5 year-end summary reports of the Human Resources Department

#report# The introduction summary report can clarify the direction of the next step of work, avoid detours, make fewer mistakes, and improve work efficiency. The following is the year-end summary report of the Human Resources Department compiled by kao.com. Welcome to read!

1. Year-end summary report of the Human Resources Department Part 1

In 20xx, our Human Resources Department completed one year's work tasks according to the designation of the bank administrator. Discover outstanding talents and cultivate reserve forces. Now our human resources will briefly summarize the work of this year.

1. Selecting talents for the bank

Our Human Resources Department recruited many high-quality talents for our bank in 20xx. The principle we adhere to in our recruitment is that it is better to lack than to overfill. We ensure that the talents we recruit meet our standards and meet the requirements. When recruiting, we not only consider the speed of recruiting talents, but also consider the cost of recruitment. Cost saving is a must. In many channels, None of the talents we recruited met the requirements of our bank, so we canceled recruitment in this area and reduced work.

There is a focus on recruiting freshly graduated college students, and our bank recruits employees through campus recruitment. For college students, there are several advantages. They are easier to train and more qualified. Vitality, can make more contributions to the bank and is more suitable for cultivating loyalty. The school's students are also convenient for training, because the number is small, the training is also convenient, the one-time cost is small, and the cost of publicity is relatively low. This is also suitable for the needs of our bank. This is also in line with the requirements of our bank. In order to increase recruitment channels, our human resources made a simple inspection of Duojia schools and recruitment websites, clarified some of the things, found the methods, and completed tasks delivered by the bank.

2. Cultivate basic employees

Our bank has a large number of personnel, some of whom are reserve talents and some of whom are on-the-job personnel. We have to develop different training mechanisms for different people. Because the content that needs to be learned is different at different stages, we must give our employees enough room for improvement so that they have the strength and ability to develop more businesses. Each position is a test for the employee's ability. , for such tests, we will try our best to help employees improve their basic qualities so that they can be competent at their jobs. Training is not something that happens overnight. What is needed is accumulation over time, what is needed is vigorous training of our manpower, and more importantly, the active cooperation of employees to complete the tasks assigned by our bank and complete our work to meet the needs of the market.

3. Do a good job in attendance

Attendance is a very important part in our bank. Our bank is different from other industries, but attendance is necessary. We have it for every employee. A completed task indicator, only after reaching the indicator can you be qualified for the job. If you cannot complete the task, you will not be qualified for the job. We choose to persuade these people to quit because their contribution to our bank is not enough, their ability is not enough, and it is not our bank's responsibility. Our bank needs only the right people and those who are willing to work. Our bank is firmly opposed to parasites. We reward and praise people with outstanding abilities. We also treat those who don’t want to work well and only take this job. We have been working hard for the development of the bank without giving warnings or advice to those who don't care.

The work of the year has ended. During this year, we did not have any major problems in our work and were able to complete the tasks assigned by our superiors. In the new year, we will continue to work hard to prepare for our work. .

2. Year-end summary report of the Human Resources Department Part 2

Time flies, 20xx has come to an end. In the past year, our Shaanxi Jintai Hongxin Construction Engineering Co., Ltd., under the chairmanship of Mr. Liu, Under the leadership of the company, the horse took off and crossed the extraordinary 20xx year with its head held high. In 20xx, we focused on the company's annual business goals. The Human Resources Department implemented relevant measures and target responsibilities in management. With the care and guidance of the company leaders, various tasks have made certain progress, which also laid the foundation for the work in 20xx. The foundation has created good conditions. In order to sum up experience, find gaps, and promote the department's work to a higher level, the work summary of 20xx is now reported as follows:

1. Summary of key work in 20xx

(1) Establish rules and regulations

Gradually standardize human resources management and improve the company's human resources management systems so that the company's human resources work has rules to follow and timely formulate a series of Management methods that are in line with the company's actual situation, this year mainly established the "Personnel Management System", "Labor Contract Management Regulations", "Performance Appraisal Management System", "Employee Training Management Methods", "New Employee Assessment Management Methods", etc. A personnel change process has been established. From entry to resignation, as well as job changes during the period, employees are handled in accordance with the prescribed procedures and procedures to achieve smoothness and traceability of all work.

(2) Improvement of organizational structure and staffing

In 20xx, the Human Resources Department reorganized the company's overall organizational structure system based on the organizational strategic needs, analyzed personnel and formulated plans for each department Position setting and staffing, targeted and appropriate adjustments to the staffing of each department, so that the company's personnel position setting situation can be configured and played to the best possible extent, and the role of each functional department and employee, as of December 31, 20xx The company has a total of 62 employees, 25 government employees, and 37 employees in each branch and project.

(3) Recruitment situation.

This year’s recruitment channels mainly include Zhaopin Recruitment and boss direct recruitment. The annual recruitment fee is about 3,500. This year, 25 people were recruited and hired, and 7 people resigned.

(4) Establish and complete personnel electronic files

Improve the personnel roster, and conduct statistics on personnel basic information, company length of service, and certificate holding status to facilitate personnel inquiries and provide future information. Provide the basis for relevant required work; an electronic ledger of personnel certificates has been established to conduct statistics on certificate holders. Currently, our company holds 5 people with Level 2 Construction Engineer Certificates, 8 people with Construction Safety Certificates, 2 people with Traffic Safety Certificates, and Level 2 Cost Engineers. 1 person has the certificate, and 10 people have the other technician certificate. In order to establish a long-term cooperative relationship with excellent labor subcontracting teams and reserve labor subcontracting resources for future large-scale projects, a statistical file has been created for the existing or excellent labor teams that have cooperated with the project.

(5) Do a good job in the company’s written work

Draft comprehensive personnel documents, organize and archive them, and cooperate with leaders to further supplement and improve various rules and regulations on the basis of formulating them. system, and timely convey and implement the spirit of the company's relevant meeting documents and instructions.

(6) Establish an efficient team

Promote corporate culture promotion, continue to improve the corporate culture management system under the correct leadership of the company, and cultivate a positive, optimistic, united and progressive corporate culture, Taking the completion of corporate goals as the foothold, creating a people-oriented and harmonious atmosphere, with the company as the center, establishing a good image of the company, clarifying the company's development and goals, enhancing the company's cohesion and centripetal force, thus effectively promoting the company's reform and development.

2. Work plan of the Human Resources Department in 20xx

The Human Resources Department has been established for one year. During this period, it has witnessed the growth of the company and the improvement of colleagues. This is in line with the leadership of the company. Guidance and care are also inseparable. The Human Resources Department will continue to further implement human resources work under the requirements of the company's general environment. Through this, the future direction of our company's human resources development is a competency-based human resources management system and performance management combined with goal management. Human resources work must achieve standardization, standardization and professionalization of human resources management. In the new year, we will continue to explore and improve, and the specific plans are as follows:

(1) Strengthen human resources management, based on the company’s current human resources status and refer to the human resources management experience of advanced enterprises , innovate and establish a sound human resources management system that is more suitable for the company's business development. As the company grows, it will gradually implement institutionalized and process-based management, improve and revise various rules and regulations, complete job analysis of each department and position, and provide scientific basis for talent recruitment, salary assessment, and performance appraisal.

(2) Further strengthen target management and gradually implement a performance-oriented compensation system.

First of all, the performance management system includes eight sections, which are also eight steps, including pre-implementation preparation, strategic planning, department plan and budget, performance plan, performance control, performance appraisal, performance communication, and application of appraisal results. Each step during this period contains rich work content. For performance management, companies must repeat these eight steps every year before they can be called performance management. Our current work It involves every sector, but it is not as detailed as possible. At present, our main work is to further implement the performance management work into the details, enrich the application of performance appraisal results, and realize that performance management can truly assist corporate operations. It provides rich and reliable reference value for the enterprise's strategy. For these reasons, the assessment work in 20xx mainly focuses on the following aspects:

1. Continue to strengthen performance control and monitor performance. The assessment scores are recorded and archived to understand the performance assessment results. In terms of performance control, the human resources department does not play much role. Performance control work is mainly concentrated on each appraiser. The role of the human resources department is mainly to determine the implementation of performance assessment work. Whether it is fair and just, and whether it is helpful to improve work efficiency and output, in 20xx, in order to achieve effective performance appraisal, the Human Resources Department will strengthen the tracking and communication of the appraisal process, and supervise the appraisal to prevent the appraisal from becoming a mere formality.

2. According to the department’s work plan, establish a departmental business target management assessment mechanism to conduct performance assessments of the department. Middle managers will increase quarterly assessments of KPI indicators to promote the improvement of the overall professional skills and management methods of middle managers.

(3) Personnel recruitment and allocation, timely and effective recruitment of suitable personnel to meet the personnel needs of the employing department, good basic recruitment work, and improvement of the recruitment interview guide manual and test questions for each relevant position.

(4) Strengthen employee training. Through employee training, employees’ work skills, knowledge levels, work efficiency, and work quality will be further improved, thereby comprehensively improving the company’s overall talent structure and enhancing comprehensive competitiveness of enterprises.

(5) Strengthen department construction, improve department functions, vigorously strengthen internal management and standards of the department, strictly follow the requirements of modern enterprise human resources work, and upgrade human resources work from simple personnel management to strategic human resources Levels of resource management.

(6) Strengthen the construction of corporate culture, ensure smooth communication channels within the company, establish an internal information communication mechanism within the company, promote understanding and cooperation between company departments, between superiors and subordinates, and between labor and management, and establish healthy harmony Internal relationships, mobilize the subjective initiative of all employees of the company, brainstorm ideas, and serve the company's development.

(7) Revise the employee handbook and add corporate philosophy, corporate spirit, brief history of corporate development, corporate purpose, corporate goals, etc. to the employee handbook. The collaborative office will organize Carry out various recreational activities for employees, strengthen the promotion of outstanding employees, and do a good job in publicity of corporate culture to the outside world.

In 20xx, under the guidance of the company’s leaders, and closely focusing on the company’s operation and development strategy, I will be strict with myself, be lenient to others, strengthen the study of company rules and regulations, maintain a humble and rigorous work style, and work hard on major events. In important matters, he takes the lead, leads by example, takes the lead, coordinates the work of various positions in a timely manner, and effectively promotes department work. Carefully sum up experience, devote yourself to various tasks with a new work style, higher work enthusiasm and more dedicated work attitude, start from small things, further strengthen personnel and internal affairs management, and play a role in promoting the overall development of the company and the realization of work goals. due role.

3. Year-end summary report of the Human Resources Department Part 3

It has been a year since I started working in the Human Resources Department. Although it is not a long time, it has allowed me to learn a lot of new knowledge and contacts. Come to work content that you have never been exposed to before. All of this is a challenge, an improvement, and a kind of growth for my personal ability and way of thinking. This year has been intense and fulfilling. The work report in 20xx is now as follows:

1. In January 20xx, we participated in the registration for this year’s health professional technical qualification examination and completed the qualification review of the applicants. And submit registration materials to the Examination Affairs Section of Luoyang Municipal Health Supervision Bureau. This year, 251 people from all majors and levels of the hospital registered.

2. In February 20xx, he participated in the JCI re-certification work of our hospital and assisted in organizing employee technical files and training materials with reference to JCI management standards.

3. Recruitment work:

(1) In March 20xx, participate in the preliminary review and on-site confirmation of electronic resume qualifications for the recruitment of business backbones in each department, and assist in organizing written examinations, interviews and business Ability assessment. ***687 people registered for this recruitment, of which 260 met the registration requirements.

(2) In April 20xx, we participated in the recruitment of the first batch of clinical nursing, medical technology, pharmacy and other professional contract personnel this year.

(3) In July 20xx, we participated in the recruitment of graduate students this year. A total of 324 people registered online for this recruitment, of which 170 met the registration requirements.

(4) Participated in the recruitment of the second batch of clinical nursing staff this year in November 20xx.

4. Salary and welfare work:

(1) From July to December 20xx, the monthly daily wages, bonuses, welfare benefits, etc. were processed based on the monthly attendance reports reported by each department. Work.

(2) Develop salary standards for 45 fresh graduate students and 23 business backbones with work experience who will arrive in August, and submit them to department leaders for review and then deliver them to the Financial Accounting Center for issuance.

(3) In November 20xx, quality management awards for this year were issued to all 1,747 employees based on their attendance in the previous 10 months.

(4) In December 20xx, winter heating fees for this year will be paid to all hospital employees in accordance with relevant policies and standards.

(5) This year***, 689 people completed salary grade and wage adjustments, 27 people applied for approval for regular salary changes, and 7 people applied for retirement processing and refunds.

5. Physical examination work: From March 20xx to August 20xx, *** participated in organizing physical examinations for 219 new employees.

6. In August 20xx, he assisted the department leaders in completing the registration and presentation of appointment materials for the 20xx appointment of high-level professional and technical positions in the hospital.

7. Assist department leaders to recruit all employees and compete for middle-level cadres this year.

8. Complete the daily work of the department and the temporary work assigned by the department leader.

In 20xx, I should further exert my subjective initiative in my work, think more, practice more, summarize more, urge myself to make continuous progress, give full play to the spirit of teamwork, and do my best to make the overall human resources department better. The work is more perfect.

4. Year-end Summary Report of the Human Resources Department Part 4

I have grown a lot in more than a year. I am very grateful to all the leaders for their concern and help. Thank you to the company for giving me the opportunity to grow and learn. It has been a year since the establishment of the Human Resources Department. I am honored to have participated in the growth process of the Human Resources Department, from scratch to the original imperfection. The continuous progress to this day is all due to the contributions of various departments. I would like to summarize my work this year as follows:

1. Main work

1. For the company’s employees Collect and manage personnel files and other information to make them more complete and ensure the integrity of employee files.

2. Responsible for managing employee labor contracts. The signing of employee labor contracts did not go very smoothly. Many employees were unwilling to sign labor agreements. Employees did not have adequate understanding of the signing of labor agreements. In the next year, We will explain this issue clearly to employees during our work so that we can sign agreements with employees more smoothly.

3. Based on the company’s relevant regulations on seniority wages, calculate employees’ seniority wages every month.

4. Responsible for handling employee entry and exit procedures,

5. Responsible for the payment of employee benefits during holidays

6. Assisting in the recruitment and appointment of employees Specific matters include the release of recruitment information, employee interviews and arranging employee internships.

7. Assist various departments in organizing the planning, implementation and supervision of employees’ spare time activities to enrich employees’ spare time life.

8. Responsible for the assessment summary of various department managers and the indicator assessment of the sales department and production department.

9. Assist various departments to improve their various rules and regulations.

In October, various trainings for all employees of the company will be carried out, including skills training and comprehensive quality training. These trainings are all organized internally by the company.

11. Responsible for filling in and issuing employee transfer notices.

2. Summary of personal experience

1. For individuals, they should strengthen their studies after working seriously and continuously improve their professional qualities in order to face greater challenges and work hard. Cherish this hard-won learning opportunity.

2. Prepare long-term personnel reserves and formulate personnel recruitment plans.

3. Provide training for new employees and current employees so that new employees can adapt to work faster and old employees can work with more proficient skills

Three , Personal shortcomings

1. Immature attitude and methods of doing things. There are many problems that are not seen thoroughly enough, thinking long-term enough, or thinking about complex problems in the simple way of thinking before. As a result, sometimes there will be some mistakes and loopholes in the work.

2. If you are not confident enough, you should constantly enrich yourself and strengthen your confidence to make yourself more confident and confident.

3. Improve your expression and communication skills. Human resource management work is communication between people. Only when communication is good can the work be done well.

4. My comprehensive ability is still lacking and I am somewhat weak in handling things.

IV. Personal plan for next year

1. Improve your professional quality, act in a legal and reasonable manner, and take the interests of the company as the starting point.

2. As a communicator of corporate culture, you can improve your professional level to a higher level and improve your communication and coordination abilities.

3. Systematically study and summarize the major modules of human resources.

4. Carry out systematic study of human resources management and get more in-depth into it.

5. Try to make strategic plans for the company and further improve yourself.

5. Suggestions for the company

1. Establish a sound rules and regulations management system and execution system.

2. Respond promptly to the questions and suggestions on the employee satisfaction survey form, and encourage employees to actively make suggestions.

3. Strengthen the publicity of corporate culture and let corporate culture penetrate into the thinking of every employee. Thinking determines behavior and behavior forms habits.

4. Clarify the incentive system. After completing their own work, they should be encouraged to do other work. This will help improve work efficiency.

5. Clarify job responsibilities so that every employee on the job must know the responsibilities of this position, so that no matter whether they are new employees or old employees, they will know what they should do.

5. Year-end summary report of the Human Resources Department Part 5

In 20xx, the Human Resources Department, in accordance with the company’s arrangements and deployment, and with the support and cooperation of various departments, actively worked on the human resources Carry out work in management, salary management, employee training, performance appraisal, internal training, etc., conscientiously perform work responsibilities, be truthful and pragmatic, and successfully complete various tasks of the Human Resources Department.

1. Completion of departmental work

(1) Establish rules and regulations to standardize human resources management

1. According to the requirements of the State-owned Assets Supervision and Administration Commission, in order to speed up corporate personnel In order to establish and improve the system, the department drafted and formulated the "Company's Three System Reform Plan" upon the company's decision, actively and steadily carried out the reform of the personnel, employment, and distribution systems, so as to establish as soon as possible the ability of corporate managers to move up and down, and the ability of employees to advance. We will gradually build a team of employees with strong combat effectiveness, professional proficiency and high quality.

2. In order to scientifically evaluate the work performance and performance of the company's deputy heads and establish a reasonable assessment mechanism, the department drafted the "Business Performance and Salary Management Assessment Plan for the Company's Deputy Heads" and cooperated with the Party Committee Office to report Implemented after the company’s decision.

3. Develop a plan for determining positions and personnel, and based on the existing management structure, make appropriate optimization and adjustments to the establishment, positions, and personnel based on the responsibilities, work content, business volume, management level and scope of each department , its purpose is to rationally allocate human resources and build a scientific job management system through position determination, staffing, and staffing, so as to provide a basic basis for setting salary grades, performance appraisals, personnel training, and promotions.

(2) Strengthen the refined management of human resources

In a highly responsible attitude towards the company and employees, in conjunction with the Provincial and Municipal Party Committee, the Municipal Government’s State-owned Assets Supervision and Administration Commission, and the Municipal Construction Bureau’s "Change of Work Style" The "Year of Improving Development Environment Construction Year" activity manages, supervises and inspects labor discipline, grooming, work order, style construction and other aspects, and requires and guides young employees to improve and correct deviations from work attitude, behavioral norms, organizational discipline and other aspects. .

1. Strengthen the daily inspection of personnel attendance

Calculate employee attendance records every month and check the attendance status of each department to complete salary accounting and payment.

2. Act according to the rules, and those who violate the rules will be punished.

Strictly implement various rules and regulations and employee behavioral standards, and act in accordance with the rules. Violators will be punished. 14 people were punished for erroneous behavior.

3. Strengthen communication with various departments

Guide company employees to improve and correct their mistakes in terms of work attitude, civilized language, standardized behavior, etc., and timely grasp employees’ ideological trends and Work dynamics help employees understand themselves correctly and clarify their career direction.

4. Customized construction site uniforms for employees

In order to enhance the corporate image and show employees’ good appearance and mental outlook, the company provides uniform customization of construction site uniforms for employees.

(3) Standardize social security work and improve salary and benefits

1. Timely complete the increase, decrease and base verification of social security for employees and resigned employees to ensure that employee insurance premiums are paid in a timely, accurate and practical manner It protects the rights and interests of employees and solves everyone’s worries.

2. In order to ensure the normal welfare benefits of female employees and reflect the company’s care for the lives of female employees, on Women’s Day, the company distributes welfare items to female employees according to the standards specified for each person.

3. Comply with laws and regulations, protect the rights and interests of company employees, and promptly pay various welfare subsidies and heatstroke prevention and cooling fees in accordance with regulations.

(4) Optimize performance appraisal and improve the salary system

The department has improved and revised the "Annual Performance Appraisal Methods", and carefully analyzed the reasons for the deficiencies in the previous year's performance appraisal methods and revised the assessment methods The imperfect areas have been optimized to better realize scientific and dynamic management, so as to maximize the potential and work enthusiasm of employees, improve work enthusiasm, and achieve the optimal allocation of personnel in various positions within the company.

(5) Strengthen personnel training and improve employee quality

1. The department adheres to the concept of building a learning team advocated by the company, conducts training through various methods and channels, and strives to improve The overall professional quality and professional sentiment of the company's employees inject vitality into the smooth development of all the company's work. In 20xx, the company carried out 22 trainings from basic standards, legal study and education, organization of documents and meetings, business theory, construction site visits and study, safety training, warning education, etc., and completed the full-year training plan as planned, improving employee performance. quality and achieved obvious results.

2. According to the training plan, the company organized all employees to carry out a one-day expansion training on June 30 to cultivate team cohesion and teamwork, strengthen corporate culture construction, enhance ideological work, and achieve the purpose of training The sense of responsibility, honor and teamwork of all cadres has been significantly improved.

3. According to the project development needs in 20xx, the company accelerates talent cultivation through independent training and self-taught methods, and provides employees with various external learning and exchange opportunities.

(6) File information management

In order to strengthen the company's employee management, the department requires employees to transfer personnel files in a timely manner, and complete relevant procedures in a timely manner for employees who resign (resign). One person, one file, and dedicated management are realized. Collect and manage the personnel files and other information of company employees to make them more complete and maintain the integrity of company files.

(7) Strengthen internal management and establish a learning team

In the process of "management and leadership" of department personnel, we will continue to self-reflect and correct mistakes, continuously improve working methods, and be targeted Conduct political theory and business learning within the department on a regular basis and regularly, and improve the overall quality of the department and enhance the combat effectiveness and immunity of personnel through learning. Encourage department personnel to always maintain a rigorous and serious work attitude and meticulous work style to ensure the comprehensive completion of department work goals.

2. Existing problems

(1) There are many young employees in the workforce, and those with rich work experience account for a small proportion of the overall workforce. There are insufficient professional and technical reserve personnel. As far as the current situation is concerned, it cannot keep up with the company's rapid future development.

(2) The existing management system has a lot of principle content, no standardized work process, and no clear responsibilities and division of labor for each link. The basic work of fixing positions and personnel is not yet complete, and relevant systems need to be continuously improved around the requirements of the "three system reforms".

(3) The skills of employees do not meet the job requirements, and there is a general lack of composite employees. Some employees are not qualified for their jobs. At the same time, employees have relatively single skills and abilities. They lack the ability to coordinate and communicate with external parties who can handle internal affairs. Those who have strong external communication skills are insufficient in written expressions.

III. 20xx work plan

(1) Improve the company’s human resources management system

Focusing on the requirements of the three reform plans, improve the company’s personnel, labor , distribution related systems.

(2) Scientifically determine positions, staff and personnel

Based on the existing management structure, according to the responsibilities, work content, business volume, management level and scope of each department, the establishment and positions will be determined. , personnel should be appropriately optimized and adjusted. The purpose is to rationally allocate human resources and build a scientific job management system through fixed positions, fixed numbers, and fixed personnel.

(3) Strengthen labor contract management

Regulate labor relations in accordance with the law. Revise the labor contract management measures. The contract clarifies the work content, labor discipline, behavioral norms, performance requirements, rewards and penalties, as well as the criteria for renewal, termination of labor conditions and identification of employees' incompetence for the job requirements.

(4) Improve the salary management system

Under the control of total wages, optimize the internal distribution mechanism to fully embody the principle of more rewards for more work, better rewards for better work, and rewards and penalties. The salary level should be as high as it should be and as low as it should be, ensuring that the total salary is controllable and controllable.