Personnel quarterly work summary report

In the first quarter of 2014, with the efforts and cooperation of all employees, the Human Resources Department completed corresponding tasks in terms of staffing, corporate culture and employee training, salary planning, organizational work, basic management, etc. in accordance with the company's strategic requirements. The work is summarized as follows:

1. Staffing

1. Employee recruitment and resignation (as of March 31)

Headquarters: recruitment of various departments 41 people, 13 resigned. The turnover rate is 4%. During the same period in 2013, 17 people joined the company and 25 people resigned. The turnover rate is 8%. The turnover rate dropped by 4 percentage points compared with the same period last year.

Processing plant: 163 people were hired and 76 people resigned, with a turnover rate of 13%. In the same period of 2013, there were 112 people joining the company and 73 people leaving the company, with a turnover rate of 15%. The number of people joining the company increased by 51, or 46%, year-on-year, and the turnover rate dropped by 2% year-on-year. It can be seen from the above data that despite the pressure of the external environment where recruitment is difficult, the factory still recruits a relatively large number of workers, and the turnover rate has dropped year-on-year. It fully reflects the good results of the company's series of incentive policies and humanistic care at the beginning of the year such as increasing employee benefits and improving employee meals. It also reflects the results of the factory's efforts to publicize the company's policies and attract former workers to return to work.

Office: (As of the end of February, and does not include temporary headcount. March data is being compiled and will not be completed until mid-mid). The office has 318 counters, 988 people are employed, 108 people are employed, and 108 people have resigned. 95 people. The turnover rate is 9%. In the same period of 2013, 107 people resigned and 114 people joined the company, with a turnover rate of 10%. There is not much change year-on-year.

Specialty stores: (As of the end of February, the number of people in March is being sorted out), there are 28 specialty stores, 87 employees, and a turnover rate of 13%. Because the personnel information of the specialty store has just been completed, there is no corresponding data for the early period.

To sum up, in the company's human resources strategic plan, 2013 is the year of organizational structure and personnel structure adjustment, and 2014 is the year of personnel capacity improvement and secondary entrepreneurial talent reserve. This point can be seen from the above. The clues can be seen in the onboarding data.

2. Recruitment

There are four recruitment channels for the company this quarter, namely: Qiancheng online recruitment, evening newspaper recruitment, on-site recruitment on the polytechnic campus, and internal recommendation. This quarter ***209 people were interviewed, 105 were re-examined, and 35 people were hired. 35 people were hired through recruitment by the human resources department and internal recommendations (3 people in January, 15 people in February, and 17 people in March). Among them: 3 people were hired through internal recommendations.

2. Corporate Culture and Employee Training

(1) Corporate Culture Activities

1. Organize and complete annual meeting planning and reporting

2. Monthly blackboard update

3. Morning meeting theme formulation and personnel arrangement

(2) Training work

1. Establish company-level and departmental plans for 2014 Level training plan

2. Training implementation

1) New employee induction training twice

2) Salon culture training: "Care must be taken every step of the way in the workplace" , "Communication Style".

3) Company-level training

Has completed training on the use of the OA collaborative office platform.

4)

Coordinate the training work of relevant departments: Information Department: Weifuyou upgrade series training, group headquarters purchasing department quality inspection cycle, experimental equipment and product execution standard training for multiple brands Color training explained by Vice President Kuroda of the center.

3. Salary and welfare planning

1. Performance appraisal plan

Develop a performance draft framework for the office manager;

Develop and Submit the Measures for Calculating Performance Bonuses for E-commerce Managers (Draft).

Add monthly, quarterly and year-on-year sales growth performance for staff and shopping guides; increase regional management rewards; increase staff sales management rewards;

2. Human resources data

< p>Labor cost budget: Adjust the 2014 labor cost budget of each system based on the salary adjustment results of each system at the beginning of the year;

Labor cost analysis report: Form a labor cost analysis report template for each system and complete it from January 2014 to Office labor cost data analysis report for February.

3. Salary and welfare plan

Factory salary adjustment plan for 2014;

Salary adjustment plan for group headquarters office staff and shopping guides in 2014;

The 2014 salary adjustment plan for each system in the headquarters.

4. Outreach work

Policy subsidy: Received an employment contribution award of 20,000 yuan from the Labor Bureau, which has been credited to the company's financial account.

External selection: In March, all departments in the park will participate in the Women's Day evaluation event organized by the Ganjingzi District Government. The first factory production class won the "Women Civilized Post" advanced female employee in Ganjingzi District Collective honors, the fifth production team of the second factory won the honor of "Advanced Female Workers' Collective" in Ganjingzi District, and Minister Liu of the Inspection Department won the honor of "Women's Civilized Post" in Ganjingzi District.

Preparing CPPCC proposals: Starting from solving practical problems in enterprise development, the Human Resources Department planned and wrote 4 CPPCC proposals, which have been submitted to the district CPPCC.

"Expand the scope of labor subsidies for brand clothing production enterprises"

"Direct training subsidies for brand clothing enterprises that first find employment and then train"

"In housing In terms of policy, migrant workers should be treated as citizens"

"The selection of model workers or outstanding skilled talents should favor small and medium-sized private enterprises in the brand clothing industry, and increase the proportion of skilled talents in private enterprises receiving municipal awards"

< p>4. Organization work

1. System and process construction

Improvement of the OA personnel system: The focus in the first quarter was to improve the headquarters OA personnel system and the office OA personnel application and approval process.

Quality system document revision: In the first quarter, the "Employee Job Behavior Management Regulations" were re-improved and revised. At the same time, the "Office Manager's Leave Management Regulations" and "Regulations on Extending Seniority of Employees upon Re-entry" were formulated. 》.

2. External audit work

On March 21st and 22nd, I accepted the external audit of Rhine Company. The external auditors affirmed all aspects of the work of the Human Resources Department. , but for the three suggested projects put forward by the Human Resources Department, relevant responsible persons have been organized to make improvement time plans.

5. Strengthen basic personnel information management

1. Improve personnel information management in specialty stores

2. Incorporate processing plant timekeepers and office staff into headquarters management

While raising salaries at the beginning of the year, we will standardize and manage the establishment of timekeepers in processing plants and office staff, and put forward management requirements for the addition of new positions and onboarding.

VI. Key Work Plan for the Second Quarter

1. Improve the personnel job competency evaluation system;

2. Refine the training content for new employees;

3. Establish and improve training effect tracking and evaluation methods and content

4. The office’s sales incentive plan and operating rules for the second quarter of 2014

5. Integrate the quality of human resources system documents and establish and improve the office management system.