Annual work summary and plan of human resources

Article 1 Annual Work Summary and Plan of Human Resources

Since joining the company in March, 20XX has worked in the general office and human resources department, and is now engaged in personnel transfer, file management, medical insurance, unemployment insurance, maternity insurance, serious illness, accident and work 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 be strict with yourself with the standards of * * *. Fully complete the work assigned by the leaders, and now report the work in 20XX as follows: First, pay attention to learning and strengthen the 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 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.

In 6 and 20XX years, maternity insurance declaration was made for 4 employees.

7. Pay the full monthly insurance premium for 20XX years.

8, in strict accordance with the local tax bureau "social insurance payment audit regulations", make and report the social insurance payment declaration form every month, so that the declaration is consistent with the payment account.

9. Handling personnel transfer: transfer 6 people/time; Call out 24 people/time; Internal transfer 19 person/time; A total of 49 people/time. There has never been any mistake, which ensures the normal work.

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.

Chapter II Annual Work Summary and Plan of Human Resources

As a human resources specialist, I feel very lucky to grow with the company. Since I joined the company, I have made some achievements in my work, and my personal ability, professional knowledge and professional quality have been improved, all thanks to the platform provided by the company and the cultivation of superior leaders. Thank you very much. The following is a summary of my work:

First, new entry and exit transactions.

Enter the personnel data of new employees and the information of resigned employees into the transaction table every month; The number of new employees this year is xxx, and the total number of resignees this year is xxx's personnel file and labor contract management; Establish company personnel files; Responsible for managing and keeping the files of all employees of the company; Every month, Xiao Xia sends out a list of employees who became regular employees on June 5th at 438+05. If the employee's probation period exceeds 2 months, it will be deemed that the employee of the company will issue a labor contract after becoming a full member. ; All the labor contracts have been rescheduled, and six clubs have not rescheduled, and the contracts of new employees have been rescheduled to new employees next month;

Second, the comprehensive management of social insurance and other work

Social insurance refers to the social endowment insurance, medical insurance, industrial injury insurance and maternity insurance for female employees; Buy social insurance and make social insurance cards for all employees of the company, change and handle the social security information of employees, and reimburse employees for work-related injuries; At present, there are xxx social security personnel in the local area, xxx in the management center, and XXX in the society; Social security purchasers include local xx people and non-local xx people. Up to now, xxx people have bought employee accident insurance, and there has been no case since I joined the company; Among those who bought accident insurance, xx people left their jobs; The residence permit is handled once a month, at the beginning or end of each month; The number of people applying for residence permits this year is xx; Apply for employment registration; Every time the company organizes training, it needs to sign a training agreement with itself, sort out the deduction details to the salary calculator every month, and refund the personnel whose training agreement expires; Refund of training fees for club employees: receive employee receipts that need to be refunded for training fees, find out the corresponding training agreement, verify whether the conditions for refund are met, and fill out the expense reimbursement form and submit it to the financial accountant. If you don't leave your job within 20 months, the training fee will be fully deducted from your salary.

Third, the layout of OA system

Management of OA in Human Resources Department (process setting and updating) The personnel with OA accounts are: all office staff in management centers and branches, club managers and administrators all over the country; Xxx people have OA accounts this year. Employee group cornet Employee group cornet: add company group cornet to the person who needs to add cornet. The number of people with cornets this year is the production of xxx post change table: according to the post change table, the post changes of employees are counted. Handling of housing provident fund: At present, the company has completed the establishment of unit accounts and employee accounts, the sealing of resigned employees, the transfer and unsealing of new employees, but it has not been officially put into operation yet, and it is expected to be put into operation normally next year. At present, the total number of people in our local area is xxx, including management center xxx, club xxx and school xxx. Make a list of details and changes and make statistics on the club roster.

Chapter III Annual Work Summary and Plan of Human Resources

In the past 20XX years, the performance of our company has made great progress, and the human resources department of our company has also made great progress in performance and management under the leadership of the company. On this occasion, it is necessary to review and sum up the work, achievements, experiences and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress, and strive for better results in the new year. I. Overview of human resources work in 20XX years

In 20XX, the company's human resource management and development will further improve the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

Second, the basic situation of human resources

By 20xx65438+February 3rd1,the number of employees was 143, including 8 in the office, 5 in the finance department, 4 in the after-sales department, 40 in the purchasing department 15, 40 in the sales center, 20 in the wholesale department, 3 in the human resources department, and storage and transportation. Among all the people, there are 3 deputy general managers, 3 financial managers 1 person, 3 office directors 1 person, 8 department managers and 4 department heads. There are 65,438+026 employees, of which 65,438+0.9% are managers above supervisors and 88.65,438+0% are employees.

Third, basically establish the company's various institutional systems and form a more standardized human resource management system.

According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment system and daily training management regulations have been completed, making daily management more institutionalized, standardized and operable. The improvement of employee handbook and other systems has been included in the 20XX work plan. In addition to improving the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, we will refine the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improve the company's human resource management system. Basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.

Fourth, through post analysis and setting, do a good job of creating posts and personnel.

In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each department has formulated the following positions and personnel quota in combination with the company's main business situation:

(a) divided into two categories:

1. The business department sets posts and personnel according to performance, turnover, gross profit and other indicators;

2. Non-business departments set posts and personnel according to the tasks and workload assigned by the company.

(2) According to the business characteristics of the company and on the basis of the existing quota, do a good job qualification statement and job description in blocks.

Five, in order to meet the needs of strategy and personal development of employees, vigorously strengthen training.

In order to continuously enhance the company's competitive strength, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the human resources department has formulated relevant training management regulations and implemented daily training inspections. Corresponding work has been done in training planning and coordination, but the training of the company's overall level (knowledge popularization) and the training of hotel team employees need to be strengthened.

1, through careful organization, conscientiously do a good job in various training work.

2. The daily training work of each department has achieved remarkable results.

According to the training plan, the human resources department has strengthened the education and training for employees.

4. It is very important for new employees to adapt to the work quickly through new employee training and complete the transformation from non-professional to professional, which can save a lot of time and resource costs for the company. According to the actual situation of the company, the human resources department has formulated the induction training plan for new employees, including the company profile, rules and regulations, fire protection knowledge, service etiquette and so on. Through training and study, new employees began to change their consciousness, understand the attitude and ability needed for modern work, and laid a good foundation for new employees to quickly adapt to the new working environment and master the knowledge and skills needed for work as soon as possible.

Sixth, strict "law enforcement" has effectively corrected violations of discipline.

Management and rewards and punishments are important measures and means to maintain the system. Therefore, the human resources department strictly implements various rules and regulations and employee codes to reward those who have made meritorious deeds and punish those who have made mistakes. Everyone is equal before the system, and the normal interests of the employees of the company are safeguarded. The human resources department takes a series of measures to solve the phenomenon of employee violations, such as criticism and education, supervision and inspection, and fines. And strengthen inspection, strictly implement the implementation of the company's various systems, and severely deal with violations of company regulations. It has further created a good atmosphere of respecting the company system and punishing those who violate the company system.

Seventh, efforts should be made to improve the comprehensive professional quality of personnel in the human resources department and enhance their joint efforts.

With the rapid development of service industry, especially the development of companies. We deeply realize that the existing management knowledge and quality alone can't keep up with the development of the company and society. Therefore, learn professional skills with an open mind, strengthen communication with ministries and commissions, and better adjust work mentality. Besides, I also use my spare time for self-study and extensive reading.

Eight, actively lead the staff, do their best to perform their duties.

In 20XX, in addition to the above work, the Human Resources Department also actively performed its post responsibilities according to the actual situation, provided data for the leaders, and better played the role of the leaders' staff.

1. Assist department managers to understand and master the spirit of company policies and implement them well.

2. Organize, draft and review all kinds of manuscripts, and do a good job in word synthesis and word processing.

3. Assist the leaders to coordinate the differences of opinions and work contradictions of various departments, and put forward corresponding solutions and alternatives.

4. According to the company's monthly work instructions and leadership requirements, study and formulate the work plan and specific measures of the human resources department in each period.

Nine, do a good job in the basic and daily management of the human resources department, and complete the tasks assigned by the company leaders and departments.

1. The entry and exit formalities of this employee shall be handled according to regulations.

2. Handle the labor and employment procedures for the newly transferred and recruited employees of the company, and be responsible for signing and managing the labor contracts of the employees of the company.

3. Complete the personnel files of the company personnel.

Although the human resources department has done a lot of work and made some achievements, there is still a big gap between the requirements of the company and the expectations of leaders and colleagues.

(A) the recruitment of personnel is single, and the supply is not timely, resulting in a shortage of personnel and bringing certain difficulties to the work of various departments.

Insufficient training.

As the saying goes, "If a jade is not cut, it will be useless", and potential employees will not play much role if they are not well trained. In 2007, although our bureau carried out many trainings, due to the lack of training content and inadequate training implementation, the training failed to achieve the expected results.

(C) the evaluation of employees is not in place.

We failed to make a historical, serious and comprehensive evaluation and inspection of each employee, and failed to listen to the opinions of employees more widely and conduct a comprehensive analysis.

(D) staff affairs management is not in place

Staff affairs cover a wide range, including the work and life of employees.

(e) Inadequate file management.

Article 4 Annual Work Summary and Plan of Human Resources

This year is the busiest year for our human resources department. During this year, our department closely focused on the goals and plans formulated by the company at the beginning of the year and completed the task step by step. From the beginning, our department has strengthened the introduction of excellent manpower, strengthened the training of the company's manpower, worked harder for the company to become better, and reserved more high-quality talents for the company's long-term development. Facing the coming 20xx year, the reorganized human resources department is presented to every employee with its professional, targeted and systematic characteristics. Now sum it up and make it public, and accept the leadership and brother departments.

Vigorously strengthen the development and construction of departments and conform to the strategic development trend of the company.

I. Internal management of departmental staff

As the formulation and maintenance department of the company's various systems and regulations, under the attention and guidance of general manager X, the head of the department has been constantly strengthening the management norms of the department, strictly demanding team members and setting an example. Become an example and model for the employees of the company to abide by the law, be dedicated and loyal, and become a window for the company's image display and a mirror for self-discipline management.

1. Continuous improvement of professional ability

Under the leadership of department manager X, the Human Resources Department regularly conducts two hours of professional knowledge study and discussion, experience exchange and problem analysis of each module, and training of management practical tools and English-Chinese language tools every Friday afternoon, so that employees in various departments can continuously improve their professional knowledge and practical problem-solving ability.

2. Internal discipline and professional ethics

There is an unwritten rule in the human resources department that every member must strictly manage and restrain himself, abide by the company's rules and regulations, and strictly abide by his professional ethics. Any member must put the interests of the company first, and must not have any behavior that violates principles and ethics. This unwritten rule is the most important thing that Manager X of Department emphasizes at every internal meeting of the department, and it is also a standard that every member keeps in mind and strictly implements.

Second, the optimization of human resources work module

The Human Resources Department is a highly professional management department that pays equal attention to theory and practice and has a wide range of working faces. With the establishment, growth and expansion of the company, its work depth and professional division of labor will also change. According to the professional knowledge of company development and human resources management, the human resources department of the company actively carries out internal professional division of labor integration and organizational structure adjustment and reorganization, and decomposes it into recruitment training module, salary performance module and employee relations and affairs module. Finally, the present situation of unified leadership of department managers, parallel operation of three major professional modules and internal overall work coordination is constructed, which reflects the effectiveness of professionalism and practical work.

Third, the system and process construction

As the main responsible department for the drafting, drafting, construction and implementation of the company's relevant management systems and processes, under the guidance of the company's leaders, the Human Resources Department has been keeping up with the company's strategic development requirements, changes in the external market environment and the updating of professional theoretical and practical knowledge, and constantly updating, maintaining, drafting and constructing various supporting, rigorous, practical, effective and high-quality management systems and operational processes. Since 20xx, the relevant regulations and processes have been completed as follows: salary management system; Performance management system; Provisions on the administration of professional title evaluation; Regulations on the management of attendance holidays; Regulations on recruitment management; Maintenance of training management system; Employee rewards and punishments management regulations are updated; Management regulations; Provisions on the management of archival information; Internal competitive recruitment process; Management process of resigned employees; Employee confirmation process; Compilation, arrangement, update and maintenance of more than 20 institutional processes such as employee turnover process.

Fourth, functional innovation.

Deeply aware that the new situation and new tasks have put forward new challenges and new requirements for human resources work, the Human Resources Department keeps pace with the times according to the development trend of human resources management and the current situation of human resources development and management in the company, adheres to multi-angle and deep-seated reform and innovation, and constantly explores new ways and methods for human resources development and management under the new situation. Includes the following aspects:

To innovate the management concept, every member of the human resources department must update and revise his own concept in time to keep up with the development requirements and direction of the times and the company; In daily work, members are required to have a good attitude, correct orientation and service consciousness, actively participate in their own work, strive to realize self-worth and realize the common growth of enterprises and themselves.

With the innovation of management mechanism, human resources department has fully realized that human resources management is not only an administrative, transactional, non-dynamic, discontinuous and unsystematic work, such as employee recruitment, formalities, salary distribution and resignation management, but also a holistic, comprehensive, systematic and strategic management function. In practical work, human resources has actively completed a number of far-sighted strategic tasks, such as establishing and formulating medium and long-term human resources planning, human resources development orientation, training planning, targeted salary performance planning, designing and developing the company's personnel competency model system, psychological and personality model system and other innovative work, which has provided many advanced management methods and tools for the company's work.