Work plan of personnel department

How time flies! Always inadvertently in the past, and ushered in a new starting point. It's time to plan the next step! So do you really know how to make a plan? The following are three model essays on the work plan of the personnel department that I have carefully arranged. Welcome to read the collection.

Three model articles on the work plan of the personnel department 1 1. Improve the organizational structure of companies and departments.

1. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first improve the company's organizational structure and staffing in 20xx. Based on the principle of stability, rationality and soundness, we will formulate a scientific and feasible organizational structure, determine and distinguish the powers and responsibilities of various functional departments, make the responsibilities of each department and post clear and scientific, and ensure the sustainability and standardized operation of the company's development.

2. The organizational structure design must fully consider the overall development strategy of the company and the business needs in the coming year.

Design. At the same time pay attention to feasibility and practicality. Because the organizational structure of the company is not only the basis of the company's operation, but also the basis of the establishment and staffing of business departments, once the organizational structure is determined, the human resources department will have the right to refuse the recruitment of personnel outside the organizational structure of each department unless it is specially approved by the company's top management.

Second, improve the job analysis.

1. Post analysis is one of the bases for the company to set up posts, adjust the organizational structure and determine the salary of each post. Through position analysis, we can understand the qualifications and work contents of each position in each department of the company, and also help the company to understand the comprehensive work elements of each department and position, adjust the organizational structure of the company and departments in time, and expand and shrink the establishment. Detailed job analysis can provide a basis for human resource allocation, recruitment, assessment and employee training.

2. Specific implementation plan:

(1) It is proposed to analyze the existing positions. On this basis, the human resources department will complete the investigation of the current position information before the end of March, summarize the draft position analysis and send it to all departments for confirmation. The heads of all departments will make suggestions for revision. After the revision is completed, it shall be reported to the director of human resources for approval and filing, which will be used as the basic information of the company's human resources strategic planning.

(2) The company's post analysis must be carried out in strict accordance with all posts in the company's organizational structure, and the information analysis of positions not involved shall be compiled by the Human Resources Department in conjunction with the departments to which the posts belong.

(3) After the plan is reached, it is applied to the actual planning of the company's organizational structure to reduce the repetitive work of human resource management. At the same time, the human resources department should pay attention to the coordination and communication between departments.

Three. Personnel recruitment allocation plan (prepare 20xx human resource demand plan)

1. Considering the company's current development and operation, in the 20xx talent recruitment and allocation plan, strictly implement the 20xx annual human resource demand plan finally approved by the chairman (general manager), save labor costs as much as possible, and make the best use of people.

2. Recruitment channels: mainly online recruitment (Cai Ying Sitong Network, Hunting Network, Northwest Talent Network, 58 City, etc.), taking into account the Lanzhou talent market job fair and the college job fair.

3. Specific implementation plan:

(1) 20xx1-March, attend the 1-2 on-site job fair according to the manpower demand plan of each department) and meet the demand and supply of graduates.

(2) Long-term cooperation with Northwest Talent Network, Cai Ying Sitong Network, Hunting Network and 58 City to conduct online recruitment and reserve needed talents. Publish recruitment information at any time according to the demand and the recruitment effect of the website (the recruitment website will not be renewed when it expires).

(3) Make preparations before recruitment and communicate with the employing department to understand the specific needs; Write job advertisements (job descriptions and job requirements), company promotional materials and arrange interviews.

4. Recruitment expenses:

Four. Staff training and development plan

1. Staff training and development is one of the most important tasks for the company's long-term development, which is conducive to cultivating employees' loyalty and cohesion. Through the training and development of employees, improve their work skills and knowledge level, effectively improve their work efficiency and enhance the company's comprehensive competitiveness.

2. Specific implementation plan:

(1) According to the company's annual business objectives and 20xx-year training needs, we will work out a 20xx-year employee training plan together with Jin Runyu Company and Jinjiayu Company, which will be made into PPT by the human resources department of the group company according to the training plan.

(2) Training methods:

A Zhong Xu company's share teaching;

B. Sending relevant personnel to study in Zhong Xu;

C. Select internal engineers and train internal management and work skills;

D. training in the form of new and old teachers and apprentices;

E organize and initiate self-study and academic education for employees.

3. Planned training content: depending on the needs of various departments and the development of the company, it mainly focuses on the following aspects:

(1) Management category: marketing management, human resource management, self-management, time management, etc.

(2) Professional knowledge: marble processing professional knowledge, equipment management, quality management, marketing strategy, real estate professional knowledge, real estate industry laws and regulations.

(3) Quality education: professional etiquette, communication methods, teamwork, professionalism, etc.

(4) Training of new employees, etc.

4. Training arrangement:

(1) In principle, all subsidiaries organize employees to participate in PPT teaching and professional knowledge training once a month.

(2) Make the company's regular training documents into a book and make PPT training materials.

(3) Establish a team of trainers mainly composed of engineers and department heads, led by the Human Resources Department of the group company, and organized training by subsidiaries and department heads.

(4) Establish electronic professional knowledge and industry knowledge base, including: real estate related knowledge, electronic related knowledge, business etiquette, business knowledge, basic knowledge of marble, equipment management, quality management, safety management and other electronic folders, and share them with employees, so that employees can learn at any time.

(5) Plan to organize 1-2 trainings on outdoor development and outdoor activities to cultivate employees' team spirit and open mind.

(6) The Human Resources Department will improve the company's training system and specific training plan before March 30, 20xx, and submit it to the Group Vice President for approval before issuing it for implementation.

Five, salary management and employee welfare plan

1. Based on the principle of "fairness at home and competitiveness abroad", the administrative personnel department will improve the standardization of salary management and employee benefits in 20xx. Further do a good job in employee motivation and better tap the enthusiasm, initiative, stability, loyalty and sense of honor of employees.

2. Specific implementation plan:

(1) In the first half of 20xx, the Human Resources Department completed the analysis of the company's existing salary and benefits, and combined with the company's organizational structure and job analysis of each position, submitted the draft salary analysis of the company.

(2) Strive for the company's salary level to reach above the industry average, and maintain the competitiveness of salary, so as to help the company recruit outstanding talents and create sustainable profits for the company.

(3) Gradually adjust the current employee welfare items according to the operating conditions.

(4) Formulate other incentive policies in a planned and targeted manner: select and commend outstanding employees quarterly and annually, and establish an internal promotion system for employees.

Improvement and implementation plan of intransitive verb performance management

1 and 20xx years to implement the company performance appraisal system. In order to achieve the expected performance appraisal effect and achieve the fundamental purpose of performance appraisal. Effectively motivate employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements.

2. Specific implementation plan:

(1) Link the annual outstanding employee assessment with the annual monthly assessment results for reference.

Plan the annual bonus distribution, summarize and analyze the annual performance appraisal data, and submit it to the company as the basis for the annual salary adjustment of employees.

(2) According to the company's development goals, the human resources department sets the key performance indicators of all departments of the company step by step, and establishes the KPI index database of all positions in all functional departments of the company. Among them, the human resources department takes the lead in setting key performance indicators, and combines with the balanced scorecard to conduct monthly and annual performance appraisal for personnel in various positions of the department.

(3) Performance appraisal involves the vital interests of every department and employee. Therefore, on the basis of ensuring the linkage between performance appraisal and salary system, human resources departments should also do a good job in publicizing and explaining the fundamental significance of performance appraisal. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.

(4) Pay attention to the vertical and horizontal communication in the process of performance management to ensure the smooth performance appraisal; Ensure the establishment of a scientific, reasonable, fair and effective performance appraisal system.

Seven, corporate culture and employee relationship management

1. Creating a benign corporate culture, coordinating employee relations, and reasonably controlling the turnover rate of enterprises are the basic work of the administrative personnel department.

(1) Annual goal of personnel flow control: annual turnover rate of regular employees ≤40%.

(2) The goal of employee relations coordination is to improve the company's relevant systems, be familiar with labor laws and regulations, and avoid employee relations disputes as much as possible. Do a good job in communication and analysis of resignation, and strive to make every employee who has resigned have no great complaints and regrets, and establish a good image of the company.

2. Specific implementation plan:

(1) In order to effectively control the flow of personnel, we must first strictly control the use of personnel. The Administration and Personnel Department will further standardize personnel recruitment management in 20xx. On the one hand, to strictly examine the qualifications of pre-hired personnel, we should not only evaluate the individual's working ability, but also comprehensively examine loyalty, integrity and conduct. On the other hand, the personnel needed by any department must be interviewed and audited by the administrative personnel department. The employment demand of each department must be reported to the administrative personnel department on the 25th to 30th of each month, which will be reviewed by the administrative personnel manager and approved by the administrative personnel director before recruitment.

(2) The Administration and Personnel Department keeps abreast of employees' ideological trends, completes employees' ideological work, and effectively prevents employees from moving abnormally. Understand the real reasons of every employee who leaves the company, make a good analysis and find out the countermeasures to avoid the abnormal flow of employees.

(3) When dealing with employee relations, the Administration and Personnel Department will try its best to strive for reasonable and legitimate rights and interests for employees from the fundamental interests of the company. Coordinate the relationship between the company and employees from an objective and fair standpoint.

In order to effectively cooperate with the smooth implementation of the company's calculation in 20xx, according to the post responsibilities and tasks, the work of the company's administrative department in 20xx is broken down as follows:

First, profound performance appraisal results.

Through nearly three months' performance appraisal and target management in 20xx years, all departments of the company have gradually improved their understanding and behavior changes in performance appraisal. They are guided by work goals and results, and speak with facts and data. In their 20xx years of work, the department will fully cooperate with the company's performance reform, take improving employee satisfaction as the guiding ideology, strengthen communication with employees at all levels in various departments, and effectively improve work performance.

Second, fully respond to the working concept of "all-staff marketing"

Cooperate with the company's marketing related functions, establish a logistics service guarantee system, implement a commitment system, assist relevant departments, and write performance appraisal indicators to ensure the realization of the company's sales targets.

Third, grasp the indicators of economy and security.

In the next year's work, the administrative department must fully communicate with all departments, introduce detailed systems, make great efforts to save money, and do more supervision, inspection and improvement in daily work to ensure the realization of the company's profit target from the perspective of "reducing expenditure".

Fourth, pay close attention to insurance production.

On the basis of the existing standardized safety management platform, we should conduct more safety review and training on common sense of safety production management, pay attention to hidden dangers, improve employees' awareness of safety production, and ensure zero accident rate in insurance production.

Verb (abbreviation of verb) corporate culture construction

In view of this weak link in the work of the administrative department, we plan to focus on the daily corporate culture construction, supplemented by theme activities, and improve the corporate culture by absorbing the experience and lessons of others, so as to realize the construction of the corporate civilization framework of the company within next year.

Six, the transformation of ten automatic

As the person in charge of the administrative department, I must take the time to think, put forward strange ways and means to improve all aspects of our work, take the initiative to decompose the decoration management into the performance appraisal indicators every month next year, cultivate my unique way of thinking, and add boosters to my work with innovative spirit and consciousness.

Seven, improve yourself and strengthen learning.

In my 20xx years of work, I still have many problems. The management level is still not high, so we should always pay attention to correcting our personality problems, always deny ourselves, talk less and do more, cultivate our awareness and habits of active learning, accept advanced lessons, arm ourselves with common sense and improve ourselves.

Three essays on the work plan of the personnel department 3 i. Strategic objectives of the administrative personnel department

Combined with the domestic economic development trend and the actual operation of the hotel, the strategic positioning of xx Administration and Personnel Department is "internal recuperation, management improvement and execution enhancement". Focusing on the strategic positioning of enterprises, the strategic goal of xx human resources is to improve the overall quality of enterprise human resources, form an enterprise human resources team with outstanding core values, professional skills, strong management ability and orderly flow, and highlight the core competitiveness of enterprises in terms of "talents".

Second, human resources development planning

(A) to cultivate and form an orderly talent echelon within the enterprise

Fully tap the potential of internal staff, and train internal staff through 2-3 years' efforts, focusing on training management posts and professional skills posts. The development channel of employees is the dual channel of management positions and skill positions. Technical posts achieve personal development breakthrough through the identification of star waiters. Key management positions are mainly supplemented internally, that is, there are job vacancies. Through the selection of internal echelon, the candidates who match the positions can stimulate the enthusiasm of hotel employees and their passion for self-learning and promotion, thus improving the overall quality of the team and creating a learning team atmosphere. Everyone is scrambling to catch up with each other and make positive progress.

(2) Policy, system and project support

1. Formulate and implement the evaluation of star-rated waiters in restaurants and guest rooms.

2. Recruitment and training development

(1) Recruitment

The main purpose of recruitment in xxxx is to supplement the planned personnel adjustment of the enterprise. Recruitment methods mainly include internal staff recommendation, campus recruitment, network resources, recruitment publicity and other recruitment channels, mainly with free or low-cost investment;

A. If there is a vacancy, the Administration and Personnel Department will issue a post supplement notice in the hotel, and employees can recommend people who meet the job requirements to apply for or recommend themselves;

B, the advantage of campus recruitment is that resources are concentrated, investment is small, and there is value-added effect, and xx years is regarded as a key point of recruitment;

C. Online recruitment mainly publishes recruitment information through X Personnel Network, focusing on supplementing grassroots service personnel and professional skilled personnel;

D. Recruitment publicity will be another focus of recruitment. Publicity in the form of leaflets and advertisements can not only promote recruitment, but also give the hotel a good publicity.

(2) Training development

(1) According to the department training plan for xx years, complete the department training work on time and in quantity, focusing on: employee engagement, execution and team building.

② Establish a training management system.

Establish the training management system of the administrative personnel department, strengthen the training management, establish the training mechanism of each department in cooperation with all departments, and implement the mode of combining the department's own training with hotel training, so that employees can enjoy training everywhere and train every day, making the training integrated, institutionalized, structured and effective. The administration and personnel department will actively cooperate with and supervise the training work of all departments, so that all hotel employees will have a qualitative improvement in all aspects.

Third, the construction of human resource management system.

(1) Establish a normative system for each module of human resources, formulate and improve various operating procedures, which have certain periodicity, and refine the workflow and standards of each module in a year or so; 20xx annual key systems standardize the recruitment management process and personnel file management process; Improve the rules and regulations of the hotel: employee leave management regulations, employee welfare system, etc.

(2) Assist all departments to formulate and improve the work flow and work standard, clarify the operation flow of each work, improve the work efficiency and quality, and make the operation of all departments of the hotel smoother and more efficient through a year of systematic combing.

Fourth, performance appraisal work

Improve the positive incentive points of performance appraisal, and highlight the positive incentive role of performance appraisal; Pay attention to the positive motivation in personnel training and workflow optimization; At the same time, strengthen the supervision of departments that pay insufficient attention to the training of talent echelon in their own departments.

Verb (abbreviation of verb) quality check:

In xxxx, the administrative personnel department will establish a perfect quality inspection system, solicit opinions on the detailed rules of rewards and punishments for quality inspection, and make reasonable revisions and improvements. Overcome the difficulties of fewer quality inspectors, focus on the key points, grasp the reality, cultivate the quality inspection backbone of departments, increase the quality inspection quantity, expand the coverage, increase the items and contents, and move towards comprehensive quality inspection management.

Six, corporate culture construction:

The administration and personnel department will make plans for employees' spare time, such as outings, birthday parties, fun sports meetings, etc. The Administration and Personnel Department will also establish a staff voice plan to understand the voice of employees in a timely and in-depth manner.

Seven, logistics management

The administrative personnel department will formulate new management plans and policies for the hotel logistics department in xxxx, especially the management of the hotel staff dormitory and staff canteen.

Xx, we have a long way to go. The administration and personnel department will continue to adhere to the general manager's guiding ideology for hotel management, improve all the work of the department, and accomplish all the tasks in a down-to-earth manner according to the established departmental goals; At the same time, we should constantly improve ourselves, learn and update in time, and make the management methods more scientific and reasonable. Strengthen communication and cooperation with various departments to promote mutual understanding and coordinated development. In a word, in xx, the administrative personnel department will inherit and carry forward the positive work enthusiasm and team spirit in the past, so as to standardize and standardize the work requirements of the administrative personnel department and carry forward the administrative personnel work into the future. In order to achieve our goal, we are ready to meet new challenges.