Annual work summary report of human resources department

As time goes by, the year's work is coming to an end. Looking back on the previous work, there are gains and confusion. It's time to write a work summary. The following is the Annual Work Summary Report of Human Resources Department compiled by me for reference only. Welcome to read this article.

Annual Work Summary Report of the Human Resources Department (I) Looking back on 20xx years, with the cordial care of the leaders of the head office and the support and cooperation of various departments, the work of the Human Resources Department has been greatly improved. From the fledgling at the time of its establishment, it has taken a brand-new step today and is developing in the direction of higher grade, higher level and higher characteristics, showing a new scene. Now let me sum up my work in the past year.

First, finish the work actively and seriously.

Job responsibilities are the standard for doing a good job, so our department earnestly performs the duties of the Human Resources Department as required, collecting, sorting out and keeping the files, employment contracts and personal data of employees of various departments of the head office, and doing the corresponding confidential work. Complete the recruitment, interview, employment, entry and departure of employees in accordance with strict requirements, strict management and improved standards. While understanding the basic situation of employees in various departments, we should focus on the situation of managers, such as academic qualifications and majors, in order to better develop and utilize human resources. In the process of employee recruitment, we make full use of network information, talent market and other means, and strive to accept more valuable talents. At the same time, we have established a good partnership with the Hulan District People's Labor Bureau, laying a good foundation for talent input in Hulan District. Standardizing the entry and exit procedures and doing a good job of handing over the goods handled not only protect the personal interests of employees, but also avoid the loss of company property and related materials.

Second, do a good job in the basic work of employee employment.

In the process of annual employee appointment and temporary employee contract signing, the department overcame all kinds of difficulties, made corresponding explanations for the questions in the contract content, assisted, supervised and guided the employees of various departments to sign labor contracts, safeguarded the legitimate interests of the company and guaranteed the vital interests of employees.

Third, strengthen training and constantly improve the quality of employees.

According to the requirements of the Notice on Strengthening the Pre-job Training of Employees, the XX document of the head office, our department conducts pre-job and on-the-job training for employees of various departments around the first and second volumes of the Collection of Rules and Regulations of xxx Company and the on-the-job training textbook of xxx Company, with the guiding ideology of implementing the policy of being diligent and pragmatic, pioneering and innovative, people-oriented and standardizing services of the head office. Combined with the actual situation of each department, arrange a schedule for the training steps of each department, and strengthen the training without affecting the work of each position. While keeping training records, record employees' participation in training and training assessment in employees' personal files as an important condition for evaluating employees in the future, which will play a positive role in improving employees' quality.

Fourth, strengthen evaluation and standardize services.

In order to meet the needs of the reform and development of the personnel system of the head office, strengthen the standardized service of each post and comprehensively improve the quality of logistics service, the Management Standard for Service Quality Assessment of Logistics Service Companies is formulated. Conduct supervision and inspection to all departments regularly or irregularly, and issue the problems found in the inspection to all departments in the form of notification with the approval of the head office leaders. Often go deep into employees, understand the actual situation, coordinate employees' differences in actual jobs, and give feedback to the leaders of the head office in time to ensure the smooth and healthy development of the work of various departments.

Five, do a good job at the same time, complete other tasks assigned by the leadership.

In the process of compiling the second volume of the Compilation of Rules and Regulations, I actively collected the rules and regulations of various departments, assisted the superior leaders in compiling them, and made my own modest contribution to the early publication of books that condensed the efforts of all employees.

The old page will always pass, and time cannot stop it. In the new semester, in view of the current situation of high mobility of employees in various departments, the human resources department will strengthen contact with various departments and deepen employees' understanding of the essence of logistics services; Expand the knowledge of employee training content; Enrich the amateur cultural life of employees, improve the collective cohesion of employees, make employees feel that they live in a big family, and minimize the losses of some employees. Further improve the personnel system, strengthen the rigor of work, improve the effectiveness of work, learn advanced management concepts and ideas, learn current affairs news, civilized service, etiquette and other professional knowledge related to various departments, further improve the management level of this department, and make the work of human resources department by going up one flight of stairs. We are convinced that under the leadership of the head office, with the efforts of all staff, taking the 16-character policy of logistics service as the guiding ideology, we will contribute our wisdom and strength to realize the level, level and characteristics of logistics service at an early date, and build a logistics team that stresses politics, management, management and excellent technology!

Annual Work Summary Report of Human Resources Department (II) 20xx is coming to an end. Over the past year, under the leadership of the company's Party Committee and Board of Directors, under the specific guidance of higher-level leading departments at all levels, and with the joint efforts of all comrades, the Human Resources Department has earnestly implemented various tasks and worked hard to learn professional knowledge, providing human resources guarantee for the company's economy and development and construction.

This year, the human resources department implemented one-to-one responsibility, defined the main person in charge of each module, and then organically combined each module to build a systematic human resources management model. In 20xx years, the professional management ability of human resources department has made a qualitative leap and promotion, and the overall work has also made great progress. However, with the rapid development of the company, the human resources department still has a lot to learn and many problems to solve. In view of this, this year's work summary report is as follows:

I. Recruitment and staffing

1, current employee structure

As of February 6, 2020xx65438, our company had x employees. Among them, there are X male employees and X female employees; There are x management positions. There are x auxiliary posts and x post workers.

At this stage, the age composition of company personnel is as follows:

20-29 years old x people; 30-39 years old x people;

40-49 years old x people; 50-59 years old x people.

See table 20xx for the distribution of employees in specific departments.

2. External recruitment

In 20xx, X new employees were recruited from outside, including X graduate students, X undergraduates and X post workers. X graduate students and undergraduates are recruited by colleges and universities, and arranged in management positions in various departments as reserve forces after the internship expires; X-post workers are recruited by our company in cooperation with Keqi Personnel Bureau. In this recruitment process, some leaders of the Keqi Commission for Discipline Inspection also participated in the whole process, further ensuring the principle of fairness, justice and openness in this recruitment work.

3. Internal recruitment

In order to stabilize the workforce, improve employees' work enthusiasm and sense of competition, some management positions are recruited for the whole company, and two new storekeepers are added in the warehouse center, both of whom are front-line employees in the factory workshop.

Second, training and development.

When the company is constantly developing, the internal and external environment is constantly changing, and the company is faced with a series of new difficulties and problems due to various factors, it must be trained to effectively solve these problems. Training is an effective way to improve employees' working ability and skills.

1, induction training

Induction training is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The Human Resources Department organizes relevant departments of the company to conduct induction training for new employees in terms of company development and future development planning, professional ethics, labor safety, environmental protection, occupational health, social security, job responsibilities, employee rights and interests, wages and benefits, etc. This year, * * * has trained nearly X people.

2, on-the-job training

In 20xx, the correspondence study of "junior college" and "junior college" jointly organized by the company and xx University of Science and Technology is still in progress in an orderly way. The number of students is X, and the tuition fees of all students add up to X million yuan.

Third, attendance management.

In order to strengthen attendance management, taking into account the loopholes in attendance management caused by the disadvantages of fingerprint machine, the Human Resources Department has introduced a face scanning attendance machine and the corresponding attendance system, which facilitates the attendance of various departments, standardizes the attendance management of the company, greatly improves the efficiency of attendance statistics, reduces the attendance cost and improves the accuracy of attendance.

Fourth, salary and welfare management.

1, total compensation management

The control of total salary is the focus of salary work in human resources department. At the beginning of the year, according to the company's output and profit indicators for each branch, the human resources department budgeted the total wages of each branch, conducted fair and just wage accounting, and increased the enthusiasm of front-line employees. Throughout the year, the Human Resources Department timely and accurately adjusts the salary on a monthly basis according to the post changes of employees in various departments, so that there are no complaints throughout the year.

2. "Five insurances and two gold"

According to the requirements of social insurance center and housing provident fund management center, the company has completed the declaration and payment of five insurances and one fund for X employees according to law, and the total amount of "five insurances and one fund" paid by the unit for employees is about X million yuan; In addition, the total amount of enterprise annuity paid by the unit for employees is about X million yuan. The total contribution of the "five insurances and two gold" unit is about X million yuan.

3, labor protection supplies

In 20xx years, the employee's labor insurance supplies were distributed timely and accurately without complaints.

Verb (abbreviation of verb) labor relations management

1, sign a labor contract

According to the national policies and laws, the signing and renewal of the employment contract for xx people will be completed in 20xx.

2, terminate the labor contract

In this year, X people terminated their labor contracts due to dismissal, resignation, retirement and other reasons, including X retirees.

3. Work injury management

In 20xx, there were 9 industrial accidents in * * * Company, and the Human Resources Department actively cooperated with all departments to deal with the accidents in time according to the procedures. Some employees have returned to work.

Sixth, improve the management system.

In 20xx, the human resources department improved the human resources management system and added several modules. In particular, in the attendance system, the time limit of various holidays and holiday wages are clearly stipulated, which will be distributed to all departments after the company's resolution is passed at the beginning of 20xx. I believe it will be of great help to the personnel management of various departments.

Seven, the shortcomings of this year's work

Over the past year, the standardization of human resources work has initially established the work direction and objectives, introduced some human resources management concepts and work into the daily work of various business departments, and provided the services we should provide. However, there is still a long way to go from the company's requirements and our own goals, and we have not met the ideal expectations of employees, and there are still many shortcomings that need to be adjusted and improved. Details are as follows:

1. Human resource management lacks long-term development planning, fails to provide professional reference opinions for the company's development and decision-making, and fails to provide professional support, consultation and guidance for the long-term development of other departments.

2. The concept of human resource management has not been deeply rooted in the hearts of the people. The human resource management system and process have not been successfully implemented in daily work, and there is still a sense of distance from the use requirements of middle-level and grass-roots managers.

3. The management of personnel recruitment, transfer and resignation is not completely orderly, and the statistical work of human resources is still in its infancy, and the speed and accuracy of information update need to be improved.

4. The company's performance appraisal work is still relatively extensive, and the indicators are relatively simple and single. It does not really play a role in guiding managers and employees with performance management and unifying their concerns and behaviors to the company's development direction and goals.

The performance appraisal schemes among various units are relatively independent, and there is no unified value orientation and direction guidance for performance appraisal.

5. Lack of systematic and long-term training system planning: Although the training work is going on for a long time, the depth and breadth of training need to be further strengthened. The effect of training needs to be evaluated, and the training work can be improved through evaluation.

6. The construction of employee relations needs to be more systematic and strengthened, and the legal awareness and legal consulting service level of human resources departments need to be further improved. It is necessary to understand and implement national, provincial and municipal laws and regulations in combination with the work of this department, and provide useful service support for the development of the company.

7. The professional level of team building is not enough, and the professional level of our department members is not enough. We should not only strengthen the study of professional knowledge and work experience, but also strengthen our understanding and study of the company and business. Only by continuous learning can we really do the work of the human resources department, especially the service work.

Eight. Work plan for next year

1. Prepare the medium and long-term human resources development plan and submit it for approval;

2. Mainly focus on the revision and standardization of the salary and performance pilot scheme, and continuously supervise and manage the operation process;

3, according to the factors such as job responsibilities, establish an effective performance appraisal index system, and guide each unit to adjust and improve its performance appraisal scheme according to the evaluation index system, so as to promote the solid implementation of performance appraisal;

4. Publicize and promote the implementation of human resource management systems and processes;

5. Strengthen the informatization construction of human resources, do a good job in statistical analysis of human resources, and provide support for the company's development;

6. Do a good job in various human resources services.

In short, human resources, as the core resources of enterprises, will directly determine the core competitiveness of enterprises. Therefore, from the company level, it is not only required to establish a human resource management system with competitive advantages strategically, but also to do detailed, well-done and well-done daily specific work in all aspects of human resources, so as to help the company form a unique culture and atmosphere, improve the company's cohesion and maintain the company's innovative vitality. From the perspective of employees, it is necessary to establish a development path that encourages employees to design their own career in the enterprise according to the win-win situation between enterprises and employees, constantly improve their professional skills and level, enjoy life and work happily while realizing their self-development goals, and grow together with the company.

Annual Work Summary Report of the Human Resources Department (III) With the ringing of the New Year bell, we have ushered in a brand-new and anticipated 20xx years of work and life. We feel the great changes that have taken place in the company and people around us this year. Our brand is improving rapidly, and colleagues around us are also making progress and working hard for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20xx, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly a tonic for colleagues in human resources department. In the past, everyone could have been right; The term human resources is a bit strange. I wonder what is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company.

In the first half of this year, due to the shortage of manpower in the department, some work could not be really carried out, and we have been doing basic work. Since Director Mo took office in the first half of this year, we have sorted out the work of the Human Resources Department, defined everyone's job responsibilities, and made the division of labor more detailed.

This year's work is summarized as follows:

1. Collect and manage the personnel files and other materials of the company's employees.

Maintain the integrity of company documents and provide more accurate information for future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

Responsible for the management of employee labor contracts, employment and related procedures.

So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

Three. Manage employee attendance and vacation management in combination with company system and national regulations.

Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees;

Four. Implement the company's rules and regulations.

Handle employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

Verb (abbreviation of verb) Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented.

For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

Six, the management of promotional personnel.

From October this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

Seven, help to establish positive employee relations.

Coordinate the relationship between employees and management and assist in organizing various activities of employees; In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company; People-oriented talent view.

For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. The responsibility of 20xx Human Resources Department will be heavier. The human resources department must arrange and implement the work plan for the new year and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

Annual Work Summary Report of Human Resources Department (IV) In the past 20xx years, our company has made great progress in performance. Under the leadership of the company, our human resources department has also made great progress in performance and management. When we bid farewell to the old year and welcome the new year, we should review and summarize the work, achievements, experience and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress and strive for new achievements in the new year.

First of all, the human resource management and development of the company in 20xx 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.

Secondly, 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.

Third, 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. 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 formulates the post and personnel quota in combination with the company's main business situation.

Fourthly, 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. The corresponding work has been done in training planning and coordination, but the special training at the whole level of the company and the training of employees in each group need to be strengthened.

It is very important for new employees to adapt to their work quickly and complete the transformation from non-professional to professional through new employee training, 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.

Fifth, management and rewards and punishments are important measures and means to do a good job in system maintenance. 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.

In the xxx project 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. 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 leading colleagues, and efforts are still needed in 20xx years.