Business progress of human resources bureau

The first stage of familiarization (two weeks)

1. Understand the company's strategic objectives.

2. Understand the work objectives of the department and the requirements of the top management of the company for the department.

3. Be familiar with the factory environment

4. Get to know the main managers and work-related colleagues of each department.

5. Understand the situation and work development of your subordinates.

6. Understand and evaluate the current situation of human resource management.

A) the handling process of various personnel affairs

B) Introduce talents and establish recruitment channels for ordinary posts.

C) Employment and retention policies and practices

D) Construction and operation of education and training system

E) human resource base and value-added construction

F) Practicality and implementation of various rules and regulations

G) corporate culture construction and publicity

7. Be familiar with and evaluate the current situation of logistics management.

A) canteen management

B) dormitory management

C) keep clean and green.

D) recreational facilities

E) industrial safety and security work

F) vehicle management

G) management of infrastructure, materials and equipment

H) document and information security management

The second stage general evaluation analysis (one week)

1. master the first stage of sorting and classification.

2. Evaluate the problems and shortcomings of each module and each link.

3. Analyze the root of the problem and the specific situation of the deficiency.

The third stage is to formulate rectification measures and specific work implementation plans (one week).

1. According to the work in the second stage, find a breakthrough to solve problems, gaps and achieve rapid improvement.

2. Formulate rectification measures and plans item by item.

3. Turn measures and plans into specific work plans that can be executed and easily implemented.

4. Plan the work functions, division of labor and manpower allocation of this department.

5. Reorganize the work of all departments and implement the work plan according to the division of labor.

* Track and supervise the progress and accuracy of each work.

Please give us more guidance!

According to this year's work situation and existing shortcomings, combined with the company's current development situation and future trends, the administrative personnel department plans to carry out the work in 2008 from 1 1:

1. Cooperate with the company to further improve the organizational structure of the company and ensure that the company's operations operate within the existing organizational structure.

2. According to the changes of the company's organizational structure and personnel positions, improve the job analysis of each position of the company, and provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete the daily recruitment and deployment of human resources, and do a good job in the deployment of human resources on the premise of considering human costs;

4. According to the requirements of the new labor law, improve the salary structure of employees and reduce the cost of human resource management;

5. On the basis of the existing performance appraisal system, KPI appraisal system is introduced to make the performance appraisal system more perfect, thus improving the authority and effectiveness of performance appraisal.

6. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.

7, completes the personnel turnover rate control and labor relations, dispute prediction and processing. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

8. Carry forward excellent corporate culture and corporate tradition, infect people with excellent culture, cultivate employees' sense of ownership and dedication, and enhance corporate cohesion.

9. Strengthen the institutionalization, revise the existing system according to the implementation of the new labor law, and formulate a new management system according to the company's development.

10, department's own construction.

1 1. Strengthen cost control and reduce administrative costs.

Precautions:

1, human resources work is a systematic project. It can't be done overnight, so the administrative personnel department should follow the principle of step by step when designing and formulating annual goals. If you blindly pursue speed, you can't guarantee the quality of the goal.

2, human resources work for a growing company, is a very important basic work, at the same time also need the company up and down in Qi Xin, all departments cooperate with * * * to do a lot of projects, therefore, it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it.

3. This work objective is only the basic document of the work objective of the Administration and Personnel Department in 2008, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

Specific instructions:

One of the work objectives: to improve the organizational structure of the company.

I. Overview of objectives

According to the company's development speed and changing needs, cooperate with the company to adjust the organizational structure of various systems and departments and optimize personnel, strive for the scientific application of organizational structure, and ensure the company's operation to run well, manage normally and develop continuously under the existing organizational structure.

Second, the specific implementation plan:

Communicate with all departments before mid-2008 1 month, complete the organization chart of the company, the organization chart of all departments and the staffing plan of the company, and report it to General Manager Wu for review and modification.

Three. Matters and departments that need support and cooperation in the process of achieving the goal:

1. All functional departments need to complete the formulation of their organizational structure and the setting of post personnel, and the administrative personnel department should read the job descriptions of the existing departments of the company;

2. After the draft organizational structure is issued, it must be finally decided by General Manager Wu.

Four. Additional:

The formation of the shop assistant group:

In 2007, the preliminary plan was completed, and in 2008, the personnel survey began. It was formally established and implemented in ×× years.

Job objective 2: Job analysis of each position.

I. Overview of objectives:

On the existing basis, according to the new situation of the company's structural adjustment and post adjustment of each department, job analysis will make the work distribution, work connection and workflow design of each department of the company more accurate, and also help the company to understand the comprehensive work elements of each department and post, adjust the organizational structure of the company and each department in time, and expand and contract the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

Second, the specific implementation plan:

1, the basic information collection of job analysis was completed in X, 2008. At the beginning of the month, the post information questionnaire was distributed to all departments by the administrative personnel department; Finish the summary work before XXX. Complete the first draft of each position analysis of the company before XXX.

2. In XX, 2008, each department submitted the revised opinions to the department managers, and after the revision was completed, they were summarized and reported to General Manager Wu for approval and filing, which served as the basic information for the company's human resources strategic planning. The master plan is expected to be completed before the end of XX.

Three. Matters and departments that need support and cooperation in the process of achieving the goal:

1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;

2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, which needs to be reviewed and approved by General Manager Wu after completion.

The third goal: recruiting and allocating human resources.

I. Overview of objectives:

The goal of human resources recruitment and allocation to be completed in 2008 is to adjust the organizational structure and improve the responsibilities of various departments and the specific work of the company after the post on the basis of ensuring the daily recruitment and allocation of the company. Therefore, as an important part of daily work and the work content under specific circumstances. We will recruit talents according to the established organizational structure and the work analysis of various departments and positions, so as to meet the company's business needs, save labor costs as much as possible, make people do their best as much as possible, and ensure the efficient operation of the organization is the principle of human resources allocation. Therefore, in the process of achieving the goal, the administration and personnel department will make necessary analysis and control on the manpower demand of each department. Considering that the company is currently in the stage of development and transformation, the administrative personnel department will do three things well in personnel recruitment and deployment: meet the demand, ensure the reserve, and carefully recruit.

Second, the specific implementation plan:

Planned recruitment method: mainly online recruitment, taking into account websites, newspapers, headhunters, recommendations, etc.

1. Online recruitment: In addition to the existing two recruitment websites of "cjol, China" and "Worry-Free Future", it is planned to increase professional websites in the communication industry, find more suitable partners and conduct online recruitment of professionals.

2. On-site recruitment: According to the current situation of on-site recruitment in Shenzhen, the number of on-site recruitment is appropriately reduced, and only on-site recruitment is adopted for formal positions with urgent recruitment needs.

3. Newspaper recruitment, mainly in March and April, 2008, published recruitment advertisements in influential newspapers such as Southern Metropolis Daily, which is also a social impact advertisement of the company.

4. The recommendation of headhunters and acquaintances depends on specific needs and conditions.

Three. Matters and departments that need support and cooperation in the process of achieving the goal:

1. All departments should report the manpower demand forecast for 2008 to the Administration and Personnel Department before 1 month in 2008, so that the Administration and Personnel Department can arrange the recruitment time reasonably.

2. Prepare for logistics support according to the company's manpower demand forecast in 2008.

3. In the recruitment process, the administrative personnel department will give a clear answer to the salary and treatment of the candidates, and all departments can only make salary suggestions, but can't make promises to the candidates.

The fourth goal: salary management

I. Overview of objectives:

According to the current situation of the company and the arrival of the implementation of the new labor law, the current salary management system will increase the company's business risks and affect the company's social reputation, thus having a certain impact on the company's long-term development. In order to reduce management risks and human resource costs, the administrative personnel department will complete the salary design and salary management standardization of the company in X degrees.

Second, the specific implementation plan:

1.Before the middle of 2008 10, the administration and personnel department will complete the analysis of the company's existing salary and submit the draft salary design. Report to General Manager Wu for approval before the end of X;

2. The new salary system was implemented in XX, 2008. In view of the situation in the process of employee turnover this year, the adjustment of salary structure next year is mainly to adjust the salary structure of factory employees.

Three. Matters needing attention in achieving the goal:

1. Several branches of the Group in Shenzhen need to reform at the same time and implement management at the same time to avoid employee dissatisfaction;

2. Understand the relevant provisions of the new labor law in detail, and send human resources management personnel for legal training when necessary;

Four. Matters and departments that need support and cooperation in the process of achieving the goal:

The heads of all departments need to cooperate with the administrative personnel department to do a good job in the ideological work of employees, so as to downplay the concerns and ideological rebound caused by the adjustment of salary structure.

The fifth goal: the improvement and operation of the performance evaluation system.

I. Overview of objectives:

The introduction of KPI assessment system tends to be work result-oriented assessment, with the purpose of making the key indicators of work more clear and the assessment more reasonable. At the same time, the determination of assessment indicators is also the focus of departments and employees. At the same time, the feedback part of performance management is added, so that the evaluation results can effectively improve the work.

Second, the specific implementation plan:

1.Complete the revision and writing of the company's performance appraisal system and supporting schemes before the end of 2008, and submit them to General Manager Wu for review;

2. Since 2008, according to the newly formulated KPI assessment indicators, it took about half a year to track and revise the indicators. After revision, it will be linked to budget and performance according to company requirements;

3. The KPI assessment system introduced in 2008 suggests that the company should implement it at the departmental level, and the employee assessment should focus on the target assessment, and introduce the quarterly work focus, which is conducive to the goal realization and teamwork.

4. In view of the problems in the implementation of the assessment, the assessment content should be revised in time to achieve the effectiveness of the assessment.

Three. Matters and departments that need support and cooperation to achieve the goal:

1. For the implementation of KPI, all departments need to cooperate with the review and revision of indicators;

2. Department leaders need to pay attention to the management of performance feedback in order to achieve the effect of assessment and improvement, otherwise the assessment will become a mere formality.

Goal 6: Staff training and development.

I. Overview of objectives:

Staff training and development is one of the tasks that the company must carry out with a view to the long-term development strategy, and it is also one of the methods to cultivate staff loyalty and cohesion. Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees are further strengthened, so as to comprehensively improve the overall talent structure of the company and enhance the comprehensive competitiveness of enterprises. Investment in employee training and development is not a free investment, but a long-term investment with rich returns. In 2008, it is planned to carry out employee training and development in a planned, step-by-step and targeted manner, so that the company can take the lead in talent training.

Second, the specific implementation plan:

1, according to the company's overall needs and the training needs of various departments in 2008, prepare the company's staff training plan in 2008;

2. Take the form of training: invite external lecturers to teach in enterprises; Send those who need training to study outside; Select a group of internal lecturers for internal management and job skills training; Purchase advanced management science VCD, software packages, books and other materials to organize internal training; Strive for rotation training for promising employees; Bring the old with the new; Staff self-training (reading, work summary, etc. ), etc.

3. Planned training content: It depends on the needs of various departments and the development needs of the company. We should focus on the following aspects: marketing management, quality management, human resource management, production management, financial management, computer knowledge, procurement and negotiation, spiritual encouragement, corporate culture and institutional training for new employees.

4. In order to improve the comprehensive quality of employees, cooperate with relevant technical training schools to provide academic education and training for on-the-job employees and increase their professional competitiveness. (At present, in the publicity, the specific cooperation matters depend on the response. )

5. In order to make up for the shortage of teaching materials and teachers' resources, it is planned to jointly introduce online business schools with Lipu to carry out various employee trainings in the form of networks. (Detailed plan will be submitted later)

6. Training schedule: external lecturers teach in the company and internal lecturers teach. Training will be arranged according to the company's production and marketing schedule. Expatriates go out to study and arrange according to business needs and departmental work plans; In principle, the VCD teaching or reading club in the organization shall not be less than once a month.

7. The Administration and Personnel Department is responsible for recruiting all training lecturers and developing training courses.

8. In view of the details of the training work, the Human Resources Department completed the drafting of the company's training system before ××× in 2008. After being approved by the general manager, it will be distributed to all departments for publicity. Staff training in 2008 will be carried out in strict accordance with the system.

Three. Matters and departments that need support and cooperation to achieve the goal:

1. It is suggested that training participation and training assessment should be included in the assessment part, which requires the support and cooperation of department heads.

2. In view of the different professional and technical nature of each department, it is suggested that each department send an internal training lecturer.

The seventh goal of work: personnel flow and labor relations

I. Overview of objectives:

It is one of the basic tasks of the administrative personnel department to coordinate the handling of labor relations and reasonably control the turnover rate of enterprises. In the past personnel work, this work was not included in the goal and was not standardized. In 2003, the Ministry of Human Resources will take this work as one of the projects to assess whether the work of this department meets the work quality standards.

Annual goal of personnel flow control: the monthly flow of regular employees (excluding those who leave because of unqualified or unsuitable probation period) is controlled within ×%, and the part of employees is controlled within ×%;

The goal of labor relations coordination: improve the company's contract system, sign supporting confidentiality agreements and training agreements with some employees of relevant departments in addition to labor contracts, increase non-competition agreements, be familiar with labor laws and regulations, and avoid labor relations disputes as much as possible. Strive to make every employee who leaves the company have no big complaints and regrets. Establish a good image of the company.

Second, the specific implementation plan:

1.Complete the revision, drafting and improvement of labor contract, confidentiality agreement, training agreement and non-competition agreement before the end of 2008.

2. In order to effectively control the flow of personnel, only the personnel should be strictly shut down first. The Ministry of Administration and Personnel will further standardize personnel recruitment management in 2008. First, strictly examine the qualifications of pre-hired personnel, not only to evaluate personal work ability, but also to comprehensively examine loyalty, integrity qualifications and conduct. Second, all departments that need personnel must be interviewed and audited by the human resources department. No one or department is allowed to recruit personnel and arrange their own work without authorization just by saying hello and going through the formalities in the administrative personnel department. The administration and personnel department will also keep abreast of the ideological trends of employees, do a good job in the ideological work of employees, and effectively prevent the abnormal flow of employees.

Three. Matters needing attention in achieving the goal:

1, the handling of labor relations is a sensitive job, which involves both the overall interests of the enterprise and the personal interests of each employee. The relationship between employers and employees is complementary, with the same interests and the gap of mutual needs, and it is a unified cooperative relationship in contradiction. The human resources department must proceed from the fundamental interests of the company and strive for reasonable and legitimate rights and interests for employees as much as possible. Only by standing in an objective and fair position can we coordinate labor relations. Avoid employee dissatisfaction caused by too much consideration of the company's interests, and don't harm the company's interests by accommodating employees' demands.

2. The control of personnel turnover rate should be reasonable. Too low turnover rate is not conducive to the adjustment and improvement of the company's talent structure, to the company's increase of fresh blood and new talents with different knowledge, work experience and social consciousness from the company's existing talents, and to the formation of a conservative corporate culture, which is not conducive to the company's reform and development; However, the high turnover rate will easily lead to people's instability, and employees' low loyalty and familiarity with their work will lead to low work efficiency, and the inheritance of corporate culture will not last smoothly. In daily work, the Human Resources Department should always pay attention to the ideological trends of employees, understand the real reasons of every employee who leaves the company, make a good analysis from them, find out the countermeasures, and ensure that the abnormal flow of employees is avoided.

IV. Matters and departments that need support and cooperation in implementing the objectives:

1. Improve the contract system and ask the company's legal counsel for assistance;

2. To control the staff turnover rate, it is necessary for the supervisors of all departments to cooperate with the ideological work of employees and the dynamic feedback of employees' thoughts. In the recruitment process, all departments are required to follow the workflow.

Goal 8: Corporate Culture Construction

I. Overview of objectives:

The shaping and propaganda of corporate culture and the formation of corporate culture are a process of continuous accumulation, inheritance and development. An enterprise with a good corporate culture, the centripetal force and cohesion of employees will be continuously enhanced, and the team spirit and fighting spirit of the enterprise are also very obvious. The shaping of corporate culture is not only written work or cultural and sports activities. The administrative personnel department should grasp the key work in operation and determine the purpose of the work. The purpose is to use all available media to unite employees and unify the thoughts and concepts of each employee with the spirit, purpose and concept of the company. It is the standard for the administration and personnel department to do this work well to let all personnel in the organization agree with Malata's values and unify the behavior mode of all Malata people.

Second, the specific implementation plan: then submit the 2008 corporate culture construction plan.

Three. Matters and departments that need support and cooperation to achieve the goal:

Leaders in charge of various departments need to establish correct concepts, which is conducive to the construction of corporate culture. Therefore, it is necessary to start with leaders at all levels and promote the overall construction.

Goal 9: Strengthen institutionalization.

I. Overview of objectives:

A perfect system of rules and regulations is the premise of restraining employees' behavior and making all kinds of behaviors of the company legal. According to the development of the company and the implementation of the new labor law, the current management measures of the company are revised and new management rules and regulations are formulated to reduce the management risk of the company and be more convincing in dealing with labor relations.

Second, the specific implementation plan:

1, before the end of 2008, complete the revision of the current system and various norms and regulations;

2, before the end of 2008, complete the formulation of new management measures;

Three. Matters and departments of support and cooperation needed to achieve the goal:

The heads of all departments need to cooperate with the administration and personnel department to play a positive role in promoting and demonstrating the implementation of the new system.

Goal 9: Department self-construction.

I. Overview of objectives:

Improve the organizational function of the department; Complete the staffing of the department; Improve the professional skills and quality of human resources practitioners; Improve the quality requirements of the department; Successfully complete the annual target of the department and the tasks assigned by the company.

Second, the specific implementation plan:

1. complete the staffing of the department: the staffing and optimization of the department will be in place before 2007;

2. Improve the professional level of the operators in this department, and conduct training for the problems exposed in the current work;

3. Strengthen the assessment of the department staff's ideological attitude and work style, focus on training the quality of the department staff to improve the comprehensive ability of the department.

4, the implementation of departmental target responsibility system. Break down the annual target of the department in 2008 to each employee of the department. Ensure that each job has a responsible person, completion deadline, completion quality requirements and assessment standards. Do a good job of tracking and feedback, adjust the work objectives in time, and constantly improve the working methods to ensure the completion of the annual goals.

Three. Matters needing attention in achieving the goal:

1, the self-construction of the administrative personnel department is related to the success or failure of the company's human resources work, and the success of the human resources work is also related to the long-term development direction and stamina of the enterprise. Therefore, the human resources department focuses on the future development and tries its best to establish this department before the company develops. Only by making full efforts can we be prepared to meet the strategic needs of human resources work in the future. People in this department must establish a sense of crisis and do their work conscientiously.

2. The staffing of the administrative personnel department should consider the current development stage of the company. Merge if you can, merge if you can.

Work objective 10: Other work objectives

I. Overview of objectives:

The work of the administrative personnel department involves all levels of the work of various departments and companies, and there are many unforeseen tasks in daily work. Other goals here are a more important part of the work of the Ministry. Including: improving the internal communication mechanism of the company; Office management; Cost control; X s management and other four parts. In 2008, the Ministry of Administration and Personnel will strengthen these four tasks in a targeted manner.

Second, the specific implementation plan:

1. Improve the internal communication mechanism.

(×) In 2008, the intensity of employee interviews will be strengthened. Factory once every two months, Tianan once every three months on average, giving reasonable explanations to employees' questions and stabilizing employees' thoughts and emotions;

(10) Strengthen communication with various departments, find out the ideological trends of employees in time, interview some employees according to their ideological fluctuations, and give timely feedback to the managers or general managers of their departments when necessary, and do a good job in a targeted manner according to their ideological conditions.

2. Office management:

(×) Since 2008, there will be no exceptions and relaxed standards, starting with department managers and leaders.

(10) Office discipline management. Focus on rectifying outstanding phenomena such as being late, leaving early and going out without permission.

(X) Strengthening the management of office etiquette: We will strengthen the supervision and inspection of dress, work card wearing and etiquette norms in our daily work.

3. Cost control:

X change the procurement channels and methods of office supplies to reduce costs;

(ten) to carry out conservation publicity activities to reduce consumption cost;

4. Office X-S management. Strengthen publicity, and employees of this department actively help some employees to develop good habits.

Three. Matters needing attention in achieving the goal:

1. When implementing the internal communication mechanism, it should be noted that all communication mechanisms should be based on the principle of finding and solving problems, and pay attention to the feasibility of operation methods, and problems cannot be caused by set communication methods. The administrative personnel department should observe, listen and think more, and find out reasonable and effective communication methods. In the ideological work of employees, we should grasp principles, not follow private interests, not give up company interests because of personal feelings, and not reveal company secrets. The administrative personnel department is responsible for solving the ideological problems found, and must give feedback to the relevant departments or superiors in time if they cannot be solved.

2. Office management must adhere to the principle of combining leniency with severity. We should not only adhere to the principle meticulously, but also embody the humanized management of the company. Office management should not lead to employee conflict. We should listen to the opinions of employees with an open mind, constantly revise our working methods, and establish a harmonious, inclusive, United and conscious office atmosphere in the company.

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

Need the full cooperation of company leaders and other departments;

Suggestion:

1, 2008 is the first year of the implementation of the new labor law. We need to be cautious and meticulous in our work, and dealing with labor relations will be one of the difficulties in our work next year. In order to adapt to the provisions of the new labor law, after communicating with Huapu Administration and Personnel Department, it is preliminarily agreed that when signing a labor contract with employees, employees will sign it for three years for the first time and five years for the second time; The average worker signs a two-year contract for the first time and a five-year contract for the second time, and then signs a long-term contract according to the actual situation.

2. In view of the unfamiliarity of the "Labor Law" and some confusion in dealing with labor relations, it is necessary to strengthen the training in this field.

3. After the company's basic structure and personnel are stable, it is suggested to make a personnel training plan and initially determine the key personnel of each department. In order to stabilize employees' mood, the leading office is responsible for information, and the administration and personnel department can cooperate to do a good job in personnel attention and training.

4. At present, some department heads make salary promises to candidates in advance during the recruitment process, which makes it difficult for administrative personnel departments to make overall arrangements for candidates' salaries. It is suggested that the company clearly stipulate that all departments can only make suggestions on post salary, and the salary of candidates is determined by the administrative personnel department.