Summary of personnel work of health bureau

Summary of personnel work in Health Bureau: 5 articles

In fact, the content of personnel work is repetitive, but the people we face are different, so the content also changes. Then there is the attitude towards their own work, and personnel work is actually very challenging. So how do you write a summary of the personnel work of the Health Bureau? Whether you are looking for or preparing to write the Summary of Personnel Work of Health Bureau, I have collected relevant materials below for your reference!

Summary of personnel work of health bureau 1

In the first half of this year, the company did a good job in personnel management in strict accordance with the requirements of _ _ (Group) Human Resources Department, which promoted the steady development of the company's work.

I. Basic information

The company has _ _ employees, including _ _ male employees and _ _ female employees. Bachelor degree _ _ people, college degree _ _ people; _ _ people have professional titles.

Second, the basic measures of personnel work

This year, personnel management has done the following work:

1, according to the company's business objectives and development strategy, focus on the re-planning and allocation of human resources and the construction of cadres. In late February this year, the company redefined the number of employees and positions by implementing "competitive recruitment and two-way selection". Due to personal and work needs, the positions of four employees were adjusted to optimize the allocation of human resources, provide a broad stage for talents to display their talents and realize their ambitions, and build a platform for entrepreneurs to display their talents in the most suitable positions.

Strengthen the construction of cadres, improve the comprehensive quality and work enthusiasm of employees, actively improve the system of differential selection, voting, pre-appointment publicity and differential election around the key links of nomination, recommendation, inspection, brewing and decision in the selection and appointment of middle-level cadres, promote cadres among ordinary employees, continuously expand democracy in the selection and appointment of cadres, and further promote the younger and more knowledgeable cadres.

2. Strengthen training and improve the quality of the team. The company encourages employees to learn from their posts and form an atmosphere of chasing each other in business. In May this year, all employees were organized to study and train "12 ability is more important than ability", and at the same time, professional and technical backbones were sent to other places for business training many times, which improved their professional level and ideological level.

Three, 20__ year work plan

1, take striving for excellence as the carrier, and earnestly strengthen self-construction.

(1), further strengthen the study of political thoughts and personnel policies, constantly improve political acumen and professional ability, enhance the principle, systematicness, creativity and foresight of work, and strive to improve work ability.

(2) Further strengthen the openness of personnel work, publicize the policies on the establishment of personnel institutions in all directions and in various ways, accept the supervision of the masses in recruitment, competition for posts and performance evaluation, and strive to expand the transparency and openness of personnel work.

(3) Strengthen the building of a clean and honest party style, continue to promote the building of a system for punishing and preventing corruption, establish and improve an internal supervision mechanism, and further strengthen various disciplines in cadre and personnel work.

2, innovative work ideas, creatively carry out all the work.

(1), deepen the implementation of performance pay, further improve the company's salary management system, standardize procedures, and improve the examination and approval methods.

(2) Strengthen the construction of talent team. In order to optimize the talent environment, open up publicity channels, increase the intensity of introduction, and do a good job in talent introduction; Provide high-quality services for key talents in work and life, and ensure the stability of the talent team.

3. Information construction of human resources

The company will strengthen the informatization construction of human resources. Provide a convenient information platform for companies and human resources work.

Summary of personnel work of health bureau II

First, personnel.

1. Update the personnel weekly report according to the usual practice.

In terms of personnel, collect statistical weekly personnel reports and update employees' electronic files and address books in time. According to observation and statistics, the number of companies in the whole group tends to be stable, basically hovering around 870.

2. The establishment of Kingdee HR personnel files

It took me a month and a half (since May) to establish the HR information of Kingdee. First of all, I trained clerks in various sections to let them know the problems that occurred when using HR system before and use what they have learned to answer them. For those who are unfamiliar and unskilled during training, go to the branch for one-on-one guidance, cooperate with the clerks of various departments to establish the organizational structure and post system of the branch, and then let them input the basic information of employees into the system and upload photos. In the future, personnel changes need to be updated immediately. Check with Kingdee information according to the weekly personnel weekly report to ensure the accuracy of personnel information. I am personally responsible for the maintenance of Kingdee's personnel information at headquarters and three flagship stores. Later, after Wan Hui Logistics assigned a clerk, I handed over the part of Wan Hui Logistics to the clerk to solve her problems at any time.

Now, using Kingdee HR system, you can know the personnel situation of the company at any time, including the number of employees in each branch (subsidiary) and the personnel information of each post, the distribution of each age group and the distribution of each post in the company.

The use of Kingdee HR system makes personnel management more convenient and faster, and improves work efficiency. Personally, I think it will be of great help to the future development of the company.

As shown in the figure, as of July 4, 2000, the whole group company had 859 employees, including 7/kloc-0 employees (including 3 contract workers); 79 people in logistics branch; Hui logistics company 36 people; 203 people in starch branch; 66 people in flour branch; 57 people in the petroleum branch; Sheep farm 2 13, pig farm 39, catering enterprise 43, Dali flagship store 20, Xianyang flagship store 16, Xi 'an flagship store 15.

As shown in the figure, you can understand the post distribution of the whole group company. The current post system is not perfect and will continue to be improved and refined in the future.

As shown in the figure, you can know the length of service, age distribution and gender distribution of employees in the whole group company. These data are automatically generated according to the personal basic information entered into Kingdee system when employees join the company.

The above two tables are statistics of resignation from June 4, 2000 to July 4, 2000.

As shown in the figure, taking the human resources department as an example, the system automatically generates the employee basic information table.

3. Question:

(1) The position system of collective companies is not perfect. The current post system is borrowed from director Qin.

The working system of a successful enterprise is established according to the actual situation of the company. Later, we need to learn more detailed knowledge about the job system and refine and improve the current job system.

(2) The basic information of employees in Kingdee system is incomplete.

A, according to the data in the previous materials, it is also necessary to make statistics on academic qualifications. Because the employee information has just been entered, the academic information has not been filled in.

B, the employee photos are incomplete, and the employee photos of individual sections are not all uploaded.

(3) On the issue of timely updating

Now every section will update information when employees leave or join, but it can't be connected in time when clerks change.

Second, social security.

1, medical insurance

20-year medical insurance has been prepared since April. The payment base of medical insurance this year is 2 149. The company undertakes 6% of the monthly serious illness subsidy in 5 yuan, and the employees undertake 2% of the monthly serious illness subsidy in 3 yuan. The employees who can be insured this time are those who joined before 1, 20__ _ _ years 1 months ago. Compared with 20__ _ _, the medical insurance of 20 _ _ _ increased by 4 people, decreased by 5 people and paid 40 people.

Now, Mr. Wu's medical insurance for 20__ to 20 _ * years and the medical insurance for 40 people in the whole group including Mr. Wu in the first half of 20__ have been paid. Mr. Wu's medical insurance principal for 20__ to 20__ years is 6,945 yuan, and the late payment fee is 4,235 yuan, * * *1/80 yuan; 40 people in the whole group company paid 43 180.8 yuan for medical insurance in the first half of 20__. During the first half of 20__, * * paid medical insurance of 54,360.8 yuan.

In the first half of the year, the personal commitment of medical insurance was 275.88 yuan per person, which was deducted within three months from April to June, and the average person deducted 92 yuan every month.

Summary of personnel work of health bureau 3

I. Personnel recruitment

1. Make statistics on recruitment applications of various departments and make recruitment plans.

2. Publish recruitment information and maintain the publication and update of online recruitment information.

3. According to the recruitment requirements of various departments, conduct resume screening, appoint and select first-time examiners, and show candidates around the workplace.

4. Coordinate the recruitment of new employees in various departments.

Second, staffing.

1, new employees join the company (employee information, time card, salary card), sign labor contracts, and go through resignation procedures.

2. Maintain personnel files, attendance system and employee roster, and update employees' personal information and data in time.

3. Insurance premium

Social Security: Collect employee social security payment information every month and submit it to the Finance Department for approval.

Accident insurance: drivers, salesmen, trainers, etc. Those who don't pay social security should pay for the work that needs to travel, and communicate with the insurance company to add people who need insurance.

Third, salary.

1. Collect attendance sheets of all departments at the beginning of each month, and summarize punching records; Print the appraisal form of each department for the assessment of each department and team, and collect and summarize the appraisal form.

2, according to the various departments, team salary plan, output, telephone charges, commission and other data statistics to develop monthly salary, completed before the 20th of each month.

3. The personnel department shall check the salary internally and submit it to General Li, adjust the salary table according to the monthly production situation, and submit it to the finance department after being reviewed and signed by General Li.

4. Make payroll and distribute it to all departments and teams.

Four. Meetings and notices

1. Minutes will be taken at the regular meeting at 2:00 pm every Monday, and the meeting arrangement will be notified by the general manager's office.

2. Organize the minutes of the meeting, and summarize the problems of the week before Wednesday and send them to the managers and supervisors of all departments.

3. Publish various notices and post them.

Verb (abbreviation of verb) vehicle management

1, track the daily driving situation in time and arrange the drivers' driving reasonably.

2. Arrange drivers reasonably to ensure normal delivery every day (Changzhou, downtown, Situ).

3, reasonable arrangement of temporary car (finance department, engineering department, etc. ) .4. Summarize the car usage of the previous day daily, and make a summary of the dispatching list.

5, vehicle maintenance, maintenance registration summary.

6. Vehicle refueling registration summary.

7, vehicle annual inspection registration summary table.

8. Vehicle violation inquiry, etc.

9. Manage car keys and fuel cards and hand them over to the general manager's office before going to work every day.

Sixth, logistics.

1. The general manager's office prints, copies and scans documents.

2, all kinds of contracts, system classification filing work.

3. Prepare the annual examination materials of business licenses, organization codes and other documents of five companies in Shanghai, and contact the Shanghai intermediary company to complete the annual examination.

4. The chairman and general manager's office receive guests and book hotels.

Seven. others

1, other affairs assigned by the general manager's office.

2. Coordination of emergencies among various departments.

Summary of personnel work of health bureau 4

In 20__ years, under the direct leadership of hotel leaders and with the strong cooperation of other departments, the human resources department adhered to the business philosophy of "creating kitchens for burning people" and carried out its work according to the work plan formulated years ago; In human resource management, some achievements have been made, but some shortcomings have also been seen. In order to do a good job in the future, we will make the following plans for the 20__ year arrangement:

First, control personnel costs, and each department will create posts and personnel.

According to the income situation in 20__ and the income index of the Food and Beverage Department in 20__, the staffing of each department is as follows:

1. catering department: the catering index in 20__ year is 24 million yuan, and the catering index in 20__ year is 20.8 million yuan. According to the completion of indicators in 20__ and the influence of catering climate, the staffing of each position at the front desk in 20__ is as follows:

All positions in the kitchen department

2. The standard staff of Housekeeping Department for 20__ years are as follows:

3, the engineering department 20__ years post personnel standards are as follows:

4.20__ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

5. The security personnel standards for 20__ years are as follows:

Make rational use of resources and control the quantity and quality of hourly workers.

Second, increase staff training and improve service quality.

1. Train new employees in hotel employee manuals and rules and regulations, organize employees to participate in hotel service etiquette training regularly (the training is the responsibility of the office and the trade union), and all departments train new employees in service skills.

2, standardize the hotel employment system, new hotel employees must go through a unified interview with the personnel department, and those who pass the interview can be hired.

Third, standardize employee entry and exit procedures and strengthen employee stability.

1, front desk attendant, food delivery staff, kitchen, high mobility in loading and cutting. In this year, the number of waiters who left the company was 1 10, and there were 46 food delivery workers, 35 people were loaded and cut, and 36 people were cut. The situation of voluntary resignation in the first half of the year was more serious. Standardize the turnover process of hotel employees.

2. The staff in the housekeeping department and the logistics department are relatively stable, but the security guards are also highly mobile. From May 20th to now, the number of security guards leaving their posts is 38.

In view of the high mobility of personnel, some suggestions are put forward:

1. Before employees start their jobs, the hotel provides induction training, hotel etiquette training, store rules and regulations and employee handbook training. Training is the responsibility of each department or administrative office.

2, the restaurant foreman assessment, can live. 1) Conduct monthly assessment on the foreman, including training and assessment on manners, service skills and management skills. Those who fail the continuous assessment will be demoted. 2) Set up the position of waiter/vegetable delivery team leader, reward excellent waiters and be promoted without pay. Excellent team leaders can be promoted to internship foreman after examination.

3. Give the waiter/deliveryman a booth 10-20 yuan, and give the person in charge a commission to improve the work enthusiasm of the waiter/deliveryman.

4. Organize employees to conduct hotel service etiquette training on a regular basis, and hire a training teacher (or serve as a senior foreman/manager of the hotel) to meet the needs of employees to improve themselves.

5. Make birthday benefits for employees, send birthday cards (in the name of the general manager), and hold a group birthday party for employees at the end of the month, so that employees can feel the hotel's concern for him and meet the needs of belonging.

6. Establish annual leave. Employees in front-line business departments can enjoy a week's paid vacation except during the Spring Festival and when the hotel is busy.

7. In view of the high turnover rate of security guards, after investigation, the main reasons are as follows

Because the security guards after joining the company can't meet the requirements of the supervisor, in view of this situation, we have been strictly controlling the interviews of security guards and implementing a two-level guard system to control the mobility of security guards and ensure the orderly security work of the hotel.

Summary of personnel work of health bureau 5

First, the first half of the work summary;

1 Continuously improve the company's rules and regulations to further improve the company's standardized operation level;

On the basis of the company's original system, the 12-hour working system, document management system, attendance management system, procurement management system, model room management system, staff canteen management system and staff dormitory management system have been improved. , involving people, money and materials management system and normative documents.

1. 1 Since the beginning of this year, all the documents of the property management company have been managed by the personnel administration department, which has realized the registration management of document circulation, ensured the efficiency of document examination and approval, and strictly controlled the document circulation. Through the unified distribution of personnel administration department, the circulation of internal documents and the timely transmission of information have been strengthened.

1.2 in the plan at the beginning of the year, the company's systems and updated parts should have been sorted out and compiled in March. Due to the busy business work of various departments and insufficient attention, the completion speed failed to achieve the expected results. In June, the Human Resources Department of the Group took the lead in compiling the system of the property management company, which put forward new requirements for all departments and posts, and has now completed the system and operation specifications at the company level. In view of the problems existing in business processing, such as poor execution, weak sense of responsibility and slow response, we have introduced 24-hour reply system, community inspection system, complaint handling process, employee courtesy and etiquette norms and other related systems to improve service level.

Second, personnel management.

2. 1 staffing:

With the acceptance and takeover of the second phase of the project and the intervention of the festival pedestrian street, according to the actual needs, the staffing is adjusted as follows:

2.2 personnel recruitment;

In the first half of the year, the property management company basically completed the recruitment task through newspapers, websites, on-site job fairs and employment agencies. The flow of personnel in the first half of the year is as follows:

Remarks: June is not counted because it is not finished.

2.3 Personnel costs

1-Summary of actual salary of personnel in May

2.31"12 hour security guard working system"

Under the condition of not increasing the post establishment, increase the second-stage security post, implement the "12 hour security guard working system", and adjust the security guard's salary. Since the trial for two months, the security guards have basically accepted the adjustment, and the turnover rate of departmental personnel is not abnormal. Basically solve the vacancy situation caused by insufficient personnel, and gradually digest the large amount of overtime accumulated in the second half of last year.

2.32 paid service commission system

With the increase of the occupancy rate in the second phase, the demand for paid services is also increasing gradually. On the basis of not increasing the number of cleaning staff, we will try our best to provide paid services for the rest employees, and give them a commission as a paid service fee of RMB ... per hour according to the standard. The purpose is to reduce overtime hours, control labor costs and improve the enthusiasm of employees.

2.4 Staff training

In the first half of the year, the coverage rate of new employees' training on employee handbook and company system was 100, and the average business training conducted by each department was 1-2 times per week, and individual business department managers were organized to participate in the development activities of Sunshine Team. In April, employees above the supervisor were organized to visit ... to learn from other people's management experience and find out their own shortcomings. Initially establish employee training files, training course plans and related training materials, and plan to implement them in the second half of the year. Due to the lack of specialized personnel, the training work is carried out by departments, and there are some problems such as single training content, lack of cross-training between departments, lack of systematic training materials and operating standard documents. This time, all departments have improved the operation manual and laid the foundation for the training in the second half of the year.

2.5 the implementation of performance appraisal

1 month, the security department tried out the performance appraisal method for security guards for the first time, and formulated the security guards' grades and corresponding salary and treatment standards. Through performance appraisal, we can mobilize the enthusiasm of employees to continuously improve their work level and their own quality, and provide opportunities for promotion and salary adjustment. The performance appraisal departments implemented successively include customer service center and motorcade.

At present, the work of performance appraisal has not been fully covered, and the strength and effectiveness of promoting performance appraisal have not yet achieved the effect of truly motivating employees. Analysis of the reasons, the main reasons are as follows: 1) The work objectives are unclear, and the actual operation specifications have not been established. 2) Managers are highly mobile, and management methods often change. 3) The process management from establishing performance appraisal standards to appraisal results is insufficient. 4) Employees' understanding and recognition of performance appraisal is limited.