Model essay on monthly work summary of personnel department

Summing up the work process is actually a review of past work experience. Through the review, we can carefully find and summarize the problems in the work process and understand the causes of the problems at the cognitive level. Dear readers, I have prepared some model essays on the monthly work summary of the personnel department for you. Please accept them!

Model essay on monthly work summary of personnel department 1

With the coming of the new year, doing personnel work makes me feel very happy. I think it is very necessary to do such a thing well. I should take the initiative to take responsibility for my work. Doing personnel work now makes me more nervous. As a personnel employee, my company has just been established and I feel a lot of pressure. My work has just started, and there must be a lot to do. I have made a lot of preparations, and I have never ignored its importance in my work.

First of all, the company has just been established, so we must make great efforts in recruitment, and it will take some time to do a good job in personnel recruitment. I have been doing personnel work for several years, and I hope I can make great achievements in _ _ company. I will continue to inject fresh blood into the company, and it is of great significance to me to strictly select talents and maintain good quality. This is the direct way for me to improve myself. I am full of motivation for this job now. I will further make relevant work arrangements. During my work, I will definitely implement relevant systems. That's for sure. Recruitment information will be published on major platforms. Now the company is still in its infancy. These should be kept clear. Of course, I will try my best to do a good job in recruitment.

Make persistent efforts in the next work. Of course, some things need to be planned. I will continue to make good preparations for personnel work, handle the details in place, improve the company's various systems, and do all kinds of finishing work. I will definitely do my work better in the future. Although the personnel work is complicated, I am still very enthusiastic about this job. When the company was founded, it was also a busy time for our personnel department. As a member of the personnel department, I will do a good job in details, further improve the company's personnel work on the original basis, sort out Yan Jin's work system, publicize the company's various systems in place, and then do a good job in training new employees to create a company with its own characteristics and a good working atmosphere. This is also very important in the future work.

Finally, in terms of personal work ability, I will definitely strengthen my work level when the company is just established. This is also a good time for me to exercise myself. In the next stage of work, I will further make daily personnel arrangements, so that my work can be effectively carried out, create more value for the company and be an excellent personnel.

Model essay on monthly work summary of personnel department II

The new January 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 the year of _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

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.

In fact, it is said that "the difficulties in the world begin with ease, and the great things in the world begin with detail." As long as we work more carefully, communicate more and have a strong sense of responsibility, I believe the people will become stronger and stronger.

Monthly work summary of personnel department model essay 3

First, improve various systems and gradually realize the standardized management of human resources.

At present, the Group is in the preparatory stage, and various systems are not yet perfect. According to the actual situation of the company, we will define the organizational structure and formulate a set of group human resource management operation process system. At the same time, guide all subsidiaries to improve the company's human resource management system according to their own industry characteristics and refer to the group's human resource management system, and gradually realize the standardized management of the company's human resources. The establishment of various systems is planned to be completed before June 30, 20__.

1. Establish a new employee induction management system.

At present, the company pays low attention to new employees, which is easy to cause the loss of new employees. To this end, a new employee induction management system will be established and two induction instructors will be appointed to help new employees. One is the corporate culture tutor, whose main responsibility is to guide new employees to get familiar with the corporate culture of the company from the first day of employment and integrate into the company as soon as possible; The second is the business mentor, whose main responsibility is to help new employees get familiar with the work process and guide them to get familiar with the work materials step by step to adapt to the company's work requirements.

At the same time, the two tutors are also required to communicate with new employees every week to understand their adaptation to the company and work and answer the doubts raised by new employees. It is necessary to conduct unified training for the tutors of new employees, so that they can master the methods and communication methods of guiding new employees, and give encouraging subsidies. At the end of the year, outstanding tutors will be selected and awarded certificates and awards.

2. Establish a new training management system.

Training is an effective way to improve the quality of company employees, but it needs systematic implementation to be more effective. The new training system will implement credit value and bring it into the scope of performance appraisal. Learning materials are divided into new employees, professional accomplishment and management skills. All employees in each business category and professional quality category need to participate in learning, and employees in each business category participate in learning. New employees belong to new employees. Learning methods will be diversified, companies and departments will be organized in a unified way, and individuals will study by themselves, and they will go out for inspection and training. During this year, students will be evaluated and awarded certificates.

3. Improve the employee handbook.

Employee Handbook is a learning guide to guide employees to be familiar with the company's corporate culture, the company's code of conduct and the daily work flow. It is also a compass to guide employees. First, the original terms are not suitable for enterprise development, then the controversial terms are refined, and then new materials are added, such as basic etiquette norms.

4. Improve the salary and welfare system.

In the new year, in order to cooperate with the implementation of performance management and improve the welfare system, the original salary structure will be adjusted.

5. Establish team level management system and evaluation system.

In order to better control collectivization, the ranks of the group will be sorted out, divided into administrative series and professional series, and measurable standards will be drawn up for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time of entry and the time of social work in the same position. Ordinary employees: within two years of employment, within two years of the same position in society; Senior employees have been in the company for more than two years and have worked in the same position in society for more than two years.

6. Improve the performance appraisal management system. In 20__ _ _, property, real estate and supermarkets will gradually implement performance appraisal, summarize the monthly appraisal situation, summarize and modify the information that needs improvement, and better meet the performance management needs of each company.

Two, strengthen the management of employee training, and further improve the overall quality of employees.

At present, the overall basic ideology, service awareness, daily basic etiquette knowledge and business knowledge of the employees of the subsidiaries of the Group need to be improved. Conduct a comprehensive training demand survey in 20__ years and make an annual training plan. Training will be classified according to induction training, business skills training, intensive training and basic quality training, and the annual training points system will be implemented.

1, new orientation training.

Mainly to familiarize new employees with the basic situation of the group and learn common sense of daily etiquette. According to the number of employees, it will be arranged quarterly or monthly by the Group Human Resources Department. For the training materials of new employees, our department will collect relevant materials, organize them into brochures and PPT (20 _ _) to be completed before March 30th. After the training, a written evaluation will be conducted to check the employee's mastery and serve as the basis for the probation evaluation.

2. Business knowledge training.

Mainly to enhance employees' business potential learning, so as to improve work efficiency. Business knowledge training is conducted according to the business department of the company, and the department head or manager serves as a lecturer or organizes learning videos, and can also send training as needed. It is mainly carried out by combining theoretical knowledge, practical operation and case analysis. After the training, the actual operation or theoretical knowledge will be assessed in writing.

3. Strengthen training.

Mainly for the rigid requirements of daily business knowledge and skills, through repeated training, strengthen employees to improve their work skills. This kind of training can be implemented by holding some special skill competitions, such as the daily basic operation standard skill competition of housekeepers and the cashier operation skill competition.

4. Basic quality training.

Mainly to improve the training of employees' daily behavior norms, and further improve the overall quality of employees through such training. This kind of training can be arranged according to the actual needs of management positions and basic positions, and can be carried out by means of overseas training, video training, outward bound training and internal teaching.

5. Cooperate with external training institutions to broaden training channels.

In 20__ years, we will cooperate with Cheng Ju Company to deal with online membership learning. According to the online learning video materials, arrange companies and departments to organize employees to learn the necessary amount every month, and share, discuss, write learning experiences, assess and so on.

6. Organize outward bound training.

Strengthen team communication and enhance team cohesion. Usually, there is little communication between companies and departments, so we should further strengthen communication and enhance the sense of family and teamwork by organizing outings. In the next 20 years, we plan to carry out three outward bound trainings.

The annual points system shall be implemented for training, and training and learning files shall be established. For different ranks, each person's annual training and study time is not less than 20 hours. For colleagues who have taken part in training and study seriously, advanced employees will be commended and rewarded through assessment at the end of the year.

Third, constantly improve performance appraisal to promote the steady improvement of employee performance.

The company will implement a new performance appraisal model, and there will be a gradual adaptation process. In the process of trial implementation, they should constantly sum up, find out the performance appraisal standards that are more suitable for departments and individuals, strengthen the performance interview between department heads and employees, and leaders should give more guidance to their subordinates' own shortcomings, constantly improve their own performance, so that employees' work potential and business skills can be continuously improved in the process of performance appraisal.

Fourth, do a good job in talent reserve and replenish the missing and urgently needed talents in time.

With the diversified development of the company and the continuous expansion of its business, the group's requirements for talents are gradually improving. In order to replenish in time when it is urgently needed and ensure the normal development of daily work, our department will reserve talents through multiple channels.

1, pay attention to internal training, implement the internal talent training plan for grass-roots managers, select outstanding employees with excellent business potential and management potential through performance appraisal, train them into reserve managers, make career development plans for employees, and bring them to the development platform to retain key employees and ensure the sustainable development of the company.

2. Reserve talents for general positions of the company through talents and attending on-site job fairs. When personnel leave their posts and cannot be deployed internally, they should be screened from the reserve talent pool in time and supplemented as soon as possible to ensure the normal work.

3. Make a recruitment plan for the newly developed project in advance to find the talents needed by the enterprise.

Five, improve the salary and welfare structure, improve market competitiveness.

In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve the incentive effect. For the amount of performance pay bonus, a new scheme will be put forward and implemented after being approved by the company leaders. The salary advantage is very competitive in the market. Every enterprise should make a positioning according to its own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful for attracting and retaining talents.

Six, enhance the enterprise team spirit and cohesion.

Harmonious labor relations and strong team consciousness are important guarantees for the sustained and stable development of enterprises. In the daily work relationship, advocate the concept of honesty, cooperation and sharing, strengthen communication and cooperation between departments and colleagues, and strive to jointly accomplish the work goals and tasks of departments and companies. In the daily company activities, we plan to organize some activities that are conducive to team building.

1, held a basic etiquette knowledge contest in April. Strengthen the study of the basic knowledge of etiquette for all employees and further improve their self-cultivation. We will first collect the daily basic etiquette knowledge, compile a book, send it to every employee for study, and conduct video training at the same time, and then take the exam. Reward those who pass the exam and make-up those who fail.

In February and May, the supermarket held a cashier skill competition.

In March and June, the property and supermarket will hold a knowledge contest. Strengthen the study of daily business knowledge and improve the service level and business level of all employees. First of all, the human resources administration department collects the information that should be known, compiles it into a book and sends it to all departments for study. Each department sends representatives to participate in the competition, which is divided into deciding questions, selecting topics and asking questions. , according to the total score ranking, reward the top three.

In April and August, the supermarket held a "Show Cooking, Share Food" contest for Dahua Group employees. One is to show employees' cooking skills, and the other is to publicize the popularity of the supermarket.

In May and June, the supermarket organized a study tour for managers.

In June and August, the property management company organized an inspection tour.

Organize outdoor development activities once a month in July, March, June and September.

8. 165438+ 10 held a learning experience essay contest.

Monthly work summary of personnel department model essay 4

I. Guiding ideology

In view of the weak adaptability, innovation and promotion ability of employees, combined with the company's overall development strategy, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, and provide suitable human resources for the company to establish excellent enterprises with sustainable competitiveness.

Second, the preparation principle

(a) the combination of strategic training, applicability training and improvement training.

(two) for all staff, highlighting the key points.

(3) Centralized management, overall arrangement and clear responsibilities.

(4) Revitalize resources and pay attention to actual results.

Third, the main task of training

(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.

1, set up training courses for refining, continuous casting, steel rolling, welders and instrument technicians (including senior technicians, technicians and default technicians), with the number of trainees * * *; Training courses for welders, instrumentalists, boilers, steam turbines and other senior workers were held.

2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.

3. Vigorously implement the training project of skilled personnel.

Based on reality, all units provide 1 employee with rich theory and strong writing skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.

4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.

(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.

1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, plc and English at different levels.

2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the promotion of new technologies and new processes.

3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation.

(3) To meet the needs of the company's development and management promotion, strengthen the training of all kinds of management personnel needed by the company.

1. According to the requirements of the provincial party committee, provincial state-owned assets supervision and administration commission, the group and other superiors, senior and middle-level managers are selected for training in a planned way to further improve the production, operation and management capabilities of senior and middle-level managers.

2, increase the intensity of full-time rotation training for managers at all levels. Training the newly promoted or proposed middle-level and grass-roots managers on their qualifications; Taking the core courses as the main content, combined with the actual management and requirements of the company, a 1 year full-time rotation training class for middle managers was held; Taking the theory and practice of grass-roots management as the main content, hold the second phase of off-the-job rotation training course for grass-roots managers for more than 6 months; Continue to focus on the "Training Course for Enterprise Team Leaders" and organize 5 off-the-job training sessions 1 month among key members of the team; Combine general management ability with professional management ability, and hold a training session for purchasing and selling system personnel for more than 6 months.

(four) continue to carry out adaptability and improvement training of various related knowledge and skills at different levels.

1. According to the requirements of various management system certifications, we will continue to conduct centralized training on obtaining evidence and recertification for internal auditors, related management personnel, key position personnel and special operations personnel with more than 20 people at different levels; Take a combination of self-run classes, team learning and online learning, and hold all-staff training on laws, regulations and document systems to cultivate employees' awareness of quality, safety and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized routine inspection and maintenance training course for senior and middle managers, equipment section chiefs and professional routine inspection personnel; Take the initiative to run classes and carry out equipment operation and maintenance personnel training with equipment management knowledge and simple equipment maintenance, equipment management regulations, emergency plans and job responsibilities as the main contents.

3. Cooperate with the continuous improvement of the company and continue to do a good job in personnel training and user training at all levels of the system.

(V) Do a good job in the personnel reserve training of the company's "Eleventh Five-Year Plan" new technical transformation projects, and start the training of key personnel such as furnace chief, foreman, converter main steelmaking worker and rocker, refining and continuous casting squad leader in advance according to the project plan.

Four. Implementation strategy and safeguard measures

(A) increase publicity, strengthen modern training concepts, and create a learning atmosphere for all staff.

Through the publicity and reports of TV, newspapers, websites and other media, the company will make managers at all levels deeply realize that "training and development are the driving force for the rapid development of enterprises" and "training is the first process of production". It is their unshirkable responsibility to cultivate and develop subordinates and build high-quality teams. Starting from the company's strategy of building an excellent enterprise with sustainable competitiveness, they consciously attach great importance to the learning and growth of employees; At the same time, the company must create a "need to learn" atmosphere as a whole, so that employees can truly realize that "it is the responsibility and obligation of every employee to adapt to the post requirements and improve their own quality". Training is an effective way to help employees improve their viability and post competitiveness and strive to improve their learning initiative.

(two) improve the training system, strengthen the assessment and incentive, improve the training management system.

1. In order to meet the requirements of the company's management reform and human resource management centralization, we will optimize the training management process, revise and improve the management measures for employee training and development, standardize management, and improve the efficiency of training and development.

2, strengthen the plan management, strict assessment, to ensure the training effect. All training is divided into company training, unit self-training and delivery training, which are managed centrally, and training centers and units are inspected and assessed regularly according to the assessment requirements of economic responsibility system; At the same time, strengthen the assessment of trainers and link the training results with the treatment and use.

3. Improve the training incentives, assess and reward the project implementation units, outstanding students and outstanding teachers (including part-time teachers) who have achieved remarkable training results, and at the same time improve the subsidy standards for part-time teachers' training and teaching, and encourage employees to impart knowledge and experience.

(three) the integration of internal resources, give full play to the advantages of technical departments, improve the ability of independent training and development; Strengthen foreign cooperation and exchange, realize complementary training resources and meet high-level training needs.

1. Give further play to the role of the training center in general professional (post) basic theory and skills training, solve the training infrastructure resources through multiple channels, improve the hardware facilities level of the training center in general post skills training, and meet the basic skills training needs of employees.

2. Give full play to the advantages of technical center, information automation center, maintenance center and other units (departments) in on-site technical and on-site operation training, and bring their resources into the management scope of on-site technical and skill training resources of related majors (posts) of the company to ensure the pertinence and practicability of the training required by the company.

3, starting from the overall interests of the company, break the boundaries of units (departments), make full use of existing and idle resources, promote mutual learning, exchange and training between different units of the same type of work, and realize the sharing of training resources.

4. Strengthen the screening of foreign training information, choose to cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.

(four) to further strengthen the construction of trainers and the development of training materials, and provide qualified teachers and effective training blueprints.

1. Invite experts to the company to conduct professional training for internal trainers (especially part-time teachers), examiners and training administrators, so as to improve the overall quality of trainers.

2. Organize the company's professional and technical personnel, develop a batch of training materials in line with the company's equipment and technology reality, and speed up the improvement of the test question bank and case base to meet the training needs.

3. Give full play to the professional advantages and business specialties of the training center, so that it can provide business guidance for independent training of all units.

(5) Strengthen process management and monitoring to ensure training quality.

In the process of training project implementation, we insist on management according to training quality management standards, focusing on "three links" such as training preparation, training implementation and evaluation. On the one hand, it urges the training responsible unit to do a good job in curriculum design and teacher selection according to the needs, strengthen the management and quality control of teachers' teaching process, and strictly assess students; On the other hand, improve the evaluation method of training effect, and measure the training satisfaction from the aspects of students' reaction, academic performance and employer's evaluation.

Verb (abbreviation of verb) related explanation

(1) All major trainings of the company (including centralized trainings of the company, independent trainings of all units, delivery trainings, etc.). ) included in this plan (see attached table for specific training items), and other temporary training shall be managed according to unplanned training.

(2) Training programs related to Party building and trade union work are included in the Party School plan of the company, and daily political study and team study are included.

(3) Before the start of each training project, the implementation plan must be declared one week in advance according to the regulations, and implemented after being examined and approved by the Human Resources Department.

(4) The Human Resources Department is responsible for the interpretation of this plan.

Monthly work summary of personnel department model essay 5

1. Be responsible for establishing and improving the company's human resources management system, and ensuring that human resources work is more scientific and standardized according to the company's development goals.

2. Be responsible for the establishment, implementation and revision of the company's labor and personnel management system, and formulate the human resources plan according to the company's development strategy and business plan.

Three. According to the company's business objectives and the staff demand plan of the branch, the staffing of the branch is reviewed every year, and the increase or decrease of the staff of the branch under centralized management is managed.

Fourth, regularly collect human resources information inside and outside the company, establish the company's talent pool, and ensure the talent reserve.

5. Be responsible for the recruitment, internal selection, employment and dismissal procedures of headquarters employees. Participate in the recruitment of senior talents in the branch.

6. Be responsible for the formulation, implementation and revision of the salary scheme of the staff in the headquarters, and monitor the salary of each branch.

Seven, responsible for the professional title evaluation of headquarters employees, and to supervise and inspect the professional title evaluation of each branch.

Eight, responsible for the company's annual training plan, fully responsible for the company's management training and capacity development. And supervise the training work of each branch.

Nine, according to the company's development plan, organize the company's human resources department to carry out job analysis, and prepare job descriptions for each position in the headquarters.

Monthly work summary of personnel department:

★ Model essay on monthly work summary of personnel department

★ Model essay on recruitment month work summary of the Ministry of Personnel

★ 3 essays on monthly work summary of personnel.

★ Model essay on monthly work summary of personnel department employees

★ Model essay on monthly summary report of personnel work

★ Four essays summarizing the monthly work of personnel administration.

★ Model essay on monthly work summary of human resources

★ Model essay on personal monthly work summary of personnel administration

★ Five Selected Model Essays on Work Summary of Personnel Department

★ Collection of Summary Essays on Personal Work in Personnel Department