Personnel work plan

Time flies, fleeting, achievements belong to the past, and a new round of work is coming. Writing a good plan will not let us lose our way when we are trying. Didn't you know when you drew up a plan? The following is a sample essay on personnel work plan that I collected for you, for reference only. Welcome to reading.

Model essay on personnel work plan 1 I. Overall goal

According to this year's work situation and existing shortcomings, combined with the company's current development situation and future trends, the administrative personnel department plans to carry out xxxx work from ten aspects:

1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.

2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete daily administrative recruitment and configuration;

4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.

7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

Second, matters needing attention:

1. Administration is a systematic project. It can't be done overnight, so the administrative personnel department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the administrative department can't guarantee the quality of the goal.

2. Administrative work is a very important basic work for a growing company. At the same time, it also requires the cooperation of the company from top to bottom in Qi Xin, and all departments cooperate with * * * to complete many projects. Therefore, it requires the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of administrative work. Therefore, after setting the annual target, the administrative personnel department implores the company leaders and departments to assist in completing it.

3. This work objective is only the basic document of xxxx annual work of the administrative personnel department, not a specific work plan. In view of the fact that enterprise administrative construction is a long-term project, the administrative department will formulate a detailed work plan that matches the target for each work. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the administrative personnel department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

Personnel work plan model essay 21. Personnel deployment management This year, we will focus on personnel deployment during the production of emerging industrial parks.

1, according to the company's new system setting and personnel quota, transfer some excellent managers and production backbones to work in the industrial park, so that the technical transformation project can run safely and economically after it is put into production.

2, according to the company's various departments and units staffing, staffing shortage, ready to deploy. Timely and accurately issue personnel transfer orders and personnel instructions, and strive to achieve the best and reasonable allocation of human resources.

Two. Labor contract management: Do a good job in the signing, dissolution and file management of labor contracts.

This year, we will focus on renewing 194 employees whose labor contracts expire on June 30th, 20xx. In view of this renewal, on the basis of this year's labor contract management, it is necessary to further operate new management methods. For production workers and other staff, it is planned to adopt medium-term (2-year) and short-term (1 year) contracts, and some staff will adopt the management mode of not renewing their contracts.

Third, personnel evaluation is to further strengthen the evaluation of employees' working ability in a certain period of time.

Correctly grasp the working conditions of each employee, establish a normal and reasonable company personnel appraisal system, and provide objective basis for employees' rewards and punishments, promotion and adjustment. According to the company's current production and operation status, formulate personnel assessment system and conduct personnel assessment and evaluation. On-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of personnel.

Fourth, reward and punishment management is combined with the actual situation of the company.

Those who have made outstanding achievements and significant contributions in production, scientific research, labor and management shall be rewarded respectively. Violating labor discipline, often being late, leaving early and being absent from work; Failing to complete the production task or work task; Employees who don't obey work assignment, transfer and command, or make trouble without reason, gather people to make trouble, and fight and fight, which affects production order, work order and social order, shall be given administrative sanctions or economic penalties respectively.

Verb (abbreviation of verb) The talent reserve work is based on the current situation of the company.

Combine the management experience of advanced enterprises, participate in national or regional large-scale talent exchange fairs, directly introduce high-level and highly educated talents, and obtain a talent team with excellent skills and excellent moral character. In 20xx, it is planned to recruit about 10 undergraduates, 5-7 students majoring in thermal energy and power, 2-3 students majoring in electrical engineering and 2-3 students majoring in chemistry.

Six, employee title evaluation, professional qualification certificate annual work:

With the further emphasis on human resources, professional title evaluation has been widely recognized and valued by the society.

1, do a good job in the declaration of titles for employees of the company in 20xx, focusing on the declaration procedures for junior and intermediate titles.

2. Do a good job in the annual examination and handling of the professional qualification certificates of employees of the company. According to the requirements of the labor department, do a good job in the annual examination of vocational qualification certificates, and at the same time do a good job in the declaration and handling of vocational qualification certificates according to the actual situation.

Seven, other personnel management work:

1. Do a good job in the distribution and management of quarterly labor insurance and labor insurance supplies for employees, replenish labor insurance supplies for employees in time and revise relevant systems.

2. Do a good job of collecting, sorting and filing employee personnel files to ensure the integrity, integrity and confidentiality of the files;

3. Handle the resignation, dismissal, dismissal and other matters of employees in strict accordance with the company's rules and regulations. Strictly handle resignation procedures, supervise the transfer of money, goods and materials for retired employees, and leave no sequelae.

In order to strengthen the planning and quantitative timeliness of the work of the personnel administration department of the company, the personnel administration department will formulate the work objectives and plans of the personnel administration department in 20xx according to the overall development plan and enterprise development direction of the company and the relevant information collected by the company in 20xx.

Main work plans and objectives of personnel department in 20xx:

First, establish and improve various norms and management systems such as personnel administration and employee manuals.

Second, the recruitment and allocation of human resources;

Third, staff training and development;

Fourth, establish a truly people-oriented corporate culture;

5. Formulate the salary structure management that is competitive externally and fair internally;

Sixth, improve employee welfare and incentive mechanism;

Seven, the improvement and operation of the performance evaluation system;

Eight, personnel flow and labor relations;

IX. Daily work and logistics management of the company:

First, establish and improve the norms and management system of human resource management, and the time limit for the completion of employee manuals;

20xx65438+Draft various management systems from February to February. On February 20xx, for a week, every afternoon 14: 00, the heads of various departments were called to study and discuss. After the first draft is finalized, it will be submitted to the general manager for approval. Officially promulgated at the beginning of the Spring Festival holiday.

Second, the recruitment and allocation of human resources.

1, according to staffing and 20xx annual flow. Analyze and evaluate the workload of each department and judge the number of missing staff.

2. Talent reserve: prepare for the supplement of middle managers.

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

When the personnel department determines the number of recruits through evaluation, it needs to communicate with all departments in depth to determine the quality, conditions and potential required by the candidates.

Time limit for completion: February 20xx 12 to February 20xx 10/0. In the meantime, you can set aside a day alone and convene the heads of various departments to discuss and determine.

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

Specific implementation time:

According to the summary of manpower requirements submitted by various departments and the actual manpower requirements of the company.

Third, the training and development of employees and the formulation of training plans according to the training needs of various departments and the overall needs of enterprises.

Train new employees in basic skills training, quality inspection training, project management training, teamwork training, personal awareness training and corporate culture training.

Specific implementation time:

1. The Personnel Department communicates with various departments and assists them in preparing the 20xx annual staff training plan, which is scheduled to be completed in March of 20xx;

2. Adopt the form of training: internal training materials; Network training; External lecturers teach in enterprises;

3. Planned training content: mainly focusing on training enterprise culture, system and job skills.

4. Training schedule: the internal training time is tentatively scheduled once a month, and it is communicated with the personnel department through various departments.

Fourth, establish a truly people-oriented corporate culture.

1. Establish an internal communication mechanism.

The key to the success of establishing communication mechanism is a triangle composed of three parties, namely, general manager, personnel department and employee department manager. Only by ensuring the stability of this delta will there be basic protection.

2, by holding some small and medium-sized activities every month to improve employee cohesion specific implementation time:

This work is included in the monthly plan, but it is a long-term and continuous process, which requires all employees to actively participate in the work of establishing corporate culture and create together to make Veyron's corporate culture really active!

5. Formulate a salary structure that is competitive externally and fair internally.

1, transparency of salary system;

2. To establish a people-oriented salary method, we must first treat employees as partners in the company's operation, establish a salary system in which employees and the company share the same prosperity and losses, and then increase the proportion of employee benefits and rewards so that employees have a strong sense of belonging!

3. Establish a medium-and long-term salary plan for core employees.

Specific implementation time:

Give appropriate guidance in the process of enterprise development, let employees recognize and implement the company's salary system, and constantly improve when problems are found.

Intransitive verb employee benefits and incentives

1. Employee benefits: employees who have worked in the company for one year purchase social security, guarantee the most basic medical and work-related injury benefits, and formulate the year-end bonus system, so that employees can be recognized by their families and have a sense of belonging.

2. Plan to formulate incentive policies:

Quarterly outstanding employee selection and recognition, annual outstanding employee selection and recognition, establishment of internal promotion and salary adjustment system, employee rationalization proposal (proposal) award, establishment of departmental annual team spirit award and best creativity award, and establishment of internal competition mechanism (such as the last elimination mechanism).

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

Establish a perfect competition mechanism to encourage employees to compete for posts.

For employees who have performed well in this position and their abilities have exceeded the requirements of this position, but there is no vacancy at a higher level for the time being, they should be assisted by rotation at the same level, mobilize their enthusiasm for work with new positions, new jobs and new challenges, and learn more knowledge and skills at the same time, effectively improve their comprehensive quality and lay the foundation for their competence at a higher level.

2) Provide competitive salary level.

First, investigate the salary level of peers and around the industrial zone. Formulate a competitive salary system; Make the company competitive in the industry.

After the specific implementation time is approved by the general manager, the personnel department will formulate various welfare incentive systems, which will be implemented in strict accordance with the established objectives, policies and systems after being submitted for approval. This work is continuous. And conduct an employee satisfaction survey every month and quarter after operation. Feedback the survey information to the company, and adjust and improve the company's welfare policy and incentive system according to the survey results and the answers of company leaders.

Seven, the improvement of performance evaluation system

The fundamental purpose of performance appraisal is not to punish employees who have not completed their business and failed to perform their duties, but to effectively motivate employees to continuously improve their working methods, establish a fair competition mechanism, improve work efficiency, cultivate personal awareness and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises.

In 20xx, the personnel department will assist all departments to formulate and improve the performance appraisal system through in-depth communication with all departments, and persistently supervise the implementation and operation.

Specific implementation time

During the period of 1 and 20xx1~ April, we will strive for in-depth communication with various departments, assist them to formulate performance appraisal schemes, and finally form the overall performance appraisal system of Veyron Company.

2. Main work contents:

According to the established performance appraisal framework and the shortcomings in previous annual performance appraisal work, the existing system and related use forms are modified, the feedback and improvement of the assessment results are tracked, and the link between the assessment results and the salary system is modified to ensure the benign operation of the performance appraisal work.

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

Eight, the flow of personnel and labor relations

1. Take a moderate principle for normal personnel flow, which is an important way to maintain the replacement of China's personnel system. The turnover rate is too small, and the company can't get fresh blood, which affects its vitality. But excessive flow, especially outward flow, is a great loss for enterprises.

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

Further standardize the management of talent recruitment.

Strictly review the qualifications of pre-employed personnel, and the personnel department should also keep abreast of the ideological trends of employees, do a good job in their ideological work, and effectively prevent the abnormal flow of employees. And do a good job of resignation investigation.

Nine, strengthen the daily work and logistics management of the company.

1. Employees:

The first draft of the employee handbook has been completed and the employee team is being formed. It is planned to rectify next year1February.

2. Dormitory: The health discipline system has been formulated, and the company personnel should support and cooperate and stick to it.

3. Canteen: Relevant canteen management system has been introduced to improve the hygiene and quality of meals. According to the number of people who eat, set a standard and decide how much the food costs. At the same time, it can be flexibly adjusted according to the market situation of raw materials used in the kitchen.

4, standardize the job responsibilities of cleaning staff, make all areas of the factory clean and tidy.

X. Rigid implementation of the system The company has promulgated many rigid systems in the past, but some of them are mere formality because there is no rigid implementation of the rigid system.

How to realize the rigid implementation of the system, first of all, managers should set an example and make unremitting efforts. We must consistently adhere to policy implementation, work deployment, and work inspection, and the inspection work cannot be relaxed. If an enterprise wants to strengthen its execution, it must attach great importance to managers when every scheme is introduced, and all aspects involving managers should take the lead in demonstrating and setting an example.

The specific implementation time is 20xx years, and the implementation system is continuously improved throughout the year.