2022 Company HR Director’s Personal Work Plan Sample

Time flies and time flies by. We are about to usher in a new beginning. Everyone should also make a lot of plans in advance! The work plan plays the role of thinking ahead, planning in advance, and arranging work in time. Below is a sample personal work plan for the company's HR director in 2022 that I compiled for reference.

? Personal work plan of the company’s HR director

? 1. Use 1 to 2 months to get familiar with the company’s management, understand the company’s management status, and propose the company’s administrative management process problems that exist and should be addressed.

? 2. Understand the company's corporate culture, start to establish the connotation of corporate culture, and integrate personal development into the concept of corporate culture. Help the company establish a healthy corporate culture atmosphere.

? 3. System construction: Scientific, standardized and reasonable enterprise system construction is the basis of management. System determines behavior! In company management, we should pay attention to institutionalized management rather than human governance.

? 4. Personnel operating procedures: Standardize employee entry requirements and job descriptions, including employee recruitment to resignation, and establish corresponding process and standard management.

? 5. Employee training. Untrained employees are a liability of the enterprise. As an enterprise, it must pay attention to employee training. Administrative personnel management must incorporate employee training into the work schedule, including employee induction training, pre-job training, etc.

? 6. Performance appraisal and salary system. Performance appraisal is a focal point of executive personnel management and should be a priority in your work plan. Clarify the focus of assessment and assessment indicators, and strive to require employees to achieve work goals.

? Human Resources Work Plan 4 for 2022

? The core of the work in 20xx is to stabilize front-line employees, reduce the mobility of front-line employees, improve production efficiency, and improve human resources work in terms of stabilizing quality. . This is submitted to the general manager for review and approval.

? 1. Rational adjustment of the organizational structure to improve work efficiency.

? 2. Reduce the turnover rate of production workers and stabilize production.

? 3. Establish a training system.

? 4. Improve KPI assessment.

? 5. Improve the company system.

? 6. Team building, harmonious departmental relations, and establishing a smooth communication mechanism.

? 1. Human resources planning

? 1. Sort out the personnel situation and organizational structure based on expected goals and market conditions.

? 2. Sort out the relevant contents of the company’s current human resources management system.

? 2. Human resources recruitment and allocation

? 1. Sort out the job analysis of each department and position to provide scientific basis for talent recruitment and salary assessment.

? 2. Adjust recruitment channels and methods.

? (1) The original China Talent Network had advantages in recruiting some technical personnel and was not suitable for recruitment by our company. We suspended cooperation with it in 20xx and continued to cooperate with the Southern Talent Network and the future. Cooperate with Wuyou.com to increase the selection space with its vast resources.

? (2) According to the habits of the post-80s and post-90s generations, effectively use free resources to expand recruitment methods for enterprises, such as Dajie.com, Fresh Student Network, HIALL, 58.com, Baixing.com, etc.

? (3) Panyu Human Resources Market will be used as a recruitment position and information collection channel for general skilled personnel and general workers. The recruitment effect is not good, but it is helpful for information acquisition. It will still be available in 20xx participate.

? (4Based on the actual recruitment situation) Participate in campus recruitment and in-park online recruitment of universities and technical colleges in Guangdong Province.

? (5) Establish cooperative relationships with government employment agency centers and employment agency model centers to reduce company recruitment costs.

? (6) Street recruitment is aimed at general workers and technician apprentices with high labor intensity.

? (7) Vigorously promote local recruitment and employee introduction.

? 3. High-quality personnel are required to be in place within three months, 50% of the general work is in place within one month, and completed within two months. The recruitment rate is above 70%, the recruitment retention rate is above 75%, the internal recruitment rate is above 2%, and the employment rate is no more than 15%.

? 4. The total employee turnover rate shall not exceed 15%. The annual employee voluntary turnover rate is controlled below 10%. The annual employee passive turnover rate is controlled below 5%. The employee retention rate is over 95%.

? 5. 20% capacity reserve for core position personnel to form a personnel echelon to maintain work stability and continuity.

? 3. Employee training and development

? Stabilizing employees, reducing employee mobility, improving production efficiency, and stabilizing quality essentially reflect the growth of employees, and the growth of employees becomes the basis of the enterprise focus of attention.

Training is one of the important means to help employees grow. The following tasks should be done in the 20xx training work:

? 1. Survey and analyze training needs and formulate the 20xx annual training plan.

? (1) New employee induction training allows new employees to understand the company's corporate culture and become familiar with the company's various environments and basic common sense, including rules and regulations, production safety, occupational health, etc.

? (2) Employee business skills training allows employees to master business skills and improve product quality. Let employees master various skills in handling work and improve customer satisfaction.

? (3) Management training, cultivating management's coordination and inspection and supervision abilities in their work, and how to effectively complete the work.

? (4) Incentive training to effectively stimulate employees’ potential and cultivate employees’ loyalty to the company.

? (5) Employee team cohesion, train employees' service awareness, stimulate employees' vitality, and cultivate employees' brain use and unity spirit.

? 2. Line departments urgently need course arrangements to implement annual training plans for clue organization courses and services.

? 3. Sort out and improve basic training programs for entry education and third-level safety education.

? 4. Timely collect lecturer materials and training course materials from well-known domestic consulting and training companies, and combine company needs and departmental needs to provide relevant training topic information to various departments from time to time.

? 5. Special operation qualification training and retraining.

? 6. With the help of senior lathe training experience in 20xx, we will strive to organize a free training class for our company on CNC machining centers supported by the state.

? 7. Safety education for on-the-job employees once a month.

? 8. Fully advocate and utilize the "Study of Learning and Excellence" internal knowledge exchange platform within the enterprise, and continuously improve it in practice.

? 9. Creation of corporate culture

? (1) Insist on organizing accident studies every month to precipitate safety culture and quality culture.

? (3) Use the platform of "Voice of XX" to shape corporate culture, do a good job in publicity and instill corporate business philosophy.

? (4) Promote the "***Common Vision" symposium to promote the common growth of employees and the company through learning and sharing, once a month.

? (5) Organize cultural and recreational activities once a month.

? 10. Help employees establish career plans and promote the growth of the company and employees.

? (1) Short-term goals (usually more than 1 year)

? Position goals, technical level goals, income goals; main tasks to be completed in the short term; favorable conditions; main Obstacles and countermeasures; possible accidents and emergency measures.

? (2) Medium-term goals (usually more than 5 years) position goals, technical level goals, and income goals.

? (3) Long-term goals (usually more than 10 years) position goals, technical level goals, income goals, and major achievement goals.

? (4) Life goals: job goals; technical level goals; income goals; social impact goals; major achievement goals.

? 4. Performance evaluation system

? 1. Trial introduction of balanced scorecard

? (1) Establishment of operational (overall goals) indicators to achieve financial indicators

? (2) Goal decomposition

? (3) Establish key performance indicators.

? 2. Sort out and improve the assessment indicators.

? 3. Assist various departments to communicate on performance appraisal, especially the appraisal of new employees during their probationary period and the monthly performance appraisal of regular employees, to help employees grow.

? 5. Salary and welfare management

? 1. When the salary is adjusted in July, the reform will be carried out under the control of the overall salary adjustment. The time-based basic salary and overtime are: normal overtime 150%; 200% on holidays; 250% on holidays

2. According to Article 3 of the "Regulations on Paid Annual Leave for Employees": Employees who have worked for a cumulative period of 1 year but less than 10 years shall enjoy 5 years of annual leave. days; those who have been employed for 10 years but less than 20 years are entitled to 10 days of annual leave; those who have been employed for 20 years or more are entitled to 15 days of annual leave. ?The first day that you have worked in the company for one year shall be followed by example, and the maximum shall not exceed 5 days.

? 3. The fourth batch of housing point reward distribution.

? 4. A birthday gift for employees.

? 5. Collect market information through multiple channels such as recruitment to provide timely and accurate basis for the company's salary and benefits.

? 6. Labor Relations

? 1. Establish an employee communication system and conduct regular employee interviews, including probation period communication, regularization communication, resignation communication, etc.

? 2. Provide consulting services for mental health, work stress, disaster events, career troubles, healthy lifestyles, legal disputes, etc.

? Personal work plan of the company’s HR director

? Based on the current company development status and future trends, as the human resources director, I plan to carry out the work in 20xx from the following aspects. In general The idea is to take basic management work to a higher level through assessment:

? 1. Recruitment

? Cooperate with the start of construction and production of xx, and recruit and deploy personnel. Carry out daily personnel recruitment and deployment. Do a good job in the staffing work of xx company in 20xx.

? 2. Training

? 1. Organize monthly learning sessions for middle and senior leaders.

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

? Conduct training courses for team leaders in March, March, April and May.

? Carry out safety month learning for all employees in April, June and July.

? Carry out pre-job training for new employees before the start of the carbon black project in May, August and September.

? Random inspections and examinations on the three regulations and production safety will be conducted on some positions in June, October and November.

? Seriously 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. 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 collect all fingerprints Attendance machines are 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

? Assess 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.

? The Human Resources Department will take inventory of various personnel information at the end of each month and form a report.

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

? Control personnel turnover and anticipate and handle labor relations and disputes.

? 5. System construction

? Reorganize the personnel for 20xx in accordance with the company's operating policies.

? Cooperate with the start-up of the carbon black factory to prepare the fixed staffing and shift preparation work.

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

? 6. Others

? Do a good job in the internship work of xx interns.

In short, through the work throughout 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 contribute to the success of the company. Taixing Group will make due contributions to the development in 20xx.

? Personal work plan of the company’s HR director

? 1. Position setting, personnel adjustment and recruitment management.

? 1. Organize and formulate the organizational structure and position setting plan of the branch. The company's human resources department organized and formulated this year's branch's organizational structure and job establishment plan at the beginning of the year based on the branch's annual business plan goals this year, and reported it to the head office after discussion and approval at the branch manager's office meeting. In the middle and late part of this year, some adjustments were made to the organizational structure based on the needs of the branch. In early May, the Personnel Administration Office was divided into the General Manager's Office and the Human Resources Department, and the Chief Engineer's Office was established in mid-July.

? 2. Reasonably optimize personnel and moderately reduce the number of grassroots operators. Based on the current situation of the company, the staffing of each department will be sorted out, and cleaning positions will be eliminated in the general manager’s office before the end of the year.

? 3. Organize branch recruitment positions to be vacant. This year, the Human Resources Department carried out employee recruitment in accordance with the position settings established at the beginning of the year and based on the principle of "recruiting carefully and meeting needs".

? 4. Develop recruitment tools. In order to improve the ability to evaluate the quality of candidates in the talent selection process, promote the unification of talent selection standards and improve the selection quality in the recruitment process, according to the requirements of the holding company's "Notice on Organizing the Writing of Talent Assessment Test Questions", the company's human resources Since the beginning of June, the Ministry has gradually organized and compiled the "Talent Evaluation Test", which is an important tool for talent selection.

Since the company's recruitment needs have not yet emerged after the preparation of the Talent Assessment Test, this tool has not yet been applied.

? 5. Recruitment rate and turnover rate of key personnel. As of December 31, the turnover rate of key personnel was 25.81%.

? 6. Talent training and transportation.

? Second, performance management.

? 1. Signing and assessment of annual performance responsibility letters for department managers.

At the beginning of the year, the company’s human resources department decomposed and formulated the 18-year performance responsibility letter for each branch department manager and above based on the indicators in the branch’s 18-year business plan and the branch manager’s 18-year performance responsibility letter to fully communicate The performance responsibility letter was signed in a timely manner. At the same time, the Human Resources Department will strengthen the tracking, collection and organization of information related to various assessment indicators in its daily work to provide basis and guarantee for the smooth implementation of year-end assessments.

? 2. Monthly evaluation.

? The company's human resources department further refined the "Monthly Assessment Implementation Rules" issued by the head office, standardized monthly assessment management, and formulated filling templates for assessment forms for different personnel to ensure the application of assessment tools. effectiveness.

? 3. Special assessment.

This year, the company’s human resources department organized employee confirmation, nomination, and appointment assessments in accordance with the company’s system requirements to ensure the integrity of the assessment data.

? 4. Quarterly evaluation.

? The company's human resources department regularly organizes quarterly work reports by the deputy general manager (before the general manager reports work), and builds a platform for communication between the general manager and deputy general manager.

? 5. Year-end assessment.

On the basis of following the assessment principles of previous years, the company's human resources department has made corresponding adjustments to the assessment plan this year in accordance with the requirements of the head office, adding key indicator assessments, ability and attitude assessments, and department/project leader special items Adding and subtracting points will account for a certain weight to make the assessment more reasonable and objective.

? 3. Remuneration management

? 1. Salary survey and calculation work. The company's human resources department conducts branch salary surveys and data calculations in accordance with the overall arrangements of the head office human resources department, and reports them to the head office human resources department as required, waiting for the head office human resources department to arrange the next step to ensure that the new salary system is implemented as soon as possible introduced.

? 2. Implementation of the current salary system. The company's current salary system is version 13. Therefore, in the absence of a new salary system, the company carefully manages the salary management of branch employees in accordance with the requirements of the system. At present, the salary of the company's employees is basically implemented in accordance with this system. The salary during the probationary period has been adjusted accordingly, and will be 80% of the full salary after becoming a regular employee.