hr year-end work summary and plan

Spring is returning and everything is renewed. We are about to usher in a new year full of hope. After a year of hard work, we can finally say that we have gained more in our continuous growth. progress, if you still feel confused, then I think you need to stop temporarily and make a summary of your past work. You must not think that the year-end summary can be dealt with casually. This is an opportunity to show your expressive power. The following is the HR year-end work summary and plan that I have carefully compiled. I hope it will be helpful to everyone. hr year-end work summary and plan 1

Based on the current company development status and future trends, the Human Resources Department plans to carry out the work in 20xx from the following aspects. The general idea is to make basic management work better through assessment. Go to the next level:

1. Recruitment: Cooperate with the start of construction and production of the carbon black plant, and recruit and deploy personnel. Carry out daily personnel recruitment and deployment. Do a good job in personnel allocation for the power plant restructuring in 20xx.

2. Training:

Organize monthly learning sessions for middle and senior leaders.

Do a good job in the teaching and training management and certification examination work of the electromechanical instrumentation class.

Training courses for team leaders will be held in March, April and May.

Carry out safety month study for all employees in June and July.

In August and September, we will do a good job in pre-job training for new employees before the start of the carbon black project.

In September and November, spot checks and examinations on the three regulations and production safety will be carried out for some positions.

Carefully assess the training work of each unit throughout the year. The Education and Training Section takes stock of and organizes the training ledger every month to form records. Strictly assess the implementation of training plans submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessments.

Strengthen internal learning and provide training on labor law, labor contract law, official document writing, human resources management knowledge, etc.

3. In terms of attendance and labor discipline

Continue to improve the management of fingerprint attendance machines, add a fingerprint attendance machine to the chemical plant, and cooperate with the information center to integrate all fingerprint attendance machines All monitored with cameras. To assess attendance data reports, each unit must conduct two-way verification of manual attendance and electronic attendance as well as various leave procedures every month, and calculate wages based on the final verification results to prevent double-checking.

4. Labor and management aspects

Evaluate the timely and accurate submission of various labor and management personnel reports of each unit.

Strengthen the dynamic management of personnel information and data statistics.

At the end of each month, the Human Resources and Labor Section takes stock of various personnel information and forms reports.

Conduct assessment on salary accounting and issuance to ensure the accuracy of salary accounting and issuance.

Do a good job in controlling personnel turnover and foreseeing and handling labor relations and disputes.

5. In terms of system construction

In line with the company's operating policies, the personnel for 20xx will be reorganized.

Cooperate with the start-up of the carbon black factory to do a good job in setting up staffing and shift work.

Improve the "Employee Training Management Measures" and other relevant training management systems, standardize management, and improve the efficiency of training and development.

6. Others

Do a good job in enrolling intern students at Polytechnic University.

In short, through the work throughout the year of 20xx, the Human Resources Department is gradually developing towards standardization, institutionalization and organization. We hope that through our work we can work hard to improve the operation quality of the company's human resources functions and create a better future for the company. Make due contributions to the development of Xingxing Group in 20xx.

hr year-end work summary and plan 2

Based on the work situation and shortcomings of this year, combined with the current company development status and future trends, the Human Resources Department plans to carry out the work in 200x from ten aspects:

1. Further improve the company's organizational structure, determine and distinguish the rights and responsibilities of each functional department, and strive to make the organizational structure scientific and applicable. No major adjustments will be made in three years to ensure that the company's operations are within the existing organization. run in the architecture.

2. Complete the job analysis of each position in each department of the company to provide scientific basis for talent recruitment, salary assessment and performance appraisal;

3. Complete the daily recruitment and allocation of human resources

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4. Promote salary management, improve employee salary structure, and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in motivating employees, establish an internal promotion system, and do a good job Employee career planning, cultivating employee ownership and dedication, and enhancing corporate cohesion.

6. Based on the existing performance appraisal system, refer to the performance appraisal methods of advanced enterprises to achieve the improvement and normal operation of the performance appraisal system and ensure that it is linked to salary. Thereby improving the authority and effectiveness of performance appraisal

7. Vigorously strengthen employee job knowledge, skills and quality training, and increase internal talent development efforts.

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. Establish internal vertical and horizontal communication mechanisms to mobilize the subjective initiative of all employees of the company, Establish harmonious and harmonious relationships within the enterprise. Brainstorm ideas to serve enterprise development.

10. Do a good job in controlling personnel turnover and foreseeing and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also safeguards the company's image and fundamental interests.

Notes:

1. Human resources work is a systematic project. It cannot be achieved overnight, so the human resources department follows the principle of gradual progress when designing and formulating annual goals. If you blindly pursue speed, the human resources department will not be able to provide guarantee for the quality of goal completion.

2. Human resources work is a very important basic work for a company that continues to grow and develop. It is also a work that requires the full cooperation of the company. All departments cooperate with each other to complete the work well. There are many projects, so they need the attention and support of company leaders. Whether the concept is changed from top to bottom and the degree of support and cooperation provided by various departments are the keys to the success or failure of human resources work. Therefore, after the human resources department sets annual goals, it sincerely requests company leaders and various departments to assist in the completion process.

3. This work goal is only a basic document for the Human Resources Department’s full-year work in 20XX, rather than a specific work plan. In view of the fact that corporate human resources construction is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the goals for each task. However, these work goals must be studied and approved by the company leaders before they are implemented. If the company adjusts the department's goals, the Human Resources Department will complete the annual work according to the adjusted goals. Similarly, the specific plans, plans, systems, forms, etc. for the implementation of each target project will also be implemented based on the company's adjusted goals. hr year-end work summary and plan 3

In order to cooperate with the company to fully implement and achieve the annual sales target of XX and strengthen the planning of the company's human resources work, the human resources department will follow the annual overall development plan and use the company's Based on the current work situation, annual human resources work goals have been specially formulated and are now submitted to the general manager of the company for approval. Please approve them. The Human Resources Department plans to carry out its work in XX from the following aspects:

The construction of organizational structure determines the development direction of the enterprise. In view of this, the human resources department should first complete the improvement of the company's organizational structure.

Based on the principles of stability, reasonableness and soundness, and through prediction and analysis of the company's future development trends, a scientific company organizational structure is formulated to determine and distinguish the rights and responsibilities of each functional department, so that the responsibilities of each department and each position are Be clear and clear, so that there are no gaps or overlaps, and strive to achieve a scientific and applicable organizational structure to ensure that the company's operations run well, are managed standardizedly, and continue to develop within the existing organizational structure.

(1) Specific implementation plan:

1. Complete the rationality investigation of the company’s organizational structure and position establishment before March 15, 20XX;

2 , Complete the design draft of the company's organizational structure before March 20, solicit opinions from all departments, and submit it to the general manager for review and revision;

3. Complete the company's organizational chart and departmental organizational chart, company's organizational chart before March 31 Staffing plan. Each department cooperates with the structure to determine the department's job description and work process. The Human Resources Department is responsible for organizing and filing records.

(2) Notes:

1. The company's organizational structure determines the company's long-term development strategy and determines the efficient operation of the company's organization. The design of the organizational structure should be based on a concise, scientific and pragmatic approach. Oversimplification of the organization will lead to a lack of separation of responsibilities and powers, heavy workloads, and middle and senior management being tired of dealing with daily affairs, hindering the company's development pace; and too many organizations will lead to increasing management costs and uneven workloads. , the increase in work process links, the phenomenon of buck-passing, overstaffing of employees, and the decline in overall organizational efficiency also hinder the development of the company.

2. The organizational structure design cannot be based on the record of the existing organizational structure, but should be designed based on the company's overall development strategy and the company's operational needs within a certain period of time in the future. Therefore, we should neither stick to the status quo nor make up our own minds. The determination of each functional department and each job position should be carefully demonstrated and studied.

3. The design of the organizational structure needs to focus on feasibility and operability, because the company's organizational structure is the basis of the company's operations, as well as the basis of department establishment and staffing.

(3) Matters and departments that require support and cooperation in the implementation of goals:

1. Investigation into the rationality of the company’s existing organizational structure and position establishment and the future development trends of each department of the company The investigation requires each functional department to fill in relevant investigation forms, and the human resources department needs to read the company's existing job descriptions of each department;

2. After the draft organizational structure is released, each department must be reviewed, valuable opinions must be provided, and The final decision is made by the company leaders.

Position analysis is one of the basis for the company to determine positions, adjust staffing, adjust organizational structure, and determine the salary of each position. Through position analysis, we can understand the qualifications and work content of each position in each department of the company, so as to make the company The work distribution, work connection and work flow design of each department are more precise, which also helps the company understand the comprehensive work elements of each department and position, adjust the company and department organizational structure in a timely manner, and expand or reduce the establishment. Job analysis can also be used to comprehensively consider the workload, contribution value, degree of responsibility and other aspects of each position, so as to provide a good foundation for formulating a scientific and reasonable salary system. Detailed position analysis also provides a basis for human resource allocation, recruitment and directional training for employees in various departments.

(1) Specific implementation plan:

1. Complete the company's position analysis plan before the end of March 20XX, and determine the position survey items and survey methods, such as the main work content of each position, Work behaviors and responsibilities, forms, tools, and machines that must be used, performance appraisal standards for each job content, working environment and time, all requirements for each position for the person holding this position, current salary status of the person holding this position, etc. . The Human Resources Department ensures that the plan is as detailed as possible and the form design is reasonable and effective.

In April 20XX, the basic information collection for job analysis was completed. At the beginning of April, the Human Resources Department will distribute the job information questionnaire to every employee in each department; the summary will be completed before April 15. Complete the draft analysis of each position in the company before April 30.

3. Before April 30, 20XX, the Human Resources Department shall submit detailed information of each position analysis to the company, and the departments shall hand it over to the managers of each department to put forward modification opinions. After the modifications are completed, they shall be summarized and submitted for review and filing as the company's Basic information for human resources strategic planning.

(2) Notes on implementation goals:

1. As a basic work of strategic human resources management, position analysis must be informative and accurate during the information collection process. 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 compiled position analysis data must be classified by department and major for easy inquiry at work.

3. The analysis of position information that cannot be obtained from the position information survey will be written by the Human Resources Department in conjunction with the department to which the position belongs.

4. Once this goal is achieved, it can be applied in actual work in conjunction with the company's organizational structure, reducing repetitive work in human resources work. To achieve this goal, the company's departments must cooperate, and the human resources department should pay attention to it. Good coordination and communication between departments.

(3) Matters and departments that require support and cooperation in the implementation of goals:

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

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2. After the job analysis draft is completed, the company's department managers need to assist in modifying the department's position analysis data. After all is completed, the company leaders must review and approve it.

The human resources recruitment and allocation goals that the Human Resources Department needs to complete in XX are based on ensuring the company's daily recruitment and allocation work, and after the company adjusts its organizational structure and improves the division of responsibilities and positions of each department. specific work. Therefore, as an important part of daily work and work content under specific circumstances. The Human Resources Department will complete this work strictly in accordance with the needs of the company and the requirements of each department. hr year-end work summary and plan Part 4

20xx is a year worth remembering for me. I have been working hard in this social environment for three years. Because I have always been too self-centered, I have not learned many things or am unwilling to learn them. I always thought I was mature, but later I realized that I was still so naive and did things so thoughtlessly. In the first half of 20XX, before I entered the ranks of human resources, two things happened, which made me start to calm down and meditate slowly. In this bustling workplace, survival is an art. It is far from as simple as I thought. As long as you do your job well, everything will be fine. What matters is mind and skills.

I always tell others that no matter what I do, I must "think twice before I act" and "it is better to be silent than to make a mistake." However, I have not been able to do this myself, resulting in some unnecessary troubles. This suddenly reminded me of something profound that a person once said to me. I didn't quite understand it at the time, but later it became clear through these two things. What he roughly meant at that time was: You must know how to protect yourself at work, be cautious, be cautious in your words and deeds, and never overstep others.

Yes! If we want to move forward and succeed in the workplace, we must have business wisdom. For strategy, we must carry out the "Tian Ji Horse Racing" to the end; for execution, we must integrate details into the overall situation. ; Compared with a team, we have to communicate with each other and cooperate tacitly; compared with creativity, we have to create the best case!

However, it is not easy to achieve such a height. This requires a lot of knowledge and enough experience, and Sanmao gave me such an opportunity at exactly this time.

The biggest gain for me in 20xx is undoubtedly joining Sanmao Human Resources, a big learning stage and big family.

In June 20xx, I was transferred to the human resources department and began to work in this major. The professional knowledge I studied in college for four years seems a bit rusty because I haven’t touched it for more than two years. Facing new positions and challenges, my own shortcomings will be exposed to some extent, and Sanmao has just made up for this shortcoming for me.

When I entered the human resources department, I took over tasks such as training, social security, and employee relationship maintenance. I also sometimes assisted the recruitment and performance appraisal teams, and I was very busy at the time. Because the previous one left in a hurry and there was almost no work handover, so at the beginning I was like a headless fly flying around, and the work efficiency can be imagined. Moreover, from the 20th to the end of every month, I was basically running around. The five insurances and one housing fund alone basically took half a year to run smoothly. This is because I unconscionably "please" those people in administrative institutions. Get the fastest results. Everyone knows that the service attitude and work efficiency of today's administrative institutions are like killing them if they say more words. Of course, this has basically formed a "normal" social phenomenon, and all we can do is " Offer your "flattery" smile in order to get things done faster and more conveniently. hr year-end work summary and plan 5

With the end of this year’s HR work, I have performed my responsibilities better. As the HR of the company, I can naturally understand the importance of doing my own work well, so I Be able to strictly follow the leadership's instructions to complete HR work. While recruiting, you will also conduct a comprehensive analysis of job seekers' information. Through your efforts at work, you will recruit a lot of fresh blood for the development of the company. Here is a summary of the HR work completed this year. as follows.

Earnestly fulfill the responsibility of recruiting new employees to fill the vacancies in the company. Due to the expansion of the company's scale at the beginning of the year, there is also a demand for some positions, plus the leader wants to expand new business. Corresponding departments have been set up, and I publish recruitment information on the Internet based on job requirements, and wait for job seekers to submit their resumes before contacting them for interviews. In addition, our company also cooperates with some vocational schools to conduct campus recruitment through multiple channels. Recruitment also makes this job much easier, but I value the employee's loyalty to the company more than the employee's ability. The main reason is that the new employees recruited in the first half of the year have a high turnover rate, so I Pay more attention to the assessment of the comprehensive quality of employees and achieve good results.

Do a good job in attendance work and make corresponding records. The statistics of attendance data are closely related to the salary settlement at the end of the month. Naturally, we need to pay attention to it. Therefore, I can strictly review the data in this year's attendance work. Whenever an abnormality in the data is found, the corresponding employee will be contacted for verification. If it is determined that the other party has an absence problem, it will be recorded and fed back to the department leader. In addition, I am also responsible for organizing leave requests and time off forms, so I The company will also keep statistics on employees' requests for leave and paid leave as one of the important basis for salary settlement. Employees with serious absences will be given verbal warnings. After all, the existence of the attendance system is also to constrain employees to complete their work better. Naturally, Just implement it carefully.

Although I have recruited many new employees for the development of the company through the completion of HR work, due to the lack of in-depth understanding of the information required for the positions, some of the recruited employees did not meet the requirements. In addition, There was a problem of high turnover rate in the first half of the year, which made me reflect on myself. For me, this situation means that my efforts at work are still far from enough. Although remedial measures were taken in the second half of the year, the problem still exists. Some positions are not fully filled, so I have to deepen my study and understanding of the information about the positions to be recruited. At least I can better understand the candidates' true level by consulting them on professional issues.

Time flies but I have accumulated a lot of experience in my work this year, so I will keep in mind the efforts I have made in the past year and analyze my own shortcomings in depth. On the one hand, I must improve my work ability and Strive to do better next year, and on the other hand, improve your own shortcomings to avoid any problems at work. hr year-end work summary and plan Part 6

First, list the major events

Recall all the things related to the human resources department that happened within the year and list them one by one. In the process of recalling, write down the thoughts and ideas used in daily work.

Select the events with major turning points among all human resources events, list them and explain them. If you can make a good summary of each major event based on the major events in this year, A big headline will make your summary look fresh and exciting.

Second, accurate data

Accurate data analysis will make your summary more professional.

Data analysis has the following types: data on changes in personnel structure ratio, staffing rate data, turnover rate data, training turnover rate, proportion of internally promoted personnel, etc...

According to data Conduct an in-depth analysis of the changes to determine the reasons for these changes and provide guidance for the next step.

Third, different ways of expression

When conducting year-end summaries, HR should adopt different ways of expression for different audience groups.

If you are facing the leader of the human resources department, HR needs to make a professional statement on systems, processes, strategies, etc. from the perspective of human resources.

Fourth, objective self-examination

Talk about your own shortcomings. Regarding these shortcomings, what are the improvement measures or what kind of help and guidance do you need to seek.

It is meaningless to simply talk about shortcomings and disadvantages without an improvement plan.

Fifth, next year’s goal planning

One year has passed, and there are gains and areas that need improvement.

When you need clarity the most, what are your goals for next year? How do you plan to achieve your goals?

Sixth, gratitude and thanks

No matter how good your results or outstanding performance have been in the past year.

In the annual summary, you should not only talk about your own great achievements, but also thank your colleagues and leaders who helped and guided you during this process. hr year-end work summary and plan 7

With the strong support of all departments of the company and the joint efforts of all department staff, we will closely focus on the development goals of the group company and "unity and pragmatism" , pioneering and innovative entrepreneurial spirit, diligent study, active work, and concerted efforts to successfully complete various tasks assigned by superiors and company leaders

1. Strategic management of human resources

In combination with the company’s development plan in recent years, the company’s human resources management system has been gradually established and improved, and a framework of six major management modules of the company’s human resources has been initially established. In a true sense, the company’s human resources management has been transformed from the previous human resources management system. Management has been upgraded to the current human resources management perspective.

The role of the human resources department has also evolved from the previous single administration and personnel management control and improvement to the current service and assistance to the management of various departments.

2. Employee onboarding management

A. Recruitment management: Carry out personnel recruitment and existing recruitment in a timely manner as needed. Personnel potential development and staff recruitment are the focus of the personnel management work of the Administrative and Human Resources Department. This year, diversified recruitment methods have been adopted and reasonable recruitment channels have been established through recruitment agencies and local talent centers; the company's recruitment and interview management have been established Process, the cumulative number of recruits in 20xx was 116, and 102 people were retained through probation.

Under the premise that "human resources are the primary productive force of an enterprise", the administrative personnel department strives to control the recruitment process and strive to improve employees. The overall cultural quality has increased the proportion of employees with high school students or above and the proportion of registered high school students or above from 72% at the beginning of the year to 80%, an increase of 8 percentage points, laying a solid foundation for the further improvement of the overall quality of the company's employees. From a distribution point of view, our company basically has a highly educated and knowledgeable talent team.

The recruitment and allocation of human resources is not as simple as holding a few job fairs.

It is necessary to recruit talents according to the established organizational structure and job analysis of each department and position to meet the company's operational needs. In other words, it is the principle of human resource allocation to save labor costs as much as possible, maximize the talents of people, and ensure the efficient operation of the organization. Therefore, in the process of achieving the goals, necessary analysis and control of the manpower needs of each department will be carried out in the future. Strive to achieve three points in personnel recruitment and allocation work: meet needs, ensure reserves, and recruit carefully.

B. Employee onboarding and regularization management: In the past, the company was relatively casual in employee onboarding. It did not conduct physical examinations and labor contracts were not signed in a timely manner, resulting in many sequelae. With the implementation of the new Labor Contract Law on January 1, 2008, it is required that every new employee must sign a labor contract.

Changed the previous practice of signing contracts after the probation period. The new regulations have virtually increased the workload of signing labor contracts and handling social security. New employees must sign all contracts within one week after joining the company. The labor contract was signed to ensure the legality of employment, and all five insurances were purchased after becoming a regular employee.

In addition, new employees are given physical examinations before entering the factory, which controls the overall health of the workforce from the source. A commercial confidentiality agreement has been signed with the company's key personnel, which relieves the company of technical and commercial secrets from worries and prevents problems before they are burned.

At the same time, regular training and regularization examinations for new employees are carried out every month to ensure that each employee can be tracked and turned into a regular employee on time or that employees who are not qualified for the position will be terminated from their labor relations.

3. Training management

Improve the overall quality of employees and actively carry out various trainings. In order to improve employees' awareness of service, competition and innovation, the administrative and human resources department actively carries out employee training.

In terms of the development and management of human resources, 20xx was a year of outstanding performance and significant results - especially in the development of training work: a training system for new personnel and operators were established. The training system and the training system for marketing business personnel have formulated corresponding assessment papers for nearly 20 positions, and compiled job skills training materials for employees in various departments. The annual training plan is 12 times.

At the same time, through various types of job training and skills training, a solid foundation has been laid for new employees to quickly become familiar with the company, become familiar with the job business, and quickly integrate into the company.

4. Salary and welfare management

A. In terms of salary system management, a two-level salary management system has been established: from the previous unsystematic salary management regulations to a salary management system, complete Established the production system employee compensation system and management personnel compensation management system.

B. Improved the company's welfare security system: expanded the company's social security insurance coverage and added employee outpatient medical modules, so that all employees participating in medical insurance are free from worries. In August, we applied for accident insurance for 26 employees, reducing the company's risks in terms of safety and economic losses.

C. Improve and revise overtime management regulations: Based on the calculations in the past six months, combined with the suggestions summarized in daily employee communication, in line with the purpose of building harmony, we have extensively solicited the majority of management department employees and production staff. Based on the opinions of front-line employees, the company's "Overtime Management Regulations" were reasonably improved and revised, which reduced the complaints of most employees. Generally speaking, employees received more reasonable labor remuneration after working overtime, and at the same time, the company's Legal Risks.

5. Performance appraisal and management

A. Performance-oriented is not only the company's business goal, but also an important part of human resources management. The company's philosophy is: "Whatever you assess, you get." For shareholders, what is important is profits; for operators, what is important is performance; for employees, what is important is personal achievement and personal development. The basis of all this depends on the company's operating performance.

Therefore, the company's performance assessment, setting of assessment goals, selection of assessment standards, and requirements for assessment content will directly reflect the company's business philosophy and management ideas, and directly affect the company's Employee motivation.

In practice, we standardize the monthly basic assessment through quantitative assessment of job performance, employee quality, work attitude and leadership ability, constantly improve and add new monthly performance assessment forms, and strengthen Planning and process control have strengthened the execution of meeting minutes, strengthened the company's distribution system of rewarding the good and punishing the bad, and focusing on incentives, and has become an important means and management method to stimulate the growth of talents.

B. Gradually improve the company's performance management system and transform the management thinking from performance appraisal to performance management. The Administrative and Human Resources Department organized each department to conduct an annual performance evaluation of each department at the end of December 20xx, and conducted performance interviews with relevant managers of each department based on the evaluation results.

The management tasks and management goals for managers at all levels in 20xx were determined. Through evaluation, on the one hand, the best annual performance and advantages of employees were displayed, and on the other hand, each employee was also informed The shortcomings in their own work will help employees gradually improve their awareness of continuously improving their own work by looking for gaps, and make preparations in advance for the full realization of the company's new management tasks in 20xx.

6. Employee resignation management

Humanized and diversified employee resignation interviews and management make the company’s employees feel calm when they leave. Coupled with the complete resignation procedures, it reduces Reduce the risk of labor disputes and help establish harmonious labor relations. From January to December 20xx, a total of 36 employees resigned, including 1 person who was dismissed or fired by the company and 1 person who retired.

7. Corporate culture construction

The unique corporate culture of an enterprise is the source of its centripetal force. This year, the company has initially established a corporate culture of "people-oriented, technology first", hoping to combine a superior working environment, a relaxed and humane management atmosphere, and the friendliness and enthusiasm among colleagues to form a fair and progressive corporate spirit.

Looking back on 20xx, we are happy and calm, and looking forward to 20xx, we remain confident. Under the strategic decision-making of the company's leaders, the Human Resources Department will focus on the 20xx annual work goals, maximize strengths and avoid weaknesses, perform its duties, forge ahead, and keep pace with the times.

We will continue to closely cooperate with the relevant work of various departments, work hard with high quality and efficiency, and strive to meet the needs of corporate strategic development. Based on the enterprise, we will save costs, ensure needs, motivate employees, and contribute to the sustainable development of the company. Provide professional support, complete professional work, and contribute professional strength.