How to write the human resources work plan for 2020?

How to write the human resources work plan for 2020 (1)

I. Overview of objectives:

The work of the human resources department involves all levels of the work of various departments and companies, and there are many unforeseen tasks in the daily work of the human resources department. Other goals here are a more important part of the work of the Ministry. Including: establishing the internal communication mechanism of the company; Shaping and publicizing corporate culture; Office management and other three parts.

Establish internal communication mechanism, promote understanding and cooperation between departments, between superiors and subordinates, and between employers and employees, establish healthy and harmonious internal relations, and avoid bad tendencies such as interpersonal tension, low cooperation and lack of mutual trust caused by communication barriers; The shaping and propaganda of corporate culture and the formation of corporate culture are a process of continuous accumulation, inheritance and development. An enterprise with a good corporate culture, the centripetal force and cohesion of employees will be continuously enhanced, and the team spirit and fighting spirit of the enterprise are also very obvious. Office management is not only the daily work, but also one of the difficulties in the work of human resources department. In ×× years, the Human Resources Department strengthened these three tasks in a targeted manner.

Second, the specific implementation plan:

1. Establish an internal communication mechanism.

(1) In xx, the Human Resources Department will strengthen the interview of its employees. Employee interviews are mainly conducted when employees are promoted, transferred, resigned, studied, paid, assessed on performance or other ideological fluctuations occur due to business or personal interests. Usually, the human resources department can also conduct targeted interviews for employees. The target standard is: interview employees at least 5 times a month, and make a written record of each interview. If necessary, the information obtained in the interview should be fed back to the manager or general manager of the employee's department, so as to do a good job according to the employee's ideological situation.

② Set the general manager's mailbox. The Human Resources Department shall set up the general manager's mailbox in the company office before 1 3rd of March1,and ensure the security and confidentiality of the mailbox, gain the trust of employees, and ensure that no one except the general manager has the right to open the mailbox. Employees can put forward personal opinions and suggestions on all aspects of company construction and every work link within the company. The general manager opens the box once a week and receives employee letters. He does not make special requirements for employee letters delivered to the mailbox, and advocates signature but does not object to anonymity. When the general manager submits the problems and opinions reflected by employees to the Human Resources Department for processing, he should handle them in time and give timely feedback.

③ Establish a democratic appraisal mechanism.

The Human Resources Department plans to conduct democratic appraisal on the department managers and company leaders in xx. In principle, it is planned once every six months. Comprehensive evaluation of the work style, work ability, work efficiency, work performance, exemplary role and employee trust of department managers and company leaders. The assessment result is one of the references for the annual performance assessment of department managers. Establishing a supervision mechanism for department managers through assessment can also avoid the subjectivity of the company's assessment of department managers. In the long run, the information transmission between departments is mostly oral, which is easy to lead to negligence and unclear responsibility because of one party's forgetfulness, thus causing personal misunderstandings and contradictions, which is not conducive to the work. The Human Resources Department shall complete the Work Contact Sheet Usage Specification before xx 1 Month 3 1.

④ Improvement of other communication mechanisms. Traditional human resources departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.

2. The shaping and publicity of corporate culture. The human resources department has an unshirkable obligation and responsibility to publicize the company's corporate culture. In xx years, the human resources department continued to build the unique corporate culture of XX company on the basis of my "XX Special Issue".

(1) Formulate the employee handbook, and add the contents of enterprise concept, enterprise spirit, brief history of enterprise development, enterprise purpose, enterprise goal, etc. in the employee handbook, and complete this work in the first quarter. Deliver the print and make sure that every employee has a copy.

(2) Strengthen the publicity of outstanding employees, good people and good deeds, and promote righteousness.

(3) For all new employees, not only personnel training and job training should be done well, but also corporate culture training should be done well before they formally take up their posts. Let every newcomer love XXX, and let every non-ox yearn for XXX.

3. Office management. Due to historical reasons, the current office management belongs to cross management, but due to unclear responsibilities, there are still many problems in the current management. The human resources department plans to further strengthen the office management of xx. It is suggested that the human resources department should be responsible for office management. The difficulty of office management is mainly the poor demonstration function of middle management. Each department only pays attention to the management of tasks, but fails to manage the internal office order and discipline of its employees. The Human Resources Department will focus on the following aspects in xx:

① Attendance management. No matter who violates the company's attendance regulations, there will be no exceptions and relaxation of standards in the human resources department within xx years, starting with department managers and leading employees.

② Office discipline management. Focus on rectifying outstanding phenomena such as eating snacks, chatting together, doing things unrelated to work online, playing games, and stringing posts.

③ 5s management in the office. At present, the 5s work in the company office is relatively weak. In xx years, the Human Resources Department will take the 5s work of each employee as one of the performance appraisal items, and organize the hygiene inspection and collective cleaning of the office area at least once a week.

(4) the human resources department will strengthen the supervision and inspection of work clothes and etiquette in daily work.

(5) the confidentiality system of supervision office work. When employees receive visitors for business or personal reasons, the human resources department will regulate the use of printers, fax machines and other tools that may involve confidential information and telegrams of enterprises.

Three. Matters needing attention in achieving the goal:

1. When implementing the internal communication mechanism, it should be noted that all communication mechanisms should be based on the principle of finding and solving problems, and pay attention to the feasibility of operation methods, and problems cannot be caused by set communication methods. The human resources department should observe, listen and think more, and find out reasonable and effective communication methods. In the ideological work of employees, we should grasp principles, not follow private interests, not give up company interests because of personal feelings, and not reveal company secrets. The human resources department is responsible for solving the ideological problems found, and those that cannot be solved must be promptly fed back to the relevant departments or superiors.

2. The shaping of corporate culture is not only a writing job or a cultural and sports activity. The human resources department should grasp the key work in operation and determine the purpose of the work. The purpose is to use all available media to unite employees and unify the thoughts and concepts of each employee with the spirit, purpose and concept of the company. It is the standard for the human resources department to do this job well that all the people in the organization agree with the values of * * and unify their behavior patterns.

3. Office management must adhere to the principle of combining leniency with severity. We should not only adhere to the principle meticulously, but also embody the humanized management of the company. Office management should not lead to resistance from employees. We should listen to the opinions of employees with an open mind, constantly revise our working methods, and establish a harmonious, inclusive, United and conscious office atmosphere in the company.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: all employees of the Human Resources Department.

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1, the establishment of communication mechanism needs the full cooperation of company leaders and other departments;

2. The formation and promotion of corporate culture is the result of the joint efforts of all Niuteng people. Need the support of company leaders;

3. Under the current conditions, office management needs the cooperation of all departments. The division of responsibilities for xx years still needs to be decided by the general manager of the company.

How to Write the Work Plan of Human Resources in 2020 (2)

I. Guiding ideology

In order to conscientiously implement the new National Labor Contract Law, standardize the management of faculty and staff on campus, make full use of human resources to realize scientific and institutionalized personnel management, and safeguard the legitimate rights and interests of faculty and administrative personnel, the personnel management system of Xinhui International Education Group is formulated, focusing on personnel training, signing new labor contracts, assessment of faculty and staff, rewards and punishments, and recommendation of management personnel. The work plan for this semester is specially formulated.

Second, the work objectives

1, improve the personnel management system, organize personnel files and standardize personnel information.

2. Set up a campus recruitment team, improve the recruitment mechanism and operation process, assist the personnel department of the group to draw up the written test database, and improve the interview and written test process.

3. Do a good job in the daily personnel work of the school, such as staffing, recruitment, contract signing, assessment, rewards and punishments, personnel file management, etc.

4. Further strengthen the training of teachers and improve the working attitude and awareness of employees.

Three. Main work and requirements

1, staffing and training

After the start of school, according to the actual number of students in our school campus and the system and requirements of the group's personnel department, we will carry out a detailed personnel cleaning and editing work for the school, put an end to human waste, make efficient and intensive use of human resources, organize staff to conduct business training and learn the relevant systems of the group, so that the majority of staff can enter the working state as soon as possible and improve their work efficiency and business level.

2. Evaluation

Carry out the evaluation of probationary employees, go deep into the work level to evaluate the new employees, and then carry out the practical probation evaluation. According to the relevant provisions of the personnel management system, find outstanding talents from ordinary employees in time, evaluate them and recommend them to the personnel department of the group in time. And in accordance with the provisions of the school administrative staff assessment, improve their management ability and execution ability.

3. Document management

Do a good job in the management of staff files, establish new employee personnel files and keep them in separate cabinets. Do a good job in the registration form and roster of faculty and staff in time, and carry out information numbering, information classification and information preservation for newly hired personnel in accordance with the personnel management system and relevant regulations. Ensure the standardization, scientification and modernization of personnel management.

4. Carry out personnel system research, put forward reasonable suggestions, strive to explore new ways of personnel management, and constantly upgrade the brand of the new emblem. Establish a school recruitment team and improve the recruitment mechanism and operation process.

5. Renewal and dismissal

According to the personnel management system of the Group, employees whose contracts expire are urged to renew their contracts two months in advance, and those who fail to renew their contracts within ten days are deemed to have left their jobs automatically. If you think that your work is incompetent, you can dismiss it according to the relevant regulations and issue a written notice, firmly establish the idea of serving the employees, handle affairs impartially and adhere to principles.

6, rewards and punishments

According to the provisions of the personnel management system of the group, cooperate with relevant departments to do a good job in employee assessment and rewards and punishments, and file the records of assessment and rewards and punishments. Conduct public opinion evaluation on faculty and administrative staff, master the first-hand information of promotion before evaluation, find outstanding talents from them and recommend them to the personnel department of the group.

How to Write the Work Plan of Human Resources in 2020 (3)

First, performance management.

"Without assessment, it means no management!" In order to implement the company's strategic development intention, * * * will be the company's "performance appraisal year", and performance management will become the most important human resource management work.

1. Assist in the formation of performance appraisal standards for various departments and posts (from New Year's Day to Spring Festival)

2. Make the performance interview a part of the company's communication mechanism.

The formal performance interview is the first quarter. After the performance interview, we should make corresponding excellent promotion and insufficient performance improvement.

Second, training exchange.

The human resources department advocates * * * as the company's "performance appraisal year", and the theory and practice of performance management will become the focus of managers' communication and learning. In the first quarter, the human resources department focused on organizing performance management training within the company to assist all departments to implement performance management according to standardized processes. Human resources department is involved in different stages of performance management, discussing practical problems in operation with department heads, and conducting targeted exchanges and training.

Led by the human resources department, with the participation of the company manager. Once every two weeks, combined with performance management theory, in-depth discussion of specific issues in the company.

Third, the salary system.

Improve the existing salary system according to the salary structure of "post+skill+performance" and make necessary adjustments to the existing system at the end of the year.

Fourth, employee communication.

1. Conduct employee satisfaction survey within the company every six months.

2. Assist all functional departments to implement the internal communication mechanism of the company.

1 1 year, the human resources department communicates with every colleague of the company at least once. All communication should be recorded in written form, and the problems in the record should be submitted to the relevant supervisors at all levels together with the suggestions of the Human Resources Department. Let communication form a mechanism, focusing on the entry, confirmation and resignation of new colleagues, and taking birthdays and renewal as auxiliary communication points.

Fifth, create an atmosphere.

1. Welcome new colleagues to join;

2. Spiritual revelation;

3. Relax for a while and have a nice weekend;

4. Birthday wishes;

5. Senior management exchange meeting

Sixth, subordinate training

Recruiting and employee relations specialist independently conducted the induction training and recruitment interview for new colleagues in half a year through training exchange and participation in daily comprehensive management activities.

Seven. management system

Further improve the company management system in the employee handbook, submit * * * * 65438+ 10/June, and form the employee handbook version 2.0 in June.

Eight, job analysis

Submit a job analysis once a week on average to determine the role of the General Management Department in serving various departments and assisting senior leaders.

Nine, refining corporate culture

Form corporate culture handbook.

How to Write the Work Plan of Human Resources in 2020 (4)

I. Personnel Deployment Management This year, we will focus on personnel deployment during the commissioning of emerging industrial parks.

1, according to the company's new system setting and personnel quota, transfer some excellent managers and production backbones to work in the industrial park, so that the technical transformation project can run safely and economically after it is put into production.

2, according to the company's various departments and units staffing, staffing shortage, ready to deploy. Timely and accurately issue personnel transfer orders and personnel instructions, and strive to realize the rational allocation of human resources.

Two. Labor contract management: Do a good job in the signing, dissolution and file management of labor contracts. This year, we will focus on renewing 194 employees whose labor contracts expire on June 30th, 20xx. In view of this renewal, on the basis of this year's labor contract management, it is necessary to further operate new management methods. For production workers and other staff, it is planned to adopt medium-term (2-year) and short-term (1 year) contracts, and some staff will adopt the management mode of not renewing their contracts.

Third, according to the company's current production and operation situation, formulate personnel assessment system and conduct personnel assessment and evaluation. On-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of personnel.

Four. Reward and Punishment Management According to the actual situation of the company, those who have made outstanding achievements and significant contributions in production, scientific research, labor and management will be rewarded respectively. Violating labor discipline, often being late, leaving early and being absent from work; Failing to complete the production task or work task; Employees who don't obey work assignment, transfer and command, or make trouble without reason or gather people to fight, which affects production order, work order and social order, shall be given administrative sanctions or economic penalties respectively.

Verb (abbreviation of verb) talent reserve work According to the company's current situation and advanced enterprise management experience, we will participate in national or regional large-scale talent exchange fairs, directly introduce high-level and highly educated talents, and obtain a talent team with excellent skills and excellent moral character. In 20xx, it is planned to recruit about 10 undergraduates, 5-7 students majoring in thermal energy and power, 2-3 students majoring in electrical engineering and 2-3 students majoring in chemistry.

Sixth, the evaluation of employees' professional titles and the annual examination of professional qualification certificates: With the further emphasis on human resources, the evaluation of professional titles has been widely recognized and valued by the society.

1, do a good job in the declaration of titles for employees of the company in 20xx, focusing on the declaration procedures for junior and intermediate titles.

2. Do a good job in the annual examination and handling of the professional qualification certificates of employees of the company. According to the requirements of the labor department, do a good job in the annual examination of vocational qualification certificates, and at the same time do a good job in the declaration and handling of vocational qualification certificates according to the actual situation.

Seven, other personnel management work:

1. Do a good job in the distribution and management of quarterly labor insurance and labor insurance supplies for employees, replenish labor insurance supplies for employees in time and revise relevant systems.

2. Do a good job of collecting, sorting and filing employee personnel files to ensure the integrity, integrity and confidentiality of the files;

3. Handle the resignation, dismissal, dismissal and other matters of employees in strict accordance with the company's rules and regulations. Strictly handle resignation procedures, supervise the transfer of money, goods and materials for retired employees, and leave no sequelae.