202 1 how to write the human resources work plan?

How to write 202 1 year human resources work plan?

First, human resources post planning.

1, establish and improve the responsibilities of various departments to prepare for performance appraisal.

2, clear the nature of the post, according to the post, improve work efficiency.

Second, the recruitment and distribution of personnel.

1. Understand the staffing situation of the company and make a recruitment plan according to the demand.

2. Refine the recruitment workflow, including the preparation of recruitment materials, the application for booths and all kinds of written materials required for recruitment.

3. The scope of the recruitment market is reasonably expanded, and the talent market radiates to xx, xx, etc.

4. Establish and improve employee files.

5. Reasonable staffing in the near future.

Third, training.

1. Effectively improve the five modules of training content: enterprise introduction and enterprise culture, business etiquette, product introduction, business process and system operation, so as to improve the training efficiency for new employees.

2, using a variety of teaching methods, such as demonstration, teaching, case analysis, discussion, etc. , improve the quality of training, to achieve the purpose of training.

3. The trainer analyzes, evaluates and modifies each training, so as to continuously improve the training plan and finally formulate a systematic training plan.

Fourth, performance appraisal.

1. Adjust and implement the performance appraisal of the sales department to further effectively motivate the sales staff and motivate the employees to be self-motivated.

2. For the employees in the second-line departments (administration department, logistics department, warehouse department and finance department) of the company, starting from their post responsibilities, formulate a performance appraisal system to mobilize the enthusiasm of the second-line employees and improve their work efficiency.

Verb (abbreviation of verb) salary management

1. Adjust the salary and treatment of employees according to the social market and employees' ability, and implement various social welfare policies for employees.

2. According to the nature and characteristics of the post, it is determined by the post responsibility of the employee in the company, and the post salary is determined by the post responsibility and contribution.

202 1 how to write the human resources work plan?

First, the overall goal

1. Strengthen the training of the company's senior managers, enhance the operators' business philosophy, broaden their thinking, and enhance their decision-making ability, strategic development ability and modern management ability.

2. Strengthen the training of middle managers in the company, improve the comprehensive quality of managers, improve the knowledge structure, and enhance the comprehensive management ability, innovation ability and execution ability.

3. Strengthen the training of the company's professional and technical personnel, improve the level of technical theory and professional skills, and enhance the ability of scientific research and development, technological innovation and technological transformation.

4. Strengthen the technical level training of the company's operators, constantly improve their business level and operational skills, and enhance their ability to strictly perform their duties.

5. Strengthen the academic training of employees, improve the scientific and cultural level of personnel at all levels, and improve the overall cultural quality of employees.

6. Strengthen the qualification training of managers and industry personnel at all levels, speed up the work of holding certificates, and further standardize management.

Two. Principles and requirements

1, adhere to the principle of teaching according to needs and stressing practical results. According to the needs of the company's reform and development and the diversified training needs of employees, we will carry out training with rich content and flexible forms at different levels to enhance the pertinence and effectiveness of education and training and ensure the training quality.

2, adhere to the principle of independent training, supplemented by outsourcing training. Integrate training resources, establish and improve the training network with the company training center as the main training base and the surrounding colleges as the outsourcing training base, do basic training and routine training with independent training as the main training, and do relevant professional training through the outsourcing base.

3, adhere to the "company+colleges" joint school model, the principle of amateur learning. According to the needs of the company, the mainstream and related institutions jointly run schools, offer advanced undergraduate courses in related majors, organize employees to use weekends and holidays to concentrate on teaching, and combine self-study to complete their studies and obtain academic qualifications.

4. Adhere to the principles of training personnel, training content and training time. In 20xx years, the senior management personnel have participated in business management training for a total of not less than 30 days; The accumulated training time for middle-level cadres and professional and technical personnel is not less than 20 days; The cumulative training time of general employees' operation skills is not less than 30 days.

Third, the training content and methods

(1) Company leaders and senior managers

1. Learn the major policies of the central government, the state and the government, analyze the political and economic situation at home and abroad, and study and interpret relevant state policies and regulations. Organize training through the superior competent department.

2. Develop strategic thinking, improve business philosophy, and improve scientific decision-making ability and management ability. By participating in high-end forums, summits and annual meetings of entrepreneurs; Visit and learn from successful enterprises at home and abroad; Attend high-end lectures by senior trainers from domestic and foreign enterprises.

3. Degree training and qualification training. Participate in academic studies or MBA and EMBA studies in Peking University, Tsinghua and Party schools of the Central and Provincial Committees; Participate in vocational qualification training for senior managers.

(B) Middle-level management cadres

1, management practice training. Production organization and management, cost management and performance appraisal, human resource management, motivation and communication, leadership art, etc. Invite experts and professors to give lectures in the company; Organize relevant personnel to attend special lectures; Accept Guanghua course in the company training center.

2. Academic education and professional knowledge training. Actively encourage qualified middle-level cadres to participate in university (undergraduate) correspondence, self-study or MBA and other master's degree studies; Organizational management, business administration, accounting and other professional management cadres took the qualification examination and obtained the qualification certificate.

3. Strengthen the training of project managers (builders). This year, the company will make great efforts to organize rotation training for on-the-job and backup project managers, and strive to achieve more than 50% training, focusing on improving their political literacy, management ability, interpersonal communication ability and business ability. At the same time, the "Global Vocational Education Online" distance vocational education network was launched to provide employees with a green learning channel. All units of the company are required to select employees who meet the requirements of construction engineer registration and have professional development ability, organize centralized training and take the social construction engineer examination, and strive to achieve an annual net increase of more than 10.

4. Broaden your horizons, broaden your thinking, master information and learn from experience. Organize middle-level cadres to study and visit upstream and downstream enterprises and affiliated enterprises in batches to understand the production and operation situation and learn from successful experiences.

(3) Professional and technical personnel

1. The deputy chief engineer and professional engineers will give regular technical lectures on special topics, build the company's own distance education and training base, and carry out special training on new technologies, new materials and quality management knowledge, so as to cultivate innovation ability and improve the research and development level.

2, organize professional and technical personnel to learn from advanced enterprises in the same industry, learn advanced experience, broaden their horizons. During the year, it is planned to arrange two groups of personnel to visit and study in the unit.

3. Strengthen the strict management of out-going trainers, write written materials and submit them to the training center after the training, and learn and popularize some new knowledge in the company when necessary.

4, accounting, economics, statistics and other professionals who need to pass the exam to obtain professional and technical positions, through planned training and pre-test counseling, improve the qualification rate of professional title examination. For professionals who have obtained professional and technical positions through evaluation, such as engineering, experts from related majors are invited to give special lectures to improve the technical level of professional and technical personnel through multiple channels.

Basic training for employees

1, induction training for new workers

In 20xx, we will continue to strengthen the corporate culture training of the company, and train new employees in laws and regulations, labor discipline, safety in production, team spirit and quality awareness. Each training year shall not be less than 8 hours; Through the implementation of mentoring system and professional skills training for new employees, the signing rate of new employees in grass-roots units and branches must reach 100%. The probation period is based on performance appraisal. Those who fail the examination shall be dismissed, and those who pass the examination shall be commended and rewarded.

2. Transfer employee training.

Continue to train the personnel of human resources center in corporate culture, laws and regulations, labor discipline, safety in production, team spirit, concept of choosing a job, company development strategy, company image and project progress. , not less than 8 hours at a time. At the same time, with the expansion of the company's scale and the increase of internal employment channels, professional and technical training should be carried out in time, and the training time should be no less than 20 days.

3, staff technical level training

The company plans to train first-class employees 150, second-class employees 100, third-class employees 80 and fourth-class employees 20. More than 70% of technicians are intermediate workers or above; On the one hand, we will continue to popularize and expand the proportion, with the focus on training senior technicians. We plan to train 65,438+00 middle managers and 20 junior managers. Form a relatively perfect system of skilled personnel. Grass-roots units and branches should focus on basic work, focus on training intermediate and senior workers, and strive to make more than 40% of the total number of employees with technical workers above intermediate level, so as to improve the quality of technical management personnel as a whole.

4. Accelerate the training of high-skilled personnel and the pace of vocational skill appraisal.

This year, the company will select some major positions for rotation training, and timely organize employees in relevant technical schools in this city who meet the requirements of technicians and senior technicians for intensive training and assessment, and strive to add more than 30 technicians and senior technicians. Make its structure and total amount tend to be reasonable and gradually meet the requirements of enterprise development. Vocational skill appraisal should enable skilled workers under the age of 35 to complete the first appraisal and evidence collection on the basis of vocational skill training.

5. Strengthen the training of compound and high-level talents.

All departments and grass-roots units should actively create conditions, encourage employees to study by themselves and participate in various training organizations, and realize the unity of personal development and enterprise training needs. To expand and improve the professional ability of managers in different management occupations; The professional ability of professional and technical personnel is expanded and improved to related majors and management fields; So that construction workers can master more than two kinds of skills and become a high-level talent with many talents.

6, pays special attention to the training of engineering construction personnel.

1) Do a good job in the training of safety technology evidence collection and replacement of special operations personnel, and strictly implement the regulations on holding certificates.

2) The project management department of the project under construction shall, in accordance with the requirements of the "Trinity" management system standard, do a solid and effective job in training the operators of key working procedures and special processes in construction production, as well as the drill training of the emergency plan for construction environmental protection and occupational health and safety, so as to ensure that human resources can meet the requirements of construction production.

3) Bring the training and supervision of construction contracting team personnel into the management vision, implement guidance and effective intervention, eliminate hidden dangers, and earnestly safeguard the corporate reputation.

4) Carry out vocational skills competition to promote the growth of young talents. This year, the company will select 3-5 major occupations for skill competition, and select and train outstanding young high-skilled talents through professional competitions.

(five) to carry out academic education.

1. The company's training center will jointly run schools with some institutions of higher learning and offer specialized courses in civil engineering, municipal engineering technology, electrical engineering, mechatronics and so on. Through the national adult college entrance examination, the employees who meet the admission conditions will be trained intensively in a planned way to obtain academic qualifications.

2. Jointly run schools with some institutions of higher learning, and hold undergraduate correspondence courses in municipal construction engineering and electromechanical specialty; Recommend excellent middle-level and above managers to some universities to study for master's degrees. Improve the academic qualifications, business level and decision-making ability of company executives, and better serve the company.

3, mobilize the enthusiasm of employees for self-study. Provide good service for employees' self-study exams, help employees sign up and provide correspondence information; To formulate or adjust the reward standards for academic education of existing employees; Take education level as the condition for taking up posts and promoting administrative and technical positions, and increase the motivation of employees to learn.

Four. Measures and requirements

(1) Leaders should attach great importance to it, and all grass-roots units and business departments should actively participate in and cooperate with each other, formulate practical and effective training implementation plans, implement the method of combining guidance with teaching, persist in developing the comprehensive quality of employees, establish the long-term concept and the overall situation concept, and actively build a "big training pattern" to ensure that the training plan starts at more than 90% and the training rate of all employees reaches more than 35%.

(2) Principles and forms of training. Organize training according to the principle of "whoever manages the training" and hierarchical management training. The company focuses on training management leaders, project managers, chief engineers, high-skilled talents and "four new" promotion; All departments and grass-roots units should closely cooperate with the training center to do a good job in the rotation training of new employees and on-the-job employees and the cultivation of compound talents. In the form of training, we should combine the actual situation of enterprises, adjust measures to local conditions, teach students in accordance with their aptitude, combine external training with internal training, combine base training with on-site training, and adopt flexible and diverse forms such as skill drills, technical competitions and appraisal examinations; In terms of training methods, we should combine teaching, role-playing, cases, seminars and on-site observation with each other. Choose methods and forms and organize training.

(3) Strengthen the construction and development of training infrastructure. First, strengthen the alliance with institutions of higher learning, set up training practice bases in nearby institutions, give full play to their training resources and professional expertise, actively integrate and rationally develop them, and make them play a key role in the company's human resources training and development; Second, according to the company's own professional expertise, build its own training base and vocational school functions. Choose a major or topic, and organize the compilation of training materials or handouts suitable for the characteristics of enterprises; Third, it is necessary to strengthen the construction of full-time and part-time trainers in enterprises and implement paid services for resources.

(four) to ensure the implementation of training funds. According to the current national regulations, that is, 65,438+0.5% of the total salary, the vocational education funds will be fully withdrawn, which will be mastered and used by the competent training department and supervised by the financial department, of which 0.5% will be turned over to the company for unified and overall use, and it is strictly forbidden to use the training funds for other purposes.

(5) Ensure that the training effect is true and effective. First, strengthen inspection and guidance and improve the system. The company should establish and improve its own staff training institutions and places (such as staff universities and vocational and technical schools), and conduct irregular inspections and guidance on all kinds of training at all levels in the training center; The second is to establish a commendation and notification system. Commend and reward the units and training institutions that have made outstanding achievements in training; Informed criticism will be given to the units that fail to implement the training plan and lag in employee training; The third is to establish a feedback system for employee training, and insist on linking the assessment and results of the training process with my salary and bonus during the training period. Realize the promotion of employees' self-training awareness.

(six) to strengthen the service consciousness of on-site training for grass-roots units, give full play to the subjective initiative of the competent departments, take the initiative to solve practical problems in on-site training, and put the annual training plan in place in a down-to-earth manner.

(VII) Organize and implement the company's class training and employee induction training in strict accordance with the procedures and requirements of the Measures for Human Resources Management. All sponsoring departments (units) should make good planning and teaching design before the class starts, and all units should do a good job in selecting and sending students to ensure the effectiveness of training quality. Training is an effective way to help employees improve their viability and post competitiveness. It is the unshirkable responsibility of the human resources department to improve the learning initiative of employees and build a high-quality team. We must start from the company's strategy of building an excellent enterprise with sustainable competitiveness and consciously attach great importance to the learning and growth of employees; At the same time, if an enterprise wants to be in an invincible position in the fierce market competition, it must implement the establishment of a learning enterprise, start with accelerating the development of vocational education and training, improve the comprehensive political and technical quality of employees, build the core competitiveness of human resources, and thus improve the ability of employees to participate in the market competition of enterprises.

Today, with the great development of enterprise reform, we are faced with opportunities and challenges given by the new period. Only by maintaining the vitality and vigor of staff education and training can we create a team of staff with strong ability, sophisticated technology and high quality to adapt to the development of market economy, so that they can better play their talents and make greater contributions to enterprise development and social progress.

How to write 202 1 year human resources work plan?

According to the company's development planning and human resources work requirements, the human resources department will closely focus on the company's overall work guiding ideology and development planning, and combine the company's actual situation to fully complete the tasks assigned by the company.

First, further improve the performance appraisal and improve the accuracy and effectiveness of the appraisal.

(1) In view of the problems existing in the implementation of performance appraisal, relevant solutions are put forward.

① Establish a performance appraisal team composed of professionals to organize, lead and supervise the implementation process of performance appraisal, so as to reduce the assessment error and improve the reliability and effectiveness of the assessment. Some departments try out the "standard measurement and average distribution assessment method", and if obvious results are achieved, it will be promoted throughout the factory.

② Change employees' ideas. Many employees think that performance appraisal is the behavior of leading the manager's work performance and performance this month at the end of the month, and it is one-way leadership and control. Through the publicity and training of performance appraisal, employees can understand that performance appraisal can strengthen the communication and interaction between employees and leaders, enhance their own abilities and play a good role in promoting personal career planning.

③ Establish a complaint mechanism for performance appraisal. If employees have objections to the assessment results of the leaders, they can appeal to the performance assessment team, which will review and adjust them to ensure the objectivity and fairness of the assessment.

(2) Strengthen departmental assessment.

(1) Implement the performance appraisal training, so that the leaders and employees of all departments can understand the performance appraisal system, and the appraisers can master the methods and skills of performance appraisal, which can be accurately applied to the appraisal work.

(2) Evaluate the performance of each department according to the work plan of each department and the completion of relevant indicators. Combine the department assessment results with the employee performance assessment results, and finally determine the employee's performance salary.

Two, further improve the training work, make it targeted and practical.

(1) orientation training for new employees

① When the number of new employees reaches 10, the Human Resources Department is responsible for organizing a formal induction training. Mainly distribute relevant information, introduce the post situation, corporate culture and related systems, and complete the pre-job guidance for new employees.

(2) The department appoints a special person to be responsible for the pre-job training of new employees. Lead new employees to get familiar with the department, introduce colleagues in the department, explain the main work of the department and relevant system regulations, and guide new employees to get familiar with their posts and enter the working state as soon as possible.

(2) on-the-job staff training

① Re-adjust the training plan for the second half of the year according to the current personnel situation of the enterprise. According to the current personnel form of the enterprise, the heads of all departments actively communicate with their employees, determine the training objectives, training contents, trainers, training leaders and training time of their departments, and report them to the Human Resources Department. The human resources department adjusts the training plan for the second half of the year according to the situation reported by various departments.

② Strengthen training supervision and inspection. The Human Resources Department knows the progress of the training plan and the implementation of the training project from time to time every month, and provides necessary support and help.

③ Comprehensively strengthen the training evaluation system. The general principles of enterprise training evaluation can be roughly divided into three levels. The first level is the behavior performance in the learning process, the second level is the test results after training, and the third level is the degree of application in practical work. The Human Resources Department assists all departments to formulate corresponding training evaluation methods for different training programs of all departments.

④ Carry out diversified training forms. In the second half of the year, the enterprise will expand and increase various training methods, mainly including:

A. induction training for new employees. On-site instruction by professionals in the enterprise will improve the training efficiency and let new employees take up their posts as soon as possible.

B. on-the-job training. Business backbones of enterprises conduct "help, communication and guidance" training for on-the-job and reserve personnel in actual jobs, so as to strengthen employees' practical operation ability and improve their professional knowledge level.

C. combination of internal training and overseas training. Internally, in view of the problems and questions existing in practical work, external professional trainers and enterprise backbones are hired for special training; Externally, professional training institutions will be selected, long-term cooperative management will be established, and excellent employees will be sent to study regularly.

D. exchange learning. Within the enterprise and between departments, it is necessary to exchange and study regularly, promote communication between departments, and be familiar with relevant work processes in order to better cooperate in practical work. Outside the enterprise, organize outstanding employees to inspect the enterprises in the same industry from time to time and learn the advanced technology and experience of other enterprises.

E. encourage employees to improve themselves. Encourage employees to use the internet and corporate libraries in their spare time to increase their business knowledge and improve their business level; Encourage employees to continue learning and innovate independently, and enterprises will recognize and reward their achievements.

⑤ Establish the responsibility mechanism of department manager training. In the training work, department managers should play the role of "catalyst", encourage and guide the development of department employees, work out practical training plans with department employees, provide employees with a platform and working environment to give full play to their personal potential, and regularly report their performance to the Human Resources Department.

(3) Management training

As the leading force of the department, department managers and project leaders guide the development direction of the department. Their professional level directly determines the success or failure of the department and even affects the development of enterprises.

Third, complete the recruitment target and ensure the quality of the employed personnel.

(1) Recruitment: broaden recruitment channels, organize recruitment in a planned and purposeful manner, and formulate detailed recruitment procedures to select outstanding talents for enterprises.

(2) Employment: Improve the personnel assessment and employment procedures, add collegiate interview in addition to written examination and interview, and the general manager, human resources manager and department manager will participate in the interview selection, so as to improve the interview efficiency and ensure the employment of qualified talents for the enterprise. During the probation period of new employees, the department manager will communicate with new employees from time to time, keep abreast of the status of new employees, and make relevant evaluations on their performance during the probation period.

Fourth, strengthen human resource management.

(1) Realize the institutionalization of human resource management and ensure the scientific nature of human resource management.

① Establish corresponding rules and regulations in personnel appointment, staff training and salary assessment. And constantly improve in the implementation process, so that all aspects can "abide by the law, strictly enforce the law, and offenders will be prosecuted", assist all departments to organize employees to learn enterprise rules and regulations, and improve their awareness of norms.

② Conduct relevant investigations on team building, salary and welfare, reward and punishment performance, etc., and further improve the employee recruitment and salary increase system.

(2) Improve the communication mechanism of enterprises to ensure smooth communication channels.

① Strengthen the construction of information feedback, open enterprise hotline, actively listen to employees' understanding and suggestions on enterprise management, and actively adopt some reasonable suggestions. At the same time, employees' satisfaction questionnaire survey is carried out from time to time to understand employees' satisfaction with the enterprise in an all-round way, and feedback it to the decision-making level in time to provide suggestions for improvement.

(2) Organize various activities on a regular basis, cultivate close relationships among employees, strengthen teamwork, coordinate education with each other, and enhance collective consciousness.

(2) People-oriented, talent-oriented.

① Further standardize the employment and retention mechanism of enterprises, put people first and talents first, take talent management as the strategic support of enterprises, and do a good job in the construction of talent team.

(2) departments at all levels should attach importance to talent management and improve their understanding and execution of human resource management, especially talent management.

(3) Take training as corporate responsibility and establish a new concept of training management.

(1) realize multi-angle training management, make the training work extensive and targeted, ensure that all employees master the training knowledge, and conduct systematic training according to the needs of different personnel; Combine pre-job training with on-the-job training to ensure the continuity and integrity of training; Through the investigation of training needs, an effective training plan is formulated, so that the training results can play a substantial role in guiding and promoting the actual work.

(2) According to the development planning and business objectives of the enterprise, analyze and think about the potential human resource needs of the enterprise in a forward-looking way, and organize human resource development and related training.

(3) Improve the training awareness of all employees of the enterprise and regard training as a long-term strategic work of the enterprise.