HR Personal Work Summary Model essay 202 1

As an extremely important position in the company, HR determines the level of employees and the level of the company. After working for half a year, as an hr, there must be something to sum up, but how to write it? I have compiled "HR Personal Work Summary Model 202 1 in the first half of the year" for your reference only. Welcome to reading.

In the first half of the year, HR personal work summary model essay 202 1 half a year has passed in a blink of an eye. Under the correct leadership of the competent department and company leaders, at the same time, further improve the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly expand the vision of human resources and grasp the dynamics of human resources. In order to sum up experience, continue to carry forward achievements and overcome existing shortcomings, we will briefly review and summarize the human resources management work in the first half of 20xx as follows:

I. Organizational system construction

Actively implement the original human resource management system, partially revise the relevant employee management system according to the implementation of the new labor law, organize relevant personnel of various departments and workshops to carry out training, and do a good job in implementing the newly revised documents. Standardize the personnel files of all departments and establish electronic files, strictly review the files of all employees and fill in all incomplete information. Do a good job in signing and dissolving the labor contracts of new employees and former employees, and do a good job in sorting and filing, so as to be well documented. From employees' entry to job changes, from performance appraisal to criticism and punishment, from daily appraisal to resignation, the enterprise management department follows the procedures in the document and adopts the principle of "not people-oriented" to provide personalized services for employees as much as possible, hoping to achieve the legitimacy and seriousness of all work, so that employees can feel the company's "people-oriented" care and serious atmosphere of the system through activities related to their vital interests everywhere and everything.

Second, human resource management.

According to the personnel requirements of various departments, under the premise of ensuring that the staffing establishment is completely controlled within the standard establishment, the enterprise management department has done a good job in personnel recruitment this year through internal recruitment and external recruitment. By the end of 65438+February, the company had 205 employees, 2 company leaders, middle managers 14, administrators 17, and 65437 production employees. The company has 78 disabled employees, accounting for 37% of all employees. 9%。 In 2009, we completed the internal and external recruitment of 18, * * * recruited 3 1 person, and rationally allocated internal human resources. For various reasons, according to statistics, 28 people resigned from the factory in 20XX. Up to now, among the company's 205 employees, 202 have signed fixed-term labor contracts, 202 have signed temporary labor contracts 1 person, and 2 have not signed labor contracts (the medical report has not yet arrived).

Third, staff training and development.

Although every employee's success standard is different, the pursuit of success is the ultimate goal of every employee. Therefore, training is not only a personal goal pursued by employees, but also a welfare enjoyment that employees dream of. It is also the unshirkable obligation and responsibility of enterprises, and it is also an effective incentive means for enterprises to motivate employees. Giving employees room for growth and opportunities for development is an important performance for enterprises to tap the potential of employees and meet their needs. On the premise of completing the recruitment and deployment of xx employees, the enterprise management department has formulated an annual training plan according to the training needs of various departments and workshops and the overall needs of the enterprise, which has met the development needs of the enterprise from the aspects of basic safety training, quality inspection training, quality management training, teamwork training, basic management innovation training, execution training and corporate culture training. Including internal and external training, more than 200 people from the whole factory participated in more than 800 trainings. The main training contents include three-level safety education, basic knowledge of enterprise safety production and road traffic, energy statistics, special operations training, special operations retraining, safety management personnel retraining, cement industry statistics training, occupational disease prevention and control, bituminous coal analysis and determination, and accounting post training.

Fourth, performance appraisal management.

In accordance with the fair, just and open salary management method, actively improve the company's original performance evaluation method, strictly implement the evaluation system, and focus on evaluating the quality of work such as output, quality, power consumption, coal consumption, cost, safety, environmental protection and hygiene.

V. Management of Wages and Wage Expenses

1, according to the budget at the beginning of the year, determine the target of ton salary, control the salary cost, and determine the assessment salary of the current month with the output ton salary × assessment score. According to statistics, the per capita wage in 20xx1-65438+February was 2 120 yuan, up 6% year-on-year.

2. Actively manage employees' social security, provident fund, accident insurance and other salary expenses to ensure the reasonable expenditure of salary expenses in 20xx year.

Verb (abbreviation of verb) Overview of human resource management in the second half of 20xx.

The enterprise management department will continue to work around the company center, overcome shortcomings and improve methods; In-depth study, grasp the truth; Strengthen management and improve service; Boldly explore new ideas and methods for the work of enterprise management department, push the work of enterprise management department to a new level, and make greater contributions to the healthy and rapid development of the company. According to the situation of human resources management this year, combined with the company's current development situation and future trends, the enterprise management department plans to carry out human resources management in the following aspects in the second half of the year:

1. Establish a legal and innovative human resource management system, further sort out the relevant contents of the company's current human resource management system according to the new labor contract law, establish a concise workflow and easy-to-implement policies and measures, and at the same time, create an open, legal and innovative salary and bonus management system according to the salary management methods of superior employees and the company's current salary system.

2. Complete the job analysis of various departments and positions in the company, provide scientific basis for talent recruitment and performance appraisal, and control the total number of employees in the company within the standard preparation. Do a good job in collecting the daily work information of employees and complete the daily administrative recruitment and configuration.

3. Actively promote the implementation of the 20xx annual training plan, further improve the business level of middle-level managers, further improve the professional skills of front-line employees, further improve the overall quality of employees, and strive to build a high-quality team that can recruit good fighters.

4. Actively optimize the performance appraisal system, be fair and just, strengthen the assessment of the total wages of all departments, at the same time, fully consider employee welfare, do a good job in employee motivation, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

The first half of HR personal work summary model essay 202 1 the second half of the year will soon pass, and I have also worked in the personnel department for more than a year. Under the correct leadership of the chairman, the work of the personnel department adheres to the important idea of "people-oriented, humanized management", and at the same time of learning, the work of the department has gradually turned to the right track. The work after the takeover is summarized as follows:

In order to facilitate personnel work and standardize the situation of managers, the department has established relevant personnel forms under the guidance of Zhao Zong, including recruitment registration form, employment approval form, personnel change form, holiday application form, salary adjustment form, etc. This also strengthens the communication between various departments and the human resources department.

I. Recruitment and archives management

Recruitment In order to replenish hotel staff in time and follow up, to ensure that someone is available and someone can choose, generally speaking, recruitment is divided into regular recruitment and unconventional recruitment. Formal recruitment refers to recruitment in the xx talent market, but the xx talent market has not yet formed a certain scale. This kind of recruitment has a certain impact on occupations such as room attendants and food delivery staff. In addition to regular recruitment, our department is also preparing to get in touch with major technical secondary schools in the season of graduates.

The effect of the above recruitment methods is not obvious. In addition, the human resources department strengthens the contact with its employees and encourages them to recommend their friends to the hotel. This is a method with a wide source of talents.

The employee file is a resource base to grasp the basic information of employees in time, and it is also an important link to establish the talent pool of employees. It includes three parts: employee handwritten files, including on-the-job employee files, resigned employee files and applied employee files. The establishment and effective management of archives is conducive to the human resources department to keep abreast of the on-the-job employees and personnel flow. For those who come to the hotel to apply for a job, it can be greatly improved to establish a file as a talent pool to facilitate all departments to consult at any time when they need someone.

Second, the personnel on-the-job situation

The hotel currently employs 169 people, including 8 in the administrative office, 8 in the finance department 18, 8 in the logistics department, 25 in the marketing department 14, 30 in the housekeeping department, 7 in the engineering department 14 in the security department. Among all employees, there are 5 directors, general manager, deputy general manager and general assistant, 2 directors, 8 managers, 7 deputy managers, 5 supervisors, foreman 12 and employee 138, accounting for 18% and 82% of the total number.

Third, labor wages.

Since the chairman took over, according to the salary of hotel employees, a series of adjustments have been made to the salaries of various departments. Through adjustment, the on-the-job situation of employees is relatively stable, and the current salary can reflect the difference between excellent and ordinary, which can play a certain incentive role for employees.

Fourth, the personnel quota audit

According to the actual situation of the hotel and the opinions of the department, the minimum staffing of the human resources department in the off-season is as follows:

Off-season personnel and peak season personnel

Housekeeping department: 30 people +3 people

Catering Department: 25 people +3 people

Kitchen: 24 people +4 people

Marketing department: 14 people

Logistics department: 8 people

Finance Department: 18 people

Administrative office: 8 people

Engineering department: 17 people

Security department: 14 people

Personnel quality inspection department: 3 people.

Front desk: 8 people

Number of people: 169 * * *:+ 10: 179.

But from a practical point of view, the effective use of personnel should be directly proportional to the operating state. More importantly, in business hotels, it is preliminarily assumed that cross-training is the best way to allocate personnel between departments.

Based on the above summary of the work in the first half of the year, there are still many shortcomings in my work and that of the department. We need to continue to strengthen our study, save our strength and strive to enrich and improve ourselves. Mainly includes:

1. The system scheme needs to be improved. Only by forming a standard system suitable for hotel operation can a "legal" environment be formed in the future work.

2. Training should be strengthened to form a positive learning atmosphere in the hotel and cultivate the learning enthusiasm and initiative of hotel employees. Only with diligent and studious staff can the hotel make faster progress.

3. The recruitment method of employees is single and the supply is not timely, which leads to the shortage of personnel in various departments.

4. Employee assessment is not in place. Generally speaking, this year's employee appraisal work lacks overall arrangement and periodicity, and it also fails to listen to employees' opinions extensively for comprehensive analysis.

5, file management is not in place, the file records the footprint of the hotel development, a good file material, can be convenient for leaders to review and summarize, and learn from it, but as far as this department is concerned, it only initially established the personnel file of employees, failed to set foot in the overall file of the hotel, and lacked some pictures and audio-visual files. It can be said that this is a big shortcoming of file management.

6. Lack of professional ability has always been the bottleneck affecting the management promotion of this department, lacking advanced management consciousness and selfless management spirit. Due to the narrow knowledge and management perspective, mistakes in daily work are low.

In view of the above problems, our department will further emancipate our minds, update our concepts, strengthen measures and seriously solve them. We plan to carry out our work in the following ways in next year's work:

1, personal operation

(1) Pay close attention to the information of the labor market and the positions of peers at all levels, and put forward suggestions on the adjustment of employees' wages and benefits in a timely manner according to the economic benefits of the hotel and the growth of total wages.

(2) According to the characteristics of the hotel industry, implement the government's relevant labor insurance policies, assist in establishing and improving the rules and regulations of labor and employment, employ people strictly according to law, and seriously and properly handle the reasonable requirements put forward by employees.

(3) Approve all kinds of leave applications, overtime and compensatory leave according to the hotel rules and regulations.

(4) According to the actual operation of the hotel, analyze the needs of hotel personnel, and put forward a reasonable personnel structure adjustment scheme to ensure the enjoyment and rational use of human resources. For example, catering staff can also be room attendants, receptionists at the front desk can also be receptionists and waitresses, and security guards can also be doormen and food delivery staff. This can not only reduce staffing, save money, but also give employees more opportunities to master service skills, which can be described as the best of both worlds.

(5) According to the change of hotel staff and the requirements of leaders, my staff address book.

(6) Implement the annual and monthly work plans and work summaries of employees according to the hotel system.

(7) Tracking and implementing personnel recruitment, assessment, transfer, promotion, promotion and dismissal.

(8) It is planned to carry out spring outing, singing contest, speech contest, chess game, poker game and other cultural and sports activities. In the spring, summer and autumn when the hotel reception task is not heavy, let employees relax, adjust their mentality and devote themselves to customer service with full mental state. Only happy employees can have happy guests.

(9) Do a good job in human resources development, constantly improve the overall quality of hotel managers and employees, reserve talents for all departments of the hotel, and replenish employees at all levels for the hotel at any time.

(10) Communicate with all departments regularly, check and supervise the implementation of various rules and regulations related to hotel human resources, and prevent supernumerary employees and employees from running away.

(1 1) Conduct recruitment, personnel screening and interview according to the employment needs of the hotel and the actual situation of the hotel.

(12) For the salary problems raised by employees, it is necessary to thoroughly understand the situation, conduct mediation, safeguard the interests of the hotel, and let employees understand and accept them.

(13) Keep friendly relations and exchanges with colleagues in hotels, tourism colleges and talent exchange centers, and keep abreast of the latest information of colleagues.

(14) Keep the personnel files of all employees confidential, and implement the personnel confidentiality system and employee file management system.

(15) Complete other tasks assigned by superiors and attend hotel regular meetings.

2. Personnel training

Make departmental training plan and assist in planning the training work of hotel departments. Implement a cross-training program to make hotel employees versatile.

3. Office materials

In line with the principle of saving every piece of paper and pen, purchase and requisition materials consumed by departments.

4, safety responsibility

As the head of the department's safety, always pay attention to the daily fire prevention and safety hazards of the department.

5. Inter-departmental and sub-departmental coordination

(1) Communicate with other departments and convey the use and training information of the Human Resources Department to relevant departments and competent managers.

(2) Communicate with other departments and cooperate with the quality inspection department to handle employee complaints.

6. Knowledge and skills that need to be further mastered

Familiar with the national labor law, the rules and regulations formulated by the hotel, the employment and training of various departments, computer operation and the use of software such as word and excel, so as to better serve the hotel.

The above is the summary of the work in the first half of the year and the prospect of the work in the second half. I believe I can give full play to my advantages and potential in the second half of the year and raise the personnel work to a new level.

Summary of HR Personal Work in the First Half of the Year Fan Wen 202 13 In the past first half of the year, our company's performance has made great progress, and our company's human resources department has also made great progress in performance and management under the leadership of the company. On this occasion, it is necessary to review and sum up the work, achievements, experiences and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress, and strive for better results in the new year.

I. Overview of Human Resources Work in the First Half of the Year

In the first half of the year, the company's human resources management and development further improved the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

Second, the basic situation of human resources

By the end of 20xx, there were employees 143, including 8 in the office, 5 in the finance department, 4 in the after-sales service department, 40 in the purchasing department 15, 40 in the sales center, 20 in the wholesale department, 3 in the human resources department, 26 in the storage and transportation department and planned transportation department1. Among all the people, there are 3 deputy general managers, 3 financial managers 1 person, 3 office directors 1 person, 8 department managers and 4 department heads. There are 65,438+026 employees, of which 65,438+0.9% are managers above supervisors and 88.65,438+0% are employees.

Third, basically establish the company's various institutional systems and form a more standardized human resource management system.

According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment system and daily training management regulations have been completed, making daily management more institutionalized, standardized and operable. The improvement of employee handbook and other systems has been included in the 20xx work plan. In addition to improving the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, we will refine the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improve the company's human resource management system. Basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.

Fourth, through post analysis and setting, do a good job of creating posts and personnel.

In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each department has formulated the following positions and personnel quota in combination with the company's main business situation:

(a) divided into two categories:

1. The business department sets posts and personnel according to performance, turnover, gross profit and other indicators;

2. Non-business departments set posts and personnel according to the tasks and workload assigned by the company.

(2) According to the business characteristics of the company and on the basis of the existing quota, do a good job qualification statement and job description in blocks.

Five, in order to meet the needs of strategy and personal development of employees, vigorously strengthen training.

In order to continuously enhance the company's competitive strength, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the human resources department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in training planning and coordination, but the training of the company's overall level (knowledge popularization) and the training of hotel team employees need to be strengthened.

1, through careful organization, conscientiously do a good job in various training work.

2. The daily training work of each department has achieved remarkable results.

According to the training plan, the human resources department has strengthened the education and training for employees.

4. It is very important for new employees to adapt to the work quickly through new employee training and complete the transformation from non-professional to professional, which can save a lot of time and resource costs for the company. According to the actual situation of the company, the human resources department has formulated the induction training plan for new employees, including the company profile, rules and regulations, fire protection knowledge, service etiquette and so on. Through training and study, new employees began to change their consciousness, understand the attitude and ability needed for modern work, and laid a good foundation for new employees to quickly adapt to the new working environment and master the knowledge and skills needed for work as soon as possible.

Sixth, strict "law enforcement" has effectively corrected violations of discipline.

Management and rewards and punishments are important measures and means to maintain the system. Therefore, the human resources department strictly implements various rules and regulations and employee codes to reward those who have made meritorious deeds and punish those who have made mistakes. Everyone is equal before the system, and the normal interests of the employees of the company are safeguarded. The human resources department takes a series of measures to solve the phenomenon of employee violations, such as criticism and education, supervision and inspection, and fines. And strengthen inspection, strictly implement the implementation of the company's various systems, and severely deal with violations of company regulations. It has further created a good atmosphere of respecting the company system and punishing those who violate the company system.

Seventh, efforts should be made to improve the comprehensive professional quality of personnel in the human resources department and enhance their joint efforts.

With the rapid development of service industry, especially the development of companies. We deeply realize that the existing management knowledge and quality alone can't keep up with the development of the company and society. Therefore, learn professional skills with an open mind, strengthen communication with ministries and commissions, and better adjust work mentality. Besides, I also use my spare time for self-study and extensive reading.

Eight, actively lead the staff, do their best to perform their duties.

In addition to the above work, the Human Resources Department actively performed its post responsibilities according to the actual situation, provided data and information for the leaders, and better played the role of the leaders' staff.

1. Assist department managers to understand and master the spirit of company policies and implement them well.

2. Organize, draft and review all kinds of manuscripts, and do a good job in word synthesis and word processing.

3. Assist the leaders to coordinate the differences of opinions and work contradictions of various departments, and put forward corresponding solutions and alternatives.

4. According to the company's monthly work instructions and leadership requirements, study and formulate the work plan and specific measures of the human resources department in each period.

Nine, do a good job in the basic and daily management of the human resources department, and complete the tasks assigned by the company leaders and departments.

1. The entry and exit formalities of this employee shall be handled according to regulations.

2. Handle the labor and employment procedures for the newly transferred and recruited employees of the company, and be responsible for signing and managing the labor contracts of the employees of the company.

3. Complete the personnel files of the company personnel. Although the human resources department has done a lot of work and made some achievements, there is still a big gap between the requirements of the company and the expectations of leaders and colleagues.

(A) a single way of employee recruitment

The lack of timely replenishment has caused a shortage of personnel, which has brought certain difficulties to the work of various departments.

Insufficient training.

As the saying goes, "If a jade is not cut, it will be useless", and potential employees will not play much role if they are not well trained. In 2007, although our bureau carried out many trainings, due to the lack of training content and inadequate training implementation, the training failed to achieve the expected results.

(C) the evaluation of employees is not in place.

We failed to make a historical, serious and comprehensive evaluation and inspection of each employee, and failed to listen to the opinions of employees more widely and conduct a comprehensive analysis.

(D) staff affairs management is not in place

Staff affairs cover a wide range, including the work and life of employees.

(e) Inadequate file management.

Archives record the footprint of enterprise development, and a good archival material can facilitate leaders to review and summarize and learn from it. However, as far as the human resources department is concerned, it is a great regret for the current file management of the human resources department that it has only initially established the personnel files of employees, failed to set foot in the overall files and lacked some pictures and audio-visual files. In view of these problems, our department will further reform methods, update concepts, strengthen measures and seriously solve them.

In short, human resources, as the core resources of enterprises, will directly determine the core competitiveness of enterprises. Therefore, from the company level, it not only requires the establishment of competitive manpower strategically. Therefore, from the company level, the resource management system requires that all aspects of the daily specific work of human resources be detailed, well done and well managed, so as to help the company form a unique culture and atmosphere, improve cohesion and make it feel at home, thus helping the company form a unique culture and atmosphere and enhance the company. The development path of company competition is to design one's own career in the enterprise, constantly improve professional skills and water development path, design one's own career in the enterprise, enjoy life and work happily when realizing self-development goals, and enjoy life, work and growth happily when realizing self-development goals with the company.