Appraisal plan for the performance of personnel specialists

Assessment plan for the performance of personnel specialists

Introduction: Performance appraisal is a link in enterprise performance management. It refers to the assessment subject using scientific assessment methods against work goals and performance standards. , the process of evaluating employees' work task completion, employee performance of job responsibilities and employee development, and feeding back the evaluation results to employees. The following is an assessment plan for the performance of personnel specialists compiled by me. Welcome to read!

Personnel Specialist Performance Appraisal Plan

1. Employee Recruitment

Work Standards:

1. Establish relationships with various talent markets and professional talents The website's long-term contact will adjust and select the recruitment market based on work-related injuries and personnel needs.

2. Post the bulletin board at the entrance of the company, arrange recruitment for various industrial zones and introduce internal employees.

3. Choose appropriate recruitment channels based on personnel recruitment needs.

4. Release, screening, preliminary examination and arrangement of re-examination for network personnel recruitment

5. According to the "Personnel Recruitment Plan" submitted by each department, it will be released to the recruitment before 15:00 on the same day website.

6. Update job information on the recruitment website every day, screen the resumes of applicants, and notify those who have been screened for interviews before 17:30 on the same day. The interview time will be arranged according to time conditions.

7. Receive the interviewers who come to the company and fill in the "Employee Entry Application Form" according to the recruitment process

8. Conduct a preliminary test for the interviewers according to the recruitment process, and the person in charge of the department according to the needs Time is arranged for re-examination for first-time candidates.

9. Follow up on interview results and notify registration.

2. Handling employee entry and exit procedures

Handling entry procedures

1. Go through the entry procedures according to the employment department’s consent notice.

2. Check the completeness of the information filled in (employee entry application form) and supplement it.

3. Check whether the documents (ID card, academic certificate, professional qualification certificate, etc.) are complete and authentic, and make copies and store them in the file.

4. Study the "Employee Handbook", and employees will be trained and signed according to the company's regulations when they join the company.

5. Fill out the labor contract in accordance with regulations and submit it to the employee for signature (within one week after entering the factory).

6. Print work badges, apply for time cards and enter employee information into the electronic attendance system.

7. On the same day, save the electronic file based on the information on the resume, and put the resume, copies of certificates, "Labor Contract", and training materials into a file bag for archiving.

8. Keep a copy of the salary table in your portfolio (you will need to make a copy of the salary adjustment slip for later filing).

9. Go through the entry procedures. If you need to go to work that day, the employee can go to work first and hand it over to the department supervisor after completing the procedures.

10. Inform the administrative specialist to prepare meals and separate dormitories.

11. All personnel in machine repair and sheet metal positions must apply for social security on the day they join the company, fill out the "Social Security Increase and Reduction Form" and submit it to the social security specialist at the headquarters for processing.

12. The files of front-line employees should be submitted to the administrative director for signature within one week. The files of management-level employees must be signed by the administrative director before they can take up the job.

13. The Labor Contract must be signed within one week.

3. Resignation procedures

1. During the probation period (15 days required), employees must fill out the "Employee Resignation Application Form" 3 days in advance before resigning, and formal employees must fill out the "Employee Resignation Application Form" one month in advance. Fill out the "Employee Resignation Application Form"; employees cannot fill in the resignation date, and the approving personnel will determine the resignation date and fill in the signature.

2. At the staff level, the department head shall sign the opinion and submit it to the department manager - the vice president for approval.

3. At the supervisory level, the department manager signs the opinion, and the manager submits it to the vice president-general manager for approval.

4. At the manager level, the vice president signs the opinion and submits it to the general manager for approval.

5. Resignation procedures are scheduled every Tuesday and Friday morning from 9:00 to 10:00. It will not be processed at other times. Please sort out the personnel list in advance and make a notification.

6. When an employee’s application for resignation expires and is notified by the Personnel Administration Department, he or she can complete the resignation procedures and fill out the "Resignation Letter", which will be submitted to the Personnel Administration Department after approval according to the procedures.

7. After receiving the employee's "Resignation Letter", the Human Resources and Administration Department is responsible for checking whether the resignation information is complete, and doing the attendance calculation that morning, and deducting employee salary schedules, reward and penalty notes, meal expenses, work clothes, etc. The fee schedule shall be signed by the employee and submitted to the Finance Department, and the employee's contact number shall be written on the resignation form for subsequent work needs.

8. If employees have purchased social insurance, they need to fill in the "Social Security Increase and Decrease Form" to notify the social security specialist of the head office to handle the suspension procedures.

9. The electronic file shall indicate resignation, and the paper file shall be included in the resignation information.

10. Self-resigning personnel need to fill out the "Employee Resignation Application Form", sign it and indicate the reason for resignation, and then submit it to the HR Administration Manager before the release slip can be released.

11. Therefore, the reason for resignation must be asked and signed by the personnel after filling in the true reason for resignation.

12. Cancel the work badge.

IV. Personnel regularization process

1. At the beginning of each month, the list of employees who need to be regularized will be sent to each department.

2. Fill out the "Employee Conversion Form" and submit it to the supervisor for assessment and approval.

3. Understand the growth of personnel in the company.

5. Personnel File Management

1. Check whether new employee files are true and complete.

2. Prepare electronic files based on the employment registration form.

3. Put the files in a portfolio and indicate the content and level signature of the "Employee Entry/Resignation Procedures List".

4. Files are stored neatly and orderly by department, making them easy to find.

5. Ensure that personnel files are complete and that one person has one file.

6. The files of resigned personnel shall be kept for 2 years. Establish resignation folders (by department) and indicate the status of resignation procedures in the "Employee Entry/Resignation Procedures List".

7. After completing the resignation procedures, submit them to the manager for review and signature before transferring them to the resignation database. The resignation information must be kept for 2 years.

6. Labor Contract Management

1. New employees who are to be regularized must fill in the corresponding contract according to the plant and deployment (contract period, job, department, position, location, salary and special matters) and submit it to the employee for signature.

2. The labor contract is signed for 5 years, 6 days and 8 hours, 1,000 yuan/month.

3. Apprentices sign the Apprenticeship Training Agreement.

4. Employees must sign the labor contract within 7 days of joining the company. Those who refuse to sign will be suspended from work. Contract signing is scheduled for every Friday afternoon.

5. Keep files in files.

●Renew the contract

6. Make a list of expired personnel based on employee files.

7. Inform the parties in writing to sign the labor contract one month in advance and issue the "Labor Contract Term Change Agreement".

8. Fill in the corresponding contract (contract period, work, department, position, location, salary and special matters) and submit it to the employee for signature.

9. Keep files in files.

7. Summary of attendance statistics

1. Summarize the attendance of the current month based on employee leave slips and other relevant attendance documents, and send them to personnel in each department for confirmation.

2. Submit the final confirmed departure details together with the salary sheet to the HR Administration Manager for review before the 5th of the following month.

8. Treatment of employee work-related injuries

1. If an employee is injured at work, he should notify the company’s social security specialist as soon as possible and go through the loan procedures as soon as possible. He will be taken to the social security designated hospital by bus (for minor cases, he will be sent to Community medical and health service station).

2. The HR specialist fills out the "Application Form for Work Injury Determination" and submits it to the headquarters within one week at the latest.

3. Those injured at work need to provide 2 copies (ID card, medical record, diagnosis certificate)

4. After completing the procedures, submit them to the social security specialist at the company headquarters to go to the Social Security Bureau for reimbursement procedures .

5. The company fills out the "Accident Report" internally, and the department manager conducts an on-site investigation, determines the cause and responsibility of the accident in the form, and proposes handling opinions and rectification measures. The department manager and the personnel administration manager confirm and sign and submit it to the human resources department. The specialist files it and the HR specialist registers it in the "Work Injury Registration".

9. Office Supplies Management

1. Manage incoming and outgoing accounts in accordance with the "Office Supplies Management Regulations".

2. Each department should fill out the "Office Supplies Requisition Form" and submit the office supplies report for the previous month and the current month's demand form before the 3rd of each month. The requisition forms will be summarized for unified purchase on the 5th.

10. Employee Salary Adjustment

1. The department head fills in the "Employee Salary Adjustment Form" and submits it step by step for approval and signature.

2. Archive.

;