Job Recruitment Website - Job seeking and recruitment - Annual work summary of personnel department of public institutions

Annual work summary of personnel department of public institutions

Annual work summary of personnel department of public institutions

Time flies, and a period of work has ended. Looking back on our past work, we have gained a lot. It's time to sum up past achievements in the work summary. What are the characteristics of a good job summary? The following is a summary of the annual work of the personnel department of public institutions that I have compiled for you. Welcome to read the collection.

Annual Work Summary of Personnel Department of Public Institutions 1 I. Recruitment and Configuration

* * * Five recruitment positions were released this quarter: batching worker, pharmacist, mechanic, security guard and material puller. Recruitment is carried out by publishing recruitment information on Ganzhou personnel network and factory. Generally, there are more resumes and more people who meet the requirements of the company's recruitment positions. In the process of batch worker recruitment, the recruitment and three-level safety education were successfully completed. There are some difficulties in recruiting professional and technical personnel.

Insufficient points:

1, single recruitment channel, unable to publicize corporate information in all directions;

2. The local professional technicians have little information;

3. The salary of ordinary posts is low, which can not effectively attract and retain talents.

Solution:

1, expand recruitment channels: internal introduction, labor service stations and job advertisements;

2. Establish school-enterprise cooperation relationship with professional-related colleges and universities;

3. Carry out various activities to stabilize personnel and reduce the turnover rate;

4. Increase the publicity of enterprise information.

Second, training and development.

1, course arrangement

2. Summary of foreign training

The company failed to finish the course as planned. Advantages and disadvantages: By paying attention to the training discipline for a long time, students can consciously abide by the training discipline, listen carefully and interact with lecturers during the training, so as to achieve the expected training effect, and stimulate the enthusiasm of employees to a certain extent through rewards and punishments.

Disadvantages and countermeasures: logistics service is not in place during the training period, and the training schedule is not very reasonable. In the future, we can investigate the training needs first, and design the training theme reasonably according to the requirements of job skills, self-development planning and company development for improving their own quality.

Third, the performance appraisal:

Complete the performance appraisal of General Manager Ye in the second quarter, material supply and performance appraisal of department heads and workshop directors.

Disadvantages: After the promulgation of the company's 20xx performance management plan, it failed to supervise and supervise the implementation and implementation of the assessment of various departments and workshops in the third quarter, resulting in the failure to carry out the departmental performance spot check in the third quarter on time.

Solution: Do a good job in the supervision and inspection of performance appraisal of all departments in the fourth quarter, summarize the appraisal data and results, sign opinions and report them to the general manager for approval and filing, so as to pave the way for the performance spot check in the fourth quarter.

Four. Salary and benefits:

1. Insurance processing: At the beginning of July this quarter 15 people participated in social endowment insurance, 3 people applied for and passed the examination and approval to join the company's mutual fund, and completed the renewal of 20xx group accident insurance at the end of August.

2, insurance claims work:

Disadvantages: there is a phenomenon of personnel omission in group accident insurance, which increases the economic burden of the company to some extent; Failing to communicate with the insurance company in time, resulting in slow settlement; The company's insurance system is not perfect, so it can't be implemented according to the system when there are individual problems.

Solution: strengthen communication with insurance companies, personnel replacement needs approval, avoid personnel omission, reduce the company's economic burden and speed up claims; Improve the company's insurance system and standardize the handling of accident insurance events.

Verb (abbreviation for verb) labor relations:

Complete the labor contract renewal of all employees in July; Timely handle the induction procedures and three-level safety education for new employees; Handle the resignation formalities for the resigned personnel in time; There were no major labor disputes this quarter.

Other work of intransitive verbs

1. Completed the job title declaration, data collection, material submission and information communication of the company 19 people.

2. Complete the posting and publicity of the birthday list of this quarter and the issuance of greeting cards.

3. Attend the energy-saving and consumption-reducing meeting organized by the production department and complete the meeting minutes of the day.

4. Go to the headquarters to attend the work summary meeting of the Human Resources Department in the first half of the year.

5. Assist to complete the collection, summary and on-site related work of the registration of the first sports meeting of Shanxiang Pharmaceutical on September 29th.

6. Complete the GMP retest of the manager in mid-September.

7. Assist in completing Wu Weijun's work-related injury application and work-related injury investigation in the preparation workshop of County Labor and Employment Security Bureau.

Seven. Key work plan for the next quarter

1, do a good job in personnel recruitment and safety training.

2. Track and implement the training in the fourth quarter.

3. Complete the departmental performance spot check in the third quarter, and summarize and feedback the results.

4. Complete the annual summary work.

Summary of the annual work of the personnel department of public institutions In the first spring and autumn of 2 xx, my work consists of two parts: administration and personnel. In my opinion, it is also a year of frequent work handover. I joined the company in March and handed over administrative affairs with Wang Wendi and Tak-Chi Lee. At first, I felt that the affairs were scattered and complicated, and many things needed to be improved. I hope I can do something for xx after joining, and gradually sort out the mess, but the follow-up work is basically busy with basic affairs.

From June 5438 to 10, with the expansion of the department staff and the expansion of the team, thanks to the trust of the leaders, I adjusted my existing position to personnel assistant. I don't know much about this position. My previous experience is only based on simple recruitment and interview work. General manager Yue's planning for the department made me see my own shortcomings. I hope the follow-up work can make the Administration and Personnel Department into an indispensable functional department with a good reputation under the concerted efforts of everyone in Qi Xin.

Deficiencies in xx's annual work (individual job responsibilities are not included, see xx's personal debriefing report for details):

I. Administrative and personnel systems, processes, procedures and forms:

In daily work, the administrative staff's systems, processes, procedures and forms are not unified and standardized, and some systems and forms are only made temporarily when they are encountered. In the future, the issuance and drafting of notices should be strictly in accordance with the unified format, which will bring a lot of inconvenience to the work of themselves and other departments and reduce the efficiency by half. In xx, I hope that with the cooperation of two amoeba groups of administrative staff, a set of standardized processes will be created and extended to all departments for implementation.

Second, update personnel information in time.

In many cases, the information of employees' entry or departure is not grasped in time, which leads to the unsmooth signing of procedures and poor timeliness of procedures. Follow-up communication with department heads to keep abreast of personnel changes and update personnel information.

Third, the overall planning of the event.

I participated in the overall arrangement of many activities of the company within one year, but I didn't consider all the details from conception to implementation. I hope I can plan more creative activities under the leadership of Teacher Yue in the future.

Fourth, others.

Whether it is temporary affairs or basic copywriting, it needs to be more meticulous and rigorous in order to do all the work in an orderly way.

Verb (abbreviation of verb) 20xx annual plan

Study personnel knowledge hard, improve work skills and make work more professional. Be strict with yourself, know the demand information of all departments in time, listen more, ask more and communicate more, complete every job with a quality and quantity attitude, ensure efficiency, and give timely feedback when encountering problems that cannot be solved.

As the saying goes, "the difficulties in the world begin with ease, and the great things in the world begin with detail." As long as we work more carefully, communicate more and have a stronger sense of responsibility, I believe that the administrative personnel department will become stronger and stronger. 20xx Year of the Horse will be a skyrocketing year. I will greet this brand-new year with a good attitude and contribute my strength to xx!

Annual Work Summary of Personnel Department of Public Institutions 3 Since the third quarter of this year, under the correct leadership of the party group of the Ministry, various businesses of the Bank have developed rapidly and achieved good economic benefits. The Human Resources Department cooperated closely with all departments and offices, relied on the understanding and support of all employees of the Bank, and with the joint efforts of all employees, performed departmental responsibilities in strict accordance with the requirements, and did a good job in performance appraisal, recruitment, training, personnel file management, post and organization management, which strongly supported the development of various businesses of the Bank. Now briefly summarized as follows:

I. Human resources projects

As one of the key tasks of the Bank, human resources projects have always been highly valued by the leaders of the Bank, which are related to whether the incentive and restraint mechanism can be straightened out and whether the business development of the Bank can be promoted. The third quarter is the key period of the bank's salary performance plan, and it is also the final preparation period before the implementation of the whole plan, which is directly related to whether the plan can finally land. The human resources department also feels a great responsibility. During this period, it organized many presentations and seminars on the project, especially on the core performance appraisal scheme of the project. According to the requirements of bank leaders, organize discussions for many times, collect employees' opinions and suggestions, and sort them out. It should be said that the human resources department has done a lot of work to ensure the smooth implementation of the performance appraisal scheme.

Second, recruitment work

In order to meet the needs of our business development, the human resources department has successively recruited new college students and some management and professionals. Although the recruitment work has a long time span and a heavy workload, involving information release, on-site registration, qualification examination, examination organization, achievement announcement, physical examination, application and other stages, through the previous recruitment work, our department has accumulated some experience, and can deal with the problems encountered in the recruitment process in time. With the close cooperation and mutual cooperation of departmental employees, the task has been successfully completed, ensuring the fairness, impartiality and openness of the recruitment process and selecting for our bank. At the same time, the bank's salary performance reform has played a positive role in attracting outstanding talents in the industry. Judging from the recruitment process, the new salary performance scheme has a certain market appeal and will effectively promote the recruitment of the bank. However, it should also be noted that the recruitment of our department is mostly assisted by professional human resources companies, and its own recruitment level is not professional enough, and there is no scientific method to identify talents. This is where our department needs to strengthen recruitment in the future.

Third, internal competition.

In order to actively promote the development of various businesses of the Bank and select and train corresponding talents, the Human Resources Department organized an internal competition for assistant to the president, business supervisor and business promoter of the branch. Through competitive recruitment, a group of outstanding young employees stand out, which has promoted the development of various businesses of our bank. Through this external recruitment and internal competition mechanism, combined with our salary reform and professional sequence management system, the Human Resources Department is committed to creating a high-performance and low-performance personnel flow mechanism. Let the employees of the whole bank really eat and act according to their abilities.

Fourth, the training work

As a service industry, the banking industry has high requirements for the training of employees, and the human resources department has always attached great importance to training. In the third quarter, with the cooperation of the Human Resources Department, the Bank successively carried out a number of trainings such as insurance agent qualification training, banking platform business training, service and management training, and centralized face-to-face training for new employees. From the feedback point of view, both the frequency, quality and effect of training, the pertinence of training and employee participation have been improved to some extent. The Bank is in the initial stage of business development, and the demand for human resources will be stronger and stronger in the future. How to improve the quality and skills of employees by establishing a scientific training system to meet the needs of our business development will be a major problem facing our department. In order to solve this problem, our department actively promotes the construction of training system, including studying and establishing the internal trainer system of our bank, making a systematic training plan, and conducting the corresponding training demand survey, so as to establish a relatively perfect training system for our bank.

V. Assessment management measures

In order to strengthen the management and assessment of human resources in the whole bank, the Human Resources Department has formulated the Measures for the Assessment of Staff Dispatched by Jingdezhen Commercial Bank, and will soon complete the Measures for the Assessment of Chargers of Jingdezhen Commercial Bank. The promulgation of the "Measures" has improved the employment system of our bank, which is conducive to fair and just assessment on the one hand; On the other hand, it is also conducive to promoting the improvement of employee performance.

Six, employee behavior survey

In order to further strengthen the internal control and compliance management of the whole bank and prevent case risks, the Human Resources Department cooperated with other departments to investigate the abnormal behavior of employees of the whole bank by collecting basic information of employees, organizing personnel to visit grass-roots police stations and community neighborhood committees, and arranging home visits, and achieved certain results. In order to further investigate and deal with this behavior, in the next stage, our department will carry out the activity of "pairing, helping one" in party member. Resolutely put an end to the occurrence of risk cases caused by hidden dangers of employee behavior.

Seven, branch opening materials declaration

After careful preparation in the early stage, Leping Sub-branch successfully opened in September 19. Our department also successfully completed the declaration of the qualifications and application materials for the opening of the senior management of Leping Sub-branch. The application process of this material is relatively smooth, on the one hand, it benefits from the experience of the head office and 13 branch in the previous period; On the one hand, it benefits from timely communication with the regulatory authorities. I believe that the material declaration of the supervisor and other materials to be carried out by our department will be completed smoothly.

VIII. Other Work

The human resources department actively does a good job in party building, employee file management and daily deployment of employees.

Generally speaking, in the third quarter, the human resources department completed all the work arranged by the leaders of the bank and fulfilled the responsibilities of the department well. In the next stage, the Human Resources Department will continue to promote the implementation of the performance appraisal scheme of the whole bank, complete the signing of performance contracts for various departments and individuals, complete the centralized face-to-face interview of new employees and assign posts, and start the campus recruitment of graduates of the class of 20XX.

Summary of the annual work of the personnel department of public institutions 4. It has been a year and a half since the establishment of the Human Resources Department. I am very honored to be able to participate in the growth process of the human resources department, from scratch, from the initial imperfection to today's maturity. Since XX years, 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 is gradually standardized, and its role is gradually 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, you may feel a little strange about the term human resources. 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.

Due to the shortage of staff in the department, some work can't be really carried out. I have been doing basic work. Since Director XX took office this year, I have sorted out the work of the Human Resources Department, defined everyone's job responsibilities, and made the division of labor more detailed. Now I summarize the work this year as follows:

First, collect and manage the personnel files of the company's employees to make them more perfect.

Adhere to the integrity of the company's files and provide more accurate information for future analysis. Because the file involves the relevant secrets of the company, I have adhered to 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 carried out smoothly, 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, and issue attendance reports accurately every month.

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 have never been able to 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.

Fourth, implement the company's rules and regulations and deal with 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 XX people have understood the company's administrative punishment to varying degrees, and they all realized their mistakes.

5. Fully study employee benefits, and various welfare systems are being gradually implemented.

For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, were also realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; To study the safety and security 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, all these have greatly mobilized the employees' enterprising spirit, thus playing a role in motivating employees.

Six, the management of promotional personnel.

Starting from XX this year, the human resources department began to take over the management of sales promotion personnel. After 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 the XX market, so it is urgent to strengthen the management of the promotion team. 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, to assist in the recruitment and appointment of specific transactional work.

Including posting recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc.

Eight, help to establish enterprising 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, which is in line with the company's people-oriented talent concept.

;