarizes every day, and makes new breakthroughs every day. The company cares very much about the growth of its employees and has begun to continuously inject new ideas into the life development concerns of its employees. The growth of the organization requires everyone to contribute their own abilities, come to Liguang's platform, work hard and love the company, and contribute all their wisdom. In this way, you can gain recognition from the company, get promoted, and achieve both material and spiritual harvests.

Clear your values ??and the value of your career. Let every employee understand that working hard for their own future is not working for the company or the boss. Work in order to improve your abilities, practice your talents, and let your talents continue to grow. Use your intelligence and talents to find a balance with the company's win-win situation within the correct values ??and income philosophy.

In the process of improving career and personal accomplishment, the company improves employees' work skills and encourages outstanding people. Corporate planning has strategies, from a clear roadmap for the company to a plan for everyone's life path. Let each employee sort out his or her own strengths, let everyone only use their strengths, make their own plans, and achieve their life ideals according to the company's plans. The company plans for employees and uses three forms, employee promotion form, performance appraisal form, and management evaluation form, as an effective evaluation basis. Give every employee a channel for career planning, and pave a path for employees to achieve a fulfilling life based on their characteristics and personal advantages. Each employee has a channel, and the company is divided into five lines: one business line, two management lines, three technical lines, administrative road map, and production road map. For example, the promotion road map of the business line starts from trainee business, assistant manager, acting manager, manager, acting director, director, acting general manager, executive general manager, general manager, and then to the board of directors. The road map required to go from salesman to general manager must go through layer-by-layer assessments on performance and comprehensive qualities, such as character, competency and management ability, planning ability, planning ability, training ability, and various standards for cultivating talent echelon construction. on clarity.

For the development of the organization, career planning is very detailed and clear instructions are given for each roadmap. For example, in the technical line, employees may be promoted as trainee technicians to team leaders, technicians, engineers, seniors, experts, and the board of directors. Technical lines are different from other line diagrams. Technology focuses on technology and does not require technology to do good management. For outstanding business personnel, without management ability, they can only be promoted to senior five-star employees. Some employees have strong personal abilities but no management ability or the ability to cultivate people. They can only use the title of star employee as a condition for employee promotion.

For the company, try not to use more than five grades. It is easy to be detailed but not easy to be coarse. The company's plan for employees should be drawn according to the company's plan for employees who are suitable for them. Put employees' plans on the wall to let employees know their life direction clearly, and reduce employees' confusion and negativity because they don't know their future and can't see hope.

Every employee needs goals and every position must constantly refresh goals. Each position must write a work plan every day, and everyone must have new goals every day. Employees must have clear goals, and supervisors must write out their goals and post them on the wall for employees to see, so that more people can supervise the behavior and work performance of their superiors. Decompose the company's goals, combine company planning and personal planning, and start from the goal responsibility system to clarify the performance-oriented assessment goals. A clearer analysis of each position and the responsibilities assigned to each position.

The planning of the organization, the planning of each employee and the implementation of the target responsibility system must be linked to responsibility on everyone's head. From the company's plan, in order to enhance the industry brand and promote the development of the industry, the company has planned the Liguang City Sign Orientation Academy. Continuously improve the company's competitiveness from the perspective of the industry, from the logo-oriented academy, to the company's cultural planning, urban planning, media market planning, to the development direction of the company's production standardization, business processes, and high-end technology.

The company is constantly making preparations for self-improvement, and strategic planning is closely related to employee development. Every employee is required to speed up their progress and adapt to the company's new requirements and changes as soon as possible, including the company's upcoming promotion mechanism, PK mechanism, exit mechanism, etc. To make a company full of vitality, it must be in a mechanism that allows employees to give full play to their enthusiasm. The criteria for promotion depend entirely on performance, management capabilities, and the ability to develop people. To put it simply, the choice of being a good employee or a good leader must be personally clear for each employee's development roadmap.

The conditions for promotion must be implemented according to the company's plan, which is divided into five levels in terms of production. Plan for each employee and provide employees with a road map. Plan the development route of employees based on their characteristics and advantages, and draw employee route planning maps. The leadership promotion line and employee promotion line are separated from the administrative line, management line, and business line. It is particularly emphasized that some employees are not suitable for management, and a star grade planning chart must be planned for them. Such as senior engineers, senior experts, five-star experts, five-star salesmen, five-star administrative specialists, etc. Scientific promotion based on people's abilities and advantages. Let each employee give full play to his or her abilities in a position that suits him or her.

In terms of planning the promotion system, from selecting talents to implementing the management system. Implement a succession mechanism for managers. If an excellent manager cannot train three successors, he will not be promoted. The standards of corporate planning and the company's guiding ideology must focus on performance and profits. Those who are promoted quickly must be masters of profit. Becoming an excellent manager is not just about one's performance. For example, for a salesperson, it depends on his performance, his customer volume and customer relationships, the training he has received, and finally his management strength. A person's promotion must not only depend on a single indicator, but also on overall strength.

For example, when a salesperson is promoted, the intern salesperson will look at the order volume, the number of customers, and the familiarity with the business process. The company must require business departments to write processes every day, work plans every day, work summaries every week, and work reports every month. Other departments can follow this example. Each department ensures a summary every day and ensures the quality of morning and evening meetings every day. One day is a small summary, and three days is a big summary. For example, the technology department must summarize its design failure rate, success rate, and winning rate every day. Ensure effective and smooth communication with various departments every day, and know why you are selected and why you are not selected.

To continuously optimize department processes, one to three optimization measures and summaries must be written every day in the design department.

From the company’s assessment and personal promotion, every employee is constantly inspected. If you find that an employee's skills are not up to standard, you can make the discovery at any time and make timely adjustments. It is required to conduct inspections every day. Regarding the frequency of inspections, the company's design supervision department must have strict requirements for the growth of each employee. If the growth of employees cannot keep up with the growth rate of the company, employees must undergo on-the-job training. Every day, administrative departments form an inspection and supervision mechanism for each department to supervise the progress and rapid development of each department. Managers engaged in administration must conduct strict assessments and provide guidance on various improvement thinking for everyone.

For the assessment of each position, detailed standards and codes of conduct are given for each position. For example, junior business personnel must have performance capabilities, customer collection, customer reserve, work plans, and clarity of monthly goal statements. To be promoted to a senior salesperson, you must have clear expression skills, the ability to assist intern salesmen in collecting orders and closing transactions, and the ability to assist the department in performance planning. To be promoted to acting manager, you must have the ability to train departments, coordinate and plan department development and performance expansion planning, and have the ability to act on behalf of others. If you want to be promoted to manager, you must have the ability to recruit, pass personal performance assessment, team performance compliance rate, and train the team and departmental capabilities. Being an acting manager is a fundamental transformation from a salesperson or employee to a manager.

Regarding the promotion inspection period, inspecting cadres and promoting managers must be very serious. A joint supervision group is formed between the General Manager Office and the administrative department to ensure the quality and performance of the company's talent promotions. It is necessary to rigorously and rigorously examine the prospects of cadre development, the assessment of employee performance, the assessment of job competency, and the assessment of conduct. Under the guidance of various assessment indicators, the assessment period for promotion is strictly stipulated, and the standard table for the promotion process is combined with the organizational chart and employee promotion chart to conduct an in-depth examination of each employee's specific performance. The two pictures are posted on the company wall. The general manager's office and administration must carefully formulate assessment standards for the company's requirements and employee performance.

Managers must set clear criteria for succession. Now Liguang’s development requires the general manager’s office and administrative staff to play a good supervisory role. As a supervisory department and assessment department, the seriousness of requirements for employees is based on whether they are competent or not. Resolutely carry out repeated spiritual education for employees who are unwilling to accept assessments, reject assessments, face assessments passively, and do not like the implementation of various assessments. The speed of change in the company, the development of the company. If the supervision department loses control of its assessment, its assessment is vague, and its assessment is ineffective, it is a sign of incompetence.

The employee promotion chart must be thoroughly understood by the administration and the general manager office as a basis for employees to continuously grow, repeatedly urge employees to improve their work plans, and constantly check the implementation of employee plans. Monitor the progress of employees, check their growth rates and strictly assess their skills. First of all, we must be more targeted in the implementation of the work of the assessment department, and implement performance assessment to popularize the idea of ??employee promotion.

From the primary assessment to the performance assessment, it is easy for a salesperson to pass the company’s success by assessing business volume, number of customers, reserved customers, customer quality, new customer development, old customer churn, and customer recognition. Comprehensive evaluation of customer service department, business center and superior leaders. Then to the power grid assessment, one is the performance assessment and the other is the behavioral assessment. We have promoted assessments and provided comprehensive quality education to pull employees away from money worship, making the company full of hope and becoming a benchmark in the industry. To move up to a higher-level assessment, the leadership of cadres must be assessed. Assessment of the quantity and quality of successors is the only criterion for cadre promotion. ;