How to write the human resources research report?

The following is a detailed introduction to the model essay of the human resources research report:

The human resources research report can be described in three parts, the first part can describe the purpose of the research, the second part can describe the main content of the research, and the third part can describe the overall situation of the research.

Model essay on human resources research report 1

I. Basic information

_ _ Township belongs to Ludian County, located in the north of Ludian County, 36 kilometers away from the county seat, and the farthest Tang Fang Village Committee is 50 kilometers away from the county seat. It is connected to Sujia Township in Zhaoyang District in the east, Shuimo Township in the south, Suoshan Town in the west and Xinjie Township in the north. It has jurisdiction over 4 administrative villages, 27 natural villages and 1 14 villagers' groups. There are 8,244 farmers with a total population of 38,720. Township area 1 12 square kilometers, elevation 2 160 meters, annual average temperature 10.9℃, annual precipitation100 mm ... There are 20,397 rural laborers in the township, and migrant workers/. In 2007, the income of migrant workers in the township was 43.78 million yuan, and the per capita income of farmers was 124 1 yuan.

Second, the role of rural labor transfer training in the social and economic construction of our township.

Through the transfer training of human resources, the township party committee and government took advantage of the development of human resources in our township to transform the potential labor resources advantages of the township into realistic economic advantages, so that the farmers in the township got rid of the shackles of natural conditions and embarked on the road of running a well-off life, which greatly promoted the rapid development of social and economic construction in the township. The construction of new countryside, the promotion of the whole village, and poverty alleviation and development have all improved. Migrant workers have accumulated funds, technology and ideas for the economic development of our township, improved the comprehensive utilization rate of land, activated the rural capital market and made positive contributions to the construction of new countryside.

Third, the role of finance in my hometown labor transfer training

According to statistics, the wages of migrant workers are remitted back to their hometown by mail and financial institutions about 40 million yuan. Through the development of part-time employment economy and the inflow of some funds into hometown, the amount of bank deposits has greatly increased, which has played an important role in the postal service and the absorption of bank deposits in hometown.

Fourth, the contribution of migrant workers to the economy of our township.

1. Part-time economy has initially taken shape and its scale is expanding day by day. Through years of unremitting efforts, the annual income of migrant workers is about 120__ yuan. Just going out to work, the per capita net income of farmers in the township can increase by more than 700 yuan. In this way, the part-time economy has become an important industry to accelerate the development of my hometown.

2. The continuous improvement of farmers' quality has created a group of useful talents to adapt to the development of their hometown. Emancipate your mind, go out to work, get rich through hard work, and repay your hometown. Farmers have learned knowledge, increased their knowledge and brought new things back to their hometown through going out to work, which greatly promoted the development of our hometown. For example, Cui Wenlian of _ _ village worked outside the home for many years and became a boss, so she donated 654.38+10,000 yuan for the construction of new countryside in her hometown, which brought good development to her hometown economy.

3. A group of farmers went out to work and made a fortune, and the radiation effect was enhanced. After years of going out to work, a group of flexible farmers in their hometown have taken the lead in getting rich. Over the years, it is precisely because of such people and things around us that the people in their hometown have been educated, which in turn has driven more farmers to go out to work, forming a situation of "one belt with ten, ten belts with hundreds, and hundreds with thousands". Nowadays, the number of migrant workers in my hometown (20 16 latest survey report on the development of private economy) is increasing, and "farming in busy seasons and working in slack seasons" is becoming a vivid practice for farmers.

Verb (abbreviation of verb) left-behind groups in rural areas

In four villages of the township, the families of floating population were investigated and interviewed. There are roughly three types of left-behind groups in rural areas of this township: first, single left-behind elderly people, mostly one or two elderly people over 60 years old; Second, single young left-behind children, this part of the family, mostly two or more brothers and sisters, the average age structure is below 15 years old; Third, the left-behind groups of young and old generally show the relationship between grandparents and grandchildren. This type has a more lively family atmosphere than the first two. According to statistics, there are 580 elderly people left behind in the township, including 223 women, 357 children and 860 children. There are 1050 left-behind elderly people in Xinle village, 562 men, 488 women and 587 children in Tang Fang village, 3 men12, 275 women and 2020 children. There are 533 elderly people left behind in Zhaobi Village, including 276 males, 257 females and 640 children. According to the actual difficulties, the township party committee and government, in line with the purpose of serving the people, decided to give priority to relief food and subsistence allowances.

In short, migrant workers have become a new way to increase farmers' income and rural economic development. Migrant workers work hard in the export area and make due contributions to the economic development of the export area; A large number of surplus labors in my hometown have been transferred through going out to work, which has effectively adjusted the agricultural industrial structure in my hometown. In particular, some new ideas of combining planting with raising and the introduction and application of new agricultural technologies have greatly improved economic benefits, promoted the economic development of my township, and played an important role in the construction of new countryside, the promotion of the whole village and poverty alleviation and development in my township.

Model essay on human resources research report II

Since the world entered the knowledge age, with the rapid development of high technology, the wide application of information technology and the increasing popularity of the Internet, the management and development of human resources has become more and more important. In fact, it keeps pace with material capital and natural capital, and even surpasses the latter in some areas. At present, the functions of human resource management can be summarized in four aspects: 1, human resource allocation, 2, training and development, 3, social insurance and wages and benefits, and 4, system construction. As far as our company is concerned, human resource management should focus on solving several problems under the existing system and mechanism.

First, the company's status of human resources

1. Personnel structure: the company has 2,239 registered employees, 488 unproductive employees (excluding 87 in the production office), and the proportion of productive employees is 21.8%; If 284 retirees are added, the ratio of 772 to production staff will reach 34.48%. 2. Age structure: 83 1 employees under 35 years old, accounting for 37. 12% of the total number. 3. Technical structure: There are 249 professional and technical personnel, including senior title 18, intermediate title 89 and junior title 142, accounting for1.13% of the total number of employees. There are 52 technicians, including 5 senior technicians and 47 intermediate technicians, accounting for 2.3% of the total number of employees. 4. Recruitment, selection and deployment: take a combination of examination and assessment. Since the beginning of this year, the company has adopted a company-wide recruitment method from the selection and allocation of middle managers, the deployment of general managers and the adjustment of production posts. The recruitment method adopts the combination of theoretical and practical examination and comprehensive assessment of management departments at all levels. 5. Staff training introduction: Last year, we recruited five college students with professional counterparts to enrich the production line. The company has formulated and distributed the annual employee training plan. The vocational education center will organize special types of work to carry out theoretical training in turn throughout the year, and each branch will carry out daily technical training and assessment, and train employees for 2800 class hours throughout the year. At the same time, the human resources department actively cooperates with the labor department to encourage employees to take the skill level qualification examination organized by the social labor department. And register the certified personnel for the record.

Second, the company's problems for many years

1, the staff is overstaffed, and the labor cost is increased. As can be seen from the above data, more than 700 unproductive personnel are equivalent to the number of employees in a medium-sized enterprise. The salary of employees plus the "four insurances and one gold" paid by the company (the average annual payment of the company is about 4,500 yuan) is calculated as 20__0 yuan, and the annual expenditure of the company is14 million yuan. Secondly, the arrangement of post personnel is not reasonable, and some post personnel are too large, resulting in overstaffing. Third, there are scientific problems in post setting. Some positions in some units can not be integrated and partially merged.

2. Structural problems of skilled workers. The company has 52 technicians, accounting for 2.3% of the total number of employees. This ratio is extremely disproportionate to the company's production automation level, technical content and high demand for employees' cultural quality. In fact, there are still 20 technicians on duty. This is the contradiction of the company's current structure of skilled workers.

3. In terms of professional and technical personnel allocation, the company has 249 technicians, accounting for11.02% of the total number of employees; In fact, there are only 65 engineers and technicians above the intermediate level, and most of them have entered leadership positions, and few people are really engaged in technology and research and development. This restricts the company's ability in technological transformation, production technology and research and development.

4. Incentive mechanism. Strictly speaking, we don't have a complete management system to motivate employees. Although the company has introduced technician allowance, team leader allowance, technician allowance above intermediate level and multi-year treatment for host employees (all above are employees of the company). The bottom-up step-by-step assessment mechanism and assessment rules should be further improved, and the assessment rules should be operable. Too complicated assessment methods often become a mere formality.

5, the problem of execution, "execution is not strong" is a common problem of China enterprises, our company is no exception. First, I don't know what execution is. The second is to shrink execution and cut corners. Third, there are too many central points, which makes subordinate units don't know how to implement them. The fourth is to pursue perfection excessively, pursuing perfection, knowing that you can't do it.

Third, thinking and suggestions.

Modern human resources are different from the traditional labor department, which involves all aspects, levels and links of enterprises and directly affects the development strategy, operating costs, company performance and living environment of modern enterprises. Modern human resources need to establish a scientific management system. To build a modern human resource management system, we must implement four kinds of consciousness that a modern human resource management system should have: strategic consciousness, cost consciousness, operational consciousness and overall consciousness.

In the market economy environment, a complete and scientific modern human resource management system has been gradually established. The first is that all employees change their concepts and consciousness. The management should change the management concept, and the employees should change the work concept. We should enhance our sense of crisis and be prepared for danger in times of peace, especially in the current global financial crisis.

1. In terms of personnel management, under the current economic situation, the state has put forward the requirements of ensuring growth, people's livelihood and stability. As a large state-owned enterprise, we shoulder too many social responsibilities. Under the existing system and mechanism, one is natural swelling reduction and natural attrition. Second, for every grass-roots unit, every work link and the increase of staff in every post, there must be strict and scientific certification by the human resources department, production department, enterprise management department and technology department, and report to the company for approval. The third is roughly divided into posts. The more detailed the position, the higher the labor cost. Gradually implement the post mode of one person with multiple posts and multiple functions. In fact, the workload of our existing work is completely unsaturated. Fourth, we must resolutely ban the practice of setting posts by people, scientifically set posts and rationally arrange personnel. Fifth, it is necessary to gradually increase the subjects of labor cost assessment and gradually extend the accounting methods to branches, departments and even sections and teams. Improve the initiative and interest awareness of grass-roots managers.

2. In terms of workers' technical strength, employees should be encouraged to learn technology, so that employees can truly become technical talents with both ability and political integrity. First, encourage on-the-job employees to learn technology, actively guide employees to participate in the technical grade examination of social labor training departments, and gradually increase the proportion of intermediate workers, senior workers and technicians in production units. Second, the company will further examine and certify the workers who have obtained the technical level and reward them with higher wages. Third, under the existing system and mechanism, we should further do a good job in four-level training, that is, company, branch, workshop and team training. Make full use of pre-class, post-class and placement time to train one by one, and correct those trainings that are superficial and only reflected in written materials. Fourth, it is necessary to combine learning skills with hard work for assessment, and formulate a number of operational assessment rules that workers can actually find and compare.

3, in terms of professional and technical personnel, to further improve the recruitment, introduction, training and development. First, the company should have a long-term plan for recruiting and introducing talents, and reasonably reserve professional and technical talents. Second, the professional and technical personnel should be managed by steps, with the old bringing the new and the high bringing the low, and competition should be encouraged. The engineers at the department level and the director level should be treated dynamically to curb the muddled style of "those who are competent are superior to those who are mediocre". Third, we should take various forms of activities and support from all sides to further tap (develop) the working ability and technical potential of professional and technical personnel, stimulate their enthusiasm for learning technology and working hard, and enhance their ability to solve problems. Fourth, we should hand over some production technology topics to technicians for theoretical or practical research. Improve the company's production technology level and improve the economic benefits of enterprises.

4. The problem of incentive mechanism. When many of us talk about incentive mechanism, we automatically say: money. In fact, money is only part of the incentive mechanism. It can't solve all problems. In fact, it keeps people in a narrow range. We have heard the argument that "no punishment is reward", which is a typical practice of treating people as pure production tools. It is a classic management theory represented by Taylor and others. As a production tool, man is one of the most active factors in productivity. According to Maslow's theory, needs are divided into five categories: physiological needs, security needs, social needs, respect needs and self-realization needs, from low level to high level. According to experts' research, the material handling ratio is 14.4%, ranking fourth; Fair promotion opportunities ranked first, with a ratio of 21.2%; The attention of leaders is the second, accounting for 20.5%; The third place is interpersonal harmony, with a ratio of18.6%; The impact of work on health ranks fifth, accounting for11.7%; Professional counterparts ranked sixth, with a ratio of 8.4%. Therefore, we should establish a reasonable incentive mechanism. First, auditory stimulation. China people like to bury their love in their hearts, but they are not good at expressing it in words, which is a great defect. Some of our leaders are actually quite satisfied with their subordinates' work completion, and subordinates also want to hear a praise from the leaders, but the leaders are really picky. The leader's less artistic words sent his subordinates to the ice room, which made them feel cold. If you want to praise your subordinates, you must express them well. The second is visual motivation, which exposes the photos and deeds of outstanding employees in the company's internal media for everyone to see and hear, so as to motivate employees. The third is to introduce a competitive mechanism. Only competition can make the company dynamic and its performance change with each passing day. The fourth is to provide fair promotion opportunities and pursue progress, which is not only the demand of material interests, but also the discovery and recognition of a person's value. Fifth, reasonable authorization is one of the higher incentives. Where there is power, there is responsibility. With rights, you have aspirations and work goals. Sixth, people-oriented, treat employees well, this is the social responsibility and interests of enterprises. Only by being kind to employees can employees be kind to enterprises. In 1930s, influenced by the world economic crisis, Matsushita Corporation of Japan suffered serious losses and was in trouble. The relevant departments of the company put forward an emergency plan to reduce production and lay off employees. However, Mr. Matsushita believes that employees should not be victims of the economic crisis, but should help each other in the same boat, preferring to reduce production rather than lay off employees. The employees of the company were moved by Mr. Matsushita's kindness and worked hard to get the company out of the predicament.

5. The problem of execution. According to the data, during the more than 200 years since the establishment of West Point Military Academy, * * * has trained 153 1 CEO, 20 _ _ presidents and more than 5,000 vice presidents, and trained more business people than Harvard University. Similarly, among well-known domestic enterprises such as Haier, Lenovo, Huawei, Vanke and Sanjiu, there is also a coincidence that their bosses all come from the same military background. Why can soldiers create so many myths in the business world? Answer: executive power. The executive power of an enterprise will determine its rise and fall. Executive power refers to a set of effective system, system, organization, culture and technical operation methods, and it is the ability to transform decisions into results in a timely and effective manner. We can't simply misinterpret it as authority or power, let alone understand it as the personal will of leaders. There must be the support of relevant systems, otherwise it will become a slogan management of discussion without decision and action without action. In order to ensure the execution in place, there should be a set of supervision system, publicity and education training system, pressure transmission and incentive system. At present, especially publicity, education and training. On the contrary, it is necessary to publicize the state's principles, policies, laws and regulations in a timely manner; Externally, we should do a good job in the company's image project; Internally, it is necessary to strengthen the situational education of employees, especially the education of crisis awareness. Mentality determines the state, and vision determines the realm. Therefore, strengthening education is an effective means to cultivate employees' good psychological quality, excellent team consciousness, advanced corporate culture and improve execution. In fact, execution is established in the process of education and training.

In short, the company still has some common problems of state-owned enterprises under the current system and mechanism. However, we should also clearly see some fine traditions, profound cultural heritage and relatively standardized rules and regulations that have been deposited by the company for many years. Our current job is to perfect it and implement it well. Every employee in our company should seriously think about it and put it into action. Enterprises can become stronger and bigger, employees have more living space, and enterprises can be invincible in the face of powerful competitors.

Model essay on human resources research report 3

Since entering the knowledge age, with the rapid development of high technology, the wide application of information technology and the increasing popularity of the Internet, the management and development of human resources have become more and more important. In fact, it keeps pace with material capital and natural capital, and even surpasses the latter in some areas. At present, the functions of human resource management can be summarized in four aspects: 1, human resource allocation, 2, training and development, 3, social insurance and wages and benefits, and 4, system construction.

In such an era of knowledge economy, the competition and mobility of talents are unprecedentedly intensified. However, having talents does not necessarily guarantee the success of the enterprise. If you don't know how to make good use of people and do not carry out effective organization and management, even the best talents may in turn become a destructive factor in organizational development. The human resources department of modern enterprises needs to undertake more functions than the traditional personnel department. In addition to the talent management of the organization, the innovation management and cultural management of the organization should also be included in the work scope of the human resources department.

First, to establish a high-quality human resources management team, as a staff member of the human resources department, we should strive to have the following qualities: First, moral quality. Human resource managers should have a high level of Marxist theory and policy, put a firm and correct political direction in the first place, have a strong sense of professionalism and responsibility, and form noble moral quality, noble moral sentiments and moral realm. In the development and management of human resources, we must be strict in self-discipline, adhere to principles, handle affairs impartially, be down-to-earth, be conscientious, keep pace with the times, blaze new trails, unite and cooperate, and start a business, taking the fundamental interests of employees of the whole bank as the starting point, fulfill the sacred responsibilities entrusted by history and make positive contributions to sustainable development. The second is psychological quality. Human resource managers should have strong psychological endurance and good mental health quality. In the face of various pressures, we should be strong-willed, fearless, open-minded, tolerant and forgive others' mistakes regardless of personal gains and losses, and face new situations and problems that may arise in the development and management of human resources with a good mental health. The third is knowledge quality. Human resource managers should have professional knowledge, information knowledge, humanistic knowledge and practical knowledge, and should understand and master the main contents of bank management activities.

The abilities that a human resource manager should possess mainly include management ability, writing organization ability, language expression ability, computer operation ability, communication and cooperation ability, information acquisition and processing ability, training ability, calculation ability, problem analysis and solving ability, etc. The fifth is the quality of scientific research. Human resource managers should intensify scientific research and innovation, make unremitting exploration and research, re-examine human resource management from a new angle with a new breadth and depth, re-study and discuss human resource management theory with new impetus, organize their own work with advanced theories, and vigorously implement the transformation from empirical to scientific research. Sixth, physical quality. Health is the capital of revolution. To do a good job, we must have a healthy body, work and rest, be full of energy, be energetic and strong, adapt to the heavy work of human resource development and management, bear all kinds of pressures, and always maintain vigorous energy. Second, to establish a management system that adapts to the growth of all kinds of talents, we must deepen the reform of bank personnel system and accelerate the establishment of a new talent management system that adapts to the growth characteristics of all kinds of talents. Focus on the construction of four teams of high-quality management talents, marketing talents who adapt to the market, professional talents who are proficient in business and skilled operation talents, establish a distinctive classified management system, attach importance to the cultivation, selection and use of innovative talents and compound talents, establish a new concept of employing people with emphasis on ability, performance and contribution, and encourage entrepreneurship, innovation and competition. Thirdly, establishing a scientific talent incentive system is the core of the development of talent resources in modern banks. Whether and to what extent the potential of human resources can be brought into play depends on the motivation of talents to a certain extent. In the introduction and use of talents, we should actively study the influence of personal needs and systems on the satisfaction of personal needs and the mechanisms that can generate various incentives, formulate the principle of linking the income and treatment of talent teams with post responsibilities, performance and contribution, and implement the distribution system of paying according to posts, tasks and performance, so as to mobilize the enthusiasm of talents to the maximum extent, and finally realize the double harvest of bank development and talent resource development.

The above is what Bian Xiao shared today, and I hope it will help everyone.