Human Resources Monthly Personal Work Summary Sample

After discovering and understanding the problem, we need to apply what we have learned to solve the problem. Writing a work summary is a good way to solve problems. Below is a sample monthly personnel work summary that I compiled for you. I hope it will be helpful to you. Welcome everyone to read and study!

Monthly Personal Work Summary of Human Resources Sample 1

With the arrival of the new year, doing human resources work makes me feel very happy. I think it is good to do such a thing well. It is still very necessary. You should take the initiative to take responsibility for your work. Doing human resources work now makes me feel even more nervous. Our company has just been established. As a human resources employee, I also feel a lot of pressure. At the beginning of my work, There are definitely a lot of things that need to be done, and I have made a lot of preparations. I never ignore the importance of work, and I will make some plans for the upcoming personnel work.

First of all, the company has only been established for a short period of time. It must take a lot of effort in recruitment and a certain amount of time to do a good job in personnel recruitment. I am very experienced in recruitment work and have already done personnel work. It has been several years since I came to __ company and I hope to show my talents. I will continue to inject fresh blood into the company. I must be strict in the selection of talents and maintain good quality. This is very important to me. It is of great significance and is a direct way for me to improve myself. I am now full of motivation for this job. I will further make relevant work arrangements. I will definitely implement relevant systems during my work. This is certain. , publish recruitment information on major platforms. The company should be in its infancy now, so these should be kept clear. Of course, when it is time to recruit people, I will definitely work hard to do a good job in recruitment.

I will work harder in the upcoming work. Of course, some things should have a plan. I will continue to prepare for relevant work in personnel work, handle the details in place, and complete the company's All systems have been perfected and all kinds of organizing work have been done well. I will definitely do a better job in the future. Although the personnel work is relatively complicated, I am still very enthusiastic about this job. When the company is newly established, it is also a busy time for our human resources department. As a member of human resources, I will definitely do a good job more carefully, further improve the company's human resources work on the original basis, and sort out Yan Jin's work. work system, publicize the company's various systems in place, and then do a good job in training new employees to create a __ company with our own characteristics. It is also very important to have a good working atmosphere. I will further implement these in my future work.

Finally, in terms of personal work ability, I will definitely strengthen my work level when the company is just established. This is also a good time for me to train myself. I will definitely do more in the next stage of work. Make good daily personnel arrangements, let yourself be effectively developed, create more value for the company, and be an excellent personnel personnel.

Personnel Monthly Personal Work Summary Sample 2

The new January means a new starting point, new opportunities, and new challenges. With the entry of Dacanlin and Beijing Tongrentang, it is both pressure and motivation for us. We are determined to continue our efforts and meet new challenges. In __, the Administrative and Human Resources Department will work from the following aspects:

1. Improve the company system and move towards standardization of management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. As the company continues to develop, improving the company's management system is undoubtedly the foundation for its sustainable development. Therefore, it is urgent to establish and improve a set of reasonable and scientific company management systems. In order to further improve the company system and achieve management standardization, the work of the year will be centered on this.

2. Strengthen training and improve the training mechanism.

Competition among enterprises ultimately comes down to competition for talents. At present, the overall quality of the company's store and department personnel generally needs to be improved, especially store managers and department heads, who shoulder heavy responsibilities. Training plans need to be developed based on the actual situation to help them in a real sense. Also complete the new employee entry manual.

3. Assist department work and strengthen team suggestions.

Continue to cooperate with various stores and departments to assist in handling various emergencies. This year is a year for people to expand and grow. Having a united and innovative team is the guarantee for its development. Therefore, strengthening team suggestions is also the focus of the work of the administrative and human resources department this year.

In fact, as the saying goes, "The difficult things in the world begin with the easy things, and the great things in the world begin with the small things." As long as we work more carefully, communicate more, and have a stronger sense of responsibility, I believe the people will do better and better.

Human Resources Monthly Personal Work Summary Sample 3

1. Improve various systems and gradually realize standardized management of human resources.

At present, the group is in the preparatory stage, and various systems have not yet been perfected. We will clarify the organizational structure based on the actual situation of the company, compile a set of human resources management operation process systems for the group company, and guide each subsidiary at the same time. Combining the characteristics of its own industry and referring to the group's human resources management system, we will improve the company's human resources management system and gradually realize the standardized management of the company's human resources. The establishment of various systems is planned to be completed before June 30, 20__.

1. Establish a new employee onboarding management system.

Currently, companies pay little attention to new employees, which can easily lead to the loss of new employees. To this end, a new employee onboarding management system will be established, and two onboarding mentors will be assigned to new employees. One is the corporate culture mentor. The main responsibility is to guide new employees to become familiar with the company's corporate culture from the first day they join, so that they can become familiar with the company's corporate culture as soon as possible. Integrate into the company; the second is the business mentor, whose main responsibility is to help new employees become familiar with the work process of the position, guide the new employees to gradually become familiar with the work information, and adapt to the company's work requirements.

At the same time, the two mentors are also required to communicate with the new employees every week to understand their adaptation to the company and work, and to answer the doubts raised by the new employees. We need to conduct unified training for new employee mentors so that they can master the methods and communication methods of guiding new employees, and provide encouraging subsidies. At the end of the year, we select outstanding mentors and issue certificates and rewards.

2. Establish a new training management system.

Training is an effective way for a company to improve the quality of its employees, but it needs to be implemented systematically to be more effective. The new training system will implement credit values ??and be included in the scope of performance appraisal. The learning materials are divided into new employee categories, professional quality categories, management skills categories, business categories for each section, all employees in the professional quality category need to participate in learning, business category employees from all business sectors participate in learning, and new employee categories are newly hired employees to participate in learning; learning methods Diversification will be implemented, unified organization of companies and departments, individual self-study, outing inspections, training, etc. Enthusiastic learners will be selected and awarded certificates each year.

3. Improve the employee handbook.

The employee handbook is a study guide to guide employees to become familiar with the company's corporate culture, understand the company's code of conduct, and become familiar with daily work procedures. It is a compass that guides employees' direction. First, revise the clauses and information in the original clauses that are not suitable for the development of the enterprise, then refine the clauses where disputes arise, and then add new information, such as basic etiquette standards, etc.

4. Improve the salary and welfare system.

In the new year, the original salary structure will be adjusted to coordinate with the implementation of performance management, and the welfare system will be improved at the same time.

5. Establish the group’s rank management system and evaluation system.

In order to better carry out group management and control, the group's ranks will be sorted out, divided into administrative series and professional series, and measurable standards will be formulated for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time they joined the company and the time spent working in the same position. Ordinary employees: within two years of joining the company and working in an equivalent position in society for more than two years; senior employees must have worked in the company for more than two years and working in an equivalent position in society for more than two years.

6. Improve the performance appraisal management system. In 20__, property management, real estate, and supermarkets will gradually implement performance appraisals. The monthly appraisal status will be summarized, and the information that needs to be improved will be summarized and revised to better suit the performance management needs of each company.

2. Strengthen employee training management and further improve the overall quality of employees.

At present, the overall basic ideological awareness, service awareness, daily basic etiquette common sense, and business knowledge of the employees of the group's subsidiaries need to be improved. In 20__, a comprehensive training demand survey will be conducted and an annual training plan will be made. The training will be classified according to entry training, business skills training, intensive training, and basic quality training, and an annual training points system will be implemented.

1. New onboarding training.

The main purpose is to familiarize newly hired employees with the basic situation of the group and learn basic daily etiquette knowledge, etc., which will be arranged by the group's human resources department on a quarterly or monthly basis based on the number of employees. For the training materials for new employees, our department will collect relevant materials and compile them into a small manual and PPT (completed before March 30, 20__). After the training, a written assessment will be conducted to check the employee's mastery status, and it will be used as a probation period Basis for assessment.

2. Business knowledge training.

The main purpose is to improve employees’ business potential learning, thereby improving work efficiency. Business knowledge training is conducted according to the company's business department sections. Department heads or managers serve as lecturers or organize learning videos. They can also be sent out for training as needed. It is mainly conducted by combining theoretical knowledge, practical operation and case analysis. After the training, there will be a written assessment of practical operation or theoretical knowledge.

3. Intensive training.

It is mainly a rigid requirement for daily business knowledge and skills. Through repeated training, employees can be strengthened to improve their work skills. This training can be implemented by holding some special skills competitions, such as housekeepers' daily basic operating standard skills competition, cashier operating skills competition, etc.

4. Basic quality training.

Mainly training to improve employees' daily behavioral standards, and through such training to further improve the overall quality of employees. This type of training is arranged according to the actual needs of management positions and basic positions, and can be conducted through outbound training, video training, expansion training, internal teaching, etc.

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

In 20__, we will cooperate with Jucheng Company to handle online member learning. Based on the online learning video materials, arrange for each company and department to organize employees to conduct a certain amount of learning on a monthly basis, and share, discuss, write learning experiences, and assess together.

6. Organize outbound development training.

Strengthen team communication and enhance team cohesion. Normally, there is little communication between companies and departments. Through organizational outings, we can further strengthen everyone's communication and enhance feelings and teamwork awareness. Three outings are planned for 20__.

The annual points system is implemented for training, training and learning files are established, and annual training and learning hours are stipulated for different ranks. The overall average per capita is no less than 20 hours per year. Colleagues who actively participate in training and learning will be assessed at the end of the year. Recognize and reward employees who have advanced learning skills.

3. Continuously improve performance appraisal and promote steady improvement of employee performance.

Each company will implement a new performance appraisal model, and there will be a process of gradual adaptation. During the trial process, continuous summaries must be made to find performance appraisal standards that are more suitable for departments and individuals, and strengthen departmental During performance interviews between managers and employees, leaders should give more guidance to subordinates on their own shortcomings and continuously improve performance so that employees can continuously improve their work potential, business skills and other aspects during the performance appraisal process.

4. Make a good talent reserve and promptly replenish the missing and needed talents.

With the diversified development of the company and the continuous expansion of business, the talent requirements required by the group have gradually increased. In order to be able to replenish in time when urgently needed and ensure the normal development of daily work, our department will draw from multiple sources. Channels to reserve talents.

1. Focus on internal training, implement an internal talent training plan for grassroots managers, select outstanding employees with outstanding business potential and management potential through performance appraisal, and train them as reserve managers to do a good job for employees Career development planning provides a development platform, retains key employees, and ensures the company's sustainable development.

2. Reserve talents for general positions in the company through talent recruitment and participation in on-site job fairs. When personnel are absent and cannot be replaced internally, they will be screened from the reserve talent pool in a timely manner and replenished as soon as possible to ensure normal work.

3. Make recruitment plans in advance for newly developed projects to find the talents the company needs.

5. Improve the salary and welfare structure and improve market competitiveness.

In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve an incentive effect. As for the amount of performance salary bonus, a new plan will be proposed and submitted to the company leaders for approval before implementation. Salary advantages are highly competitive in the market. Each company should position itself based on its own actual situation and launch some personalized welfare policies, which will also be of great help in attracting and retaining talents.

6. Enhance the spirit of corporate teamwork and cohesion.

The company's harmonious labor relations and strong sense of teamwork are important guarantees for the company's sustainable and stable development. In daily working relationships, we should advocate the ideas of integrity, cooperation, and sharing. Communication and cooperation should be strengthened between departments and between colleagues, and we should be committed to jointly completing department and company work goals and tasks. In daily company activities, we plan to organize some activities that are conducive to team building.

1. A basic etiquette and etiquette knowledge contest will be held in April. Strengthen the learning of basic knowledge of etiquette and etiquette among all employees, thereby further improving their self-cultivation. We will first collect basic daily etiquette knowledge, compile it into a book, and send it to each employee for study. We will also conduct video training and then conduct exams. Those who excel in the assessment will be rewarded, and those who fail will be required to take a make-up exam.

2. In May, the supermarket will hold a cashier skills competition.

In March and June, the property management company and the supermarket each held a knowledge contest on what they should know. Strengthen the learning of daily business knowledge and improve the service level and professional level of all employees. First, the Human Resources and Administration Department collects information that should be known and understood, compiles it into a volume, and sends it to each department for study. Each department selects representatives to participate in the competition. The competition is divided into decision questions, multiple choice questions, question and answer questions, etc., and is ranked according to the total score. Prizes will be given to the top three.

In April and August, a "Show Cooking Skills and Share Delicious Food" competition for Dahua Group employees was held in the supermarket. One is to showcase employees’ cooking skills, and the other is to increase the popularity of the supermarket.

In May and June, the supermarket organized an outing inspection and learning activity for management staff.

In June and August, the property management company organized an outing to study and study.

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

A study experience essay competition will be held in August and November.

Human Resources Monthly Personal Work Summary Example 4

1. Guiding Ideology

In view of the weak adaptability, innovation ability and improvement ability of employees, combined with the overall development of the company Strategy, vigorously promote the employee quality improvement project, highlight the cultivation of high-skilled and high-tech talents and professional and technical reserve training, and provide suitable human resources for the company to establish an outstanding enterprise with sustainable competitiveness.

2. Preparation principles

(1) Combining strategic training with applicability training and improvement training.

(2) Facing all employees and highlighting key points.

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

(4) Make full use of resources and focus on practical results.

3. The main tasks of training

(1) Combining the company’s new technology, new equipment, and new processes, using career development as the driving force, skill appraisal as a means, and skills training , technical competitions and mentoring and mentoring as carriers to vigorously promote the cultivation of high-skilled talents.

1. Open training courses for technicians (including senior technicians, technicians, and default technicians) in refining, continuous casting, steel rolling, welders, instrument workers and other professional types of work, with *** training names; carry out training courses for welders and instrument workers Training courses for senior workers in various types of work such as boilers, steam turbines, etc., *** training name.

2. High standards and strict requirements, and effectively carry out skills competition training for young workers in the company's general work types such as fitters and overhead cranes, as well as some industry types, to cultivate company-level technical experts. At the same time, in accordance with national, provincial and industry requirements, we will organize the selection and training of participants in relevant job skills competitions and train 2 technical experts above the provincial level.

3. Vigorously implement the "skilled talent" training project.

Based on reality, each unit will equip experienced and outstanding skilled talents (special technicians, responsible technicians, etc.) with an employee with rich theoretical knowledge and strong writing skills as an assistant to form an excellent A team of highly skilled talents plus a highly educated assistant. The tutor imparts practical experience to the assistant, and the assistant helps the tutor improve theoretical knowledge, sort out operational experience, know-how, insights, etc., and cultivate a group of knowledge-based and compound high-skilled talents.

4. Select and send 50 key operators of the company’s pellet shaft furnace, blast furnace, converter, continuous casting, refining, rolling, etc. to relevant similar companies for on-site training to learn and understand advanced operating technologies. and methods.

(2) Make full use of internal and external resources and vigorously carry out continuing education and technology improvement training for professional and technical personnel.

1. Give full play to the role of the training center and organize training courses on computer application improvement, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, PLC, English and other training courses at different levels.

2. In conjunction with new product development, there are plans to hire internal and external experts to teach "" knowledge and conduct technical lectures; combined with on-site processes and equipment, hire experts from equipment manufacturers to come to the company to carry out high-level hydraulic technology, Professional on-site training on frequency conversion technology, special instruments, etc. promotes the dissemination of new technologies and processes.

3. Increase the intensity of sending out training, plan to select outstanding professional and technical personnel to the company and other advanced foreign enterprises for counterpart job training, and send outstanding professional and technical personnel to relevant domestic enterprises, universities Study in colleges and universities to improve professional and technical levels and provide intellectual support for the company's technological progress and technological transformation.

(3) To adapt to the needs of company development and management improvement, strengthen the training of various management personnel required by the company.

1. According to the requirements of the provincial party committee, the provincial State-owned Assets Supervision and Administration Commission, the group and other superior authorities, high- and middle-level managers are selected in a planned manner and sent out for training to further improve the production, operation and management of middle- and high-level managers. ability.

2. Increase the intensity of off-the-job training for managers at all levels. Conduct qualification training for newly promoted or to-be-promoted mid-level managers; hold a one-year off-the-job rotation training class for middle-level managers with core courses as the main content and combined with the company's management practices and requirements; use grassroots management theory and practice As the main content, organize two off-the-job rotation training courses for grassroots managers of more than 6 months; continue to use the "Enterprise Team Leader Training Tutorial" as the main content, organize 5 off-the-job training courses for key personnel of the team and one month; general management Combining capabilities with professional management capabilities, we organize a training period for procurement and marketing system personnel that lasts for more than 6 months.

(4) Continue to carry out adaptive and improved training on various related knowledge and skills at different levels.

1. According to the requirements of each management system certification, adopt the method of centralized training and class, and continue to carry out evidence collection and certification for more than 20__ internal auditors, relevant management personnel, personnel in key positions, and special operations personnel at different levels. Centralized training for certification re-certification; adopt a combination of self-organized classes, team learning, and online learning to conduct all-staff training on laws, regulations, and document systems to cultivate employees' awareness of quality, safety, and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized inspection and maintenance training course for high and middle managers, equipment section chiefs, and professional inspectors; Adopt self-organized classes to carry out training for equipment operation and maintenance personnel focusing on equipment management knowledge and simple equipment maintenance, equipment management procedures, emergency plans, job responsibilities, etc.

3. Cooperate with the company's continuous improvement work and continue to provide personnel training and system user training at all levels.

(5) Provide personnel reserve training for the company's new technical transformation projects in the "Eleventh Five-Year Plan", and start training large blast furnace chiefs, foremen, converter main steelmakers and rockers in advance according to the project plan workers, refining and continuous casting squad leaders and other key positions.

4. Implementation strategies and safeguard measures

(1) Increase publicity, strengthen modern training concepts, and create a learning atmosphere for all employees.

The company will use TV, newspapers, websites and other media to promote managers at all levels to deeply understand that "training and development are the driving force for the rapid development of enterprises" and "training is the first process of production" "It is my unshirkable responsibility to cultivate and develop subordinates and build a high-quality team. I consciously stand in the company's strategy of building an outstanding enterprise with sustainable competitiveness and attach great importance to the learning and growth of employees; at the same time, the company must create an overall " "Need to learn" atmosphere prompts employees to truly realize that "adapting to job requirements and improving their own quality is the responsibility and obligation of every employee". Training is an effective way to help employees improve their survivability and job competitiveness, and strive to improve employees' ability to learn. initiative.

(2) Improve the training system, strengthen assessment and incentives, and improve the training management system

1. Adapt to the requirements of company management changes and centralized human resources management, optimize training management processes, and modify And improve relevant training management systems such as the "Employee Training and Development Management Measures" to standardize management and improve the efficiency of training and development.

2. Strengthen plan management and strictly assess to ensure training effectiveness. Divide all training into company centralized training, unit self-training, and outsourcing training, and centralize management. In strict accordance with the requirements of the economic responsibility system assessment work, the training center and each unit will be regularly inspected and assessed on the completion of training plans and training effects; at the same time, strengthen the Assessment of training employees, linking employee training results with treatment and use.

3. Improve training incentive measures, evaluate and give certain rewards to project implementation units, outstanding students, and outstanding teachers (including part-time teachers) with significant training effects, and at the same time improve part-time teacher training and teaching and master guidance. The allowance standard for apprentices is encouraged to encourage employees to impart knowledge and experience.

(3) Integrate resources internally, give full play to the advantages of the technical department, and improve the ability of independent training and development; strengthen cooperation and exchanges externally, realize complementary training resources, and meet high-level training needs.

1. Further give play to the role of the training center in basic theory and basic skills training for general majors (work types), solve training infrastructure resources through multiple channels, improve the training center’s level of hardware facilities for general work skills training, and meet the needs of The need for employee basic skills training.

2. Give full play to the advantages of the technology center, information automation center, maintenance center and other units (departments) in on-site technology and on-site operation training, and integrate their resources into the company's relevant professional (type of work) on-site technology and skills training The scope of resource management ensures that the training required by the company is targeted and practical.

3. Based on the overall interests of the company, break unit (department) boundaries, make full use of existing and idle resources, promote mutual learning, exchanges and training between different units of the same type of work, and achieve maximum training resources Enjoy.

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

(4) Further strengthen the team building of training workers and the development of training materials to provide qualified teachers and effective blueprints for training.

1. Hire experts to the company to conduct professional training for internal trainers (especially part-time teachers), evaluators, and training administrators to improve the overall quality of the training staff.

2. Organize the company's professional and technical personnel to develop a batch of training materials that are in line with the company's actual equipment and process technology, and accelerate the improvement of the test question bank and case library to meet training needs.

3. Give full play to the professional advantages and business expertise of the training center to provide business guidance for independent training of each unit.

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

During the implementation of training projects, we insist on managing according to training quality management standards, focusing on the "three links" of training preparation, training implementation, and assessment and evaluation. On the one hand, we urge the training responsible units to do what they need according to needs. We should design courses and select teachers well, strengthen the management and quality control of teachers’ teaching process, and strictly assess students; on the other hand, we should improve the training effect evaluation method and measure training satisfaction from the aspects of student reaction, academic performance, employer evaluation, etc. .

5. Relevant instructions

(1) All major training of the company (including centralized training of the company, independent training of each unit, outbound training, etc.) are included in this plan (for specific training items, see Attached table), other temporary training is managed as unplanned training.

(2) Relevant training projects involving party building work and trade union work are included in the company's party school plan, and daily political study and team study are included in the "" category.

(3) Before the start of each training project, an implementation plan must be submitted as required one week in advance and implemented after review and approval by the Human Resources Department.

(4) The human resources department is responsible for interpreting this plan.

Monthly HR Personal Work Summary Sample 5

1. Responsible for establishing and constructing the company's human resources management system to ensure that human resources work becomes increasingly scientific and standardized in accordance with the company's development goals.

2. Responsible for the establishment, implementation and revision of the company's labor and personnel management system, and formulating human resources plans based on the company's development strategy and business plan.

3. Review the branch's staffing every year based on the company's business objectives and the branch's personnel demand plan, and conduct centralized management of the increase or decrease in personnel in the branch.

4. Regularly collect human resources information inside and outside the company, establish the company's talent pool, and ensure talent reserves.

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

6. Responsible for the formulation, implementation and revision of the salary plan for headquarters employees, and monitor the salary situation of each branch.

7. Responsible for the professional title evaluation of headquarters employees, and supervise and inspect the professional title evaluation of each branch.

8. Responsible for formulating the company’s annual training plan and being fully responsible for the training and capability development of the company’s management. And supervise the training work of each branch.

9. According to the company's development plan, organize the company's human resources department to conduct job analysis and prepare job descriptions for each position at the headquarters.

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