What is human resource planning? What are the aspects of human resource planning?

–Establish a unified and centralized human resource management information platform (i.e. employee relations, salary and welfare management, performance appraisal, etc.). ).

–Achieve accurate and fast statistics of human resources data.

-Establish and improve the human resource management system.

Medium target

–Achieve a unified and standardized human resource management process.

-Improve the overall level of human resource management.

–Establish a career planning system

–Realizing paperless management of human resources

long-range objectives

–Establish and promote competency models.

-improve the skills and quality of personnel on a large scale, and lay a solid talent foundation for the long-term development of enterprises.

According to the above work objectives, the main work objectives for this year

According to this year's work situation and shortcomings, combined with the current development situation and future trend of the group, the human resources department plans to carry out the work in 2007-2008 from ten aspects:

1. Daily recruitment and distribution of human resources

2. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

3. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

4. Refer to the performance appraisal methods of advanced enterprises, realize the perfection and normal operation of the performance appraisal system, and ensure that it is linked with salary. So as to improve the authority and effectiveness of performance appraisal.

5. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.

6. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees in the group, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

7, completes the personnel turnover rate control and labor relations, dispute prediction and processing. It not only protects the legitimate rights and interests of employees, but also protects the image and fundamental interests of the group.

8. Further improve the powers and responsibilities of various functional departments, strive for the scientific application of organizational structure, stop major adjustments within three years, and ensure the operation of the Group under the existing organizational structure. At the same time, the work analysis of various departments and positions in the group provides scientific basis for talent recruitment, salary evaluation and performance appraisal;

Precautions:

1, human resources work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and making annual plans. If we blindly pursue speed, the human resources department can't guarantee the quality of the planned completion.

2. For a growing group, human resources work is a very important basic work, and it also needs the cooperation of the whole group. There are many work projects that are coordinated by various departments and branches, so it needs the attention and support of the chairman. Whether to change ideas from top to bottom and the degree of support and cooperation of various departments and branches are the key to the success or failure of human resources work. Therefore, after making the annual plan, the human resources department implores the leaders at all levels of the group, departments and branches to give assistance in the process of completion.

3. This plan is only the basic document of the work of the Human Resources Department in 2007, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the human resources department will formulate a detailed work plan that matches the plan for each job. However, this work plan must be studied and approved by the group leader before it can be put into practice. If the Group adjusts the plan of its own department, the Human Resources Department will complete the annual work according to the adjusted plan. Similarly, the specific scheme, plan, system and form of each planned project will also be implemented according to the adjusted plan of the Group.

According to the above summary and the present situation of the Group, in order to better straighten out the subordinate relationship between the Human Resources Department of the Group and the Human Resources Department of the Branch, the Human Resources Department of the Group is changed into the Human Resources Management and Development Department, and the new department organization is set as follows:

Group Human Resource Management and Development Department (Manager 1)

Management team (2 commissioners)

Development team (2 commissioners)

staff relationship

Salary and benefits

Human resource management department of the company

enlist

Training and development

examination

Staff development

The above picture shows:

The main work of the management team is employee relations, personnel management, salary management and the work of the human resources department of the group branch. In the management of the human resources department of the group branch, the management team is responsible for uploading, distributing, communicating and coordinating. In terms of employee relations, the development team is the support department for all employees in the group, and will work from recruitment (internal recruitment and external recruitment), training and development, assessment and employee development.

As the power source of future enterprise development, the standardization of human resources work itself is very important. Therefore, in 2007, the Ministry of Human Resources will vigorously strengthen internal management and standardization, strictly follow the requirements of human resources work in modern enterprises, and upgrade human resources work from simple personnel management to strategic human resources management, so that the achievements of human resources work will become one of the reference bases for the top management of the group.

The self-construction plan of the human resources department in 2007 is: to improve the organizational functions of the department; Complete the staffing of the department; Improve the professional skills and quality of human resources practitioners; Improve the quality requirements of the department; Successfully complete the annual plan of the department and the tasks assigned by the group.

Personnel and departmental functions of human resources:

1, complete the staffing of the department: before July 3, 20071,the recruitment specialist, assessment specialist, personnel specialist and training specialist will be in place (part-time or substitute);

2. Improve departmental functions: In order to realize all the plans in 2007, the human resources department must clarify its functions and responsibilities. It is planned to set up personnel commissioners (2) to specialize in personnel management. The main work involves: recruitment, employment, resignation, personnel files, attendance, salary, contract, welfare, etc. In addition, there is an important job: to manage the human resources management and development department of the group and its subordinate branches; Set up a training specialist (1) to specialize in personnel training and development. The main work involves: training plan formulation, training topic development, training personnel selection, training lecturer appointment, training specific organization, training summary and evaluation, etc. Appraisal Commissioner (1), who specializes in appraisal, mainly involves appraisal and encouragement. The manager of human resources department is responsible for the overall work, all the work of the department, and overall planning, planning, arranging and organizing the overall human resources strategic planning, human resources development and various human resources work of the group.

3. Establish detailed group human resources files. The creation of this file should maintain good use function under dynamic conditions. The human resource status of the group can be reflected at any time through the human resource files, including education, service years, salary level, performance, training, rewards and punishments, training development direction and other indicators. And establish personnel files of all personnel in foreign offices for future use. The basic files should be completed before the first quarter of 2007 (May 3 1) and updated at any time.

4. Improve the professional level of the operators in this department. While arranging training for each department, the human resources department should pay attention to improving the quality of employees in the department. The manager of human resources department shoulders the responsibility of training, management and work guidance for subordinates. Therefore, the Human Resources Department plans to conduct on-the-job training for all department personnel in 2007 to improve the comprehensive ability of the department.

5, the implementation of departmental planning responsibility system. In 2007, the human resources department partially understood the annual plan of the department. Ensure that each job has a responsible person, completion deadline, completion quality requirements and assessment standards. Do a good job of tracking and feedback, adjust the work plan in time, and constantly improve the working methods to ensure the completion of the annual plan.

Three. Matters needing attention in the implementation plan:

1. The self-construction of the human resources department is related to the success or failure of the group's human resources work, and the success of the human resources work is also related to the long-term development direction and stamina of the enterprise. Therefore, the human resources department focuses on the future development and tries its best to establish this department before the development of the group. Only by pushing ahead with all efforts can we be prepared to meet the strategic needs of the future group's human resources work. People in this department must establish a sense of crisis and do their work conscientiously.

2. The staffing of the Human Resources Department should consider the current development stage of the Group. Merge if you can, merge if you can. There are four temporary posts in the near future, and no more than four people will be guaranteed in 2007.

3. The business training of this department is mainly based on the apprenticeship system. If you have the conditions and time, you can consider going abroad to participate in higher-level human resource management training courses in China.

One of the work plans of the Human Resources Department in 2007:

Recruitment and distribution of human resources

I. Overview of the plan:

In 2007, the human resources recruitment and allocation plan that the human resources department needs to complete is the specific work of the group after adjusting the organizational structure and improving the responsibilities and positions of various departments according to the daily recruitment and allocation of the group and its development. Therefore, as an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the group and the requirements of various departments.

The recruitment and allocation of human resources is not just a few job fairs. The human resources department should recruit talents according to the established organizational structure and the job analysis of each department to meet the operational needs of the group. In other words, it is the allocation principle of human resources to save labor costs as much as possible, make people do their best as much as possible and ensure the efficient operation of the organization. Therefore, in the process of reaching the plan, the human resources department will make necessary analysis and control on the human demand of each department. Considering that the group is currently in the stage of development and transformation, the human resources department will do three things well in personnel recruitment: meet the demand, ensure the reserve and carefully recruit.

Second, the specific implementation plan:

1. Planned recruitment method: directional recruitment, taking into account online recruitment, and looking for suitable personnel according to the development of the Group.

2. Specific recruitment schedule: Keep online recruitment of Galaxy Talent Network and Soucai Talent Network for a long time, and reserve possible talents. According to the demand and the recruitment effect of the website, the meeting temporarily decided to release the recruitment information.

3. In order to standardize the distribution of human resources recruitment, the Human Resources Department drafted the Provisions on the Distribution of Group Personnel Recruitment before April 3 1.

Three. Matters needing attention in the implementation plan:

1. Pay attention to: the choice of interview method; The choice of the interviewer; Drafting interview questions; Fill in the interview form; The image of the interviewer; Feedback of interview results;

2. Improve the existing interview process, increase the written interview process and personality test process, and fully understand the candidates.

Work Plan of Human Resources Department in 2007 (II):

Staff training and development

I. Overview of the plan:

Staff training and development is one of the tasks that the group must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion. Through the training and development of employees, we will further strengthen their work skills, knowledge level, work efficiency and work quality, so as to comprehensively improve the overall talent structure of the group and enhance the comprehensive competitiveness of enterprises. Investment in employee training and development is not a free investment, but a long-term investment with rich returns. In 2007, the Human Resources Department planned to carry out employee training and development in a planned, step-by-step and planned way, which made the Group take the lead in talent training.

Second, the specific implementation plan:

1, according to the overall needs of the group and the training needs of each branch of the group in 2007, prepare the staff training plan of the group in 2007.

2. Take the form of training: invite external lecturers to teach in enterprises; Send those who need training to study outside; Select a group of internal lecturers for internal management and job skills training; Purchase advanced management science VCD, software packages, books and other materials to organize internal training; Strive for rotation training for promising employees; Bring the old with the new; Staff self-training (reading, work summary, etc. ), etc.

3. Planned training content: It depends on the needs of various departments and the development needs of the Group. See the training schedule for the training content.

4. Training schedule: external lecturers teach in the group, while internal lecturers teach, and training is arranged in time according to the development goals of the group. In principle, the VCD teaching or reading club in the organization shall not be less than once a month.

5. The Human Resources Department is fully responsible for hiring all training lecturers and developing training courses.

6. According to the specific situation of training work, the Human Resources Department completed the drafting of the training system of the Group before May 28th, 2007. After the approval of the chairman, it will be distributed to all departments and branches for publicity. Staff training in 2007 will be carried out in strict accordance with the system.

Third, the plan implementation matters needing attention:

1. The Human Resources Department usually pays attention to the research and development of training topics, collects information on lecturers and training courses of well-known consulting and training groups in China in time, and recommends relevant training topic information to relevant departments from time to time according to the needs of groups and departments.

2. Training can't be formalized, but it needs training, assessment and improvement. After returning to China, overseas trainees must summarize the training and communicate the contents, and submit relevant materials to the Human Resources Department. The human resources department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion, salary adjustment and dismissal.

3. When arranging training, the human resources department should first consider the coordination with work to avoid the conflict between busy work and training time. Secondly, it should consider the relationship between key training and general promotion to avoid the phenomenon that one department participates in training repeatedly and other departments have no chance to participate in training. Take the interests and needs of the group as the standard, and comprehensively improve the quality of employees.

The Third Work of Human Resources Department in 2007

Salary management

I. Overview of the plan:

According to the present situation and future development trend of the group, the current salary management system is likely to restrict the construction of the talent team of the group, thus bringing certain influence to the long-term development of the group. Through the human resources department's understanding of the existing salary situation at all levels of the group, it is suggested to establish a scientific and reasonable group salary management system as soon as possible. There are three reasons: first, because the salary of employees within the group has been decided by the top management of the group for a long time, the human resources department lacks the basis for employee salary management, which makes it difficult to introduce talents, and also makes some employees think that the salary depends on the feelings and closeness of the top management of the group, rather than their own work ability, and the human resources department cannot give employees a reasonable explanation; Second, the actual salary of employees in the group is almost kept in a highly confidential state (whether it is like this or not, but many people think so), which leads to the phenomenon of different pay for equal work and blind comparison, which is not conducive to mobilizing the enthusiasm of employees and improving work efficiency. Thirdly, there is no convincing basis for the initial setting and adjustment of employees' salary at present, and the single salary structure is the main reason that affects employees' work enthusiasm.

The Human Resources Department regards group salary management as one of the important plans of the department and even the group in 2007. Based on the principle of "domestic fairness and foreign competitiveness", the Human Resources Department will complete the salary design and salary management standardization of the Group before the end of July 2007.

Two. Specific implementation plan:

1. Before the end of July 2007, the Human Resources Department completed the analysis of the existing salary of the Group, and submitted the draft salary design of the Group in combination with the organizational structure of the Group and the job analysis of each position. That is, the salary level (currently recommended post skill level salary system) and salary structure (basic salary, performance salary, seniority allowance, education allowance, post allowance, technical allowance, special post allowance, year-end bonus, etc.) of employees in the group. ), salary adjustment standards, etc. At the same time, complete the salary survey of the same industry, scale and nature;

2. From May to June, 2007, the Human Resources Department made an investigation according to the salary situation of the same industry in the region and the salary situation of the existing posts of the Group, and submitted the Salary Grade Table of China Coal Group, which was reviewed and revised by the heads of various departments and the general manager of the group branch, and then submitted to the board of directors of the Group for approval;

3. In May 2007, the group salary management system was completed and submitted to the chairman for approval.

4. In order to better motivate senior staff, if conditions permit, the Group Human Resources Department will introduce the annual salary system at the end of 2007.

Three. Matters needing attention in the implementation plan:

1. The reformed salary system and management system should take motivating employees and retaining talents as the starting point. We should fully embody the fair principle of distribution according to work and distribution according to contribution. Therefore, the preliminary work should be solid. Determine the salary of the position and evaluate the position; To determine the skill salary, it is necessary to evaluate personal qualifications; To determine performance pay, it is necessary to evaluate work performance and determine the overall salary level of the group. It is also necessary to evaluate the salary level of the industry in the region, the profitability and payment ability of the group. Every assessment needs a set of procedures and methods, so the design of salary system and the formulation of salary management system are a systematic project. To complete this work, we must have a correct attitude and ensure that the scientific and rational nature of the system can withstand scrutiny and inspection.

2. The purpose of establishing salary management system is to standardize management and improve morale. Therefore, in the process of operation, the human resources department will consider handling individual special circumstances and comprehensively consider the overall impact to avoid affecting the overall morale due to individual circumstances. If individual positions need to hire foreign talents with high salaries, the board of directors generally authorizes the general manager to handle them according to the annual salary system. However, the Human Resources Department suggests that in order to ensure that all employees are not affected by individual exceptions, 50% of the annual salary of exceptions can be managed in the salary management system in the form of monthly salary, and the other 50% can be paid separately by the group. This helps to supervise and evaluate the work of high-paid employees moderately and effectively, and also has a psychological balance for other employees.

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the implementation of the plan:

The salary scale and group salary management system need to be confirmed by the chairman of the group before they can take effect. The final determination of the salary of existing employees needs to be decided by the chairman.

The Fourth Work Plan of Human Resources Department in 2007: Employee Welfare and Incentive

I. Overview of the plan:

Employee welfare policy is one of the tasks to enhance enterprise cohesion, which is matched with salary management. Different from the salary policy, salary is only a reflection of the short-term competition in the human resources market and the relationship between supply and demand of talents, so under the influence of various factors, salary is constantly changing dynamically. The welfare of employees is a long-term commitment of enterprises to employees, and it is also a necessary condition for enterprises to be more attractive. According to the current situation of the Group, in 2007, the Human Resources Department plans to substantially modify the welfare policy of the Group, so that the Group's "people-oriented" business philosophy can be fully reflected and the Group is in a favorable position in talent competition.

Employee motivation is an extension and supplement of welfare policy, and welfare policy is actually only an integral part of employee motivation. Its material incentives become employee benefits when implemented in specific policies, and employee incentives include material incentives and spiritual incentives. Doing a good job in employee motivation will help to fundamentally solve the problems of employees' enthusiasm, initiative, stability, centripetal force, cohesion, loyalty to enterprises and sense of honor. The human resources department must continue to do a good job in motivating employees throughout 2007 to ensure high morale and good working atmosphere within the group.

Second, the specific implementation plan:

1. It is proposed to set up welfare items: employee accommodation allowance, overtime allowance (the above two items are reform and improvement), Man Qin Prize, holiday allowance, social medical insurance, social endowment insurance, housing provident fund (employees who have served for more than three years can enjoy this benefit), employee birthday party, quarterly management dinner, wedding gift, year-end (Spring Festival) gift, etc.

2. Plan to formulate incentive policies: monthly (quarterly) excellent employee selection and commendation, annual excellent employee selection and commendation, establishment of internal promotion and salary adjustment system, employee rationalization proposal (proposal) award, departmental annual team spirit award, and establishment of internal competition mechanism (such as the last elimination mechanism).

3. In the second quarter of 2007 (before June of March1year), the welfare items and incentive policies were formulated in detail and reported to the chairman of the group for approval, and then the publicity was organized.

Since July, the human resources department will strictly follow the established plans, policies and systems. This work is continuous. And conduct employee satisfaction survey within one quarter after operation (before September 30). Feedback the survey information to the group, and adjust and improve the welfare policy and incentive system of the group according to the survey results and the answers of the group leaders.

Three. Matters needing attention in the implementation plan:

Employee benefits and incentives complement each other, and the seriousness of work directly affects employee morale, brain drain rate, enterprise cohesion and attractiveness, the overall talent level of the group, enterprise operation efficiency and the long-term development direction of the group. The human resources department should stand in the long-term interests of the group and do a good job in the welfare and encouragement of employees.

The Fifth Work Plan of Human Resources Department in 2007: Improvement and Operation of Performance Appraisal System

I. Overview of the plan:

In 2007, the Human Resources Department listed this plan as one of the important tasks this year. Its purpose is to achieve the expected effect and the fundamental purpose of performance appraisal by improving the performance appraisal system.

The fundamental purpose of performance appraisal is not to punish employees who fail to fulfill their work targets and duties, but to effectively motivate employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises.

In 2007, the Human Resources Department will establish the performance appraisal management system of the Group, and continue to implement and run it.

Second, the specific implementation plan:

1, before June 3, 20071,complete the revision and writing of the group performance appraisal system and supporting schemes, and submit them to the chairman of the group (or the general manager meeting of the group branch) for deliberation and approval;

2. From the third quarter of 2007, fully implement performance appraisal according to the revised and improved performance appraisal system;

3. The implementation process is a continuous work throughout the year. The standard for the Human Resources Department to complete this work plan is to ensure the establishment of a scientific, reasonable, fair and effective performance appraisal system.

Three. Matters needing attention in the implementation plan:

1, performance appraisal involves the vital interests of all departments and employees, so the human resources department should publicize and dispel doubts about the fundamental significance of performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their plans through performance appraisal.

2. As a new thing in the development of human resources, the performance appraisal system will inevitably encounter some unexpected difficulties and problems during its operation. During the operation, the human resources department will pay attention to the opinions and suggestions of people at all levels and adjust and improve the working methods in time.

3. Performance appraisal itself is a communication work and a process of continuous improvement. The human resources department will pay attention to the vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.

IV. Matters and departments that need support and cooperation in the implementation of this plan:

1. The performance appraisal system, scheme, forms and other texts need to be reviewed by all departments of the group and the chairman.

2. The Group needs to set up a performance appraisal implementation committee to be responsible for the implementation of performance appraisal. It is suggested that the team should have at least one senior leader, and the human resources department, as the specific undertaking department, should undertake the responsibilities of scheme drafting, method formulation, coordination and organization, record verification, summary and statistics, and salary linkage.

The Sixth Work Plan of Human Resources Department in 2007: Personnel Flow and Labor Relations

I. Overview of the plan:

It is one of the basic tasks of human resources department to coordinate the handling of labor relations and reasonably control the turnover rate of enterprises. In the past personnel work, this work was not included in the plan and was not standardized. In 2007, the Human Resources Department will take this work as one of the projects to assess whether the work of this department meets the work quality standards.

Annual plan for personnel flow control: the annual flow of regular employees (excluding those who leave their jobs due to unqualified or unsuitable probation period) shall be controlled within 65,438+00% and guaranteed not to exceed 65,438+05%;

Coordination scheme of labor relations: improve the contract system of the Group, sign supporting confidentiality contracts, honesty contracts and training contracts with some employees of relevant departments in addition to labor contracts, be familiar with labor laws and regulations, and avoid labor relations disputes as much as possible. Try to be a resigned employee without great complaints and regrets. Establish a good image of the group.

Second, the specific implementation plan:

Complete the revision, drafting and improvement of labor contract, confidentiality contract, honesty contract and training contract before June 3, 2007.

2. In 2007, make sure to sign the above contract with every employee involved in relevant work. And strictly in accordance with the contract.

3. In order to effectively control the flow of personnel, only the personnel should be strictly shut down first. In 2007, the Ministry of Human Resources will further standardize the management of talent recruitment. First, strictly examine the qualifications of pre-hired personnel, not only to evaluate personal work ability, but also to comprehensively examine loyalty, integrity qualifications and conduct. Second, all departments that need personnel must be interviewed and audited by the human resources department. No one or department is allowed to recruit personnel or arrange their own work without authorization just by saying hello to the human resources department and going through a procedure. The human resources department will also keep abreast of employees' ideological trends, do a good job of employees' ideological work, and effectively prevent employees' abnormal flow.

Three. Matters needing attention in implementing the plan:

1, the handling of labor relations is a sensitive job, which involves both the overall interests of the enterprise and the vital interests of every employee. The relationship between employers and employees is complementary, with the same interests and the gap of mutual needs, and it is a unified cooperative relationship in contradiction. The human resources department must proceed from the fundamental interests of the group and strive for reasonable and legitimate rights and interests for employees as much as possible. Only by standing in an objective and fair position can we coordinate labor relations. Avoid employee dissatisfaction caused by too much consideration of the interests of the group, and do not harm the interests of the group by accommodating employee requirements.

2. The control of personnel turnover rate should be reasonable. The low turnover rate is not conducive to the adjustment and improvement of the talent structure of the group, to the increase of fresh blood and new talents with different knowledge, work experience and social consciousness from the existing talents of the group, to the formation of an old-fashioned corporate culture and to the reform and development of the group; However, the high turnover rate will easily lead to people's instability, and employees' low loyalty and familiarity with their work will lead to low work efficiency, and the inheritance of corporate culture will not last smoothly. In daily work, the Human Resources Department should always pay attention to the ideological trends of employees, understand the real reasons of every employee who leaves the company, make a good analysis from them, find out the countermeasures, and ensure that the abnormal flow of employees is avoided.

The seventh work plan of the human resources department in 2007: job analysis of each position

I. Overview of the plan:

Post analysis is one of the bases for the group to set up posts, adjust the organizational structure and determine the salary of each post. Through post analysis, we can not only understand the qualifications and work contents of various positions in the group, but also make the work distribution, work connection and workflow design of various departments of the group more accurate, and also help the group to understand the comprehensive work elements of various departments and positions, adjust the organizational structure of the group and various departments in time, and increase or decrease the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

Second, the specific implementation plan:

1. Complete the position analysis plan of the Group before the end of September, 2007, and determine the items and methods of position investigation, such as main work contents, work behaviors and responsibilities, forms, tools and machines that must be used, performance appraisal standards for each work content, working environment and time, all requirements of each position for the person holding the position, and the current salary status of the person holding the position, etc. The human resources department ensures that the scheme is as detailed as possible and the table design is reasonable and effective.

2. In late September 2007, the basic information of job analysis was collected. /kloc-0 At the beginning of 0/0, the Human Resources Department issued a job information questionnaire to every employee in each department of the group; 10+05. 65438+1Complete the draft analysis of intra-group positions before October 30th.

3. On June 5438+065438+ 10, 2007, the Human Resources Department submitted the detailed analysis data of various positions in the group to the chairman of the group, and the department managers of various departments and branches of the group put forward suggestions for revision. After revision, it will be summarized and reported to the chairman of the group for review and filing, which will serve as the basic data for the strategic planning of human resources of the group.

Three. Matters needing attention in the implementation plan:

1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.

2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.

3. It must be noted that the information collected may be limited to the position information in the existing number of employees in the group. However, the group position analysis materials submitted to the board of directors must strictly refer to the group organizational structure to analyze all positions within the structure. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.

4. After the plan is reached, it can be applied to practical work in coordination with the organizational structure of the group, so as to reduce the repetitive work in human resources work. The plan needs the cooperation of all departments of the group, and the human resources department should pay attention to the coordination and communication between all departments.