Summary of cadre personnel management

Human resource management implements competition for posts in management innovation, strengthens the survival of the fittest and promotes the optimal allocation of human resources. The following is a summary of cadre personnel management compiled by me for reference only. Welcome to read!

Overview of cadre personnel management (1) 20xx is a year of innovation. Human resource management launched a management innovation competition, strengthened the survival of the fittest, promoted the optimal allocation of human resources, and successfully completed the determination and implementation of institutional reform plans. We have established a competitive mechanism of "those who are capable are superior, those who are mediocre are inferior, and those who are flat are conceded", created a good employment environment, really brought human talents into play, fully brought into play the intelligence and potential of employees, and realized the optimal allocation of human resources.

With the support and help of department managers and colleagues, 20xx personnel management has dutifully completed the annual work plan, and now the work situation is reported as follows:

First, rationally allocate existing human resources and strive to achieve the best allocation.

Assist the manager to reasonably allocate some personnel of the company. According to the company's 20xx annual management organization, we successfully completed the job competition and optimized combination, as well as the recruitment of vacancies and vacant personnel units within the company, properly equipped the maintenance personnel in the operation workshop, and timely and reasonably deployed personnel according to the company's production and operation conditions, ensuring the smooth development of production and operation. This year, various deployment orders were issued to 477 people, including 104 personnel orders and 93 waiting orders.

Two, take the three-level management assessment method, do a good job in the personnel assessment of each unit.

In order to further rationally develop and utilize human resources, actively create a good employment environment, establish a flexible employment mechanism, truly make the best use of people and realize the optimal allocation of human resources, we should focus on making plans, issuing notices and organizing implementation. Adopt three-level evaluation management methods (self-evaluation, mutual evaluation and leadership evaluation), and conduct personal self-evaluation according to four evaluation criteria: ideological and moral character, work ability, work attitude and work performance; After mutual evaluation among employees, the team will review the mutual evaluation; Finally, the final evaluation is summarized by the employee's department, and the comprehensive quality evaluation of the company's employees is carried out according to an orderly procedure. This work was successfully completed with the strong support of all units. Personnel assessment * * * 463 person-times.

Third, do a good job in the 20xx annual hearing.

Focus on the organization, preparation and material preparation of the hearing to ensure the quality of the meeting and achieve the expected management effect. With the strong support and participation of the general manager team, the focus of this work is to prepare documents, questions and other materials, as well as organize meetings. There are 65,438+00 delegates from party member, 8 delegates from League members, 65,438+03 delegates from employees, 65,438+0 delegates from directors, 65,438+0 delegates from supervisors and 9-65,438+02 raters, about 50 people. During the meeting, three senior managers and 265,438+0 staff from various departments and offices made debriefing reports, focusing on the performance of their duties and the completion of the annual production and operation targets. The hearing group put forward more than 70 questions (44 leading groups) and 43 suggestions to the debriefers. All the debriefers answered, and there was no negative coping mood. Among them, the general manager's office, human resources department and raw coal purchasing department were recognized by the participants and praised by the hearing group. Due to the great attention and support of the company leaders, the close cooperation of all parties and the active participation of employees, the hearing was successfully held and achieved the expected results.

Four. Labor contract management

1, focusing on the issuance of the Notice of Renewing the Labor Contract and the signing of the letter of intent.

According to the personnel evaluation results of the company's employees and the labor contract signing intention form, the production, technology and management backbones are managed according to long-term (5-year) contracts, while the production workers and other personnel are managed according to medium-term (3-year) and short-term (1 year) contracts or not, and the labor contract signing intention form is filled in by individuals first; After the department fills in the opinions; Finally, the company determined the intention of labor contract according to the results of employee personnel evaluation and the opinions filled in by the department, and gave it back to me. This work was fully completed, and 596 labor contract intentions were determined, including long-term labor contract intentions 14 1 person-time; Determine the intention of medium-term labor contract 223 times; 226 short-term labor contract intentions were confirmed, and 6 labor contracts were not renewed.

2, completes the labor contract signing period and formalities.

A labor contract is an agreement between a laborer and an employer to establish a labor relationship and clarify the rights and obligations of both parties. In order to make full use of and give full play to the role of labor contracts, we should follow the principles of equality, voluntariness and consensus, and adopt long-term (5-year) contract management for production, technology and management backbones according to the company's personnel assessment results and the letter of intent for signing labor contracts. Take medium-term (3 years), short-term (1 year) contracts or non-renewal management measures for production workers and other staff, and determine the contract life. * * * The labor contract was renewed 554 times, including: ① the long-term contract was renewed 136 times, the medium-term contract was renewed 222 times and the short-term contract was renewed 196 times. ② The contract was not renewed 18 person-times. In view of many problems and difficulties encountered by other employees in the process of contract renewal, the contract text of 1 108 was successfully completed and reviewed at the end of June according to the determined contract period through a lot of work such as discussion and multi-party contact.

(a) to formulate measures for the administration of labor protection articles.

In order to strengthen the distribution, use and management of labor protection articles and improve employees' self-protection ability, the types, distribution standards, scope, use period and management requirements of labor protection articles are stipulated according to the relevant provisions of the Provincial Labor and Social Security Department on the distribution standards of personal labor protection articles for employees and the actual production and operation of the company. Through more than half a year's implementation process and careful understanding of the investigation results, the Management Measures for Labor Protection Articles was revised on the original basis and approved by the general manager. Further standardizing the distribution and use management of labor protection articles and standardizing the distribution procedures of labor protection articles have played a positive role in reducing inventory, improving capital utilization efficiency and providing safe and economic services.

(2), the personnel leave the factory formalities.

Follow the principle of equality, voluntariness and consensus, and do a good job in conversation, confirmation and formalities for job transfer, resignation and non-renewal of labor contracts in a timely manner. At the same time, we have carefully studied the Labor Law, the Regulations on Labor Contract in Shandong Province and the Regulations on Handling Labor Contract Disputes, and handled the procedures of dissolving the labor contract, handing over the files and so on according to different situations, and basically completed the resettlement of personnel. * * * 43 people. In which: non-renewal 18 person-times, retirement 1 person-times; Transferred to Luyang Group Company for 24 times.

(3), to do a good job of personnel files.

1. Do a good job in sorting out, classifying, summarizing and filing all the capital increase tables from 20xx to 20xx, * * sort out more than 2,230 capital increase tables, and hand over17 cadre capital increase table and 30 basic information tables on enterprise female employee management and workers' positions to the talent exchange center for timely sub-packaging of personal files.

2. Do a good job of sorting out personnel files. By summarizing, classifying and sorting by name, all the personnel files of the company will be filed again in a standardized way, so as to be neat and orderly and easy to find. By sorting out the employee files, it is found that Shen and the steam turbine workshop have no files, so inform me in time to find out and implement them; At the same time, more than 200 personal files were found out and put into personal files, which further improved the company's employee files. The company has 553 registered employees, including 432 employee files and 4 files of the talent exchange center1/kloc-0.

(4) Do a good job of visiting retirees.

During the May Day holiday, 50 people were interviewed by retirees. This work conveyed the spirit of the fourth workers' congress, and at the same time made retirees understand the grim situation of the company's coal shortage and great pressure on production and operation, and achieved the purpose of further communication with retirees. At the same time, according to the requirements of the company's leaders, we have done a good job in discussing with the children of retired employees of the company, reaching more than 10.

(five), do a good job in the preparation of talent reserve plan.

After 17 years of development, the personnel management system of thermal power companies has gradually matured, and the human resource reserve has been paid more and more attention by leaders at all levels. Especially in the past two years, due to the large number of personnel flowing, the talent vacancy and technical stall in individual workshops have been caused, and the talent reserve work has been promoted to the strategic level. Talent reserve is conducive to the long-term development planning of enterprises and the sustainable development of enterprises. According to the present situation of the company's human resources composition, combined with the actual situation of the company, the talent reserve plan is completed from the aspects of talent reserve methods and personnel training.

(6), to do a good job in the distribution of labor insurance supplies.

1, do a good job of distributing work clothes.

According to the requirements of the company, review, summarize and submit the plan according to the statistics of each unit, cooperate with the customization and coordinate the material supply department to do a good job of receiving and dispatching, and successfully complete the unified distribution of work clothes. At the same time, according to the actual situation of the company, the uniform work clothes were formulated and implemented from September 1 year.

2. Regularly distribute quarterly labor protection articles.

According to the Measures for the Administration of Labor Protection Articles, the quarterly labor protection plan should be submitted in time, distributed regularly, followed up and investigated, and gradually improved. * * * distribution this year

3. Do a good job in the preparatory work for the unified distribution of safety helmets in 2007.

According to the different meanings of different colors, it is suggested that operators and maintenance personnel issue yellow (on behalf of operators) through investigation and access to relevant materials. Chemists, surveyors, etc. Will be assigned blue (for quality inspectors) and the manager will be assigned red (for managers), which will be reported in writing in the helmet distribution report. After the approval of the general manager, determine the color and quantity of the submitted scheme, and complete the preliminary work of uniformly distributing helmets in 2007.

(seven), to assist in the collection of enterprise development funds.

According to the spirit of the Notice on Paying Enterprise Development Fund issued by the company, draw up a list of payers, issue a notice, and actively do a good job in the collection of enterprise development funds. Through careful publicity, it has promoted the collection of enterprise development funds. At the same time, according to the company's leadership deployment, actively do a good job in the collection of enterprise development funds for some difficult employees. Through talking with employees in difficulty, the collection amount of enterprise development fund was determined, which promoted the collection of enterprise development fund this time. 470 people have been paid, and * * * contributed 3.022 million yuan to the development fund.

(8) Assist in staff training.

1, do a good job in the theoretical examination and practical operation assessment of production personnel in April.

In order to further improve the theoretical knowledge and practical operation level of operation and maintenance personnel, correctly grasp the working conditions of each employee, and thus provide objective basis for employees' rewards and punishments, promotion and adjustment. At the same time, in order to achieve the purpose of fair and just assessment, so that the assessment personnel can truly grasp the knowledge they have learned, reflect the authenticity of the theoretical assessment and actual operation assessment results of the operation and maintenance personnel, and formulate the assessment plan according to the approval of the general manager. The Notice on Organizing Examination and Assessment of Operation and Maintenance Personnel was issued, and the assessment criteria were clarified, so that all units attached great importance to it and earnestly implemented it. At the same time, together with the production technology department, focus on the preparation, invigilation and marking of test papers, so that the examination is objective and fair, and the results have really achieved the expected results. Organize production personnel to take part in theoretical examination and practical operation assessment, reaching 6 1 1 person-time, with a reference rate of 94.2% and a total score of 87.4%(80 points are qualified). Among them: the pass rate of actual operation assessment is 98%; Theoretical examination: the passing rate of safety examination is 93.8%(80 points); The passing rate of professional examination reached 9 1.9%(60 points passed).

2. Organize reading of three textbooks: Implementation, Action Manual and Letter to Garcia.

Further improve the overall quality of company managers and employees? Strengthen the cultivation of management philosophy, professionalism, loyalty, diligence and execution ability, organize training in different times, and count the number of trainees.

3. According to the requirements of the company, do a good job in the selection of boiler business backbones to participate in 130T/H and high-parameter boiler training. In this project, with the cooperation of the production technology department and the boiler workshop, according to the examination results and normal work performance of the boiler workshop staff in April, * * * selected 30 boiler business backbones to participate in 130T/H, and at the same time, in order to achieve the training effect, formulated the Management Regulations for Outgoing Trainers, and successfully completed the outgoing training of high-parameter boilers.

4. Cooperate with the production technology department to do a good job in the training of boiler, turbine, electrical and chemical workshop personnel. With the cooperation of production technology department and workshops, this work has successfully completed two batches of overseas training and study tasks, with 36 trainees. In which: boiler workshop 12 person-times; Steam turbine workshop 12 person-times; Electrical workshop 8 person-times; Chemical workshop 4 person-times.

5. Cooperate with the production technology department to organize safety lectures. On June 24th, the company hired the leaders of the Security Bureau to give the company a lecture on safety knowledge, with 2 10 people giving lectures. Through study, cadres and workers have strengthened their sense of responsibility for production safety and further improved their awareness of safety and self-protection.

(nine), do a good job in occupational disease health examination and various inspections.

This month, we cooperated with the production technology department to organize the production personnel to carry out annual occupational health examination, reaching 128 person-times, including 72 people in the boiler workshop; Steam turbine workshop 19 people; Electrical workshop 10 person; Fuel Workshop 17 people; 9 people in the maintenance workshop; There are 1 person in the laboratory. Pay the medical examination fee 1 1000 yuan to the municipal occupational disease prevention and treatment hospital.

(10), professional and technical personnel

1, do a good job in continuing education of professional and technical personnel for 20xx years. According to the spirit of [20xx] 19 "Notice on Forwarding the Notice of Personnel Bureau on Relevant Issues Concerning Continuing Education of Professional and Technical Personnel in 2005", it is planned to send a notice to organize qualified personnel to register for study. * * * 8 people applied for 20xx years of continuing education and training for professional and technical personnel, and subscribed to 8 textbooks for the protection of professional and technical personnel's rights and interests.

2. Do a good job in investigating the basic situation of high-level talents. According to the spirit of the "Notice on Doing a Good Job in the Investigation of the Basic Situation of High-level Talents in the County" issued by the County Personnel Bureau, the investigation was seriously carried out, and nine people with bachelor degree or above were organized to fill out the form and complete the investigation and reporting task on schedule.

3. Do a good job in the investigation of high-level talents.

This month, according to the spirit of the "Notice on the Investigation of High-level Talents in the County" issued by the Organization Department of the County Party Committee, the investigation work was seriously carried out, and at the same time, two professional and technical personnel at or above the deputy senior level were organized to fill out the form and complete the investigation and declaration task on schedule.

4. Do a good job in self-inspection of vocational qualification certificates.

According to [20xx] No.50 Notice on Carrying out Special Inspection of Vocational Qualification Certificate System, all units are notified to collect vocational qualification certificates and conduct comprehensive self-inspection, and at the same time, the Statistics of Special Inspection of Vocational Qualification Certificates and Registration Form of Persons Obtaining Vocational Qualification Certificates are completed.

(eleven), to assist the trade union to do all the work.

1, to assist the work of the first meeting of the fourth workers' congress.

With the gradual adjustment and improvement of the company's management system, many of the company's original employee representatives have been unable to reflect and represent the wishes of employees to a great extent due to changes in their jobs and positions. In order to further improve the democratic management level of the company and give full play to the role of workers as masters of the country, we assisted in the general election of workers' representatives and the training of new workers' representatives according to the Measures for the Distribution and Selection of Workers' Representative Structure.

2. Assist in various cultural and sports activities.

(1), organize activities to commemorate Women's Day on March 8th. Convene a meeting of newly adjusted women working committee members and women working group leaders to summarize the work in 2003 and the work plan in 2004; Organize female working Committee members, group leaders and logistics women workers to plant 52 trees voluntarily; Organize the health check-ups of the registered married female workers of childbearing age in the company, with 17 1 person and actual check-ups 148 people. Upon the research of the general manager's office meeting, it is decided that 50 yuan will be awarded to each female employee 164 working in each position, totaling 8,200 yuan.

(2), to assist the trade union to carry out the May 1st, May 4th and 11th commemorative activities. Organize basketball and table tennis competitions for employees during May 1st and May 4th; Organize to participate in county table tennis competitions; Organize basketball and table tennis competitions; During the 11th Five-Year Plan period, we organized and participated in basketball and gymnastics competitions. With the strong support of the company's leaders, all the staff played a team spirit of unity, cooperation and courage, and achieved excellent results in basketball and gymnastics competitions.

(3) Prepare for celebrating New Year's Day.

According to the arrangement of the company, cooperate with the office to make preparations for celebrating New Year's Day. Three tasks have been focused on: First, the organization department, personnel bureau and labor bureau jointly organized New Year's Day networking activities to welcome the Spring Festival, which achieved good results and played its due role; The second is to organize four outstanding personnel to participate in the group company's New Year's Day cultural performance, which was well received; The third is to assist in activities such as hanging colorful flags during New Year's Day.

(3) Assist in issuing suits and Mid-Autumn Festival benefits.

On the 20th anniversary of the group company, the suits customized for the employees of the company were delivered on September 6th. Our department assisted the office to distribute all 467 suits to all units while providing the distribution list. At the same time, the Mid-Autumn Festival welfare distribution roster is compiled to assist in the distribution.

(12) Other work

1, do a good job of family planning in the company.

Completed the statistics and reporting of the 20xx-year unemployed only-child parents' bonus payment form (56 person-times), the special population questionnaire (8/kloc-0 person-times), the list of migrants (6 person-times) and the list of migrants (23 person-times). At the same time, complete the monthly report of population and family planning statistics on time.

2. Do a good job in students' Qingdao tourism.

According to the requirements of the group company, organize 13 students to travel to Qingdao. During the period, they actively cooperated with the leaders of the group company to do a good job in guardianship organization, and led 13 students to successfully complete the two-day tour of Qingdao safely.

2. Personnel leaving the factory: 68 person-times, of which 65 resigned (retired), 2 retired, and died 1 person;

3. Labor contract: signed 1 108 copies;

4. Labor discipline: 340 people were found to have violated the rules and regulations.

5. Immediate reward and punishment: notification reward 155 person-times * * * totaling 64 178.26 yuan; 70 person-times were punished * * * totaling 26,320.00 yuan.

Summary of cadre personnel management (II) Three years have passed in a hurry, and the operation of Ricky Electronics Co., Ltd. has also entered the right track. Under the correct leadership of the company's leaders and the joint efforts of all departments of the company, the human resources department has successfully completed various tasks assigned by superiors and company leaders closely around the development goals of the group company. The work of the human resources department is based on the annual human resources management work plan, and is gradually carried out in line with the company's work priorities. The work completed by our department in the past three years is summarized as follows:

First, establish and improve the company's human resource management system.

1. The improvement of the company's organizational structure and the determination of staffing.

In the first year of the company's establishment, the human resources department divided and defined the organizational structure of each department, analyzed and formulated the post setting and staffing of each department, thus initially determined the staffing of the company, and constantly adjusted the staffing of each department according to the actual situation and work priorities, so as to make the staffing and staffing of the company achieve the best allocation and give full play to the roles of various functional departments and employees.

2. Establishment of company management system

We know that strict and standardized management is of great significance to the survival and development of a company, so the human resources department has been committed to establishing a sound internal management system. Specifically, the planning organization has compiled three sets of normative documents for internal basic management-the company's job responsibilities, the company's human resources management system and the company's performance appraisal system.

3. The establishment of personnel management system

The human resources department is committed to establishing and improving the basic management system of the company, but also does not forget to establish its own standardized management system. A new salary system has been established. In order to cooperate with the company's new salary system, a draft performance appraisal system has been formulated and constantly adjusted and improved.

Second, the determination of the number of employees.

After three years of operation, I deeply feel that determining the number of employees is the most important task of the human resources department. The human resources department is a "manager" department. Only by accurately understanding the number of employees in the company can we calculate wages, personal income tax, welfare expenses and other work smoothly. If the number of employees is wrong, it will be useless to do anything next, and it will also bring disastrous losses to the company. However, the company will constantly adjust its production plan with the changes of the market every year, and the production line, direct workers and management personnel are all changing, so the work of determining the number of employees is quite heavy.

Three. Recruitment of company personnel

The first year is a year of rapid development of the company, a year of frequent turnover of personnel and a year of heavy recruitment tasks. This year, the company has many vacant positions, many personnel needs, and the time for employees to arrive at their posts is pressing. The human resources department has spent more time and energy on recruitment.

Fourth, the training work

Staff training is mainly reflected in the extraction of training fees. Because the qualified rate of products and iso are directly related to training, employee training is closely related to production. In order to apply for iso9000, the qualified rate of products produced by the company must reach more than 90%, so training fees should be invested every year to maintain the qualified rate of 90%. However, training will improve the level of employees. After one year of training, the company's original staff level will be improved, and the staff level is too high, which will bring unnecessary salary expenses to the company. At this time, it will be the best choice to lay off high-level employees and hire low-level workers. Therefore, when extracting training expenses, we should also make good compensation for laying off redundant senior workers in the coming year.

Verb (abbreviation of verb) daily personnel management

While completing the above work, our department has given full play to its basic functions and played its due role in standardizing management, wage accounting, handling employee insurance and organizing various activities.

In short, during the three years of the company's market operation, the human resources department adhered to the principle of putting the company's interests first in the case of insufficient manpower, and played a good guiding and exemplary role in various departments.

Of course, in the three years of work, our department also has some shortcomings. Mainly reflected in:

1. On the establishment of the management system, we only had good ideas and did not increase the promotion, resulting in some work not being completed on time;

2. In terms of coordination among various departments, it needs to be strengthened;

3. The division of labor among departments is not clear enough and needs to be followed up;

4. Failure to invest more energy in employee training, resulting in the training work can not be organized systematically.

To sum up, the work of the human resources department in the past three years is quite effective, and as an important member of the company's operation, it has played its due role. We are determined to constantly develop our advantages and experience, improve our shortcomings, and play a greater role and efficiency for the further development of the company.

Summary of personnel management of cadres (II) With the first sound of the New Year bell, a brand-new 20xx year is ushered in. Looking back on 20xx's work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is constantly improving rapidly, and colleagues around us are constantly improving and upgrading, working towards the same goal. The arrival of the new year also brings new and greater challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20xx, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly the biggest booster for colleagues in human resources department. In the past, you may feel a little strange about the term human resources. What is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company.

In the first half of this year, due to the shortage of manpower in the department, some work could not be really carried out, and we have been doing basic work. Since Director Mo took office in the first half of this year, he has sorted out the work of the Human Resources Department, defined everyone's work responsibilities, and made the division of labor more detailed. The work this year is summarized as follows:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

2. Responsible for the management of employees' labor contracts and handling labor employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department.

4. Implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, cigarettes for brand promotion, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

6. Manage sales promotion personnel. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

7. Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers;

8. Help to establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees;

In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company's people-oriented talent concept.

For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

I recommend it carefully.