Selected as a 1500-word model essay on work summary of human resources department.

It will pass, tomorrow is another brand-new day, and our previous work has come to an end. It's time to make a summary and look at our work. Summary is a comprehensive and systematic summary of a period of study, work or its completion, which can help us understand our own shortcomings objectively. What parts does a good job summary include? I deliberately took the time to collect and write a model essay on the work summary of the human resources department for your reference. Please collect and share.

According to the work summary of the Human Resources Department (65,438+0.2xx), the real estate closely focuses on the work requirements of the Group's human resources management, earnestly fulfills all the responsibilities entrusted by the Group, works hard in unity, strives for truth from facts, develops and innovates, and successfully completes all the tasks of thermal resources management. The development of personnel work this year is summarized as follows.

First, seriously implement the staffing plan formulated by the group company.

Ensure that the personnel of the real estate company seriously implement the staffing plan formulated by the group company, and ensure that the personnel of the real estate company are in place and not overstaffed. The number of personnel is fixed and there is no overstaffing. According to the overall deployment arrangement of the group, the overall software and hardware of the group company were upgraded in 2xx. As a real estate development company that undertakes the task of hardware construction, under the circumstances of tight time and heavy tasks, it has always insisted on recruiting people with the approval of the human resources department of the group, and there is no phenomenon of overstaffing.

Two, adhere to the strict implementation of the salary system step by step examination and approval system.

Adhere to the strict implementation of the salary system step by step examination and approval system. Since 2xx, due to the influence of the whole national economic environment, the talent markets in Zhengzhou and Fan Wei, xinzheng city have undergone obvious changes, and the wages of experienced and educated personnel are constantly changing. Especially in recent years, the situation of real estate market is excellent, which has brought the upsurge of real estate market development, and also contributed to the increasing status of real estate development and construction technicians, followed by the rapid growth of experienced technicians' salaries. Under such environmental conditions, our real estate company still insists on paying salaries according to the old salary system, and keeps talents while doing a good job in ideological and political work of employees, without violating the examination and approval system of salary management system.

Third, do everything possible to attract talents and retain practical talents.

Try your best to recruit talents and retain practical talents. Due to the particularity of real estate development industry, the instability of engineering construction technicians is determined. In the current tight employment environment, engineers and technicians often choose higher-paying units for employment. At present, our salary system was formulated in 20xx, which is no longer suitable for the current market and environmental needs. However, under the premise of revising and formulating a new salary system, our real estate company, with the strong support and cooperation of Tang Zong and the Group's human resources department, launched all-round photo engineering and technical personnel by mobilizing people around us, aerial photography and online recruitment. We also improved the recruitment procedures and methods, and moved the job fair to the construction site, which not only saved high-level time, but also gave candidates an opportunity to understand and deepen their impression of the company, and the effect was good. Since the second half of the year, * * * has organized more than 20 on-site job fairs, recruiting 2 engineers and employees 1 person; More than 10 civil engineers, 2 hydropower engineers, 2 migrant workers administrators,/kloc-0 forklift drivers and 4 sales representatives were recruited, which provided talent support for the smooth progress of the company's work.

Four, establish and improve the training system and plan, improve the overall quality of employees.

Establish and improve the training system and improve the overall quality of employees in a planned way. According to the arrangement of the Group's Human Resources Department, we attended various trainings organized by the Human Resources Department on time in 2xx, and completed various training tasks as scheduled. In the internal personnel management of each department, we insist and require all departments to do a good job in professional skills and post learning and training at the same time. Especially for new employees and department heads, constantly strengthen business training, so that they can enter the work role faster and improve their business skills. During the study and training in Peking University, the three of us were lucky enough to be sent by the board of directors to study in Peking University. Although the task of building the North District in 2xx was heavy, we also tried our best to take time out to participate in the training and study of Peking University, and gained a lot. Staff training is not only the personal goal pursued by employees, but also the welfare that employees dream of, and it is also the unshirkable responsibility and obligation of enterprises. Giving employees room and opportunities for growth is an important embodiment for enterprises to tap their potential and meet their needs. Therefore, we will pay more attention to learning and training in our future work.

Five, strictly implement the personnel management system, driven by performance and managed by the system.

Strictly implement various personnel management systems, promote promotion with performance, and manage people with systems. In the daily human resource management and operation management, we insist on managing people by system, and hold the general manager's office meeting every month to arrange the monthly work. Every week, the monthly plan is refined into a weekly work arrangement, which is included in the weekly and monthly performance appraisal. Can't finish the work on time, in strict accordance with the performance appraisal method points. At the same time, we also improved the rules and regulations such as personnel recruitment procedures, which greatly promoted the product enthusiasm and initiative of employees and ensured the smooth progress of the work. According to the requirements of the company, we introduce performance mechanism into the salary system, and use performance appraisal and salary to motivate people. Every month, 50% of all employees in the company will be included in the performance, and rewards will be linked to the effect. Quality, safety and work completion will be included in the assessment content, encouraging employees to actively create value, which can better reflect the distribution principle of more work, encouraging employees to respect their posts and love their work, actively completing various tasks, and promoting the healthy, harmonious and rapid development of the company.

The attention of intransitive verb leaders and the support of all brother units are the prerequisites for successfully completing all the work.

The attention of leaders and the support of brother units are the prerequisites for successfully completing all the work. Paying attention to support is the prerequisite for the smooth completion of all work. Personnel management is a comprehensive and policy work, and it is also a transactional and service work. It is inevitable that new situations and problems will appear in the work. Due to the strong support and attention of Tang Zong, Minister of Human Resources, and the company, and often give timely guidance to the real estate work, the understanding and support of all the brother units for the real estate work is the premise and guarantee for the smooth development of our work. In 20xx, the task of real estate companies is still arduous. It is necessary to closely focus on the overall development of the board of directors and the group company, strictly implement the personnel management systems of the group company, carefully verify the staffing for the new year, do a good job in employee training and learning, improve the performance appraisal mechanism for the new year, and regard human resources as the core resources of the enterprise. We must conscientiously do the daily work of every link, do it well, help the company improve cohesion and create greater value for the company.

February 20 * * is an "innovation year" for Chinalco, and it is also a year for Henan Branch to achieve great leap-forward development. According to the arrangement and requirements of the superior company, the new leadership team of * * Mine brainstormed and sized up the situation, and formulated the working idea of "seeking truth from facts, pioneering and innovating, and realizing the sustained and stable development of * * Mine". Under the guidance of this idea, Qi Xin, the mine's various departments, made concerted efforts, and the amount of ore purchased and supplied reached a new high, making unprecedented achievements for the construction of * * mine. Under the correct leadership of the Mining Department of the Mine Party Committee, the Human Resources Department has strengthened the management and allocation of human resources in our mine, conscientiously done a good job in human resources development and staff training, and the performance appraisal and distribution mechanism has also reached a new level, further improving the management level of human resources in our mine, providing a solid talent and system guarantee for the successful completion of various production and operation tasks in our mine in xx years. Looking back on xx years, the Human Resources Department has mainly done the following work:

First, continue to do a good job in the training and appraisal of employees' vocational skills.

According to the deployment of two-level companies on vocational skill appraisal, combined with the technical status of employees in our mine and the requirements of sustainable development in xx mine, our mine strengthened the vocational skill appraisal in XX year, broadened the scope of work, encouraged employees to voluntarily participate in special training and technical appraisal, and realized multiple certificates for one post. This year, * * * arranged for 220 employees of 24 jobs to participate in skills training and appraisal.

Due to the heavy production task of our mine this year, in order not to affect the normal production of all units, the Human Resources Department carefully organizes the strength, makes full use of Sunday nights and shift hours to organize training, insists on improving the working ability of employees as the core, and puts the pertinence, practicality and effectiveness of training in the first place. At the same time, it combines skill appraisal training with on-the-job training to carry out various training work, so that employees have strong adaptability, creativity and innovation. After two months' training, 220 employees of 24 jobs who participated in skill appraisal passed the theoretical and practical examinations in Luoyang Vocational Skills Appraisal Institute, and all of them obtained the corresponding vocational qualification certificates issued by the national labor department (junior workers 5 1, intermediate workers 3 1, senior workers 140). The excellent mining style of strict organization, careful training and practical results has been affirmed and praised by Luoyang Vocational Skills Appraisal Bureau, and the leaders of human resources management departments of the two companies have also given high praise.

II. Cooperate with the "Three System Reforms" of Henan Branch

Completed the job investigation and job description of 0/55 jobs (types of work) in the whole mine. It lasted for three months. Since its overseas listing, Chinalco has been determined to reform and strengthen its management under the guidance of the enterprise spirit of "making great efforts, pioneering and innovating, and striving for strength" and achieved good results. It is urgent to establish a human resource management system that adapts to international competition, establish employees' awareness of crisis, hardship, reform and innovation, enhance the company's core competitiveness, reform the existing personnel management system and operation mechanism, and build a new human resource management system that meets the development requirements of modern enterprises. Based on the above situation, from the strategic height of sustainable development, according to the Guiding Opinions of China Aluminum Company on Building a Human Resource Management System and the requirements of xx "Innovation Year", the company issued the Implementation Measures of Chinalco on the Reform of Staff Allocation and Salary Distribution System to establish and improve the human resource management system and further improve the company's human resource management system.

According to the deployment of two-tier companies, since March, the human resources department has done a good job in the ideological work of employees by broadcasting, holding special meetings, printing and distributing the Guiding Opinions of China Aluminum Company on Building a Human Resource Management System, and the Implementation Measures of China Aluminum Co., Ltd. on the Reform of Staff Allocation and Salary Distribution System to Establish and Improve a Human Resource Management System. To preach the purpose and significance of "three system reforms" and job analysis to employees, and gain their understanding, trust and cooperation. At the same time, two employees with advanced concepts and excellent management were sent to Henan Company for job analysis training. After the training, according to the company's time and process requirements, the human resources department set up a small post investigation and analysis team leader in * * Mine, held several special meetings, and formulated various measures and methods to ensure the smooth development of this work. At the same time, more than 20 team members were divided into 4 groups and went deep into 3 workshops and government offices for post investigation and analysis. Through on-site face-to-face interviews with employees and section chiefs (squad leaders) and questionnaire surveys, combined with data analysis, on-site observation, key events, work diaries, group discussions and other methods, all kinds of data and materials of various positions were collected extensively and deeply. After extensive discussions, the post analysis questionnaire of XX Mine was initially formed. On this basis, the members of each group overcame the difficulties of tight time, heavy tasks and incomprehension, worked overtime, solicited opinions and discussions from all sides, and read the draft several times. After more than two months, it finally formed the job descriptions of XX mine management post, professional and technical post, production operation post 155 post, and successfully completed the tasks assigned by the superior company, led by Henan Branch and mining company.

Third, conduct a general survey of the comprehensive quality of personnel in various positions in our mine.

According to the company's human resource development strategic plan, the purpose of constructing a new human resource management system is to stimulate and develop the potential of employees to the maximum extent, promote the comprehensive transformation from traditional personnel management to modern human resource management, and give full play to the four core functions of modern enterprise human resource management: selecting people, educating people, employing people and retaining people. To realize the function of "selecting, educating, using and staying" in modern human resource management, the first task is to have a clear understanding of the current situation of human resources in enterprises, so it is necessary to conduct a thorough analysis of the comprehensive quality of employees in various positions in our mine. Compared with post investigation and analysis, post analysis is aimed at posts rather than people; The general survey of employees' comprehensive quality is aimed at people rather than posts, and its purpose is to truly understand the comprehensive quality of employees in various posts (jobs) in our mine, including post operation ability, technical learning and improvement ability, management ability and so on. , so as to prepare for the future "selection, education, use and stay". In order to ensure the accuracy of the general survey of employees' comprehensive ability, the Human Resources Department has designed and carefully arranged 1600 questionnaires of employees' comprehensive ability information. The contents of the questionnaires are divided into seven items, ranging from the technical level of employees' own jobs, the technical level of other types of work, management ability, ability to get along with others, language expression ability and writing expression ability to technical learning and improvement ability.

The procedure of this investigation is:

1. First, employees fill in the questionnaire truthfully and grade themselves.

2, by each unit section chief (monitor) of this section (team) employees according to their actual ability to score.

3. The leaders of each unit will grade the employees according to their actual abilities.

4. Finally, the human resources department summarizes and forms the final comprehensive ability information base of employees in each position of XX Mine. The formation of employee comprehensive ability information database provides a guarantee for the "selection, use, education and retention" of human resources allocation in our mine in the future.

Model essay 3 (1) on the work summary of the human resources department improves the performance indicators of each post and establishes a two-level performance appraisal system. Improve the use of performance results and performance improvement mechanism.

(II) Analyze the functions of each functional post and post of the company, and improve the job description in time.

(3) Strengthen the training of employees' post knowledge, skills, quality and execution, the training of managers' management concepts and methods, and increase the development of internal talents.

(four) to ensure the timeliness and accuracy of social security and provident fund declaration and suspension.

(five) to ensure the timely update of personnel basic information such as employment, resignation and transfer, and to keep the information timely and effective.

(6) Strengthen the management, training and communication of personnel commissioners of various project companies to ensure the high quality and high efficiency of personnel work.

In the new year, I will strictly follow the instructions of the company leaders, keep up with the development pace of the company on the basis of doing my daily work, study hard, improve my professional skills and improve my professional quality. We will actively implement the corporate philosophy of "honesty, cooperation, innovation and development" and strengthen the concepts and methods of active learning and innovation. I firmly believe that with the joint efforts of company leaders and all employees, our tomorrow will be better.

I was assigned to work in the human resources department of X Co., Ltd. in X year, engaged in the work of pension, unemployment, medical insurance statistics management and labor contract signing, and mainly engaged in labor wage management and employee performance appraisal. I will summarize my professional and technical work since I joined the work as follows:

Summary of the work of the Human Resources Department In the past 4-20xx years, under the correct leadership of xx Company, various tasks of xx Company have made great progress and achieved good results in human resource management and implementation.

I. Review of Human Resources Work in 20xx

1. Reasonably reserve professionals and optimize the combination of human factors.

According to the actual business needs, after April this year, xx publicly collected the information of four professionals from the society. Reserve human resources for project development.

With the continuous development of the project, by June this year165438+1October, the original "four departments and one room" (finance, operation, development, security and office) was formally compiled as "five departments and one room". That is, the newly established project development department. While tapping its own strength, it also cooperated with xx Company to introduce two new professionals, which not only ensured the project to advance as scheduled, but also strengthened the close cooperation and benign operation with various functional departments.

Therefore, based on the principle of "making the best use of talents", we deeply tap the strength of internal professionals, advocate the development of employees in the direction of "multi-function", and advocate managers to actively use the means of "multi-function and clear priorities" to intensively match the management scope and management level, aiming at reducing labor costs and achieving the goal of "low cost and high efficiency".

2. Continuously improve the performance appraisal mechanism.

Since the "Management Measures for Employee Performance Appraisal" was formally formulated in 20xx, the company has achieved good results year by year. Especially this year, while observing the performance management regulations of xx Company, we added the "week-old system" assessment method on the basis of the original performance assessment process. That is, through the assessment method of "weekly distribution, weekly implementation and next week's assessment", it will eventually enter the year-end general evaluation, effectively linking "performance-benefit-personal income" quantitatively, so that the economic benefits of enterprises can be organically combined with the employee incentive mechanism. This kind of assessment operation is based on the weekly assessment and performance and effect completion of the department, which effectively stimulates the sense of responsibility and enthusiasm of employees and ensures that the company is "everyone is responsible, everything is implemented and everything is effective".

3. Formulate a reasonable salary management system.

This year is a difficult year for xx. Faced with industrial upgrading and project development, the change of business customer flow leads to unstable enterprise benefits. However, in order to stabilize the team and continue to operate, by July this year, we implemented the reform of "wage adjustment plan" according to the relevant requirements of our superiors. That is, focus on selecting key and intelligent positions and increase the salary range (about x% last week). And before the introduction of the adjustment plan, we have drawn up the relevant implementation process, aiming at ensuring the smooth and orderly implementation under the premise of raising wages.

Through the reasonable reform of the wage system, we can further objectively reflect the labor value of employees and lay a solid foundation for stabilizing the workforce and creating a harmonious atmosphere.

4. Protect employees' rights and interests for 20xx years according to law. Xx strictly abides by the Interim Measures for the Administration of Enterprise Annuity and the Measures for the Administration of Housing Provident Fund, and at the same time, closely links employee welfare, social insurance and housing provident fund with the economic benefits of enterprises in an orderly manner.

Throughout the year, * * * bought benefits for employees and paid social insurance for employees. At the same time, with the promulgation of the Minimum Wage Regulation of X City, the company also adjusted the social security payment base of workers and paid all the insurance.

From May 20xx, all employee housing provident funds will be paid. Moreover, the payment base and proportion (x% of all employees) strictly implement the relevant regulations of higher authorities while referring to the benefits of enterprises.

5. Strengthen professional skills training and improve the comprehensive quality of employees.

In order to achieve the goal of "benefit from management and advance by skills", the company has made great efforts to train its employees in professional skills in 20xx years. To this end, the company and grass-roots trade unions invested nearly X million yuan and organized security guards, car controllers, volunteer firefighters, security guards, hotel waiters and so on. In batches, and participated in the training courses organized by the government or functional departments, to achieve the goal of "learning something, mastering a skill, and working with certificates". At the same time, they adopted the training measures of "please come in to teach and go out to study" and hired tourism guides and fire experts. Through the combination of theory and practice, the company's safe production and benign operation have been effectively promoted.

At the same time, the company also sent other functional personnel to study and inspect advanced logistics enterprises in other places. According to statistics, the company's on-the-job staff training rate reached more than 82%, the qualified rate reached 100%, and the excellent rate reached more than 9 1%, which achieved good practical results.

6. Improve employment procedures and standardize employment contracts.

With the introduction of the minimum wage standard in X city, combined with the actual operation of the company, this year, the fixed-term labor contract was comprehensively cleaned up and special statistics were made.

Therefore, under the premise of ensuring the completeness of labor service procedures and realizing the rationalization of labor service management, we implemented the Detailed Rules for Labor Service Management in the form of "special person in charge". The purpose is to reasonably agree on the term of labor and employment in the early stage of project development and save the cost of human resources for enterprises.

Over the past year, xx has focused on the above work in human resource management. Of course, more advanced, more reasonable and more applicable working methods need to be continuously studied, explored and innovated in future work practice in order to gradually improve the comprehensive management level of enterprises.

Second, the 20xx human resources work plan

20xx is a crucial year for xx to implement "industrial upgrading and project development". Therefore, human resource management is bound to face pressure and difficulties. In order to further improve the comprehensive management ability of enterprises, human resource management must do the following:

First, further standardize the cost management of human resources. Next year, the key point is that the salary scheme and performance appraisal method need to be further tested and improved in practice. We should constantly learn and absorb advanced market experience, including salary incentives and performance appraisal methods, follow the principle of "giving priority to efficiency, giving consideration to fairness, and distributing according to work" in combination with actual operation, and work out a reasonable salary scheme and performance appraisal method through two assessment lines of "management" and "performance appraisal method", and gradually form a human resource management pattern of "seeking benefits from management".

Second, further optimize the combination and allocation of human resources elements. Give full play to people's talents, organically combine majors with posts, organically combine skills with competition, and organically combine contributions with returns, so as to truly realize the rationalization and scientificity of human resource management.

Third, further improve the business assessment system. Next year, the company will vigorously promote and deepen the experience of this measure, and strive to achieve a comparative assessment of personal performance and departmental effectiveness under the premise of implementing the "weekly, monthly and annual general evaluation" of the department; Comparative evaluation of personal contribution and enterprise management; Comparative evaluation of personal performance and economic benefits; Do "reward the excellent and punish the poor, and discard the waste appropriately".

Fourth, strengthen enterprise salary management and employee welfare management. The company will improve the salary management system and welfare management rules, and ensure that the economic income and living welfare of employees are guaranteed and improved on the premise of ensuring the improvement of economic benefits.

Fifth, continue to strengthen the professional skills training of employees. The company will make the training plan step by step according to the actual business needs, so as to be planned, step by step, arranged and effective, and truly realize "small investment, big return", "fine skills and good results".

Sixth, strictly control fixed-term labor contracts. The recruitment, employment and post procedures shall be legal and complete, the temporary files of laborers shall be standardized and reasonable, and the employment period of laborers shall be strictly controlled. Fully tap the potential advantages of human resources in the market, and provide guarantee for the business development and overall management of enterprises.

Seventh, adhere to the deployment of human resources management by superior departments and xx. Further improve other tasks of instruction uploading and issuing.