Year-end summary of human resources

HR year-end summary collection of five articles

A year has passed. Looking back on the past year, the achievements were hard-won. It's time to take a look at this year's work and sum it up. But do you know how to write it? The following are five year-end summaries of HR for reference only. Welcome to reading.

HR year-end summary 1 My work in the Human Resources Department has gradually made me have a clearer understanding of the responsibilities of the Human Resources Department. The summary work is as follows:

First, focus on employee recruitment. The autumn harvest in rural areas has begun in September, and the number of vacations for garden guards and cleaners has increased. In addition, it has been raining, so it is difficult to recruit. In order to make up for the employment gap, the human resources department changed the fixed-point recruitment mode, focusing on entrusted recruitment and telephone recruitment. By the end of September, there were 3 1, * * 7 employees 1, including 2 garden guards 1, 1 supervisor1,1 customer service1and 2 cleaning staff.

Second, further standardize the performance appraisal. In order to further standardize the performance appraisal, we specially arrange personnel to check the fingerprint punching machine in each service center, and make unified arrangements for personnel scheduling, scheduling management and time period maintenance in the attendance system of each service center. We carefully checked the performance attendance sheet printed in the newspapers of each community and the attendance sheet printed by the fingerprint machine. All employee leave forms must be examined and approved through the mobile OA system, and attendance officers are required to print them out by computer as attendance basis, signed by community directors and managers, and a backward checking mechanism is implemented. Through this series of measures, employees' sense of responsibility has been enhanced, the company system has been fulfilled, mistakes and omissions have been eliminated, and the assessment and attendance system has been improved.

Third, complete the task of custom replacement of spring and autumn clothing. In view of the poor quality and fading of the cleaning staff's work clothes in summer reflected by the employees of the company, combined with the actual needs of each position, our human resources department visited the market many times and contacted various clothing manufacturers. By comparing and checking the samples, we finally determined a cheap clothing processing enterprise for cleaning staff and maintenance workers to try on. At present, the park doorman's work clothes in winter have been customized, and maintenance workers and cleaning staff should wear them in spring and autumn.

Fourth, deal with the remaining problems in time. In terms of handling labor and capital formalities, we overcame the unfavorable factors such as fewer employees and tight time, prepared in advance, carefully investigated, actively communicated with the parties and their families and friends, and did a good job in ideological work, which gained the understanding and support of employees and properly handled the pension and medical procedures for four employees, including xxxxxxxx. When dealing with employee disputes, in addition to doing a good job in the ideological work of employees on the job, all employees who take long vacations are required to report to the Human Resources Department first, actively communicate with employees, and understand the situation, so that all kinds of disputes are eliminated in the bud, maintaining the good image of the company, avoiding a lot of risks for the company and preventing the company's economic losses.

HR Year-end Summary 2 Since joining the company in March of 20xx, I have worked in the general office and the human resources department successively, and now I am engaged in personnel transfer, file management, medical insurance, unemployment insurance, maternity insurance, serious illness, accident and industrial injury insurance. My work is complicated, and there are many links that need to be contacted and communicated. From daily contact and communication to the determination of work content, from the preparation of knowledge policy to the publicity and explanation of employees, I have devoted myself to it, regardless of personal gains and losses, repeatedly calculating data, carefully preparing plans, actively communicating and trying to seek support. Always keep in mind the purpose of serving the people, and set strict demands on yourself by the standard of * * * producing party member. Fully complete the work assigned by the leaders, and now report the work in 20xx as follows:

First, pay attention to learning and strengthen quality internally.

As the old saying goes, "Right and wrong are better than learning". In order to adapt to the new environment, new job, new challenges and new requirements, I attach great importance to learning, and constantly improve my quality and ability to serve the people through learning. First, study political theory, improve political and ideological awareness, and strengthen political stance. Theory is the baton that guides us forward. The second is to study policies, laws and regulations, improve their decision-making and management ability, so that they can not fall behind in their work and be better qualified for their work.

Second, correct mentality, image outside the tree.

I have always worked with peace of mind, meditated, studied seriously and treated calmly, thus establishing a good image of party member. The first is to work at the grassroots level with peace of mind. Facing the unfamiliar environment, I feel a lot of pressure, but the expectation of the organization and the earnest entrustment of the leaders have increased my motivation to do a good job. The second is meditation. At work, I can keep a thinking attitude. For anything, especially work, I don't do it with all my heart, but always "think twice", sum up my work experience in time and correct my shortcomings in time. The third is to keep a normal heart. Is at work, always with a "normal heart" into the team, into the work, harmonious relationship with leaders and colleagues, and get the affirmation of leaders and colleagues. From the special tasks assigned by the leaders to the small tasks such as cleaning the office, I am enthusiastic to complete, never favoring one over the other, and never "being good and not doing it". Always be "self-disciplined, introspective and self-aware", strive to be "more diligent than enjoyable, more dedicated than demanding", and always keep a correct attitude.

Third, do your duty and work hard.

In all the work, I always adhere to the diligent, pragmatic and efficient work style, obey the leadership division of labor, regardless of gains and losses, do my duty, and work hard.

1, complete 35 sets of performance appraisal tasks in half a year.

2. Contact five workstations in time at the end of each month, and summarize and report the attendance records of each workstation and the department. Provide reliable salary basis for finance.

In 3.20xx years, 29 new employees registered and entered medical insurance, and made copies and printed business cards.

4.20xx handled the industrial injury insurance declaration for two employees from April to May.

5.20xx years old-age insurance data has been integrated, and timely reported to the social security agencies, approved.

Fourth, the problems existing in the work

In daily work, we only put work efficiency in the first place, and the work is not thorough and meticulous enough, lacking the word "serious", and the personnel are not familiar and the business is not skilled. Although it is a legacy, it is a serious mistake to fail to find it in time after taking over. Please criticize and correct me.

No matter what work I do in the future, I will keep the word "earnest" in mind and make the work deep, detailed and solid. Strive to complete the tasks assigned by the leaders. Let the leaders rest assured.

The year-end summary of HR is 3 20xx, which is a year of rapid development of the company. Under the correct guidance of the company's leaders and with the joint efforts of all employees, this department closely focused on the company's business policy, studied hard and worked actively, and Qi Xin worked together to complete various tasks assigned by superiors and company leaders.

Chapter I Annual Work Summary

On the one hand, the daily personnel management, employee reward and punishment system, employee entry, resignation, promotion and management ensure the legitimacy and standardization of various personnel management work; on the other hand, the employee training plan, employee salary and welfare plan and employee performance appraisal are formulated to assess and motivate employees, and the implementation and infiltration of corporate culture enhance the cohesion, sense of belonging and professionalism of employees.

According to the arrangement of departmental work, we have done a lot of basic work from employee recruitment to labor relations in 20xx. Some progress has been made in employee care, salary and welfare, which has further matured the work of the human resources department. But at the same time, there is still a lot of work that has not been carried out or is not perfect. Therefore, at the end of 20xx, we should re-examine the completed work, sum up the experience and shortcomings, so as to carry out our work better in the future.

Chapter II Summary of Specific Work

20xx mainly completes the following aspects:

I. Recruitment work

With the development of the company, the demand for personnel is relatively large and urgent, so the human resources department has invested more time and energy in personnel recruitment. By the end of 20xx65438+February, the company had 472 employees (excluding promoters) and 9 people were short of staff. A total of 435 employees joined and 300 employees left (see figure).

Entrance and exit distribution map

9080706050403020 100

number of people

1 February March May July August September1October1October1February.

As can be seen from the figure, before February, there were fewer employees and more resignations. From May to September, Nanchang Store has new employees. By the end of the year, there were basically no employees, and the number of employees leaving the company remained high. The turnover rate of employees in 20xx reached 38.96%, which brought some passivity to the recruitment work.

The existing recruitment channels of Nanchang headquarters this year are: Nanchang-oriented online recruitment platforms (Jiji.com, 58 City Network, China 99 Store Manager Network, Retail Management Network, etc. ) and on-site recruitment in the talent market. The existing recruitment channels of the store include on-site recruitment, internal staff introduction and poster recruitment. From the analysis of resumes received from various positions, there are very few professionals in retail supermarkets, and sometimes they often receive more than 20 resumes. None of them meet the job requirements and enter the interview stage. Most of them are invalid resumes.

Candidate analysis:

1. Job seekers are unwilling to come to our company;

2. The job seeker has something temporary and has been hired by other companies for about the next time;

3. Job seekers receive interview notices from several companies at the same time, and make a choice after comparison.

4. The job seeker is still at work, and his job hunting intention is not strong. The idea of "knowing salary and knowing treatment" is compared with the existing treatment level.

5. Not satisfied with the company's salary and benefits.

6, comprehensive quality, professional enough.

Second, the training work

Training work runs through from beginning to end. From the induction training of new employees to management training, from corporate culture training to business skills training, it is important for employees to truly learn practical skills that can be applied in practice and create benefits.

Since I have been in Nanchang Store from May 20xx to the beginning of 10, I made a complete training plan for Nanchang Store before it opened. The training course involves the training of understanding corporate culture, company rules and regulations, being familiar with workflow, increasing business skills and skillfully operating the company's software system. Due to cost control and other factors, enterprise training is mainly internal training, and the training target is the management of the company. Some training courses were postponed and the training was basically completed well.

Third, performance management.

The achievement rate of the original performance appraisal project is too high, the store can't achieve the set goal, and the so-called performance achievement is far away, which leads to the performance appraisal being just a name. The store did not generate any enthusiasm for work efficiency and performance appraisal. In view of the problems existing in the performance appraisal process, the performance appraisal system should be gradually improved. In May this year, the supplementary management measures for performance appraisal were re-issued, and the assessment of employees was cancelled. The assessment method was mainly based on the "Department Group Management Assessment" where the store was located. From the original single sales assessment, it has increased to three major assessment items: sales, gross profit and non-operating expenses.

The new performance appraisal scheme is simple and easy to understand. Since May, shopping malls have implemented a new performance appraisal scheme, which has aroused the enthusiasm of employees, implemented fair work competition among departments, and promoted the obvious improvement of work efficiency.

In order to better link performance with salary, the work completion of the department should be reasonably assessed and reflected in the salary. This department will supervise the performance of each department and group every month, and calculate the achievement rate of performance appraisal and bonus distribution of each store in the middle of each month and send it to each department.

Each department's 20xx annual performance bonus distribution is as follows:

As can be seen from the chart, the performance achievement rate of lean store is the highest in the company. Mainly reflected in September to 65438+February, the achievement of various indicators is much higher than other stores.

Fourth, wage management and consumables management.

The salary management of this department is mainly to make the payroll of the headquarters staff every month and check the attendance and salary of the stores. The management of the company's consumables is also the daily work of the human resources department. Mainly do the following work:

(1), before the date of 10-15 every month this year, all the store attendance and wages will be forwarded to the department to supervise and inspect the daily attendance of the store;

(2), this year, according to the monthly store sales, staff wages to statistical accounting store staff cost control rate;

(3) Store number 1 and No. 15 submit consumables and office supplies to this department every month for unified registration, procurement and distribution;

(4) Statistics and accounting of the arrival rate of consumables suppliers within the specified time in each month of this year.

(20xx annual salary statistics (as shown):

(Monthly store personnel cost statistics for 20xx years (as shown):

As shown in the figure, because Nanchang Store has a business area of 6,000 square meters, and there are no promoters from manufacturers, and the number of formal employees increases, the personnel cost of Nanchang Store is still relatively high. Followed by the lead mountain store, because the store opened and closed at the end of June for rectification 1 1, the store sales were affected during the renovation period, so the personnel cost remained high at the end of the year. The staff cost control of Wuyuan 1 Store is quite good, and it has been controlled between 3.5% and 4.0%.

Verb (abbreviation of verb) labor relations management

(1) This year, the entry and exit procedures were standardized. A unified application registration form should be filled in, and two one-inch photos and two copies of ID cards should be attached. Relevant personnel should also have a guarantor and pay a certain management fee. Resignation requires receiving the resignation application form from the personnel department one month in advance, and all departments should sign it for the record. All personnel entering and leaving the company should be filed by the human resources department, and all processes should be strictly implemented in accordance with the rules and regulations.

(2) Do a good job in employee file management, so that each employee has one file and each personnel has one file, and update it in time.

(3) As the proportion of women in the store reached 85%, on March 8th this year, materials were distributed to front-line female employees as holiday gifts. This employee care measure has been welcomed by employees, which is a concrete embodiment of the "home" culture of the enterprise and is worth continuing to carry forward.

(4) Excellent employees and excellent managers were selected this year, and a large number of excellent employees and department groups emerged through employee evaluation. The efforts made by employees have been affirmed, the enthusiasm and creativity of employees have been mobilized, and the corporate culture has been deeply rooted in the hearts of the people.

Chapter III Problems Existing in Annual Work and Suggestions for Improvement

As an important part of human resources department, personnel management has played its due role according to the requirements of post responsibilities. However, at the end of the year, there are still some unfinished work, and many problems have appeared in the process of promoting some work. In order to better sum up experience and lessons and promote better work in the future, we briefly summarize the following:

1. Personnel recruitment has not completed the work of reserving talents. The reasons are as follows: (1) The salary is low and it is difficult to be competitive; (2) The existing recruitment channels have little effect, and there is no reasonable investment in personnel recruitment.

Improvement: (1). Multi-channel development, multi-faceted talent. Such as organizing on-site recruitment in colleges and universities; (2) the principle of recruiting a group of reserve cadres, unified training, unified internship, unified assessment and unified distribution; (3) Strengthen relevant interview skills, reduce the risk of employing people, and put more energy into personnel recruitment. (4) Increase the talent database. The talent pool is divided into abilities, positions and majors.

Doing a good job in talent reserve is an important job of personnel, and filling the right talents to the right positions in time, including professional, comprehensive and management talent reserves.

2. The training work is not effective. The main reasons are: (1) employees generally lack understanding of training, and even have resistance because they take up rest time; (2) The training plan is thin and vague, and there is no training demand investigation beforehand and no training effect evaluation afterwards; (3) The execution is not strong, and some courses were postponed for special reasons, but they were not followed up as planned afterwards, resulting in shelving.

Improvement: (1) Conduct a staff mobilization meeting before training, so that all employees and management can deeply understand the importance of training and the benefits it can bring, and don't take it as a burden;

(2) From the demand investigation, carefully formulate the training plan until the evaluation.

(3) Work in strict accordance with the plan, so that new employees can integrate into the company atmosphere more quickly, be familiar with the company process and identify with the corporate culture;

3. Grassroots employees lack communication channels. The problems in employees' work and life can not be effectively reflected to the management, which leads to the human resources department always passively accepting employees' resignation and unable to guide and eliminate them in time before employees feel emotional.

Improvement: (1) Strengthen store management, further build a communication platform, conduct regular employee interviews, attach importance to employees' opinions and suggestions, and actively take improvement measures to gain employees' trust in the company, improve employee satisfaction and implement employee relations.

(2) The execution of departments needs to be improved. Many systems are not really implemented due to various factors, which leads to the company's will becoming an armchair strategist. It is suggested to strengthen this piece.

4. The salary and benefits are lower than those in the same industry 15%-20%, and there is no social security, which brings great pressure to personnel recruitment.

Suggestion: (1) Buy social security for senior employees or management and sign a formal labor contract.

(2) After the employee has been employed for one year, he can receive one more month's salary (annual payment 13 months' salary).

(3) Increase the administrative performance appraisal, add an administrative performance salary in the salary column, and at the same time formulate strict iron discipline with clear rewards and punishments. Administrative performance requires higher on-site management of stores, and the on-site management supervision of stores must be in place to be fair, just and reasonable.

The above is a summary of my work for one year. In the future work, I will strive to complete my own work, constantly adjust my working ideas, improve my working methods, focus on the long term, broaden my thinking and innovate.

HR Year-end Summary In the year of 4-20xx, our bureau incorporated the propaganda and reporting of employment and reemployment into the overall arrangement of propaganda and ideological work, creating a good public opinion atmosphere. Strengthen the publicity of college graduates' employment and entrepreneurship, help college students adjust their employment expectations, update their employment concepts and boost their employment confidence. Actively do a good job in the employment of college graduates, migrant workers and urban employment difficulties. Implement and improve various policies and measures to encourage college graduates to work and start businesses in urban and rural grassroots, central and western regions and small and medium-sized enterprises. Strengthen the employment service for college graduates and broaden employment channels. Accelerate the economic development of small towns and promote the local employment of rural labor force. Strengthen the construction of grass-roots employment and social security service system. Accelerate the integration of public employment and social security service resources, focus on strengthening the infrastructure construction of grassroots public employment and social security services, and improve the capacity of grassroots public employment and social security services.

As a staff member of the Human Resources and Social Security Bureau, I strictly follow the standards, conscientiously complete the tasks and responsibilities assigned by the leaders, unite my colleagues, learn with an open mind, innovate working methods, and gradually improve my own quality. The main work in xx years is summarized as follows.

1. In order to strengthen my study and improve my quality, I need to memorize all the laws and regulations involved in my work. In order to solve this problem, I learned all the laws, regulations and related policies about human resources and social security by myself in my spare time, so as to accurately grasp the applicable scale of laws and regulations and ensure the rationality of the adjustment and reform work.

Second, do a good job, improve various skills, and concentrate on the employment of human resources. In 20xx, the national employment situation is grim, especially for college graduates, and more and more people apply for institutions and institutions, which also increases our work and requires us to be more meticulous, efficient, accurate and timely. In line with the principle of open and equal competition, timely release all kinds of recruitment information, carefully review all information, ensure zero mistakes in work, and effectively serve the people.

Third, do a good job in the establishment and improvement of various files. Improve the file management system and implement the work according to the requirements and policies. While completing my job, I actively cooperated with other comrades in the office, worked overtime to establish and improve various files, and successfully passed the assessment of the assessment team of XX Management Committee.

This year, I have done some work in my post and made some achievements, but it is inseparable from the care and help of leaders and colleagues, and there is still a big gap from the requirements of leaders and colleagues. This is mainly manifested in the lack of initiative in learning, sometimes lack of care and patience, lack of innovative work skills, and few results. In the future work, I will strive to improve and make up, improve my own quality, and strive for a new level in my work in 20xx.

Year-end summary of human resources 5. Development of performance appraisal in 20xx.

1 and at the beginning of 20xx, according to the requirements of the general manager of the company, after summing up the problems and shortcomings existing in the performance appraisal in 20xx, the performance appraisal indicators of various departments were revised and improved in cooperation with various departments, and the targets were revised again to make them closer to the actual situation of the company.

2. Strengthen the work plan of the department and supervise and verify the authenticity of KPI data sources. Check whether the work plan of the department is completed on time every month, and supervise the leaders directly under the superior to summarize and grade the plan of the department, so that the leaders and superiors can grade more strictly according to the assessment standards and speed up the implementation of the work.

3. Assist the department manager to optimize and improve the assessment scheme of employees under the Electrical Department, Production Management Department, Finance Department, Equipment Maintenance Department and Engineering Department to ensure the effectiveness of post assessment and fully mobilize the enthusiasm of employees.

4. Keep the evaluation process fair and open. Departments that have doubts about the assessment results can complain to the Human Resources Department and handle complaints from three departments.

5. Organize all departments to write job descriptions, discuss with relevant positions and department leaders, and modify them into official documents.

6. Formulate management regulations on rationalization proposals and issue them as official documents, clarify the declaration process of rationalization proposals, and put forward incentive and reward standards.

Second, the main problems and measures in the evaluation process

1. Employees' understanding of performance appraisal needs to be further improved.

Measures: Carry out publicity and training through various channels to improve the understanding of assessment management.

2, too many assessment indicators, so that the energy of department heads is relatively scattered.

Measures: Reorganize department heads to discuss assessment indicators and streamline them.

3. The feedback link of assessment has not been taken seriously.

Measures: Training department leaders in performance interview skills, supervised by human resources department.

4. There is no regular evaluation.

Measures: The Human Resources Department organizes the middle and senior managers of the company to evaluate and adjust the assessment system in stages.

5. Lack of process monitoring and evaluation communication.

Measures: The heads of all departments should strengthen the supervision and management of employees' work process and record the key events (main advantages and disadvantages) in the assessment process. Through records, we can better find problems, timely find the progress of employees, and give guidance and recognition, so as to fully mobilize the enthusiasm of employees.

20xx annual performance appraisal should fully combine the production and operation objectives and tasks, and constantly improve the appraisal system for departments and employees. Starting from the interests of employees, we should further revise the performance appraisal system and quantitative standards for post work, conscientiously do a good job in the performance appraisal of employees and middle-level cadres, collect employees' suggestions and opinions in time, communicate with each other, and do a good job in explanation and coordination, so as to make the performance management work to a higher level.

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