Three Summaries on the Work of Personnel Commissioner at the End of the Year

To tap all your potential to realize your dreams, work is a stage to display your abilities. So how to write a summary of the work of the HR Commissioner at the end of the year? The following are three sample essays on the summary of the work of the HR Commissioner at the end of the year for your reference.

? Year-end HR Commissioner's Work Summary 1

? Unconsciously, I have been in the company for a whole month. On June 11, 2xx, I was honored to formally join the company and become a new employee in the company. With the help of leaders and colleagues around me, I gradually became familiar with the company, gradually entered my own role, and started a new career in human resources that I loved. Although I haven't made achievements in many aspects in a short month, I have a deep understanding of my work this month. The following will be a small summary of my work since I joined the company.

? I. social security accumulation fund

? Because I haven't had much contact with social security provident fund before, I did have some difficulties at first. From the beginning, I didn't know what is the agreed withdrawal and ordinary withdrawal of provident fund. Now I am not only familiar with it, but also successfully handled the withdrawal of housing provident fund for two employees of the company. During the period, it also summarizes what matters should be paid attention to in the extraction of housing provident fund in different situations, and how to extract the provident fund smoothly. The manpower work is tedious, and the social security accumulation fund module is even more trivial. It requires you not only to be careful, but also to have a strong sense of responsibility and service, and to pay all kinds of insurance and accumulation fund for the employees of the company on a regular basis, because these are related to the vital interests of employees. At the same time, we should always pay attention to the national policies in this regard and take relevant measures to change and update these policies from time to time. For example, the adjustment of provident fund base, the payment of maternity insurance for external rural labor force and so on. Recently, we have successfully checked the insurance payment of the company's employees, and intend to pay all kinds of insurance in time for the new employees.

? Second, the recruitment and selection of new employees

? I should be familiar with and good at this module of manpower recruitment, and I can start it quickly, because after all, I used to do this module. But at the same time, it is somewhat different from the previous recruitment work. In the past, no matter whether it was to go to school to recruit or the applicant took the initiative to find a door to apply, the unit was in the upper hand and was not afraid of not recruiting suitable employees. But now the situation is very different. The current unit is no longer a simple production enterprise, and the recruitment is no longer so simple and extensive. Moreover, it is located in the capital Beijing, an international metropolis, and the recruitment method has changed. The simple and extensive recruitment is gradually replaced by online recruitment. At the same time, because it is in an international metropolis, candidates have more opportunities to choose, so the turnover of personnel is also greater. This has to bring great challenges to recruiters. How to recruit the right employees for the company with the least cost and the quickest way has become a major challenge for human resources. At present, in the month since I joined the company, I have successfully recruited 3 sales assistants and 1 marketing assistant for the company in cooperation with superior leaders.

? The work of manpower is not only these two aspects, but also the work of performance appraisal, personnel training, salary and welfare, etc. Many contents need personnel to do. For the above aspects, I also want to work hard in the future, and my future work will also develop in those areas. Because I found that the company's work in these areas is not perfect, I also need to make continuous efforts. After I am familiar with all aspects of the company as soon as possible, I will improve other aspects as soon as possible and strive to do a good job in all aspects of human resources.

? Iii. future work plan

? (a) training

? The reason why we put training in the first place is that we found that the company has many places to improve in training, and there is no systematic training system and system construction. So I will do the following work in the future:

? 1. Establish a sound training system and form a system, including induction education and training for new employees, departmental training and professional training; For the training of old employees, there are irregular sales skills training and career training. At the same time, select trainers from within the company and select a group of excellent internal personnel as company lecturers to train employees. Once these things are established, the company's rules and regulations will be implemented for a long time.

? 2. If the hiring company of external lecturers wants to develop, it has to go to the outside world, learn more about the outside world, and let employees enrich their knowledge. Organize training once or twice a year,

? 3, the human resources department to develop some courseware, regular training for employees.

? (2) performance appraisal

? I know that the company's sales assistants are divided into five grades and a hierarchical wage system is established, but I feel that this is a bit single, which is not enough to comprehensively assess employees. The hierarchical wage system is not enough to motivate employees. I want to establish another performance appraisal system with the consent of the leaders, and the supervisor of each department will assess their employees, and divide them into four grades according to the number of employees, ranging from to 4, with 5? The wage gap in 1 yuan allows supervisors to grade employees according to their monthly performance. By analogy, the corresponding supervisor is assessed by the department manager. This can motivate employees with more outstanding performance, and at the same time spur those whose work has not improved much.

? The company does not encourage employees to take time off. In order to motivate employees, there should be a monthly attendance award to praise those who have not taken time off within a month. At the same time, it is also regarded as an important basis for the annual evaluation.

? As a logistics service department, we know that serving every employee of the company well is the minimum requirement of human resources department personnel. It will also be the direction of our human resources work to make profits for employees and share worries for enterprises. Balancing the relationship between enterprises and employees is the biggest challenge to human resources work. The development of the company benefits from the continuous progress of the main production and sales department, and at the same time, the functional management department should be paid attention to and improved accordingly, because the company can only stay at a limited level forever if there is only production and sales and there is not enough management ability. I hope that the personnel department will get the attention of the leaders and vigorously carry out various management functions. I will spare no effort to work hard and strive for it. ? Year-end summary of HR Commissioner's work 2

? In the first half of 2xx, under the leadership of the main leaders of the hospital and the director of the department, the general staff of the personnel department mainly completed the following tasks.

? The first half of 2xx is summarized as follows:

? First, the attendance sorting and statistics of the hospital staff from January to June were completed on time, and the salary changes and other documents were filled in in time, ensuring the timely payment of wages and various bonuses of the hospital cadres and workers.

? Second, we have successfully completed the 2xx-year junior and senior professional and technical qualification examination and the 2xx-year professional title foreign language examination. Among them, there are 15 applicants for advanced professional and technical qualification examination, 121 applicants for middle and primary professional and technical qualification examination, and 15 applicants for professional title foreign language examination.

? The third is to complete the follow-up work of the 2xx annual open recruitment and transfer-in procedures.

? Fourth, according to the talent development plan of the hospital, the relevant personnel were sent to participate in the spring graduates' double election held by Lanzhou University, Gansu Provincial Health School and other colleges and universities, and actively introduced urgently needed medical and nursing professionals to the hospital; At the same time, actively contact medical colleges and universities outside the province to recruit professionals with scarce reserves for hospital development.

? Fifth, the annual review of the 2xx-year endowment insurance for employees who are included in the category of hospital personnel agency (dispatch) and the payment of related expenses have been completed.

? Sixth, in accordance with the requirements of the relevant documents of the Provincial Public Institutions Registration Administration, actively prepare for the completion of the annual examination of the hospital's 2xx legal person certificate. And completed the replacement of the organization code certificate of the unit.

? Seventh, the personal information of newly admitted employees and the signing and renewal of labor contracts of more than 4 employed employees in the hospital were completed, and the hospital personnel database was updated and maintained in time. Eighth, * * * completed 24 random post inspections in the afternoon and afternoon, and punished 37 cadres and workers who violated the hospital's labor discipline in previous post inspections, effectively reversing the phenomenon of loose labor discipline of hospital employees for a period of time.

? Work plan for the second half of 2xx:

? First, study and formulate the principles and specific implementation plans of human resources allocation in hospitals and departments as soon as possible, so as to effectively coordinate and revitalize the human resources of the whole hospital.

? Second, in accordance with the requirements of the relevant documents issued by the Provincial People's Social Welfare Department, actively promote the wage reform of hospital employees, and complete the data reporting and later implementation of hospital performance pay.

? Third, do a good job in hospital talent development planning, continue to increase talent introduction and training, and strive to introduce a number of high-end professionals. Strengthen the training of talents in key, brand and characteristic disciplines such as rehabilitation, and establish an effective mechanism for the selection, training and use of academic leaders.

? Fourth, continue to do a good job in the post setting and post appointment of on-the-job employees, rationally match the proportion of posts, and support the business development of departments and hospitals.

? The fifth is to follow up and complete the follow-up procedures for open recruitment personnel and transferred personnel.

? The sixth is to plan and complete the appointment and salary cashing of all kinds of personnel who have obtained the qualifications for higher-level professional and technical positions in the hospital in 2xx.

? Seventh, complete the handover of the personnel agency business of the employees employed by the hospital, cooperate with the personnel agency company finalized by the hospital, and handle the endowment insurance for the employees who have been included in the personnel agency category of the hospital? Five risks? Insurance and other related matters, at the same time, planning on-the-job workers social security insurance and other work.

? Eighth, carry out post and post appointment in depth, and establish and improve the examination, operation and evaluation system for hospital staff, especially health professional and technical personnel's access, promotion and withdrawal.

? Nine is to complete other temporary tasks assigned by the hospital leaders.

? Personnel section

? 2xx June 26th? Year-end summary of HR Commissioner's work 3

? Time flies, time flies, 2xx year has ended and ushered in a new 2xx year. Looking back, the company accompanied me through a very important stage of my life, which made me know a lot. I thank the leaders of the company for their support and care. I would like to express my heartfelt thanks to the leaders of the company! With your help and understanding, I can be more handy in my work, and with your help, I can better complete various tasks. The work in 2xx is summarized as follows:

? I personnel administration and management

? 1. Staff attendance management.

? It is mainly to strictly enforce the system of employees' daily leave, ensure the statistics of attendance data within the specified time every month, do a good job in the daily management of attendance, and provide accurate data for company management. Attendance management is also an important basis for the company to calculate employees' remuneration. Doing well the management of normal attendance, leave, overtime and business trip basically ensures the effective management of attendance, and makes the annual attendance statistics and accounting error-free. Successfully complete the statistical work of attendance.

? 2. Management of employees' entry and exit.

? According to the time and process stipulated by the company, handle the induction of new employees and former employees,

? Matters related to resignation. Establish new employee files in time and store them according to company classification for easy search.

? 3. handle social security and provident fund.

? Pay social security and provident fund for new employees in time to ensure the rights and interests of employees and reduce the risk of employment for the company. Timely stop the social security and provident fund of the resigned employees to reduce losses for the company. Declare and reimburse medical insurance, maternity insurance, industrial injury insurance and other related matters for employees to ensure their own interests. (timely reporting matters related to Fan Wen 'an and Chen Xiangdong's work-related injuries)

? 4. signing and management of employee labor contracts

? According to the requirements of the labor law and the actual situation of the company, the personnel administration department signs labor contracts in time, and all new employees sign labor contracts within one month after joining the company, and the signing rate of labor contracts reaches 1%. Check whether there are any employees in the labor contracts of each branch company on a regular basis every month, draw up a contract renewal opinion form in advance and send it to relevant personnel for review, then draw up the contract after review in strict accordance with company regulations, and sign the contract for the expired employees in time. In 2xx, Chengdu System * * * signed 17 labor contracts (including the labor contracts of new and old employees and various positions). Store and input the labor contracts of each company into the computer respectively, and register and file the contracts in T3.

? 5. procurement matters

? Responsible for purchasing all office supplies, medical supplies, tribute and other items of the company. Apply for purchasing in strict accordance with the company's prescribed procedures, and do everything with the company's interests as the criterion, with good quality and quantity, and try our best to save money for the company.

? 6. Make and deliver all announcements in Chengdu system, edit all kinds of announcement documents in time every Tuesday, and release them in time within T3. Timely sort out the announcement documents and classify them for filing management for relevant personnel to refer to.

? 7. Production of work permit. Make work permits for the employees of each branch, and urge each branch to return the work permits of the employees who have left the company to Chengdu for safekeeping.

? 8. Staff training

? Make a one-month training plan for new employees in the company, draw up the training time for new employees in each department and notify the relevant department heads, distribute the training schedule, and be responsible for personnel training and management training effect test. Supervise the training schedule of each department, coordinate the training time of each department, and gradually improve the training plan.

? 9. Sample management.

? In strict accordance with company regulations, manage the samples on the second and third floors, make loan and return records, ensure the samples are in good condition, and ensure that the objects are consistent with the accounts.

? Second, recruitment matters

? In 2xx, the recruitment of Chengdu system was unified in two major networks: Worry-Free Future and Zhilian. I am responsible for the release, compilation and usual refreshing of all posts in the whole system. Log in to the two websites on time every day to refresh all the positions being recruited, hoping that job seekers can see the recruitment information of our company for the first time. Last year, the whole system * * * posted 7 jobs, and received 934 resumes. The total number of people who went to various companies for interviews was about 5, and the number of successful employees was about 97 (including 44 who had left). And went to Chengdu talent network and 58 cities to do free recruitment pages, but no results were achieved. I hope to strengthen online recruitment and recruit more talents for the company in the coming year

? Iii. 2xx work plan

? In the new year, I will continue to work around the company center, overcome shortcomings and improve methods; Deep investigation