Annual work summary of school personnel supervisor

Xxxx is a year of rapid development of the college, with a substantial increase in the number of students, a growing number of teaching staff and a perfect management system. As the functional department of personnel management in the college, the personnel department undertakes the responsibilities of talent introduction, training, development, selection, encouragement and assessment. To provide talent guarantee for the development of the college.

I. xxxx Annual Work Summary

1. Strengthen the introduction of talents, provide talent guarantee, and ensure the efficient operation of the college.

Talent is the lifeline of the college. Without a high-quality teaching staff, it is undoubtedly empty talk for the college to achieve healthy, stable and rapid development. The development of the college needs talents to support it. This year, we have adopted various channels and ways to vigorously strengthen the introduction of talents. We took part in 52 recruitment, including 30 on-site recruitment in xxx, 6 in xxx talent market, 7 in middle and senior talent market and large-scale job fair, 2 in newspaper media, 3 in window, and the college website is also recruited all the year round.

In the whole year, xxx talents of all kinds were introduced, including xxx full-time teachers, xxx foreign teachers, xxx counselors, xxx administrators, xxx logistics service and teaching assistants. From the talent level, there are xxx graduates with intermediate titles, accounting for xxx% of the total number of imported students. 1 0,000% of the teaching staff have bachelor degree or above, and the overall quality of the teaching staff has been gradually improved. The introduction of all kinds of talents has injected fresh blood into the development of the college.

In addition, in the employment of external teachers, we pay attention to hiring external teachers with high academic qualifications, high professional titles and rich teaching experience. This year, we hired xxx external teachers, including xxx with deputy senior titles, accounting for XXX %；; There are xxx lecturers, accounting for xxx%, and the overall quality of external teachers has been gradually improved.

2, strengthen staff training, improve the overall quality of employees.

In employee training, we should adhere to the principle of combining internal training with external training, and pay attention to the training of practical skills and professional skills.

In internal training, we focus on the training of management system. In June and July this year, we revised the management system of the college in cooperation with the board of directors of the college. After the management system was issued at the end of August, on the one hand, we organized various departments to carry out training on relevant management systems on their own, on the other hand, we organized the personnel department to conduct three trainings on the personnel management system for logistics service and teaching assistants, teaching staff and administrative staff, and conducted examinations for some post personnel, which achieved good results.

In external training, we pay attention to professional skills training. This year, xxx teachers were organized to participate in the pre-job training of teachers' qualifications, xxx teachers participated in the advanced courses for college teachers, and some professional backbone teachers were trained.

3. Establish an assessment mechanism, strengthen the assessment function and give full play to the role of personnel decision-making.

(1) is to strengthen the school year and year-end assessment. In May this year, the annual assessment of xxxx was organized, which provided a powerful reference for the personnel decision-making of employees in terms of job promotion, salary adjustment, job transfer, stay or not. During the period of 65438+February this year, according to the newly revised assessment system, we innovated the assessment methods, focused on quantitative assessment, strengthened the assessment of key performance indicators in form and content, and strived to make the assessment more scientific and fair.

(2) Strengthen the examination of new employees during the probation period. In the introduction of talents, we should follow the principle of "strict entry and wide exit" and strictly control the recruitment and examination. We track the performance and working status of new employees in time, and give feedback to relevant departments and college leaders in time. We pay more attention to strengthening the assessment of trainees in key positions. In September, we assessed several newly hired office leaders, which provided reference for the correct decision-making of college leaders. By strengthening the assessment of interns, the quality of talent introduction is guaranteed. Among the newly introduced talents in the second half of this year, the turnover rate of key positions is basically zero.

(3) Collect employees' job performance information in time to provide reference materials for employees' assessment.

4. Improve the employee welfare and reward system and establish a long-term incentive mechanism [/page]

In terms of employee welfare, this year, except for employees with special posts and special labor relations, all employees have handled the social "five insurances". In addition, do a good job in the timely payment of employee benefits.

In the aspect of teaching staff reward, we have increased the reward intensity, extended the reward content, innovated the reward method and established a long-term incentive mechanism. In June of this year 165438+ 10, we successively introduced the paper award method and the staff training expense reimbursement method.

5. Do a good job in the evaluation and appointment of teachers' professional and technical positions, and improve the evaluation and appointment system of professional and technical positions within the college.

In the second half of this year, xxx teachers graduated, and at present xxx teachers have obtained teaching assistant qualifications; At the same time, according to the requirements of the Provincial Department of Education, actively organize the declaration of teachers' professional and technical positions.

Cooperate with the academic affairs office to carry out the evaluation and appointment of professional and technical positions in our college in xx years. After personal declaration, department (department) recommendation, personnel department audit and professional title evaluation Committee evaluation, a total of xxx faculty members were qualified as lecturers in our college this year. In accordance with the principle of "separation of evaluation and engagement", xxx professional and technical personnel at or above the intermediate level in our hospital were hired and letters of appointment were issued at the same time.

6. Standardize the management of labor relations and consolidate the basic work of personnel.

A series of personnel work such as employee entry procedures, labor contract signing, employee file management, establishment and improvement of employee information materials, and resignation procedures have been gradually standardized and improved, and the basic personnel work has become more solid and detailed. There have been no personnel disputes and few complaints this year.

In terms of contract management, we have signed xxx labor contracts this year, including xxx renewed contracts with the college, xxx newly signed contracts and xxx newly signed contracts with logistics service companies, which truly made everyone have a contract and standardized the management of labor contracts. At the same time, all agreements have been signed on part-time employment and employment with special labor relations.

In the management of employee files, on the one hand, it establishes contact with Anhui talent market and manages the original files of new and old employees. At present, xxx employee files have been handed over to our hospital. On the other hand, strengthen the establishment and improvement of employees' internal files, enrich employees' information, improve the utilization rate of employees' internal files, and provide good services for personnel management.

7, efforts to complete the tasks assigned by the higher authorities.

In xx, cooperate to complete the 20xx annual inspection of non-academic private higher education institutions; In X month, the review of employment for the disabled in 20xx years was completed; Xx years to complete the 20xx social insurance payment base declaration and review; In xx, the data collection platform of talent training in higher vocational colleges was built. Xx month, cooperate with the completion of college file inspection.

Second, the existing problems

1, the talent level is low and the structure is unreasonable.

The overall talent level of the college is low, and there is a serious shortage of professional and technical personnel above the intermediate level. The proportion of full-time teachers (including counselors) with postgraduate education is insufficient16%; From the age structure, the proportion of full-time teachers who graduated within two years is relatively large, and the overall trend is younger, and the teaching experience and teaching and research ability are seriously insufficient.

2. Lack of human resources planning, struggling to cope with talent introduction and insufficient talent reserve.

In the introduction of talents, we are always "putting out the fire". Once employees leave their jobs, they need to organize recruitment immediately, and often they can't recruit suitable candidates in a short time and lack the necessary talent reserve. In the second half of this year, the demand for teachers has increased due to the substantial increase in the number of students. In order to ensure the normal operation of teaching, we can only recruit by lowering the post requirements, which leads to the low overall quality of newly recruited teachers.

3. The training work is not thorough.

This year, the content and form of employee training are relatively simple, focusing only on practical skills and professional quality, with little training on employees' execution, team awareness and basic literacy, and the training work is not carried out deeply enough.

4. Insufficient communication with various departments.

Because the daily work is too busy, there is not enough communication with all departments at ordinary times, and the management function of personnel department and the staff role of personnel management can not be fully brought into play.

5. The basic work of personnel is not solid enough.

Personnel work is a very delicate work, and every detail of the work is closely related to the interests of faculty and staff. In the second half of this year, due to lax audit, two employees were hired by providing false information, which had a bad influence. In addition, the basic information of employees is not perfect, and the flow of people in and out is not smooth enough.