How to write the year-end summary of enterprise salary and welfare specialist?

Part I: Annual Work Summary \x0d\ Employee Relationship Management Position. On the one hand, through attendance management, labor contract management, entry/exit management and effective management of social security, the legality, standardization and efficiency of personnel management are ensured; On the other hand, by establishing employee communication channels, formulating employee protection plans, employee care plans and employee reward plans, and conducting employee satisfaction/engagement surveys, we will strengthen the implementation and infiltration of corporate culture. In 2008, the company put forward the concept that "employee interests are the fundamental interests of enterprises, and employee interests are the internal driving force of enterprise development", which put forward higher requirements for employee relationship management. \x0d\ According to the arrangement of the department's work, the scope of work in 2008 was very wide, from salary and welfare to employee recruitment, and a lot of basic work was done. At the same time, some progress has been made in employee labor relations management, employee communication, employee care and employee satisfaction survey. , further improving the employee relationship management. At the same time, there is still a lot of work that has not been carried out or is not perfect, so it will be completed in 2008. \x0d\ Part II: Summary of Specific Work \x0d\ This year, the following work was mainly completed: \x0d\ I. Labor relations management \x0d\ (I) Establishing flexible and diverse employment forms \x0d\ This year, according to the development of the company's strategy and the business development of various regions of the company, flexible employment contracts, labor dispatch personnel, internship students and other ways were adopted. At the same time, The information of all kinds of personnel is as follows: \x0d\ number of employees with different employment forms \x0d\ proportion of employees (persons) \x0d\ labor contract system 2 1288.3%\x0d\ borrower 3 1.25%\x0d\ labor dispatch personnel/kloc-0. Interns 4 1.67%\x0d\ total 240 100% \x0d\ (2) Realizing standardized management of labor contracts \x0d\ With the rapid development of the company, new employees are constantly joining the company, so the workload of the human resources department in daily employee relationship management is greatly increased. In a series of work such as personnel file management and employee labor contract signing, the signing rate of formal employment labor contract was 100%, and the task was successfully completed. \x0d\ II。 Management of working hours and holidays \x0d\ Standardize the management of working hours. According to the actual situation of the company, the business personnel and logistics personnel shall be subject to irregular working hours system and comprehensive working hours system, and shall be approved and put on record according to regulations. At the same time, in order to protect the health of logistics workers, the Regulations on the Management of Working Hours of Logistics Workers was formulated, which stipulated that the continuous working hours of logistics workers should not exceed 12 hours to ensure safe operation. \x0d\ The Regulations on Annual Leave for Employees were revised according to the National Regulations on Annual Leave for Employees, and the Regulations on Annual Leave for Employees were formulated and issued, which standardized the management of annual leave and guaranteed the rights and interests of employees. \x0d\ III。 Social insurance and provident fund benefits \x0d\ (1) Payment of social insurance and provident fund \x0d\ Since the employees joined the company, the company has established pension, medical care, unemployment, maternity and work-related injury insurance for employees, providing them with a sense of security and medical care, and providing them with protection in special periods such as maternity and work-related injuries, thus eliminating worries. \ x0d \ 2008, the total insurance accumulation fund was 2.58 million yuan, including endowment insurance of 6.5438+0.08 million yuan, medical insurance of 480,000 yuan, unemployment insurance of 6.5438+0./kloc-0.00 million yuan, industrial injury insurance of 35,000 yuan, maternity insurance of 28,000 yuan, heating cost of 56,000 yuan and accumulation fund of 790,000 yuan. X0d \ Monthly headcount \ x0d \ 1 12462, 72428, 3536,6031,98 165438. 082 137579 \ x0d \ 2 13765、29929、3606、8742、062 183、42932、925 14 1、667\x0d\ 3 13968, 62430, 879739513, 2 1433, 96428, 30355, 94279 1, 7082,579. \x0d\ 2。 Work-related injury insurance accident handling \x0d\ In the first half of the year, the follow-up work of Wang Engang's work-related injury accident in June 2007 was completed, the work-related injury treatment was appraised and declared, and * * * received medical expenses and a one-time subsidy of 28,000 yuan. \x0d\ In the second half of the year, major industrial accidents in the company's history were handled, including a series of work such as industrial injury express, industrial injury identification and industrial injury treatment application, and all links in the handling process were coordinated to ensure the smooth completion of this work. \x0d\ 3。 Handling endowment insurance and medical insurance accounts \x0d\ This year, more than one personal account was closed, merged and transferred 10, and personal account problems were handled for employees in time. \x0d\ IV。 Annual inspection of labor \x0d\ Conduct annual inspection of labor and insurance according to the requirements of the labor department, and comprehensively check the legality of the company's labor wages, labor contracts, labor insurance, relevant management systems and working hours management. This work was carried out in March and May respectively, and the task was successfully completed. \x0d\ V. Employee care \x0d\ 1, employer liability insurance \x0d\ In order to ensure employees' personal safety and maximize employees' interests, the company purchased employer liability insurance for employees and established different security systems according to different risks of posts. \x0d\ Since August this year, due to accidents, the employer's liability insurance has been settled. We actively contacted all parties, obtained key materials, properly handled the accident, actively cooperated with investigators, and strived to complete the case within this year. \x0d\ 2。 Birthday benefits \x0d\ In the form of e-cards, employees can feel the birthday care from the employees of the company and the system and stimulate their sense of belonging. \x0d\ 3。 Employee health management \x0d\ In order to ensure that employees' health can meet the work requirements and will not have adverse effects on others' health in collective life, and to strictly control the entry, the Provisions on the Management of Physical Examination on Entry was drafted, stipulating that those who fail the physical examination cannot be employed. \x0d\ The company attaches great importance to the physical examination of employees. In order to pursue higher physical examination quality, it conducts market research before physical examination, and selects the best cooperation unit for employees to obtain the best physical examination effect. \ x0d \ 2008 Physical examination of employees in 2008 will be conducted in the near future. \x0d\ v. Communication \ x0d \ In order to give full play to the collective wisdom of all employees, encourage employees to actively participate in company management, enhance employees' sense of ownership, and enhance the core competitiveness of the enterprise, an employee communication mailbox was opened from the date of 1 1, and a formal employee communication channel was initially established. The establishment of employee's mailbox, from another level, listens to employees' opinions or suggestions on company development, system construction, department construction and cross-departmental workflow, and creates an atmosphere of employees' participation in management. \x0d\ VI。 Resignation management \x0d\ Establish a resignation interview mechanism, conduct in-depth resignation interviews when employees leave, find out the real reasons for employees' resignation, and find out the problems and deficiencies in company management. For this reason, the employee resignation interview form is designed and will be popularized in future work. \x0d\\x0d\ It is also an important job of resignation management to properly handle all kinds of relationship transfer of resigned employees and make them satisfied. 58 employees left this year. \x0d\x0d\ Total number of senior managers in system category \ x0d \ senior management 1 1\x0d\ enterprise management 33\x0d\ marketing system41317 \ x0d \ financial system/kloc. Part-time 22\x0d\ internship 33\x0d employee satisfaction survey \x0d\ In order to create a harmonious working atmosphere and protect employees, * * * is divided into four stages: investigation, finding and analyzing problems, and introducing and implementing improvement measures. \ x0d \ 2008 employee satisfaction survey was started on June 365438+1October 3 1 and the satisfaction survey analysis report was completed on October 30 165438. From the overall situation of the company to various systems, * * * has formed nine XXXX employee satisfaction reports and various system satisfaction analysis reports * *. And organize various systems to hold employee satisfaction analysis seminars, carefully analyze the causes of various problems from six dimensions: concept guidance, organizational support, incentive development, leadership behavior, employee behavior and working environment, and formulate improvement plans. \x0d\ At present, * * five systems have held satisfaction reflection meetings: board system, financial system, standards and information management system, human resources system and marketing system. Members of the system spoke actively, deeply reflected on the problems reflected in the report, and conducted in-depth discussions on the next step of work improvement. The four functional systems have formulated specific satisfaction improvement measures. \x0d\ The company's overall employee satisfaction improvement plan is being worked out and will be approved and further implemented at the end of the year. \x0d\ VIII。 Salary management \ x0d \ Before \x0d\ 2008, salary and welfare management was a job responsibility of this position, and its main task was to \ x0d \ distribute daily wages and benefits. \x0d\ Daily salary payment is the daily work of the Human Resources Department, which is carried out on a monthly basis. In addition, in the monthly report of human resource management, the monthly labor cost is analyzed and counted. \x0d\ XX salary status analysis and improvement ideas \x0d\ In order to establish a reasonable salary system, the development and changes of the company's salary policy are reviewed and the status quo is analyzed. Under the guidance of general manager X, the future salary planning ideas of the company were formulated, and the report "XX salary status analysis and improvement ideas" was formed. \x0d\ Reviewing the history and analyzing the present situation, it is found that there are a series of problems in China's existing salary policy, such as unclear job system, lack of job evaluation system, insufficient incentives, and welfare benefits to be improved. We put forward the idea of establishing a comprehensive return system and conducting market research and job evaluation with the help of consulting companies, which laid the foundation for optimizing the job performance compensation system in the next step. \x0d\ IX。 Recruitment \x0d\ 08 is a heavy year for recruitment. In this year, with the development of our country, there are more vacant positions in various departments, and the demand for personnel is also relatively large and urgent. Therefore, the Human Resources Department has invested more time and energy in personnel recruitment, and brought the recruitment of overseas institutions into the scope of this position, so as to provide high-quality human resources supply to ensure the business needs of the company's overseas institutions. This year, we provided human resources support for XX department, XX base and XX logistics base through online recruitment, on-site recruitment in different places, and recruitment by labor dispatch companies. \x0d\ Part III: Problems existing in the annual work and suggestions for improvement \x0d\ As an important part of the human resources department, employee relationship management has played its due role according to the requirements of job responsibilities. However, at the end of the year, there are still some unfinished work, and many problems have appeared in the process of promoting some work. In order to better sum up experience and lessons and promote better work in the future, it takes a long time for the improvement of opinions to be effective, and the trust of employees can not be won in a short time, so it takes a long process. \x0d\ It is an effective way to improve employee satisfaction by further building a communication platform, conducting regular employee interviews, establishing the system of president's reception day, paying attention to employees' opinions and suggestions, and actively taking improvement measures. \x0d\ (2) There is no effective incentive system, and employees receive less praise at work, which reduces employees' satisfaction. We should establish an incentive system that combines material incentives and spiritual incentives to stimulate the enthusiasm of employees. \x0d\ (3) This year, the form of labor dispatch was adopted, which improved the flexibility of employment and outsourced some routine work, but the intensity was not enough. It is suggested that transactional work should be gradually outsourced, and human resource management should be transformed into strategic human resource management, so as to gradually increase the proportion of strategic work. \x0d\ (4) In this year's work, we didn't really "seek truth" and "seek details", especially we didn't pay enough attention to work details, which led to some omissions and affected the overall work quality. To this end, the future work will be in-depth research and profound review in the field of fine chemicals. Work harder on "essence". Put an end to all kinds of low-level mistakes and negligence. \x0d\ Part IV: Work Ideas for 2009 \x0d\ According to the analysis and summary of the completion and existing problems of all the work in this year, the Human Resources Department will carry out all the work in 2007 in a planned and focused way, and the main work is broken down as follows: \x0d\ (1) Labor relations management \x0d\ Keep track of the work of all labor dispatch companies at any time. \x0d\ Due to the influence of social environment on business, in order to avoid the risk of long-term labor contract, the number of employees who use labor dispatch is appropriately increased, and the post category can be limited to logistics operation employees. \x0d\ (II) Employee communication \x0d\ Communication is not only an important means of information transmission, but also the main method of establishing good employee relations. Knowing employees' thoughts, emotions and psychological states has deepened their understanding and trust in the process of exchanging ideas and sharing feelings. \x0d\ employee communication will be the focus of future work. Establish employee communication system and conduct employee interviews regularly, including probation communication, formal communication and resignation communication. And set up an honorary employee president reception day to form a communication system for employee growth, effectively improve and enhance the level of employee relationship management, and at the same time increase incentives for employees' rationalization suggestions, providing reference for company leaders to make decisions. \x0d\ (III) Employee Care \x0d\ Continue to buy employer liability insurance for employees and increase insurance coverage. \x0d\ Strengthen employee labor protection, track the implementation of labor protection articles in time, understand the continuous operation time and labor intensity of logistics workers, and standardize employment management. \x0d\ Continuously improve the level of employee benefits, further optimize the existing birthday benefits and wedding benefits, and show the company's care for employees in flexible and diverse forms. \x0d\ (IV) Implementation of employee satisfaction improvement measures \x0d\ The employee satisfaction survey deeply digs employees' opinions and makes many potential problems clear, so measures must be taken to solve them. Otherwise, it will intensify contradictions. \x0d\ First, announce the survey results and satisfaction improvement plans to employees in an honest and open way, then learn about the implementation of various system improvement plans through regular employee interviews, and finally promote the implementation of improvement measures. \x0d\ Part V: Conclusion \x0d\ Employee relationship level affects employee satisfaction, and employee relationship management has a long way to go. Therefore, in the future work, we should do the daily specific work related to the interests of employees in detail, well and well, constantly improve the professional level and strategic height, and take improving employee satisfaction as the focus of employee relationship management, thus promoting the realization of human resources strategic goals!