Administrative Personnel Department Company Preparatory Work Plan

Time flies by so fast that people are caught off guard. Results are in the past. A new round of work is coming. Write a plan to prepare for the next study! What are the plans you have come across like? The following is the company preparatory work plan of the Administrative and Human Resources Department that I have carefully compiled. It is for reference only. Everyone is welcome to read it. Administrative Personnel Department Company Preparatory Work Plan 1

1. On the basis of 20xx, comprehensively improve administrative personnel management

1. Improve the system and pay close attention to implementation. In the first half of 20xx, the company's various systems were revised, organized, and summarized, and they were continuously improved in actual implementation.

2. Treat talent management as strategic support and do a good job in the implementation of the "20xx Reserve Talent Training Plan". In the first quarter of 20xx, the preliminary communication and consultation on the "Reserve Talent Training Plan" were completed, a consensus was reached, and the notice was distributed to all departments. In the second and third quarters, the assessment of candidates will begin, and this year we will strive to institutionalize the training of reserve talents.

3. "Put people first, dignity first", strengthen employee relationship management

Strengthen the signing of labor contracts: conduct a labor contract census every six months to avoid missed signings and delays. , and at the same time solve the problem employees in a timely manner.

Earnestly implement the work of social pooling insurance: closely integrate the handling of pension and medical pooling insurance with the quarterly assessment work, use this benefit as a measure to encourage advanced and spur underachievers, and conduct detailed account creation.

Organize an employee activity every quarter: strengthen the construction of corporate culture, enrich the cultural life of employees, and improve employee cohesion. Earnestly implement various welfare measures: Welfare measures will be institutionalized in 20xx, and implementation will be paid close attention to.

Plan the career of employees: Taking the engineering department as an example, try to classify employees who become regular employees and broaden the channels for employee promotion. Start preparing in the first quarter and implement in the second quarter.

Maintain communication with every employee of the company: maintain communication with every employee through formal and informal communication such as employee activities, birthday events, regularization talks, etc., and understand what employees are thinking.

2. Complete the recruitment work and improve the quality of recruitment.

1. Recruitment and screening work: Broaden recruitment channels, broaden ideas, cooperate with the company's business development, and complete recruitment tasks.

2. Recruitment and evaluation work: In terms of recruitment, strengthen the qualification review of candidates after employment, including document verification, background investigation, etc., to ensure that qualified talents are hired for the company.

3. Probation period: Talk to employees in the probation period once a month, and learn from the supervisor about the new employee's work situation and adaptability at any time. An evaluation system is adopted for the regularization of probation period employees at the supervisor level or above, that is, the parties report their work, the heads of each department ask questions, and the company leaders review. (According to the existing work situation and insufficient personnel, it needs to be adjusted accordingly with other tasks)

3. Adjust and standardize training work

1. Strengthen onboarding training for new employees : The revision of the "New Employee Training Manual" will be completed in the first half of 20xx. Further improve the effectiveness of onboarding training for new employees, and guide the employing department to send dedicated personnel to assist in completing pre-employment training for new employees. For example, leading new employees to visit familiar departments, introducing new employees to department colleagues and key personnel, explaining department work content, etc., guiding and assisting departments in organizing social activities, cultivating cordial feelings between new and old employees, strengthening solidarity, cooperation, and mutual assistance. .

2. Strengthen the implementation of business training work in each department: gradually increase the training responsibilities of the heads of each department, communicate with the heads of each department at the beginning of each quarter, clarify the training needs of each department, guide and assist each department according to the training needs The department implements various trainings. Conduct an evaluation of the training work of each department every quarter.

3. Strengthen the training of management personnel: On-the-job training: Designate dedicated personnel to conduct "help and guidance training" for employees with development potential.

4. Try to write training materials that conform to the work characteristics of relevant departments of the company, and gradually form a training system with company characteristics.

5. Encourage employees to learn by themselves: Advocate a good atmosphere in which everyone learns and pursues progress. Administrative Personnel Department Company Preparatory Work Plan 2

The new year means a new starting point, new opportunities, and new challenges.

With the arrival of Dashenlin and Beijing Tongrentang, it is both pressure and motivation for us. We are determined to continue our efforts and meet new challenges. In XX, the Administrative and Human Resources Department will work from the following aspects:

1. Improve the company system and move towards standardization of management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. As the company continues to develop, improving the company's management system is undoubtedly the foundation for its sustainable development. Therefore, it is urgent to establish and improve a set of reasonable and scientific company management systems. In order to further improve the company system and achieve management standardization, the work of the year will be centered on this.

2. Strengthen training and improve the training mechanism.

The competition among enterprises ultimately comes down to the competition for talents. At present, the overall quality of the company's store and department personnel generally needs to be improved, especially store managers and department heads, who shoulder heavy responsibilities. Training plans need to be developed based on the actual situation to help them in a real sense. Also complete the new employee entry manual.

3. Assist department work and strengthen team suggestions.

Continue to cooperate with various stores and departments to assist in handling various emergencies. This year is a year for people to expand and grow. Having a united and innovative team is the guarantee for its development. Therefore, strengthening team suggestions is also the focus of the administrative and personnel department's work this year.

In fact, as the saying goes, "Difficult things in the world begin with easy things, and great things in the world begin with details." As long as we work more carefully, communicate more, and have a stronger sense of responsibility, I believe the people will do better and better. Administrative and Human Resources Department Company Preparatory Work Plan 3

Based on the department’s work in 20xx combined with the company’s current actual situation and future development trends, the Administrative and Human Resources Department plans to carry out work in 20xx from the following aspects and fully implement Management by objectives.

1. In addition to daily management work in 20xx, the Administrative and Human Resources Department will focus on the following aspects:

⑴. Increase logistics services and supervision, And based on the company's actual work conditions, the relevant rules and regulations on logistics services are modified and improved to make them more in line with the company's actual work needs.

⑵. Cooperate with the company's construction promotion work, increase administrative management, promptly announce the typical good people and good deeds that have emerged at work, and further improve the quality of work through "points to influence, salary to reputation".

⑶. Increase management efforts, improve the management of labor and personnel files and contracts, strictly control the company's labor employment, and do a good job in setting up posts according to tasks and making the best use of people's talents. Provide reasonable basis for talent recruitment and salary assessment.

(4) Complete daily human resources recruitment and allocation.

⑸. Strictly implement the company's rules and regulations.

⑹. Standardize office management and office supplies management, as well as environmental sanitation management.

⑺. Increase internal manpower and talent development efforts, and promote excellent corporate culture.

⑻. Keep records of personnel turnover control, labor relations, and the anticipation and handling of disputes. It not only protects the legitimate rights and interests of employees but also safeguards the company's image and fundamental interests.

In addition, strengthen the company's advertising, maintenance and update of the company website and project website, and cooperate with and organize the various tasks of the planning department;

The administrative and personnel general affairs work is very important for a growing company For a developing company, it is a very serious and important basic work, and it also requires the full cooperation of the whole company. There are many projects for various departments to cooperate with colleagues to do a good job, so the company leaders need to pay attention and support. Whether the concept is changed from top to bottom and the degree of support and cooperation provided by various departments are the keys to the success or failure of the work of the Administrative and Human Resources Department. Therefore, after the Administration and Human Resources Department sets annual goals, it sincerely requests company leaders and departments to provide strong assistance during the completion process.

The company was tense and busy in 20xx, and the administrative and human resources department had great responsibilities. However, I always devoted myself to work with full enthusiasm for work, fulfilling various work responsibilities such as administration, human resources, and general affairs, and executing the company's tasks. rules and regulations. Of course, there are still flaws and deficiencies in the work of the Administrative and Human Resources Department this year, which will be improved and corrected in the coming year.

As the company develops and expands, we will recruit talents according to needs, increase administrative, personnel, general management and employee training to complete various tasks, as well as strictly implement and enforce the company's rules and regulations. It can be expected that our work will be better in the coming year. It is even more arduous. To this end, I will work harder and strive to contribute to the company! I believe that we have always been the leader in the industry! Administrative and Human Resources Department Company Preparatory Work Plan 4

In order to strengthen the company’s personnel administration In order to ensure the planning and quantitative timeliness of the department's work, the Human Resources and Administration Department will combine the company's overall development plan and corporate development direction, and formulate the work goals and plans of the Human Resources and Administration Department for xx based on the company's relevant information collected in xx.

The main work plan and goals of the Personnel Department for xx are:

1. Establish and improve various norms and management systems, employee manuals, etc. for personnel administration and management

2 , Human resources recruitment and allocation

III. Employee training and development

IV. Establishing a truly people-oriented corporate culture

V. Formulating policies that are competitive to the outside world and Fair salary structure management within the company

Six. Improve employee benefits and incentive mechanisms

Seven. Improvement and operation of the performance evaluation system

Eight. Personnel turnover and labor-management relations

9. Management of the company’s daily work and logistics

1. Establish and improve various norms and management systems for human resources management, and employee handbook completion deadline: December xx By February XX, various management systems were drafted. In February XX, a week was set aside to convene the heads of various departments to study and discuss at 14:00 every afternoon. After the first draft was finalized, it was submitted to the general manager for approval. It was officially announced when work started during the Spring Festival holiday.

2. Human resources recruitment and allocation based on staffing and flow situation in XX. Analyze and evaluate the workload of each department and determine the number of missing personnel.

2. Talent reserve: Prepare for the recruitment of middle-level managers.

1) During the recruitment process, the employing department needs to have clear employment needs:

When determining the number of recruits through evaluation, the Human Resources Department needs to conduct in-depth communication with each department to determine The qualities, conditions and potential required of candidates.

Time limit for completion: December XX to January XX. During this period, you can set aside a day to convene the heads of various departments to discuss and determine.

2) Recruitment channels and methods: online recruitment, on-site recruitment, internal recruitment:

Employees

Specific implementation time:

According to The summary of manpower needs submitted by each department is determined based on the company's actual manpower needs.

3. Employee training and development, and establishing training plans based on the training needs of each department and the overall needs of the enterprise, from basic skills training, quality inspection training, project management training, teamwork training, and personal awareness Training, corporate culture training for new employees.

Specific implementation time:

The Human Resources Department communicates with various departments to assist each department in preparing the XX annual employee training plan, which is planned to be completed in March of XX;

2. The form of training adopted: internal training materials; online training; external lecturers come to the company to teach;

3. Planned training content: The main focus should be on training corporate culture and systems and job skills.

4. Training time schedule: Internal training time is tentatively scheduled once a month through communication between various departments and the Human Resources Department.

4. Establish a truly people-oriented corporate culture and establish an internal communication mechanism.

1. The key to the success or failure of establishing a communication mechanism is a delta composed of three parties. The three parties in this delta are the general manager, the personnel department and the employee department manager. Only by ensuring the stability of this delta can we have basic protection.

2. Improve employee cohesion by holding some small and medium-sized activities every month. Specific implementation time:

This work is included in the monthly plan, but it is a long and continuous process that requires all Employees actively participate in the work of establishing corporate culture and create together to make Weilong's corporate culture truly active!

5. Develop externally competitive and internally fair policies Transparency of salary structure and salary system

2. To establish a people-oriented salary method, we must first regard employees as partners in company operations, establish a salary system in which employees and the company both prosper and suffer, and then increase employee benefits and The proportion of rewards will give them a strong sense of belonging!

3. Establish a mid- to long-term salary plan that considers the salary of core employees.

Specific implementation time:

Provide appropriate guidance in the development process of the enterprise, so that employees can identify and implement the company's salary system, and identify problems and continuously improve them

6. Employee Benefits and Incentives Employee benefits include purchasing social insurance for employees who have worked for the company for more than one year, ensuring employees’ basic medical and work-related injury benefits, and formulating a year-end bonus system, etc., so that employees can gain recognition from their families and the company and give employees a sense of belonging.

2. Plan and formulate incentive policies:

Quarterly selection and recognition of outstanding employees, annual selection and recognition of outstanding employees, establishment of internal promotion and salary adjustment systems, and employee rationalization suggestions (proposals) Awards, annual team spirit awards and best creative awards for departments, and internal competition mechanisms (such as the last elimination mechanism), etc.

1) Give employees a space for development and a platform for improvement.

Establish a sound competition mechanism to encourage employees to compete for jobs.

For employees who have already performed well in this position and whose abilities have exceeded the requirements of this position, but there are currently no vacancies at a higher level, employees will be supplemented with horizontal rotation, using New positions, new jobs, and new challenges arouse employees' enthusiasm for work. At the same time, they also allow employees to learn knowledge and skills, effectively improve their overall quality, and lay the foundation for employees to be qualified for higher-level jobs. Base.

2) Provide competitive salary levels.

First of all, investigate the salary levels of peers and those around the industrial zone. Develop a competitive salary system to make the company competitive in the industry.

After the specific implementation time is approved by the general manager, the Human Resources Department will formulate various welfare incentive systems, which will be implemented in strict accordance with the established goals, policies, and systems after approval. This work is ongoing. And conduct employee satisfaction surveys every month and quarter after operation. Feedback to the company through survey information, and adjust and improve the company's welfare policies and incentive systems based on the survey results and company leaders' responses.

7. Improvement and Operation of the Performance Appraisal System The fundamental purpose of performance appraisal is not to punish employees who have not completed their workload or do not perform their duties, but to effectively motivate employees to continuously improve their working methods and establish fair competition. mechanism, improve work efficiency, cultivate employees' personal awareness and sense of responsibility in work, promptly find deficiencies in work and make adjustments and improvements, thereby promoting the development of the enterprise.

In 20xx, the Human Resources Department will assist each department in formulating and improving the performance evaluation system through in-depth communication with each department, and will continue to supervise its implementation and operation.

The specific implementation time is from January to April of xx. We will strive to communicate with each department in depth and in detail, assist each department in formulating performance appraisal plans, and finally summarize the overall performance appraisal evaluation of Weilong Company. system.

2. Main work content:

Based on the formulated performance appraisal framework and the shortcomings in previous years’ performance appraisal work, modify the current system and related use forms, and provide feedback on the appraisal results Modify various aspects such as tracking improvement, assessment results and salary system to ensure the healthy operation of performance appraisal work.

3. The implementation process is a continuous work throughout the year. The standard for the Human Resources Department to accomplish this goal is to ensure the establishment of a scientific, reasonable, fair and effective performance evaluation system.

8. Personnel mobility and labor-management relations Adopt the principle of moderation in normal personnel mobility. Moderate employee mobility is an important way to maintain the replacement of our company's personnel system. If the turnover rate is too small, the company will not be able to get fresh blood and affect the company's vitality. But excessive mobility, especially outward mobility, can cause great losses to enterprises.

2. The specific implementation content is to effectively control the flow of personnel.

Further standardize the management of personnel recruitment.

Strictly review the qualifications of prospective employees. The Human Resources Department must also promptly grasp the ideological trends of employees, do a good job in employee ideological work, and effectively prevent the abnormal flow of employees. And conduct exit investigations.

9. Strengthen the company's daily work and logistics management of employees:

The first draft of the "Employee Handbook" has been completed, and the staff team is being established, and it is planned to be completed in December of the next year.

2. Dormitory: A sanitation and discipline system has been formulated and company personnel must support and cooperate and adhere to its implementation.

3. Canteen: Relevant canteen management systems have been introduced to try to improve the hygiene and quality of food. Based on the number of diners, a standard is set to determine the amount of food expenses. At the same time, flexible adjustments can be made based on the market conditions of raw materials used in the kitchen.

4. Standardize the work responsibilities of cleaners to make all areas of the factory clean and tidy.

10. Rigid implementation of systems. The company has promulgated many rigid systems in the past, but some of them are just formalities. The reason is that the rigid systems are not implemented rigidly.

How to achieve rigid implementation of the system, first of all, managers must lead by example and be unremitting. The implementation of policies must be consistently adhered to, and there must be arrangements and inspections in the work. Inspections cannot be done one step at a time and then loosened up. If an enterprise wants to strengthen its execution, it must attract the attention of managers when each plan is introduced. Those involving managers must take the lead in demonstrating and setting an example.

The specific implementation time will be to continuously improve the implementation system throughout the year xx.

In XX, all administrative systems and execution systems will be implemented to the letter throughout the year. Administrative Personnel Department Company Preparatory Work Plan 5

In order to effectively cooperate with the smooth implementation of the company's plan in 20xx, the work of the company's administrative department in 20xx is broken down as follows according to job responsibilities and tasks:

1. In-depth performance appraisal results

Through nearly three months of performance appraisal and target management in 20xx, the company's various departments' understanding of performance appraisal and behavioral changes are gradually improving, and are oriented towards work goals and results. Talking with facts and data, this department will fully cooperate with the company's performance reform in its work in 20xx, take improving employee satisfaction as the guiding thinking, strengthen communication with employees at all levels in various departments, and effectively improve work performance.

2. Comprehensively respond to the "all-staff marketing" work concept

Cooperate with the company's marketing-related functional departments to establish a logistics service guarantee system, implement a commitment system, and make suggestions to relevant departments Make commitments with assistance and write them into performance appraisal indicators to ensure the realization of the company's sales targets.

3. Focus on savings and ensure targets

In the work next year, the administrative department must fully communicate with various departments, introduce detailed systems, and vigorously focus on savings, every day, every moment, Carry out more supervision, inspection and improvement in daily work to ensure the company's profit targets are achieved from the perspective of "cost reduction".

IV. Pay close attention to safety production

Based on the existing safety standardized management platform, conduct more safety inspections, conduct more safety production management knowledge training, pay attention to hidden dangers, and improve employees' Awareness of safe production to ensure zero accident rate in safe production.

5. Corporate Culture Construction

In view of this weak link in the work of the administrative department, we plan to focus on daily corporate culture construction, supplemented by theme activities, and accept others Improve corporate culture and lessons and complete the establishment of the company's corporate culture framework within the next year.

Six. Ten automatic measures for renovation

As the person in charge of the administrative department, you must spend time thinking, propose unique improvement methods and methods for all aspects of your work, take the initiative, and decompose renovation management Within the performance appraisal indicators for each month of next year, cultivate your own unique way of thinking, and use innovative spirit and awareness to boost your work.

7. Improve yourself and strengthen learning

In my work in 20xx, I still have many problems. The management level is still not high. You must always pay attention to correct your character problems, always deny yourself, talk less and do more, do more practical things, cultivate your own awareness and habits of active learning, accept advanced lessons, arm yourself with common sense, and improve yourself. Own. Administrative and Human Resources Department Company Preparatory Work Plan 6

Time flies, and XX is about to pass. Looking back on the past year, I can’t help but feel a lot of emotions... Time flies, and another annual hurdle will be crossed in the blink of an eye. . Looking back, although there are no spectacular results, it can be regarded as an extraordinary test and temper. For each of us who pursues progress, it is inevitable that we will take stock of ourselves at the end of the year, which can be regarded as a spur to ourselves.

The administrative and human resources department is one of the key departments of the company. The requirements for internal management level should be continuously improved, and externally it must respond to various inspections by taxation, industry and commerce, drug regulatory, social security and other authorities. Although the administrative personnel department has a small staff, they worked hard during the year and tried their best to complete all tasks smoothly. After a year of tempering and baptism, the comprehensive capabilities of the Administrative and Human Resources Department have taken another step forward compared to 2009.

Looking back on the year, under the correct leadership of the company's leaders, our work focused on the company's business policy, purpose and efficiency goals, closely focused on the key points, and closely followed the company's various work arrangements. Performed its due responsibilities in management. In order to sum up experience, continue to carry forward achievements and overcome existing shortcomings, the work of XX is briefly reviewed and summarized as follows.

The work of the Administrative and Human Resources Department in 2018 can be roughly divided into the following three aspects:

1. Personnel management

Based on the actual needs of department personnel, targeted Recruit a group of employees rationally and rationally to staff various positions.

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 the 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.

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

⒋Do 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 cost reduction as the first principle, purchase office supplies reasonably. .

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.

⒉Gradually 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.

⒊Strengthen 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 develop 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.

⒋ Fully guide employees to take responsibility.

In the past, the responsibilities of each functional department of the company were unclear, but now the work responsibilities of each department are gradually clarified, and everyone is required to take the initiative to take responsibility.

As the head of the administrative and human resources department, I fully realize that I am both a manager and an executor. If you want to lead a team well, in addition to being familiar with the business, you also need to be responsible for specific work and business, and lead by example. This can ensure that everyone can take the initiative to take on the work and make the company's work proceed normally even when the staff is tight.