Five work plans of hospital human resources department

Work plan of human resources department 1

1. Learn and master the salary, employment policy, welfare and departmental employment stan

Five work plans of hospital human resources department

Work plan of human resources department 1

1. Learn and master the salary, employment policy, welfare and departmental employment standards of the hotel, and make basic preparations and guarantees for recruiting personnel and serving employees well.

2. Staff recruitment

(1) After the candidate hotels publish the recruitment notice information, they mainly publish the recruitment information through the talent market, xinyi city Talent Network and TV rolling subtitles (or in the form of mass information). Hotels can also recruit employees through publicity color pages, publicize hotels and expand their popularity. I have to recruit myself with social workers.

(2) The employment mechanism is to arrange the most suitable person in the most suitable position. According to the intention of the applicant and the specific actual situation of the personnel, the thinking of the personnel is channeled and guided, so that the actual situation of the employees is consistent with the positions applied for.

(3) Prepare personnel to establish the talent pool of the hotel, timely register and back up the information of personnel interested in working in the hotel, and ensure the timely replenishment of department personnel and the normal operation of posts.

(4) Retaining people At present, there is a great turnover in the hotel industry, which is a great threat to the stability of service level, especially the turnover of excellent employees, and it is urgent to control the turnover rate. At ordinary times, we should take the initiative to "talk" with employees at work, give timely ideological guidance to employees who are inclined to leave and are ready to leave, find out the main reasons for their departure, and ensure the stability of employees 13 and the reasonable flow of employees.

3. On-the-job training provides employees with training in hotel history, basic etiquette and courtesy, security and fire fighting, safety production, employee manuals, etc., and provides ideological guidance for employees, so that employees can have a very appropriate understanding and understanding of the hotel from the fundamental ideological understanding and mentality, and ensure that they establish correct thinking concepts, service concepts and work concepts in their work.

4. Logistics Support Without logistics support, the stability and normal operation of the hotel cannot be guaranteed. Strengthen the supervision and management of dormitory, canteen, water and electricity, office supplies at work, and create a better living and working environment for employees.

5. Establish the corporate culture of the hotel, emphasize the entrepreneurial spirit and shape the corporate image.

The image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. The human resources department is the "hotelier" that employees contact for the first time, and it is the window for candidates to form their first impression of the hotel, so the gfd, cultural literacy and comprehensive quality of the employees of the human resources department are the direct reflection of the hotel profile; Employees in the human resources department should explain "hotel culture" to employees at the beginning of their employment, so that employees can understand the hotel culture and identify with the corporate culture, because this can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, but also condense employees' sense of belonging, intention and creativity, reduce staff turnover and guide hotel employees to work hard for the hotel and their own development.

6. Inform the staff of the decisions and policies of the hotel's senior leaders in a timely manner, report the staff's suggestions and opinions collected on weekdays in a timely manner, and put forward their own opinions and suggestions according to the specific situation of the hotel, so as to keep the personnel flow to a minimum.

First, improve the system and realize standardized management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. With the continuous development of society, a perfect management system is undoubtedly the basis of its sustainable development. Therefore, it is urgent to improve the original rules and regulations and apply a reasonable and scientific hotel management system. In order to further improve the hotel system and realize the standardization of management, the employee handbook will be revised in 2009, so that employees can have laws to follow. Of course, while emphasizing consistency, we also pay attention to giving employees the freedom to develop their talents, and launch a new salary plan to encourage employees to use their brains and let go boldly.

Second, strengthen training and improve the training mechanism.

The competition of enterprises ultimately boils down to the competition of talents. At present, the comprehensive quality of employees in all departments of the hotel generally needs to be improved, especially the department heads and foremen, who have great responsibilities. It is necessary to make a training plan according to the actual situation and bring them help from the tangible benefits. In addition, the training of new employees is crucial.

In 2009, all employees were trained in relevant rules and regulations every quarter, and etiquette training was not conducted once every six months. In addition, the practical training of relevant skills of various departments must also be conducted once every six months. And the training is assessment, and the salary level is determined by the actual assessment of skills and the usual hospitality etiquette and attitude. This can strengthen the customer service of employees and make our software by going up one flight of stairs.

Third, assist the department and actively listen to the suggestions and opinions of employees.

Continue to cooperate with various departments to assist in handling incidents. 2009 is a year of hotel expansion, and having a united and innovative team is the guarantee for its development. Therefore, actively listening to the recommendations and opinions of employees is the focus of the personnel department. Only when employees can happily serve our customers can we develop better and faster in the new year.

Work plan of human resources department 2

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, on the basis of continuing to edit the special issue of XX, the human resources department made every effort to shape the unique corporate culture of XX Company.

(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 the 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. Corporate culture shaping is not just writing or cultural and sports activities. 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 spread of corporate culture is the result of the joint efforts of all employees, and great progress has been made. 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.

Work plan of human resources department 3

According to the work situation and shortcomings in xx years, combined with the company's current development status and future trends, the Human Resources Department plans to carry out the work in xx years from the following aspects:

1. Further improve the organizational structure of the company, define and distinguish the powers and responsibilities of various functional departments, strive for the scientific application of the organizational structure, and ensure that the company's operations run within the existing organizational structure;

2. Further improve the job analysis of each position in the company, and provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete the daily recruitment and allocation of human resources scientifically and reasonably;

4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion;

6. Further improve the employee attendance system, strengthen the employee attendance management, establish an effective system to manage people, and strengthen the employee restraint mechanism;

7. Protect the legitimate rights and interests of employees and sign employee labor contracts according to regulations and procedures;

8. Establish and improve the personnel file management system, standardize and reasonably collect, sort out, keep, identify and count personnel files, and provide guarantee for the use of files;

9. Establish a performance appraisal system, refer to the performance appraisal methods of advanced enterprises, realize the perfection and normal operation of the performance appraisal system, and ensure that it is linked to salary. In order to improve the authority and effectiveness of performance appraisal;

10, strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents;

1 1, carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

12. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees in the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises;

13. Earnestly implement the social security system, and complete the "three gold" payment declaration of each employee on time according to the "three gold" payment ratio;

14, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

This work goal is only the basic document of the annual work of xx Human Resources Department, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the human resources department will formulate a work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

Human resource work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the target completion. For a growing and developing company, human resources work is very important. Basic work also needs the cooperation of the whole company. There are many projects that all departments cooperate with each other, which need the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it.

Work plan of human resources department 4

In order to cooperate with the company to fully implement and complete the annual sales target of xx, and strengthen the planning of the company's human resources work, the human resources department has formulated the annual human resources work target according to the overall development plan of that year and the current work situation of the company, which is now reported to the general manager of the company for approval. Please approve. The Human Resources Department plans to carry out the annual work of xx from the following aspects:

The construction of organizational structure determines the development direction of enterprises. In view of this, the human resources department should first complete the improvement of the company's organizational structure. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, the scientific organizational structure of the company is formulated, and the rights and responsibilities of various functional departments are determined and distinguished, so that the responsibilities of various departments and positions are clear and clear, and there is no blank and overlap. The organizational structure is scientifically applied to ensure the good operation, standardized development and sustainable development of the company's operations within the existing organizational structure.

Precautions:

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as well as the establishment of departments and staffing.

Matters and departments that need support and cooperation in the implementation of objectives:

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the publication of the draft organizational structure, all departments should be invited to review and put forward valuable opinions, which must be finally decided by the company leaders.

Job analysis is one of the bases for the company to set up jobs, adjust the organizational structure and determine the salary of each position. Through post analysis, we can not only understand the qualifications and work contents of each post in the company, so as to make the work distribution, work connection and workflow design of each department more accurate, but also help the company understand the comprehensive work elements of each department and post, adjust the organizational structure of the company and departments in time, and expand and contract the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

Matters needing attention in implementing the objectives:

1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.

2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.

3. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.

4. After this goal is achieved, it can be applied to practical work in line with the organizational structure of the company, reducing the repetitive work in human resources work. This goal requires the cooperation of all departments of the company, and the human resources department should pay attention to the coordination and communication between departments.

Matters and departments that need support and cooperation in the implementation of objectives:

1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;

2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, and please ask the company leaders to review and approve it after completion.

The goal of human resources recruitment and allocation that the human resources department needs to complete in xx years is based on ensuring the daily recruitment and allocation of the company, adjusting the organizational structure of the company, and improving the responsibilities and positions of various departments. Therefore, as an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the company and the requirements of various departments.

Work plan of human resources department 5

In 20___ years, under the direct leadership of hotel leaders and with the strong cooperation of other departments, the Human Resources Department carried out its work according to the work plan formulated years ago; In human resource management, some achievements have been made, but some shortcomings have also been seen. In order to do a good job in the future, we will make the following plans for the 20-year arrangement:

First, control personnel costs, and each department will create posts and personnel.

Make rational use of resources and control the quantity and quality of hourly workers.

Second, increase staff training and improve service quality.

1. Train new employees in hotel employee manuals and rules and regulations, organize employees to participate in hotel service etiquette training regularly (the training is the responsibility of the office and the trade union), and all departments train new employees in service skills.

2, standardize the hotel employment system, new hotel employees must go through a unified interview with the personnel department, and those who pass the interview can be hired.

Third, standardize employee entry and exit procedures and strengthen employee stability.

1, front desk attendant, food delivery staff, kitchen, high mobility in loading and cutting. In this year, the number of waiters who left the company was 1 10, and there were 46 food delivery workers, 35 people were loaded and cut, and 36 people were cut. The situation of voluntary resignation in the first half of the year was more serious. Standardize the turnover process of hotel employees.

2. The staff in the housekeeping department and the logistics department are relatively stable, but the security guards are also highly mobile. Since May 20th, the number of security guards who have left their posts is 38.

In view of the high mobility of personnel, some suggestions are put forward:

1. Before employees start their jobs, the hotel provides induction training, hotel etiquette training, store rules and regulations and employee handbook training. Training is the responsibility of each department or administrative office.

2, the restaurant foreman assessment, can live.

1) Conduct monthly assessment on the foreman, including training and assessment on manners, service skills and management skills. Those who fail the continuous assessment will be demoted.

2) Set up the position of waiter/vegetable delivery team leader, reward excellent waiters and be promoted without pay. Excellent team leaders can be promoted to internship foreman after examination.

3. Reward the waiter/food delivery booth 10-20 yuan, and give the person in charge a commission to improve the work enthusiasm of the waiter/food delivery staff.

4. Organize employees to conduct hotel service etiquette training on a regular basis, and hire a training teacher (or serve as a senior foreman/manager of the hotel) to meet the needs of employees to improve themselves.

5. Make birthday benefits for employees, send birthday cards (in the name of the general manager), and hold a group birthday party for employees at the end of the month, so that employees can feel the hotel's concern for him and meet the needs of belonging.

6. Establish annual leave. Employees in front-line business departments can enjoy a week's paid vacation except during the Spring Festival and when the hotel is busy.

7. In view of the high turnover rate of security personnel, after investigation, the main reason is that the security personnel after joining the company can't meet the requirements of the supervisor. In view of this situation, the interview of security guards has been strictly controlled for 20 years, and a two-level doorman system has been implemented to control the mobility of security guards and ensure the orderly progress of hotel security work.