Work report on selecting and employing people

Work report on selecting and employing people

In today's society, reports are used more and more, so we should pay attention to the rationality of logic when writing reports. How should we write the report? The following is the work report of selecting and employing units I compiled for you for your reference, hoping to help friends in need.

Report on the work of selecting and employing people in the unit 1 1. How to understand the problem of selecting and employing people

To evaluate the work of selecting and employing people in a place, the core indicators should be whether the orientation of selecting and employing people is correct, whether the atmosphere of selecting and employing people is clean, and whether the results of selecting and appointing cadres are fair. In short, it is an elected cadre recognized by the masses. If the masses recognize it, the orientation will be good and the atmosphere will be positive. So, what are the criteria for selecting cadres? I think we should grasp the following points: first, we should not "look at the flowers in the fog" when selecting cadres, we should be aboveboard and let everyone know, and we should not let everyone know what rules to use to select cadres; Second, the elected cadres should basically be what everyone expects, and there should not be a few "dark horses" unexpectedly; Third, the elected cadres are not those who are considered to "take the antenna" and find relationships; Fourth, we must not let those who work hard and take responsibility suffer. Fifth, the elected cadres take care of relations in an unbalanced way and consider human relations. To achieve the above points, the key is to compare with the standard rules, with similar cadres, with the reputation of the masses, and with their own feelings. The core is that we must adhere to the following three points:

First, the orientation of employing people should be clear.

Employment standards are closely related to orientation. Who you choose is the weather vane. Combined with studying and understanding the spirit of the speech, I think we should establish the following orientation of selecting and employing people: First, the orientation of appointing people on their merits. That is to say, the selection of cadres should focus on career, put morality first, adhere to principles, and not select cadres on the basis of human relations, regardless of distance, without wearing colored glasses, and without balanced care. The second is to advocate the orientation of efforts. Let the cadres who do not run the road have opportunities for progress, and let those cadres who focus on "building antennas", finding relationships and not working not only benefit, but also get criticism and punishment, encouraging cadres to be pragmatic and practical. The third is to attach importance to grassroots orientation. That is, grassroots work experience, selecting and appointing cadres, pays attention to selecting from the grassroots with difficult conditions and from the tested cadres, so that young cadres can flow to the grassroots. The fourth is the orientation recognized by the masses. The masses have the most say in the selection of cadres. In short, taking the virtue of cadres as the primary criterion for selecting cadres, the elected cadres have better character and will convince everyone. At the same time, in the work of cadres, we should take a clear-cut stand to protect honest cadres, dare to speak for these comrades, dare to support them, let honest cadres have no worries, let go of their hands and feet, and encourage cadres and officers to start businesses.

The second is comprehensive evaluation, giving cadres a "portrait".

The core is to understand and master all aspects of cadres through multiple channels, at multiple levels and at multiple levels, and to get to know people in depth, so as to meet people's thoughts, instead of just paying attention to reading resumes and recommendations. Look at the whole person, "three days to test jade, seven years to argue." We should pay attention to the consistent performance of cadres, and confirm and identify their character, official virtue and political achievements through the "word of mouth" of the masses and social evaluation. Accurately judge people, pay attention to seeing cadres from the details of social work and life, and identify cadres from the evaluation of people around them.

The third is to establish the bottom line thinking and prevent cadres from being promoted with illness.

The wrong use of a cadre is by no means a problem of one person, and it will affect the orientation and atmosphere of employing people in a place. Therefore, I think that selecting cadres should have a bottom line thinking and grasp the "six noes": cadres with no bad records, cadres with bad reputation, cadres with different opinions and disputes, cadres with no problems found, and cadres who have "started from scratch". Only by grasping the above bottom line can we correct the orientation of employing people, establish a good atmosphere and promote career development.

Second, how to choose people.

Choosing a person is a difficult problem, and choosing a good person is even more difficult. In my opinion, the core issue of selecting talents and appointing people is to further expand democracy in the work of cadres and earnestly implement the cadres and the masses' right to know, participate, choose and supervise the selection and appointment work. As an organizational department, we should mainly grasp the following three aspects:

First, we should grasp the situation of cadres thoroughly and clearly, and select them in the usual inspection and assessment.

For the people around us, we can use it with confidence or use it well, and there will be no big problem. This is because we have a clear and comprehensive understanding of the words and deeds of people around us, so we can use it with confidence. The problem now is how to select cadres we don't know, and we have no confidence in using them. Therefore, we need to know cadres in all directions. How to understand cadres, I think it is mainly to see more, listen more, talk more and remember more. I have seen too much, mainly depending on the political attitude, the views of team members and the consistent performance of cadres. Listen more, mainly listen to the reputation of cadres, listen to the doubts of cadres and the masses, listen to the closeness with the boss, and listen to the reflection of cadres and the masses. Special attention should be paid to the discussion among cadres and the masses. Talk more, mainly talk patiently with cadres and the masses, talk anytime and anywhere, talk with work, and understand and master cadres' thoughts. Remember more is to write down your usual understanding of cadres in time. After a long time, you will accumulate all aspects of cadres. At the same time, pay attention to the annual assessment results (you can hear the truth, truth and different opinions that cadres can't hear when they visit), and compare the annual assessment results for several consecutive years to grasp the ranking situation. Boldly use outstanding cadres, analyze the reasons for the cadres who rank lower, and consider them carefully. We should actively explore a new model of cadre inspection and assessment, that is, pre-appointment inspection+annual assessment+peacetime understanding of the "trinity." Pre-appointment inspection focuses on finding problems and highlighting the performance of cadres' "integrity"; The annual assessment focuses on political achievements and highlights the performance of cadres' "political achievements"; At ordinary times, we should pay attention to the public reputation, highlight the performance of cadres' "morality", scientifically design the evaluation points and methods of "honesty", "achievement" and "morality", and enhance the scientific and systematic inspection of cadres.

The second is to organically combine the selection and employment with the promotion of the work of the center, and choose the first line in the work promotion.

At present, the task of reform and development is very heavy. On the one hand, a large number of outstanding cadres in their prime need to participate in promotion. On the other hand, a large number of cadres who want to be, can be and can be officers are eager to have a platform to exercise, show and improve themselves. Combining the selection and employment with the promotion of work can not only promote the implementation of work, but also better discover cadres and establish a clear orientation of employment. Therefore, I believe that we should actively explore ways to find and select cadres in the front line of promoting work, so that the inspection and selection of cadres can be quickly followed up and guaranteed where the central work is deployed and promoted. It is necessary to move the inspection of cadres from indoor to outdoor, to the project construction site, to the front line of attracting investment and maintaining stability, and to form a front-line cadre discovery and selection mechanism, so that a large number of outstanding cadres can be promoted and reused in the entrepreneurial work of officials.

Report 2 on the company's selection and employment work has gone away. Facing the work of XX years, the new job has brought me challenges and expectations. Now sum up the personal work at the end of the year, the gains and losses in the past year, and how to do better next year. I also hope that leaders can help me find and solve problems together. My debriefing is summarized as follows:

First, the results are worthy of recognition:

1。 Dare to innovate, find problems and solve them in time.

In June, it was found that the water meter in the wastewater station was inaccurate. We actively explored, humbly asked for advice and boldly changed the measuring instruments. Facts have proved that our approach is correct. The emission in the first half of the year was 26975m3, and that in the second half was 23320m3, down 16 year-on-year. 2%; Compared with the second quarter, it decreased by 4942m3 in the fourth quarter.

2。 Be conscientious, be conscientious, and make no mistakes.

The waste water station discharged up to the standard throughout the year, and there was no environmental penalty sheet throughout the year, and all environmental inspections passed smoothly. It did not bring any image and economic losses to the company.

3。 Implement the concept and attach importance to safety. There are no safety accidents in the wastewater station all year round.

Second, the existing shortcomings, still need to be improved are:

1。 At present, there are still some defects in the metering method of sewage station and some errors in the flowmeter.

2。 Although there was no environmental penalty sheet, the cod exceeded the standard twice in the first half of the year and was persuaded twice by the Environmental Protection Bureau.

3。 The phenomenon of company wasting water still exists, and personal awareness of environmental protection is not strong, which is very serious in some places.

4。 The reclaimed water produced by making pure water on the roof of one building and two buildings is directly discharged and not used reasonably.

Three, according to the work situation, XX years to make the following improvements:

1。 Actively communicate with Lu Tong Company, and the metering method shall be subject to the flowmeter installed by the Environmental Protection Bureau as far as possible;

2。 Strengthen daily patrol, record daily water quantity, and solve or report problems immediately when found.

3。 Strengthen communication with employees of Lu Tong Company, actively supervise their work, and ensure that they meet the standards in XX years without any administrative punishment and exhortation!

4。 Scientific Outlook on Development, which promotes "energy saving and emission reduction" in the whole company, strengthens the saving concept of workshop cadres and employees, and all employees participate in environmental protection and saving.

5。 It is suggested that the company toilet should be flushed with reclaimed water from the first and second floors.

6。 It is suggested that all faucets in the company should be 4 points in the future. In this way, we can start with the purchase and gradually realize the purpose of comprehensive transformation.

These are my thoughts and practices after I went to waste water treatment to be responsible for environmental protection. There are some shortcomings, which are summarized and presented to the leaders. Please correct me.

Report on the work of selecting and employing people in units III: Resigning the old and welcoming the new. The past 20XX years have been busy and full, and it has also been a year from unfamiliar to familiar. The dribs and drabs of work in the past year have made me learn and grow constantly. The work in 20XX years is summarized as follows:

I. System construction

1) At the beginning of the year, the responsibilities of various departments were sorted out and improved, including administrative personnel, finance, store manager, shopping mall, after-sales and business.

2) Under the leadership of the general manager of the company and in cooperation with the President's Office, the management system of the company was sorted out.

3) Standardized the workflow of the Human Resources Department, and sorted out, revised and formulated 26 kinds of daily use forms for personnel.

4) Under the leadership of the general manager of the company, according to the actual situation of the company, verify the company's staffing and quota.

5) According to the change of company structure, modify the management structure chart of each department.

Second, recruitment and training.

Due to the division of labor within the department, the feast was responsible for recruitment and training at the beginning of the year, and was later dismissed by the company because the feast privately collected the clothing expenses of the sales staff. After taking over the recruitment and training work, she dealt with the problems left over from the early stage of the feast, such as privately promising that the sales staff would refund the clothing expenses in full, and the management of personnel files was chaotic. She sorted out the contents of induction training and organized a recruitment activity in April.

In April, 20XX, Liu Zhen took up his post, transferred to another post to recruit and train, and actively cooperated to make the work smoothly handed over. At the end of 10, Liu Zhen resigned and took over the recruitment work again, sorting out the sales staff information handed over by Liu Zhen, contacting various recruitment companies and headhunting companies, sorting out and selecting the recruitment channels of the company.

165438+ 10 After taking over the recruitment work in October, * * applied for 3xxxxx, and left 1xxxx (including the shop assistants). * * Some 1xxxx merchants asked to hire shop assistants on their behalf, of which xxxx was implemented, and the rest were too demanding of the right people, or no one was willing to go because the treatment offered by the merchants was too low.

Third, evaluation

1) company, designed a 360 evaluation table, involving departments: finance department, general affairs administrative personnel, internship clerk and store manager. I used it at the beginning of the year, but I didn't continue to use it with the constant changes of company structure and management personnel and my workload.

2) According to the requirements of the company's adjustment in April, the performance appraisal forms of various departments were designed, including: vice president, after-sales department, finance department, operation management department I, operation management department II, investment promotion department, marketing department and planning department.

3) In July, sort out the company's performance management system and assessment system, and summarize the indicators again.

4) Generally speaking, the assessment work in 20XX years is not so satisfactory. Practically speaking, the company's performance management system has not really been established, which is related to the overall environment of the company, but my work is not enough, and I will improve it in 2006.

Fourth, the salary.

1) Under the leadership of the company's general manager, revised and improved the company's salary structure table;

2) Adjust the overall salary of the company in April, and adjust the basic salary of employees. The salary of the whole company is 10000 yuan for the whole year, and the bonus is calculated in proportion according to the sales situation of the company;

3) The bonus scheme of each department has been adjusted, and the bonus scheme is constantly revised with the change of the management department of the company's deputy general manager. For example, the after-sales department plan was revised from April to 65438+February. And there is a lot of calculation work for each modification.

4) Review the monthly reports submitted by each department, conduct salary accounting and analyze the salary proportion of each department.

5) 5) In the aspect of salary management, 20xx only did simple accounting and analysis, but failed to control the process, which didn't really play the role of providing decision-making basis for the company's decision makers. It will be improved in 2006.

Verb (short for verb) Other jobs

1) In the erp system, a "personnel management system" is designed and added, including the basic information, training and changes of personnel. , and daily maintenance work, including: employee file entry, employment confirmation entry, resignation entry, change, training entry, etc.

2) Cleaning of daily personnel files.

3) Communicate with all departments, including coordinating shopping malls and other departments to collect employees' clothing expenses and deal with business relations.

4) Handling of daily labor disputes within the company.

Report on the company's selection and employment work. Thank the company for providing me with a lot of space and a good platform. It is precisely because of this that I feel my own shortcomings. I am also constantly learning to keep up with the progress of the company. Through one year's work, with the in-depth understanding of the company and my own growth, I made the following plans for the 20xx work of the Human Resources Department:

I. System construction

Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.

Second, in terms of recruitment.

At the beginning of the year, make the company's staffing and quota, clean up the overstaffed department staff, reduce staff and increase efficiency. The work is finished.

After completion, the personnel department should control all departments in strict accordance with the department's preparation and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.

Third, training.

1) in order to cooperate with the development of performance management, it is planned to train employees above the director level in June or February 2006. To sum up the reasons for the poor performance appraisal in 20XX, the managers of most departments in the company don't understand performance management. Without their cooperation, the appraisal is empty talk. At present, the teaching plan is being compiled and will be reported to teacher Lin years ago.

2) Make an annual survey on the training willingness of middle managers years ago, arrange the trainees according to the needs of managers and the actual situation of the company, and make clear the training purpose of the trainees before training. The personnel department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can really achieve results.

3) After attending the training course, the company's trainers must come up with training and teaching plans and schemes within 3 days, and conduct internal training for different personnel in different courses to ensure the improvement of the company's comprehensive level. The personnel department is responsible for investigating the training feedback and truthfully giving it back.

4) 16 can organize middle-level companies to participate in some outdoor development training, and exercise and strengthen the team consciousness of middle-level companies through outdoor activities.

5) The company can establish an employee echelon by sending employees to participate in training. When the department manager goes out for training, he appoints an assistant to handle daily affairs, which can not only exercise the ability of employees, but also improve their enthusiasm and gradually reserve talents for the development of the company.

Fourth, evaluation

The evaluation is linked to the company's business objectives and extends from the general manager level to the next level. The deputy general manager signs a quarterly target responsibility letter with the superior, and the supervisor signs a monthly target responsibility letter with the superior, covering business indicators, cost indicators, phased task indicators, etc. , and sign one by one according to the actual situation of each department.

After the assessment period, the financial department will provide data, and the personnel department will implement the assessment, control the process, feedback the assessment to the company's top management in time, coach all departments to conduct performance interviews, find out problems, and help all departments to realize communication, so as to facilitate the development of the next work and clarify the next work objectives, thus promoting the completion of the company's overall goals.

Verb (short for verb) pay.

It is planned to implement the functional salary system in 20XX, which will adjust the enthusiasm of employees and enhance the cohesion of the company. The specific salary design scheme needs to be improved, but it will be strictly controlled according to the company's budget, and the total monthly salary will be scientifically analyzed to achieve management before and during the event.

The above is the summary of the work in 20XX and the prospect of the work in 20XX. I believe I can give full play to my advantages and potential in the new year's work and raise personnel management to a new level!

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