5 personnel and employee management work plan

With a flick of a finger, the days passed silently and a new job was unlocked. At this moment, it is necessary to make a detailed plan for the next job. So how to write a work plan? The following is my work plan for personnel and staff management. If you like, you can share it with your friends around you!

Work plan for personnel and staff management 1

I. Personnel management

According to the actual needs of department personnel, a group of employees are recruited reasonably to equip each position.

Standardize the personnel files of all departments and establish electronic files, strictly review the files of all employees and fill in all incomplete information.

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

Gradually improve the training mechanism, constantly send employees to study abroad, invite well-known companies to train employees, and strengthen internal training management.

Second, the administrative work

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

Do a good job in communication with industry and commerce, taxation, drug administration, social security, banks and other relevant functional organs. , so as to make the company's external work more effective? Chang.

3. Contact newspapers, TV stations and other media to make publicity.

4. Do a good job in the procurement of internal office supplies, strictly review the use of office supplies in various departments, do a good job in the registration of goods recipients, and reasonably purchase office supplies with the principle of saving and reducing costs as the first principle.

Third, the management and operation of the company.

1. Comply with the development of the market and formulate corresponding management systems according to the requirements of the company. Improve the company's existing system, so that all work can be followed by laws and rules. In daily work, communicate with all departments and stores of the company in time, and put forward some guiding opinions on the work of all departments in time.

4. Gradually improve the company supervision mechanism. There is a good saying: employees will not do what you ask, but only what you supervise. To this end, the supervision and management of employees have been strengthened this year.

3. Strengthen team building and build a team with comprehensive business and high work enthusiasm. As a manager, we should give full play to the subjective initiative and work enthusiasm of our subordinates through "observing people's strengths, employing people's strengths, gathering people's strengths and developing people's strengths". Improve the overall quality of the team and establish a new image of the company that is pioneering, innovative, pragmatic and efficient.

4. Fully guide employees to take responsibility. In the past, the responsibilities of various functional departments of the company were unclear. Now, the responsibilities of various departments are gradually clear, requiring everyone to take the initiative to take responsibility.

As the head of the administrative personnel department, I am fully aware that I am not only a manager, but also a? Walker. If you want to lead a good team, you need to be familiar with the business, be responsible for specific work and business, and set an example. Only in this way can we ensure that everyone can take the initiative to undertake the work and let the company's work run normally.

The new year means a new starting point, new opportunities and new challenges. With the arrival of Lin and Beijing Tongrentang, it is both pressure and motivation for us, and we are determined to make persistent efforts to meet new challenges. -In China, the Administration and Personnel Department will work in the following aspects:

First, improve the company system and realize standardized management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. With the continuous development of the company, improving the company management system is undoubtedly the basis of its sustainable development. Therefore, it is urgent to establish and improve a set of reasonable and scientific company management system. In order to further improve the company system and realize the standardization of management, the work in 2008 will be centered on this.

Second, strengthen training and improve the training mechanism.

The competition of enterprises ultimately boils down to the competition of talents. At present, the comprehensive quality of employees in all stores and departments of the company generally needs to be improved, especially the store managers and department heads, who shoulder heavy responsibilities. It is necessary to make a training plan according to the actual situation and really help them. In addition, complete the new employee orientation manual.

Third, assist the department's work and strengthen team suggestions.

Continue to cooperate with stores and departments to help deal with various emergencies. 2008 is a year of people's expansion and growth, and having a United and innovative team is the guarantee of people's development. Therefore, strengthening team suggestions is also the focus of the administration and personnel department.

Personnel and staff management work plan II

In 2000, the work of the personnel department focused on the main points of the work of the Education Bureau, with the goal of cultivating a satisfactory teaching staff, with the main contents of further deepening the reform of the personnel system, implementing the urban-rural joint project and the "One Help One" activity, focusing on strengthening the construction of teachers' morality, comprehensively implementing performance appraisal, exploring the teacher exchange mechanism, and comprehensively improving the quality of teachers and the level of personnel management.

First, further deepen the reform of the personnel system

(1) Do a good job in a new round of post appointment. According to the Implementation Plan for Post Setting of Public Institutions in Tongyu County, the posts of public institutions were re-set in 20-2000. This year, a new round of post appointment will be implemented for public institutions in the county according to the post setting approval form.

(two) continue to implement the appointment of professional and technical positions. In the absence of a new document policy, we will continue to implement the appointment of professional and technical posts, formulate a scientific and reasonable "Implementation Plan" that conforms to the actual situation of the county, and do a good job in reviewing and cashing wages in time.

(3) Do a good job in performance appraisal. In order to arouse teachers' enthusiasm for work, schools should formulate "performance appraisal methods" and detailed rules for textual research, which will be submitted to the Education Bureau for examination and approval after being passed by the education staff meeting.

Third, further strengthen the construction of teachers.

(1) Do a good job in new teachers and pre-job training.

1. Do a good job in the planning and appointment of special post teachers and rural master teachers, do a thorough survey of teachers' needs in each school in the first quarter, and put forward the requirements of the demand plan for special post teachers and rural master teachers for 20 10 years to the county government according to the actual demand situation and the vacancy situation.

4. Do a good job in pre-job training and appointment of trainees entrusted by baicheng normal University. During the two-month period from June to July, 20 graduates of Grade 20-20 of baicheng normal University received pre-job training.

3. Recruit teachers for rural kindergartens according to the implementation plan of supplementary training for rural preschool teachers in Tongyu County.

(2) Do a good job in teacher training.

Instruct teachers' training schools to do all kinds of training for teachers and participate in national, provincial and municipal training in time. Do a good job in all kinds of training at the county level, focusing on the study and training of the newly revised Curriculum Standard, so that teachers can fully understand, profoundly understand and accurately grasp the spiritual essence and main changes of the newly revised Curriculum Standard, and guide teachers to organize teaching in strict accordance with the curriculum standard.

(3) Strengthen the training of the head teacher team, implement the assessment of the work of the head teacher, and give full play to the main role of the head teacher team. The personnel department should cooperate with further education schools and moral education offices to train class teachers through "please come in and go out" to improve their class management ability and improve their artistry and work level.

The Education Bureau should formulate the implementation measures and detailed rules for the assessment of class teachers, implement the assessment and reward mechanism for class teachers, establish scientific and perfect assessment rules and reward and punishment system for class teachers, implement the allowance and subsidy for class teachers, and mobilize the enthusiasm of class teachers.

(D) Do a good job in the rational flow of teachers.

According to the "Implementation Opinions on Further Strengthening Teacher Mobility and Post Management in Tongyu County Education System", we will do the following work during the 20-year summer vacation:

1. According to the needs of the work and the actual situation, with the consent of the individual and the consent of both schools, do a good job in the reasonable flow of teachers from rural to rural and from county to county;

According to the post demand of county schools, under the condition of individual application, we should do a good job of "sunshine personnel" for rural teachers to flow to county schools.

(5) Further strengthen the construction of teachers' morality.

1. Strengthen the management and application of teacher's ethics assessment, and further revise and improve the Detailed Rules for Teacher's Ethics Assessment. In the performance appraisal, professional and technical post appointment and merit-based employment, the teacher's morality assessment is the main content, and the teacher's morality one-vote veto system is implemented.

2, continue to carry out the annual "double ten, double hundred" activities, with typical examples and things around to encourage and guide teachers to strengthen professional ethics.

3. Hold the 28th Teachers' Day celebration meeting.

4. Strictly manage teachers' posts, assist the county commission for Discipline Inspection, the People's Social Security Bureau, the Finance Bureau, the county editorial office and other departments to inspect teachers' posts in all units, resolutely curb the phenomenon of being absent from work, and once found, investigate the main leadership responsibilities of the units.

(six) to further strengthen the management of "one gang one" activities.

Thoroughly implement the "Implementation Plan of Tongyu County Education Bureau on Carrying out" One Help One "Student-loving Activities in the Education System" and "Opinions on Further Strengthening" One Help One "Student-loving Activities", focus on compulsory education, take controlling students' dropout as the core, organically combine "One Help One" Student-loving activities with controlling dropout, and evaluate the effect of the activities by investigating students' dropout, so that rural junior high schools should find typical models and set up advanced models.

Third, explore the communication mechanism between urban and rural teachers with the urban-rural consortium as the carrier.

(a) in strict accordance with the "Opinions on Further Strengthening the Work of the Consortium", enrich the teaching forms, innovate the teaching contents, continuously expand the teaching benefits, and give full play to the demonstration, leading and radiating functions of leading schools;

(two) regular in-depth joint units, to carry out joint work, to send teaching, send teachers to study the work of tracking inspection, timely notification.

(3) Strictly control the quality of exchange teachers, and resolutely repel and reassign teachers who do not meet the exchange conditions and cannot conscientiously perform their teaching work.

(IV) The county government issued the Guiding Opinions on Teacher Exchange between Urban and Rural Areas. According to the Guiding Opinions, our bureau issued the Implementation Plan for Teacher Exchange between Urban and Rural Areas, formulated detailed assessment rules for teacher exchange, formulated a reward and punishment system, created a long-term mechanism for teacher exchange between urban and rural areas, and began to implement teacher exchange between urban and rural areas in the autumn of 2008.

Personnel and staff management work plan 3

1, establish a direct leadership relationship

The marketing department is the functional department responsible for the construction and maintenance of the company's information network, information collection and processing, and accepts the leadership of the deputy general manager of marketing. There is a direct leadership relationship between the information manager of the marketing department and the regional market development assistant, that is, directly guiding and directing the market development assistant in the aspects of information network construction, maintenance, information processing and assessment, and assuming the leadership responsibility of information network work.

2. Build a new organization.

3. Increase staffing:

(1) Information Manager: There are three full-time information managers in the marketing department, who are in charge of different regions and will not take up other jobs.

(2) Market development assistants: there are two market development assistants in six offices in Zhejiang Province and one in the areas under the jurisdiction of other offices.

4. Strengthen personnel quality training.

Before the Spring Festival, the recruitment and training of information administrators and market development assistants in various regional marketing departments will be completed, so that the marketing department can fully ensure the quality of personnel during the implementation of the new management system. Choose and hire marketing assistants carefully, and don't make up figures.

5. Strengthen personnel assessment.

The establishment and maintenance of information network are specified in detail from the aspects of personnel allocation, resource guarantee and performance evaluation. And ensure this work from the system. Establish an assessment system for market information administrators to regularly patrol various regions to guide information management, conduct targeted analysis and research according to the actual situation and existing problems in various regions, and urge them to establish and improve information management in a short time according to regulations.

6. Dynamically manage the market network

Market development assistants and information administrators regularly and dynamically evaluate information network members according to four indicators: information quantity (in units of 1), project scale, information achievement rate and the number of subordinate information officers. On the basis of analyzing the classification of information officers/units, information managers and market development assistants should make a detailed analysis according to the background information of information officers to determine the possibility of performance growth after their help. To further strengthen information management, the integrity, timeliness, effectiveness and confidentiality of information are better than that of the previous year.

7. Strengthen market research. According to the information provided by information members/units in various regions and the business progress of the company in various regions, the development status and potential development trend of steel structure business in various regions will be fully investigated by special personnel. Obtaining first-hand information through investigation is helpful for the company to set up reasonable institutions in various regions and explore new markets.

Second, brand promotion.

1. In order to further launch the "Hangxiao" brand and expand Hangxiao's market share, we initially consider holding brand promotion meetings and seminars in Chengdu, the capital of Sichuan, Xi, the capital of Shaanxi, Urumqi, the capital of Xinjiang Uygur Autonomous Region, Shenyang, Changchun, Guangzhou, the capital of Guangdong, Nanning, and Shanghai, the capital of Guangxi Zhuang Autonomous Region, to publicize and expand Hangxiao's brand, expand the information network and create more market space.

2. At the completion of key or large-scale engineering projects, invite relevant departments to hold a press conference at the scene, show and publicize Hangxiao's brand with completion examples, show the fact that Hangxiao occupies the first-class level in technology and performance, establish the demonstration role and leading position of listed companies in the building steel structure industry, and make the publicity work get twice the result with half the effort.

3. Further do a good job in advertising, information and other aspects of publicity. Make and install large publicity banners or billboards at various construction sites to show the strength of the enterprise on the spot; Make the new performance and publicity materials of the enterprise in time, supplement them to the performance introduction in the bidding documents, and distribute them to the business personnel, so as to enhance the depth and intensity of brand promotion as much as possible.

4. Strengthen the professional knowledge training and quality education for those who come into contact with the outside world, establish a good employee image and advanced corporate culture connotation, and leave a beautiful and deep impression on everyone who comes into contact with Hangxiao, so as to have a clearer and deeper understanding of Hangxiao and steel structure.

Third, customer reception.

1, urge all staff to always take enthusiasm as the principle, and do a good job in reception of all guests politely and thoughtfully to ensure that the reception effect is better year by year.

2. On the premise of ensuring the reception effect of customers, we should save reception expenses as much as possible to reduce the overall operating cost of the company and improve the profit level of the company.

3. Continue to manage the reception files of visiting customers, classify and save the files of potential customers and contract customers, accurately grasp the progress of the project, and strive to cooperate with the commercial departments and offices to promote the project business.

4. Adjust the positions of department personnel and recruit high-quality personnel to enrich the reception force. With the continuous expansion of business volume, there are more and more visiting customers, and the personnel in charge of reception in the marketing department are obviously insufficient. In order to meet the needs of the company's business development, it is also very important to do a good job in reception and recruitment.

Personnel and staff management work plan 4

(1) Understand the company thoroughly.

The company information I want to know mainly includes company vision, development strategy, management concept, corporate culture, company's main business, various work processes and organizational structure. The way to obtain information is as follows:

1. On the premise of obtaining the approval of the HR manager, consult the documents and materials related to the company's vision, development strategy, management concept, corporate culture, main business, internal management process and organizational structure from the document archive room.

2. On the premise of obtaining the consent of the manager of the human resources department, go to the competent department of internal periodicals of the enterprise to consult the important internal periodicals and articles in the recent period, and further understand the company's vision, development strategy, business philosophy, corporate culture and main business.

3. Check the key publications issued by the industry association where the company is located and the reports of major external media on the company to understand the development of the industry, the position of the enterprise in the industry and the views of the media public on the enterprise.

4. Obtain information through training activities such as induction training for new employees. Through the induction training for new employees, I can get a preliminary understanding of the company's corporate culture and management system.

5. Ask and communicate with old employees. Through the communication with the old employees, we can understand the development background and path of the company and be familiar with the development vein of the company.

(two) in-depth understanding and understanding of their own job responsibilities.

After understanding the basic situation of the company, I also need to know the position of the position of personnel supervisor in the company's position sequence.

1. With the consent of the human resource manager, consult the job description of the human resource supervisor and communicate with the human resource manager about responsibilities, authority, work reporting relationship and communication methods.

2. At the same time, it is necessary to understand the job descriptions of subordinates and fully communicate the relevant requirements described in the job descriptions of subordinates and their daily work.

3. Consult the relevant systems and workflow of human resource management to further clarify their main responsibilities at work.

(3) On the basis of the above two aspects, make clear your work orientation, and then make work objectives and priorities.

On the basis of understanding the basic situation of the company's vision and development strategy, and deeply understanding their own job responsibilities, according to the importance of the personnel supervisor position to the company, make clear their own work priorities, and make work plans and alternative plans for these work priorities.

(4) Specific business development.

1. On the premise of obtaining the consent of the human resource manager, find the archives room to receive the job description of the human resource supervisor and the handover list of the former human resource supervisor, familiarize yourself with the daily work of the human resource supervisor according to the job description, understand the completed work plan of the former human resource supervisor, and complete the unfinished work plan according to his work plan.

2. According to the job description of the personnel supervisor, classify the problems found in some links of human resources management within the scope of the personnel supervisor according to their priorities, formulate suggestions for the most important problems that need to be solved quickly, communicate with the human resources manager, and obtain the consent of the human resources manager.

3. Work out several work plans according to the above proposal, including plan objectives, plan objectives, plan participants and their work assignments, plan progress, possible problems in the plan and their solutions, and evaluation criteria for whether the plan meets the objectives.

4. Communicate these work plans with subordinates, explain all aspects of these work plans and solicit opinions from subordinates, modify and improve these work plans, and obtain the support of subordinates.

5. Discuss with the HR manager about several work plans involved in the proposal, solicit their opinions, and get the approval of the HR manager for one of them.

6. Call a meeting of subordinates to clarify their respective tasks, their important roles in the work plan approved by the human resources manager, work arrangements, etc. On the premise of understanding their respective job descriptions, so as to promote the implementation of the work plan.

7. Feedback all kinds of problems in the implementation of the work plan, adjust and modify the work plan in time, record the performance of subordinates in the implementation of the work plan, and report the work progress to the manager of the human resources department.

8. Evaluate the implementation results of the work plan according to the pre-established evaluation criteria, and report the evaluation report to the HR manager for review.

9. Summarize the work plan and form a written report, and submit it to the HR manager for approval.

10, and proceed to the next work plan.

Note: In the process of implementing the above work plan, the daily work of the personnel supervisor and his subordinates should be carried out as usual.

Personnel and staff management work plan 5

First, improve the company's various management systems:

Personnel management system, labor contract management regulations, grass-roots staff salary management system, performance appraisal system of personnel department, employee training management system, new employee assessment management system, employee confirmation procedure, work injury management system, employee resignation application procedure, employee ex-factory procedure, etc. Employees from entering the company to post change, performance appraisal, daily evaluation, criticism and punishment, promotion and transfer, and resignation procedures can all be controlled through documents. , and adopts the management principles of fairness, justice and openness, providing employees with a promotion environment of fair competition and a platform for plastic development, so that employees can personally feel the company's "people-oriented" management. The company attaches importance to talents, trains talents and carries out rational management of talents.

Second, the establishment of training system and plan:

1. Staff training and development is one of the key tasks that the company must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion.

2. Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees are further strengthened, thus enhancing the core competitiveness of enterprises.

The employees of the company come from all over the country, and everyone's habits are different. How to integrate all employees into a whole and form a unified work style is the significance and purpose of training. And give employees room for growth and opportunities for development, which is an important performance for enterprises to tap the potential of employees and give full play to talents. By formulating employee training system, the annual training plan of the enterprise is formulated according to the training needs of various departments and the overall needs of the enterprise, and the moral quality and skill level of employees are improved from the aspects of basic safety training, quality management training, basic management training, teamwork training and corporate culture training, so that employees can become qualified talents of the company, and only qualified talents can contribute to the development of the company.

Third, staffing:

According to the company's development goals, reserve the company's human resources and develop in multi-channel, multi-directional and multi-linear recruitment. We can contact technical secondary schools in many ways, reserve talents, and formulate a new employee recruitment tracking process. Through systematic operations such as employee recruitment, accommodation arrangement, work arrangement, dynamic tracking, psychological consultation, problem solving, etc., employees can feel the warmth of home and quickly participate in the corporate cultural life atmosphere of the company.

Fourth, corporate culture construction:

1, people-oriented. Culture should take people as the carrier, and people are the first factor in the production and bearing of culture. People in corporate culture not only refer to entrepreneurs and managers, but also reflect all employees of enterprises. The construction of enterprise culture should emphasize care, respect, understanding and trust. The formation of enterprise group consciousness is that all members of the enterprise have the same values and goals, thus forming a centripetal force and becoming a fighting whole.

2. Do not engage in formalism.

Corporate culture belongs to the ideological category, but it is easy to form a phenomenon of duplicity through the behavior and external forms of enterprises or employees. To build a corporate culture, we must first start with the workers' thoughts, establish correct values and moral sentiments, and form a corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.

3. Highlight enterprise characteristics.

Oneness is an important feature of corporate culture. Culture was originally formed in the historical process of its own organizational development. Every enterprise has its own historical tradition and management characteristics, and corporate culture construction should make full use of this to build its own culture. Only when enterprises have their own characteristics and are recognized by customers can they be unique in the forest of enterprises and have competitive advantages.

4. Combine with enterprises.

Enterprises are economic organizations, and corporate culture is the organizational culture of microeconomics, which should be economic. The so-called economy means that corporate culture must serve the economic activities of enterprises, which is conducive to improving the productivity and economic benefits of enterprises and to the survival and development of enterprises. Although the word "economy" is not involved in the contents of corporate culture discussed earlier, the ultimate goal of building and implementing these contents will not be divorced from the realization of corporate economic goals and the survival and development of enterprises. Therefore, the construction of corporate culture is actually a corporate strategy issue, which is called cultural strategy.

In the future work, we will advocate the company's corporate culture from training activities, publicize the company's corporate culture from daily activities and infiltrate the company's corporate culture from various competitions. Taking people-oriented thought as an important ideological source, and through the development and utilization of this thought, all employees have a strong sense of ownership and consciously participate in the democratic management of enterprises. And contribute their wisdom in the development of the enterprise, and truly become the master of the enterprise, which is the real role and value of corporate culture in the enterprise.

At present, the work plan of the personnel department is tentative, and other daily affairs are not included in the work plan. The key construction in the work is to change and guide the concept of department personnel, face the work with enthusiastic service attitude, and handle various affairs well. Focus on implementation, implementation is the key to the development of administrative personnel work, seeking truth from facts, down-to-earth, and doing a good job in all the work of personnel departments. Under the premise of universality, persistence and strictness of various systems and processes, we will constantly improve, innovate and improve the company's management model.

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