5. Work Summary and Plan of Human Resources Department

Work summary and plan of human resources department 1

I. Summary of Human Resources Work in 20 14

(1) Recruitment basically mee

5. Work Summary and Plan of Human Resources Department

Work summary and plan of human resources department 1

I. Summary of Human Resources Work in 20 14

(1) Recruitment basically meets the needs of all departments of the company.

Participated in 6 talent exchange meetings and conducted many group interviews. In 20 14, people at all levels were recruited and elected 109, 38 people left and retired 14. The timely, standardized and effective implementation of recruitment basically meets the quantity and quality requirements of the company's production management.

(2) Standardized and orderly salary management.

In 20 14, we reformed the salary structure according to the salary management method formulated in 20 10, moderately raised the monthly salary standard of employees, and improved the attraction to talents to a certain extent. In the daily work of salary management, strictly follow the company's management process, strive for accuracy in post setting and grading, salary review and salary payment, and assist the company in salary assessment, accounting and cash payment for 20 14.

(c) The performance appraisal has made steady progress.

The 20 14 annual performance appraisal realized the full coverage of the management department and the real estate division, and was linked to the annual benefit bonus according to the performance appraisal results.

(D) Labor relations are basically harmonious.

According to the actual situation of the company, the personnel quota was re-approved, and the organization, posts and personnel were partially adjusted to make the post setting more standardized and scientific, and the staffing was more reasonable. All temporary employees of the project company are registered, and all long-term employees of the real estate project company sign labor contracts and put them on record. Up to now, in 20 14 years, 18 people terminated their labor contracts, and 123 people signed new labor contracts. Pass the annual inspection, and the grade is good.

(V) The construction of the human resources system was promoted in an orderly manner.

First, it is responsible for revising the basic management system of the company, such as salary management system, performance appraisal system and management measures for the appointment and removal of cadres. The second is to promote all employees to learn and implement the new system through publicity, knowledge contests, lectures and interviews; Third, through the investigation and analysis of the problems existing in the implementation of the new system, feedback the implementation of the system, and do a lot of work to further improve the company's rules and regulations.

(6) Timely and standardized social insurance management.

According to the collection requirements of various insurance premiums issued by Hangzhou Social Security Center, the adjustment and collection of social security funds this year was completed. Timely handle all kinds of insurance, surrender, social security transfer procedures, accumulation fund collection and transfer, medical security card registration, etc. At present, the company's accounts of five insurances and one gold are accurate.

(7) Accurate management of human resources information

We updated personnel information in time, all employees established standardized cadre files, and completed the labor information registration of labor security and statistics departments. At the same time, collect human resources and related information in the same industry, complete the analysis of human resources in the company, and provide staff service for the company leaders.

Second, the problems existing in our company's human resources work 20 14

(A) the talent pool is slightly insufficient

In recent years, our company has gradually carried out the talent reserve work. However, due to the characteristics of the real estate industry and the form of the talent market, the reserve of real estate professionals is slightly insufficient. Individual job recruitment can't be put in place in time, which affects the work progress of other departments of the company to some extent.

(b) Training needs to be strengthened.

The company attaches great importance to the training of employees and has special funds. However, due to multiple reasons, the company has not yet established a clear training system to serve the enterprise development strategy. Business departments are too busy catching cash income to pay enough attention to training. administration department

There are misunderstandings about training, and the training plan is difficult to implement. At present, only the company's senior executives and employees in finance and auditing departments have reached more than 48 hours of training time every year.

(C) the company's human capital potential has not been fully developed

There is no essential difference between the current human resources department and the personnel department of the cooperative company a few years ago.

They are all routine jobs, which have not played their due role in stimulating employees' enthusiasm, promoting the company's business process reform, and establishing an evaluation system based on performance and ability.

Iii. 20 15 human resource management ideas

(1) Do a good job in the basic and daily management of human resources management, and complete various tasks assigned by business departments, employees and company leaders.

(2) Do a good job in talent introduction and allocation.

20 15 the macroeconomic situation will definitely have an impact on the quality and quantity of human resources inside and outside the company. The company may not only bargain-hunting the talent market and recruit good professionals, but also excellent employees will shake the company's prospects and form a brain drain. In 20 15, arrange 1 senior talents to work in key support links such as budget and final accounts, water and electricity, planning, structure, architectural design, prophase and property management. At the same time, take stock of the company's talent stock and promote the flow of talents within the company. In terms of foreign trade business, we will focus on introducing comprehensive senior management talents such as law, exhibition, image processing and brand management, and strengthen the comprehensive service platform function of the company's foreign trade business.

(3) Do a good job in performance appraisal.

Through the practice of 20 14 performance appraisal, we think there are still many problems in the current performance appraisal. First, departments can't break down their business objectives into individual employees. Second, the performance indicators are vague and cannot be measured by scores. Third, the assessment of each department is different, and it is difficult to be fair when linked to the annual salary. 20 15 performance appraisal focuses on solving the above problems. We intend to solve the above problems through performance appraisal mobilization meeting and strengthening performance communication and performance counseling.

(4) Strengthen training.

We believe that the economic crisis is the best time to invest in human resources. In view of the low enthusiasm of the employing departments to participate in the training, the Human Resources Department plans to give certain training funds to the employing units in 20 15, and incorporate the training implementation into the annual assessment of each department. At the same time, continue to provide high-quality training information and channels, strengthen the training of new employees, and actively encourage business backbones and managers to impart vocational skills. In terms of centralized training, it is planned to carry out real estate business legal training and trade business risk prevention and control training.

(5) Promote harmonious labor relations and protect employees' rights and interests.

The relationship between boss and employee is the most complex, universal and subtle in the world. As intermediaries, human resources workers should not only serve capital appreciation, but also protect employees' rights and interests. 20 15 First, continue to standardize employment management, strengthen the supervision and review of labor contracts and salaries and benefits, and reduce employment risks. The second is to ensure the welfare of employees. 20 15, the human resources department will actively promote the annual leave benefits of employees. In order not to affect the normal business development of the company, the company will guarantee the annual leave benefits of employees through centralized annual leave and rotation of various departments, and will give economic compensation to those who do not take annual leave due to work reasons. Third, salary management is more transparent, and the ratio of welfare to monthly salary is more clear. In addition, we will refer to the practice of our peers, increase the salary of probationary employees from 20 15, and issue transitional rental subsidies. Fourth, listen to the opinions of employees, strive for funds for employees' amateur cultural activities, improve the status quo of corporate image, management and business rigidity, and enhance the vitality of the company.

(six) to support the organization of business departments.

In 20 14, the company completed the preliminary work of the real estate organization structure, distinguished the decision-making, execution and operation of real estate business, and eased the situation of decentralized management, multi-head management and inefficient resource allocation, but the inertia formed for a long time is still playing a role, and the human resources department will play a role in post setting, job responsibility formulation, workflow division and performance standard formulation. In terms of trade, actively provide talents, information, salary and assessment support for the company's trade business platform.

In a word, I feel that I am basically competent, and I will further strengthen my study, ask for advice with an open mind, overcome my own shortcomings and do my work better in the future. Thank you!

Work Summary and Plan of Human Resources Department II

Xxxxxx year, Chongqing xxxx co., ltd was formally established, and xxxx year was the stage when the enterprise changed from the initial stage to the growth stage. The enterprise has completed the preparatory work and established a new organizational structure. The main tasks of leading the Human Resources Department at this stage are as follows:

(1) Establish and improve a standardized human resource management system according to law.

Legal norms are the minimum premise for enterprises to employ and retain people. The main work this year is to establish and improve various norms and management systems of human resources management: personnel management system, labor contract management regulations, salary management system, performance appraisal system, employee training management system, new employee assessment management method, employee employment confirmation procedure, work injury insurance reimbursement procedure, company organizational structure adjustment, etc. From employees entering the company to job changes, from performance appraisal to criticism and punishment, from daily appraisal to resignation, the human resources department operates according to documented procedures and takes appropriate measures.

We should try our best to provide personalized service for employees, hoping to realize the legitimacy and seriousness of all work, and let employees feel the company's "people-oriented" care and serious atmosphere of the system through activities related to their immediate interests everywhere and everything. But there is still a big gap between desire and execution, as follows: 1. Establish a performance-oriented salary system.

Through the combination of performance appraisal and salary, linking reward with effect, determining salary level by performance, and promoting by performance rewards and punishments, we will unswervingly implement preferential incentive policies for outstanding talents, encourage employees to actively create value, and establish an atmosphere of sharing value creation and return with the company. At the same time of material incentives, constantly improving the level of spiritual incentives will become one of the important ways for enterprises to continue to motivate.

Performance orientation is not only the company's business goal, but also an important part of human resource management. The enterprise is: "what to evaluate, what to get". For shareholders, what matters is profit; For operators, what matters is performance; For employees, what is important is personal achievement and personal development. And the basis of all this depends on the company's operating performance. Therefore, the company's performance appraisal, the setting of appraisal objectives, the selection of appraisal standards and the requirements of appraisal contents will directly reflect the company's business philosophy and management ideas, and directly affect the enterprise's incentive to employees. In practice, it has become an important means and management method to stimulate the growth of talents through quantitative assessment of post performance, employee quality, work attitude and leadership ability, standardizing monthly basic assessment, strengthening planning and process control, strengthening the company's distribution system of rewarding the good and punishing the bad, and paying attention to incentives. However, although the company's performance appraisal system has been tried out in September recently, the implementation of key performance indicators is not smooth and needs to be further improved.

This year's departmental performance appraisal is as follows:

2. Establish a training system and plan.

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. In 2009, the enterprise just started to operate. During the start-up period, there are technical backbones of state-owned enterprises, migrant workers who put down their hoes and came to the factory, managers of foreign-funded enterprises and students who just graduated from school. Everyone has different work habits. How to integrate all employees into a whole and form a * * * work style is the training goal of the Human Resources Department this year. Through the formulation of employee training system, and according to the training needs of various departments and the overall needs of the enterprise, the annual training plan of the enterprise is formulated to meet the initial needs of the enterprise from the aspects of basic safety training, quality inspection training, quality management training, teamwork training, basic management training and corporate culture training for new employees.

The training plan for 2009 is as follows:

The implementation rate of this year's training plan is 100%, and the statistics of the number of trainees/times are as follows: a) All employees participate in quality management knowledge training.

B) The number of participants in "Quality Standard Training" and "Quality Inspector Training" exceeds 300/time. C) The painting training for the outsourcing team is 12 person/time.

D) orientation education for new employees. The human resources department and safety officers organized more than 400 people to participate in enterprise papers.

Chemical training, safety training and quality training.

E) In terms of professional technology, "Quality Standards" and "Installation and Construction Specifications" have been organized successively.

A total of 150 people participated in the training.

F) In the training of obtaining evidence, rigger, Panasonic welder, electrician, welder, quality inspector,

65,438+073 related personnel participated in the training of detecting the wounded, safety officers and librarians, and 65,438+073 related personnel passed the examination.

The overall training effect this year still has the following problems:

A) Make employees (including subcontractors) familiar with quality system documents through targeted training at different levels.

Through the understanding of parts, the quality awareness and ability of employees have been improved, and certain results have been achieved. However, from the overall effect, it has not received the expected requirements, and can meet the requirements of free use in daily production and operation management.

Work Summary and Plan of Human Resources Department 3

20 15 is about to pass. Looking back on the past year, we have both opportunities and challenges. This is also a challenging year for the human resources department. With the constant changes in the company's operating conditions and organizational scale, higher requirements are put forward for the human resources system, from strategic thinking and system transformation to promoting reform, execution and adaptability.

20 15 is a year of rapid growth of * * * human resources department under the condition of increasingly mature management. The systematic and institutionalized construction of human resource management has been carried out in an all-round way, and a lot of substantive work has been carried out in four aspects: recruitment and distribution, training and development, salary and welfare management and performance management. Basic and transactional work (such as workflow analysis, personnel data collection, archives, etc.) has also been gradually promoted, which provides the implementation basis for the vertical deepening of each module of the company's human resources work under 20 15 "Challenges and Opportunities".

Although we walked very hard on 20 15, under the care and guidance of leaders at all levels of the company, with the support and cooperation of various departments, and with the concerted efforts of Qi Xin, a colleague of our department, we were able to carry out all the work of human resource management smoothly in a planned and step-by-step manner. First of all, the human resources department has done a series of basic work with its own organization and team building, personnel recruitment, job responsibilities sorting, performance system establishment and maintenance as the starting point. It strongly supports the company's business strategy and operation, but it also exposes many shortcomings. The work in 20 15 is summarized as follows, and the work plan for 20 16 is as follows:

I. Human resources planning

(1) Department building

1. personnel planning: this year, the personnel department adjusted its departments appropriately according to the actual situation of the company.

Post arrangement of personnel. From seven people at the beginning of the year to three people now, it has largely saved expenses and integrated resources for the company. In the future, it is necessary to further clarify job responsibilities, improve operational procedures, regularly review the consistency between work objectives and results, and enhance teamwork. In 20 16, we will improve the existing personnel echelon more reasonably according to the actual production needs.

2. Internal training: 20 15, the department actively carried out the internal training plan of the personnel department, and organized the internal training every week according to the actual curriculum arrangement. Interactive training forms also enable departments to learn from each other, enhance friendship and form a good learning atmosphere. I believe that this form of rotation training will definitely promote the overall progress of the personnel department.

3. Weekly departmental meetings: Weekly work summary and planning meetings are held regularly on Mondays, and their functions are: "Summarize last week's work; Timely feedback problems or handle abnormal situations; Unify thoughts and achieve * * * knowledge; Make plans for next week. " This form of meeting management gradually standardized the work between departments. 20 16 we will, as always, make all kinds of effective communication channels form excellent corporate culture.

4. Process construction: actively arrange employees to write "workflow description" and describe the details of the workflow clearly in words. Now it has been well verified in our department, and this scheme will be extended to all departments of the company in the future. Make the work of each position in the company clearer and the details of the process clearer, and promote the virtuous circle of the company's post alternation process.

5. Policy concern: In order to better study relevant policies and regulations, the department organized many internal discussions and studies this year. When necessary, the minister will guide the study of relevant documents and explain the necessity of studying policies and regulations to employees. Pay attention to the people around you by organizing study many times.

With the implementation of the new policy, the Human Resources Department successfully applied for a subsidy of 500,000 yuan this year.

(2) System construction

1. In order to establish and improve human resources rules and regulations, and further promote the institutionalized management and operation of enterprises, in 20 15 years, the human resources department integrated and sorted out various rules and regulations, and audited various systems: it analyzed in detail whether various systems need to be abolished or merged, and the application of specific provisions of the system. Communicate with relevant departments in view of the management gap, draft the proposal report of the new system, and make a timetable. Established the rules and regulations ledger of our company, and now 90 items of system information have been entered (including 20 15 newly edited 1 item and 4 revised items), and initially established the rules and regulations system of * * * heavy industry.

2. This year, the Human Resources Department drafted, formulated, approved and issued some rules and regulations, such as the performance appraisal scheme of the Heavy Industry Department (for trial implementation), the safety reward and punishment system, the factory supervision management measures, and the labor protection articles management measures. And organize and participate in the revision of relevant rules and regulations of other departments. At the same time, actively publicize, distribute and supervise the implementation of rules and regulations.

(three) job responsibilities and staffing, job description preparation

The human resources department has organized the revision of the post responsibilities, but there are still vague definitions of the responsibilities. In particular, the definition of responsibilities of various departments in the cross-business process is even more vague. In order to avoid leaving hidden dangers for the phenomenon of buck passing in the future, this is the focus of our work in 20 15 years. With a clear, definite and standardized purpose, we communicate and coordinate with relevant departments to clarify the division of labor and the scope of business overlap. In 20 15, our department spent three months, from visiting and consulting various positions, to sorting out and modifying various differences, and then to summarizing and distributing official manuscripts. Every step has been done to communicate with various departments and positions, starting from the source.

In fact, it ensured that the final draft was completed on time and with high quality. At the same time, on the basis of the original employee handbook, we have updated and adjusted some contents of the employee handbook this year.

Second, recruitment work

20 15 is a year of great changes in heavy industry demand, from the shortage of personnel in the first half of the year to the gradual decrease in the second half of the year. The recruitment of human resources department also changes in time with the changes of specific circumstances. Recruitment seeks suitable talents through various ways and channels, which provides a strong guarantee for the human demand of enterprises.

(A) the implementation of recruitment activities

In 20 15, the main channels of recruitment in our department are: on-site recruitment in talent market and large-scale job fairs, campus recruitment, employee recommendation, internal competition and online recruitment.

On-site recruitment mainly focuses on the talent market in the Economic Development Zone and the city's talent market, and participates regularly to ensure the company's regular talent supply, and also participates in some irregular job fairs; Online recruitment is mainly in Xin 'an Talent Network and Vida Talent Network, and resumes are regularly refreshed to recruit all kinds of talents. Encourage employees to recommend, in 20 15 years, 3 employees will be recommended by our internal staff; Some positions adopt the way of internal competition (such as the position of security captain and property manager in administrative department), and recruit suitable talents through various ways to ensure the balance between supply and demand of human resources in the company. In the first half of the year, the recruitment pressure of technical positions such as lathe workers, welders and CNC gantry milling operators needed by our company was still relatively high. The main reasons are as follows: first, there is a lack of similar jobs around Wuhu, it is difficult to find suitable personnel, and there are too few suitable candidates; Second, although some people can be recruited, they are unable to take up their posts because of unsatisfactory wages.

Work Summary and Plan of Human Resources Department 4

First, the recruitment work report

Summary of recruitment situation

In the first week, our department * * * recruited 2 people for the first trial, but actually there were 0 people.

Second, staff training.

Organize the training of company sales staff-"Seven Secrets of Excellent Sales" 1 time.

Third, formulate the responsibility objectives of some personnel leaders.

Fourth, attendance accounting.

Complete professional attendance accounting this week.

Work plan for next week:

1. Recruitment continues.

2. Assist the heads of all departments to formulate the responsibility objectives and salary adjustment of subordinates.

3. Professional wage accounting and payment.

4. Organize the collection of professional information for provident fund.

Work Summary and Plan of Human Resources Department 5

In the sound of fireworks, we sent away 20 17 with joy. In the past 20 17 years, the performance of our company has made great progress, and the human resources department of our company 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 20 17 Years

In 20 17 years, 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 2017,65438+February 3 10, the number of employees was 3 10, including office 10, finance department 15, cashier 14, and household appliances going to the countryside/kloc-. There are 9 people in the logistics department, 26 people in the distribution department, 3 people in the after-sales service department/KLOC-0, 4 people in Geshang Boutique, 66 people in the kitchen and bathroom department, 53 people in the white electricity department, 45 people in the audio-visual department and 30 people in the communication department. Among all the staff, there are 2 deputy general managers, CFO 1, office director 1, department manager 12, 4 department heads, 3 assistant managers, cabinet leader 165438 and cabinet assistant 1. There are 275 employees, including 165438+ 0.3% of the total number of managers with cabinet leadership assistants, accounting for 88.7% of the total number of 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 20 17 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 20 17, in addition to the above-mentioned work, the human resources department also actively performed its post responsibilities according to the actual situation, provided data 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 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) the recruitment of personnel is single, and the supply is not timely, resulting in a shortage of personnel and bringing certain difficulties to the work of various departments.

Insufficient training.

As the saying goes, "if a jade is not cut, it will be useless." No matter how potential employees are, they can't do much without good training.

Use. 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.