How to write a ten-day work summary for new employees

The following is a summary of the work of the Human Resources Department:

In this year's work, the human resources department of the company has seriously established and improved the company's human resources management system, ensured that human resources work is more scientific and standardized according to the company's development goals, formulated and implemented the annual work objectives and work plans of the human resources department, formulated the monthly budget and work plan, and completed the company's annual overall goals ahead of schedule. The work summary of the human resources department of the company is now reported as follows:

First, the company's basic human resources analysis.

Summarize the basic situation of the company's human resources at the end of the year, including the comparison of the number of people in various departments, the analysis of educational background structure, the composition of gender ratio, the analysis of the age structure of the division and the analysis of the age structure.

Analysis of educational background structure;

As shown in the figure, more than 77% of employees in the company have bachelor degree or above, and the general manager's office, product operation department and personnel administration department all have bachelor degree or above. New employees recruited in 20__ years all require bachelor degree or above, except for some design positions. College education is mainly concentrated in the operation and maintenance department, and there are only a few secondary schools and below, one of which is an administrative cleaner.

Analysis of age structure:

The average age of the company is less than 27 years old, all under 40 years old, relatively young and full of vitality. In the age structure of the company, employees under the age of 30 account for a large proportion, accounting for 84%, mainly concentrated in the product operation department, and all of them are undergraduate graduates. The company will intensify training as a reserve force for the company's development and growth. Employees aged 30-40 account for 16%, and most of them are core employees and backbones of various departments, and most of them are middle and senior managers. Combined with previous academic qualifications, the middle and senior managers of the company have higher academic qualifications. They are in the golden age of their lives, and their outlook on life and values tend to mature. They can strengthen the edification of corporate culture, establish the talent training mechanism of mentoring system, and promote the development and growth of the company.

Second, the recruitment work summary, related data analysis.

1, recruitment completion rate analysis.

As shown in the figure, except for the recruitment completion rate of the operation and maintenance department, the recruitment of other departments has not been completed. In the next 1 month, we should continue to pay close attention to recruitment and strive to achieve the annual target.

2. Correlation analysis of the number of recruits.

As shown in the figure, the number of telephone interviews this year is 1 127, and the actual number of interviews is 406, accounting for 36% of the telephone interviews. 02%, which is relatively low, is related to the writing of telephone calls and interview invitations. We should optimize the contents of telephone calls and invitation emails to attract candidates to attend the interview.

3. Analysis of recruitment channels.

The company's recruitment channel is mainly online recruitment, 99. The three websites of the recruitment source are worry-free, Zhaopin, and 9% of China cjol, and only a few positions are recommended internally.

Taking the position of operations specialist as an example, the actual interview number and qualified number of the three major online recruitment websites are compared as follows. For the position of operations specialist, there are a total of 207 interviewees with resumes provided by the three major websites, among which there are more resumes of Worry-Free Future and cjol of China, accounting for 42% and 40% respectively, and Zhaopin has the least recruitment, accounting for 18%, which is quite different. Judging from the interview qualification rate, there is little difference among the three major recruitment websites.

Internal recommendation channels can not be ignored. This year, the group headquarters recruited a sales director and a strategic promotion director, which were recommended by internal staff. Follow-up meetings will attach importance to internal recommendation and continue to implement the "Internal Talent Recommendation Award".

In addition, the construction of the company's talent pool was improved in the second half of the year. In addition to the resumes of employees on the job, resumes that have passed the interview, etc. There are also "blacklists", such as individual "_ interviewers", who fail to report without justifiable reasons and fail to communicate and explain.

4. Analysis of turnover rate.

(1) Turnover rate of new employees. This year, the company has 48 new employees, leaving 12, and the annual turnover rate of new employees is 25%.

(2) The turnover rate of key positions. The key positions of the company are mainly R&D project manager, product manager, operation supervisor and designer. The turnover rate of these positions is 0, which shows that the retention rate of key positions and core employees of the company is high and the team cohesion is good.

(3) Analysis of the turnover rate of each department.

As shown in the figure, except for the general manager's office and the operation department, the turnover rate of other departments is very high, especially the turnover rate of the product operation department, which is as high as 6 1. 76%。

Third, the training work summary.

The company's training is mainly internal training, and there is basically no external training. The focus of internal training is the induction training for new employees, and the specific contents are summarized as follows:

1. Implement and optimize the "partner system".

The "partner system" is actually similar to the tutorial system. The main responsibilities of the "partner" include:

On the day of employment, get to know the heads of all departments and all colleagues in the department. Within one week of joining the company, the "partner" will guide you to have lunch with you in the first week and familiarize you with the living facilities such as transportation, catering, shopping and medical care around the company; Within one month of joining the company, the "partner" will guide you to understand the company's culture, system and process, and you can seek the help of the "partner" as soon as possible if you have any needs in your life or work process.

2. Regular induction training for new employees.

The induction training for new employees mainly consists of three parts: guidance on the day of induction, department-level training organized by department heads and company-level intensive training.

What needs to be improved: The orientation training of new employees is the key point, but at the same time, it is necessary to strengthen the operation process training of business departments and the training of business-related theoretical knowledge.

Fourth, organize corporate cultural activities.

1. Establish interest association. Such as: Basketball Association, Badminton Association, Football Association, Table Tennis Association, Outdoor Mountaineering Association. The frequency of activities organized by the Badminton Association is basically once a week. Except for holidays, other activities will be booked every Friday night, with a per capita consumption of 27 yuan/time for 20 years. The activity frequency of other associations is very low.

2. Afternoon tea plan. The company holds afternoon tea every Friday afternoon. The music starts at 4 pm, stops at 4: 30 pm, and afternoon tea ends. The company will provide drinks, refreshments, fruits and sweets in the leisure area.

3. Cooperate with the construction of WeChat public platform of the group company. Wechat platform will regularly push the dynamics of the group's branches to all employees, and also set up a group of group correspondents.

In the construction of corporate culture, the company relies more on the implementation and publicity of the group. On this basis, it reflects the uniqueness and difference of the company, and pays attention to humanized employee care and team cohesion. In the future, more activities will be organized to mobilize the enthusiasm of employees and let other societies with low activity frequency take action.

The above is the work summary of the human resources department of the company this year. In the future, the human resources department will continue to combine the company's strategic development plan, constantly improve and optimize the relevant system construction, and strive to build a more cohesive entrepreneurial team!

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