Model essay on monthly work plan of personnel administration department

In order to strengthen the planning of the company's personnel administration department and the implementation of the administrative system, the personnel administration department will formulate the work plan for this month in combination with the company's overall development plan and enterprise development direction. The following is the information I collected about the work plan of the personnel administration department. I hope you like it.

The first part of the work plan of the personnel administration department

I. Recruitment

Content: Recruitment is a long-term process. According to the company's situation, the personnel gap is relatively large. Now it is mainly to recruit salesmen. After a period of recruitment, the results are average. The reasons are summarized as follows:

1, there are many things at hand at present, and there is not much time to operate;

2. At present, the company is mainly engaged in online recruitment. Our company did not take the initiative to register, nor did it take the initiative to recruit talents. Poor effect is also one aspect;

3. The company's relevant system is not perfect, the company's relevant decisions and related ways of doing things often change, and the new feeling is unstable;

4. After the new employees come in, they don't have a systematic training and feel irregular;

5. There are also some related management methods and quality reasons. Through the above points, I would like to make some feasible suggestions here:

1. Considering the long-term development, it is necessary to register members on some recruitment websites, such as Wenzhou Human Resources Network and 58 Tongcheng. The first quarter cost is about 1200 yuan, the half-year cost is about 1800 yuan, and the annual cost is about 2800 yuan.

2, the training system must be perfect, gymnastics will be introduced in detail below;

3, rules and regulations can not be too dead, the system is mainly formulated for use, and then the forbidden system is useless, which is no different from nothing, mainly to formulate a reasonable system and use it in the right place;

4. Management should pay more attention to quality when speaking and doing things.

Second, training.

Some people say that the best welfare is training and the best investment is education. In my opinion, the biggest reward for the corresponding employees to the company is loyalty. Our company has never had a reasonable and scientific training system, which is very unhealthy from the perspective of company development. So I think this is what we have to solve. The following are some problems we have encountered at present, and some suggestions are listed: 1. Because the current training target is mainly the employees of the division, I want the division to come up with a training plan and formulate a scientific training method and training plan according to the division plan; 2. Content, I think: mainly the knowledge of lamps, communication skills, related etiquette, business processes, rules and regulations, the company's development direction and prospects, etc. 3. Relevant materials and PPT hope that General Manager Cheng will support them;

Third, the improvement of relevant systems.

The company's system mainly takes the company's interests as the highest criterion, and builds a high-quality and efficient team, including rules and regulations, performance appraisal and salary system. If it is not for this purpose, there is no need to order. So I think we must pay attention to the following points when formulating the system:

1, whether the system is suitable for this stage;

2. What is the purpose of the system? For what purpose;

3. Are the conditions met? Do we have corresponding policies and benefits to keep up with the development of a system? According to the needs of the company, I will improve the relevant system in the near future.

Four. any other business

Standardize the company's related matters, including finance, procurement, administration and personnel; Such as attendance statistics. The specific work depends on the actual situation.

The second part of the work plan of the personnel administration department

First, establish and improve personnel administrative management norms and management systems, employee manuals, etc.

Second, the recruitment and allocation of human resources.

Third, staff training and development.

Fourth, establish a truly people-oriented corporate culture.

Formulate a salary structure management that is competitive externally and fair internally.

Six, improve employee welfare and incentive mechanism

Seven, the improvement and operation of the performance evaluation system

Eight, the flow of personnel and labor relations

IX. Safety and Logistics Management

X. Implementation of the system

First, establish and improve human resource management norms, management systems and employee manuals.

Standardized management system is the minimum premise for enterprises to employ and retain people. The main work this year is to establish and improve various norms and management systems of human resource management: employee handbook (including reward and punishment system, personnel management system, employee training management system, new employee assessment management method, employee transfer process, attendance management system, etc.). ). From employees' entry to job changes, from performance appraisal to criticism and punishment, from daily appraisal to resignation, the personnel administration department operates according to the procedures of the document, and adopts the principle of focusing on things rather than people, hoping to achieve the legitimacy and seriousness of all work, so that employees can feel the company's "people-oriented" care and serious atmosphere of the system through activities related to their vital interests everywhere.

Time limit for completion: 65438+20 _ _, drafting various management systems. After the first draft is finalized, it will be officially promulgated after being approved by the general manager.

Second, the recruitment and allocation of human resources.

The demand for talents mainly comes from several aspects. First of all, the healthy growth of business needs to increase the number of employees; Second, the demand for scarce professionals and high-end talents cannot be met in time; The third is the problem of attracting and retaining talents, and whether the core employees can work continuously and permanently in the company. Recruitment runs through every stage of the company's development. Only by improving the recruitment efficiency and supplying talents to the company in time can we ensure and promote the rapid progress of business. On the surface, recruitment is one of the responsibilities of the personnel department, but in fact, it is an all-round work that combines the strength of the employing department and the personnel department. To improve the recruitment efficiency, we must realize the harmony and unity of the two. (Problems that we need to face and consider at this stage)

1) In the recruitment process, the employing department needs to have a clear demand for employment: (When determining the recruiter, the administrative department requires this person to have what conditions, which are the main conditions and which are the reference conditions, what kind of potential is given priority, what kind of work the employee is currently engaged in, in which direction can he be further trained, where he is in the organization, what is the current complete work arrangement, and so on. Only by knowing what you are looking for can you say whether the person you find meets this requirement and ensure the effect of recruitment. )

2) Timely information communication

The employing department and the personnel department will conduct initial and re-examination for new employees to see whether their basic quality and business ability can adapt to the development of the company, so as to improve the effectiveness of recruitment.

3) In order to ensure the timely and effective recruitment of the company, the administrative department will adopt the following recruitment methods:

Network recruitment: With the increasing popularity of the Internet, this is the best recruitment form. Recruitment information can be delivered regularly and directionally, or it can be managed after release, with relatively low cost. By posting recruitment information on well-known talent websites, talent market websites and company websites, you can quickly receive job information.

Media advertising recruitment: mainly analyze its success rate and then consider.

On-site job fair: This is a traditional way to recruit talents. Mainly can intuitively face-to-face communication with job seekers (equivalent to the initial test), and can intuitively display the company's corporate culture. This method is more efficient and can be quickly eliminated.

Unqualified personnel, control the number of applicants, and at the same time, on-site recruitment is usually carried out simultaneously with online recruitment, which has certain timeliness.

Internal recruitment: this kind of recruitment costs little and can improve staff morale. Candidates know the company better, adapt to the company's corporate culture and management operation process, and can quickly enter the working state; But also can cultivate multi-functional core talents internally. It can also improve employees' loyalty to the company. At the same time, internal recruitment can also be used for the promotion, transfer and rotation of internal talents.

Employee recommendation: Generally, companies generally adopt employee recommendation, mainly because the recruitment cost is relatively low, the candidates have a certain correlation with existing employees, and their basic quality is reliable, but nepotism is sometimes not conducive to management.

Specific implementation time:

According to the summary of manpower requirements submitted by various departments and the actual manpower requirements of the company.

Third, the training and development of employees.

Although every employee's success standard is different, the pursuit of success is every employee's goal. Therefore, training is not only the personal goal pursued by employees, but also the welfare enjoyment of employees and the responsibility of enterprises to cultivate talents. Giving employees room for growth and opportunities for development is an important performance for enterprises to tap the potential of employees and meet their needs. Everyone has different work habits. How to integrate all employees and form a corporate culture is the training goal of the Ministry of Personnel this year. By improving the staff training system, according to the training needs of various departments and the overall needs of the enterprise, the annual training plan of the enterprise is formulated to meet the needs of the enterprise from the aspects of basic skills training, testing training, project management training, teamwork training, personal awareness training and corporate culture training for new employees.

Specific implementation time:

1, according to the overall needs of the company and the training needs of various departments, prepare the company's 20__ year employee training plan, which is planned to be completed before the Spring Festival;

2. Adopt the form of training: internal training materials; ; External lecturers teach in enterprises; Send those who need training to study outside; Select internal management personnel and train the working skills of the department; 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. It should mainly focus on the following aspects: enterprise management, quality management, quality management, practical operation, spiritual encouragement, enterprise culture and system training for new employees.

4. Training time arrangement: internal training time is communicated by various departments and personnel departments, external lecturers come to the company to give lectures, and internal managers give lectures, and training is arranged in time according to the company's progress; Expatriates studying abroad will be arranged according to business needs and departmental work plans.

Fourth, establish a truly people-oriented corporate culture.

1. Establish an internal communication mechanism.

First of all, we should create an atmosphere of mutual respect and trust and maintain healthy labor relations; Secondly, it is necessary to keep the communication channels between employees and managers smooth, so that employees can understand the company's major events through various channels and express their suggestions and dissatisfaction, and analyze the deep-seated reasons that lead to employee dissatisfaction; Finally, put forward reasonable suggestions for employee dissatisfaction to help employees achieve the final effect. The administration department will strengthen communication with employees. Communication is mainly carried out when employees are promoted, transferred, resigned, trained, paid, assessed for performance or other ideological fluctuations due to public or private interests, and targeted work exchanges can also be carried out with employees at ordinary times. And analyze every communication, if necessary, timely feedback to the manager or general manager of the employee's department, so as to do a good job according to the employee's ideological situation.

The key to the success or failure of establishing a communication mechanism is the triangular relationship composed of three parties, namely, the general manager, the administrative department and the department head. Only by ensuring the stability of this delta will there be basic protection.

2. Hold some small and medium-sized activities every month to improve the cohesion of employees.

As we all know, if an enterprise is distracted, its development will not last long. So, how to improve the cohesion of employees? Combined with my own views, besides considering the six aspects of income, job satisfaction, affinity, employee safety psychology, personal development and personnel assessment, we should also consider organizing some small and medium-sized activities to improve employee cohesion. Remarks: such as playing basketball, singing, badminton, skill competition, etc. )

Specific implementation time:

This work is included in the monthly plan, but it is a long-term and continuous process, which requires all employees to actively participate in the work of establishing corporate culture and jointly create it to make the corporate culture of Taijie really active!

5. Formulate a salary structure that is competitive externally and fair internally.

1. Rationality of salary system

It is suggested to establish a reasonable and scientific salary management system for the company as soon as possible. For the company, salary is like a double-edged sword. If properly formulated, it can retain talents and effectively improve the strength and competitiveness of enterprises. However, if it is not properly formulated, it will bring crisis to enterprises and distract people. Therefore, it is also the main task to constantly adjust and improve the company's salary system.

2. Establish a people-oriented salary method.

First of all, we should regard employees as partners in the company's operation, establish a salary system for employees and the company to share weal and woe, and then increase the proportion of employee benefits and rewards so that employees have a strong sense of belonging!

3. Establish a medium-and long-term salary plan for core employees.

The development of core employees focuses on the development of quality and management ability, and high quality is the embodiment of high performance. Core employees are the main creators of enterprise value. Effectively stimulating the fighting spirit of core employees and encouraging them to maintain the best performance is the key to whether an enterprise can complete its business volume. This paper mainly starts from two aspects: performance management and salary management of core employees. The key performance indicators of enterprises can be determined, and then the performance indicators of core employees can be determined, so that the main activities of core employees can be closely combined with the development and business volume of enterprises, and the performance contribution of core employees can directly support the realization of business volume and strategic objectives. The remuneration of employees' labor can be divided into short-term, medium-term and long-term in time. They are indispensable resources and core competitiveness of enterprises, and sometimes even determine the life and death of enterprises. This interdependence determines that the salary management of core employees should give priority to medium and long-term salary plans.

With the consent of the general manager, in line with the principle of "domestic fairness and foreign competition", actively publicize salary incentive measures, eliminate dissatisfaction and gradually standardize salary management.

Specific implementation time:

Give appropriate guidance in the process of enterprise development, let employees identify with and implement the company's salary system, and constantly improve when problems are found.

Intransitive verb employee benefits and incentives

1, employee benefits

Buy social security for employees, guarantee the most basic medical treatment and work-related injury treatment for employees, give gifts to employees during the Chinese New Year holidays, and formulate a year-end bonus system so that employees can gain recognition of the company and have a sense of belonging.

2. Plan to formulate incentive policies:

Department quarterly outstanding employee selection and commendation, annual outstanding employee selection and commendation, and annual team spirit award.

Because the formulation of welfare and incentive policies requires the company to provide corresponding material resources, the specific welfare incentive projects need the final approval of the general manager of the company. Once the welfare and incentive policies are determined, the personnel department will implement them in place.

Suggestions on some incentive measures

1) Give employees a space for development and a platform for promotion.

Establish a perfect competition mechanism to encourage employees to compete for posts. When there are vacancies in management positions in the company, we can consider promoting from within, so that employees have upward motivation, which is not only conducive to motivating employees, but also conducive to creating a competitive atmosphere in the team.

For employees who have performed well in this position and their abilities have exceeded the requirements of this position, but there is no vacancy at a higher level for the time being, they should be assisted by rotation at the same level, mobilize their enthusiasm for work with new positions, new jobs and new challenges, and learn more knowledge and skills at the same time, effectively improve their comprehensive quality and lay the foundation for their competence at a higher level.

Provide sufficient training opportunities for employees. Some enterprises have not thought about training employees, but they have to invest in training, because they are reluctant to invest and do not provide training opportunities for employees, which is not worth the candle.

2) Provide competitive salary level.

First, investigate the salary level of peers and around the industrial zone. Formulate a competitive salary system; Making the company competitive in the industry will be attractive enough to the employees of the company.

Secondly, for key employees or employees in important positions, we should be willing to pay a high salary. Only in this way can we attract core employees, and the loss of ordinary employees can be easily obtained at any time, but once important and core employees are lost, it will cause immeasurable losses to the enterprise.

Finally, rewards and punishments are clear, and rewards and punishments are heavier. We might as well reward employees who have made major breakthroughs in the enterprise. The advantage of this is that on the one hand, it can improve the income level of employees (employees will also calculate their own income), on the other hand, it is also an effective incentive for employees, because employees know that as long as they make contributions, they will definitely have good returns, so they will work harder in the future.

Specific implementation time

After the approval of the general manager, the personnel department will formulate various welfare incentive systems, which will be implemented in strict accordance with the established objectives, policies and systems after approval. This work is continuous. And conduct an employee satisfaction survey every month and quarter after operation. Feedback the survey information to the company, and adjust and improve the company's welfare policy and incentive system according to the survey results and the answers of company leaders.

Seven, the improvement and operation of the performance evaluation system

The fundamental purpose of performance appraisal is not to punish employees who fail to perform their duties, but to effectively motivate employees to continuously improve their working methods, establish a fair competition mechanism, improve work efficiency, cultivate employees' personal awareness and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises.

Specific implementation time:

The implementation process is a continuous work throughout the year. The standard for the administrative department to achieve this goal is to ensure the establishment of a scientific, reasonable, fair and effective performance evaluation system.

Eight, the flow of personnel and labor relations

1, the moderate principle of normal personnel flow.

Moderate employee turnover is an important way to maintain the replacement of the company's personnel system. The turnover rate is too small, and the company can't get fresh blood, which affects its vitality. But excessive flow, especially outward flow, is a great loss for enterprises. This will not only increase the training and development costs of enterprises, but also interfere with the progress of business development and seriously affect the morale and mood of employees. Companies should determine the appropriate employee turnover rate according to their own specific conditions.

2. Specific implementation contents

In order to effectively control the flow of personnel and strictly control the employment. Further standardize the management of talent recruitment. Strict examination of the qualifications of pre-hired personnel should not only evaluate the individual's working ability, but also comprehensively examine the loyalty, integrity and character. The administrative department will also keep abreast of the ideological trends of employees, do a good job in their ideological work, and effectively prevent the abnormal flow of employees. And do a good job of resignation investigation.

Nine, strengthen safety and logistics management

1. Safety: The safety management of enterprises is very important. We also require every employee to do a good job of self-safety inspection on the basis of equipped with safety officers.

2. Health: I hope every employee can support and cooperate with the introduction of the health duty system and stick to it.

X. Implementation of the system

How to implement the system promulgated by the company in place, first of all, managers should always make unremitting efforts. We must consistently adhere to the implementation of policies and not be anticlimactic; In the work, it is necessary to arrange and inspect, and the inspection work cannot be tightened before loosening. At work, be lenient with others, be strict with yourself, and don't set an example. Therefore, if there is a problem in the future, we must first look at the main person in charge. If an enterprise wants to strengthen its execution, managers should pay attention to every scheme when it is introduced, and all aspects involving managers should take the lead in demonstrating and setting an example.

The third part of the work plan of the personnel administration department

First, talent recruitment.

1. Establish recruitment channels. At present, the main recruitment channels are: online recruitment -58 Tongcheng, Shenzhen Decoration Network, A963, China recruitment hotline (valid for one month), close network and worry-free future (trial for one week). On-site recruitment-public welfare on-site recruitment and school recruitment in Luohu talent market, Shenzhen talent market and Longgang talent market

2. Establish a talent resume database to lay the foundation for talent reserve and post-recruitment.

3. Choose the appropriate recruitment channels according to the recruitment needs, shorten the recruitment cycle as much as possible, and meet the company's personnel needs.

Second, optimize the company's personnel management system.

1. Establish the labor contract management system-the completion time is around mid-April.

2. Annual leave management system-completed in March

3, standardize the office order and employee behavior guidance. To carry out this work, the daily sampling inspection is the main body, and it is found on the spot and punished on the spot. The number of sampling inspections is at least twice a week.

4. At present, various management systems have been basically established, but the implementation of the systems is still not in place. In the follow-up work, the administrative personnel department will take "continuous improvement" as the working principle and strengthen the supervision of system implementation.

Third, improve the salary and welfare system.

1. Develop a salary structure that is externally competitive and internally fair.

2. It is recommended to consider the medium and long-term salary scheme for the salary of core employees.

Core employees are the main creators of enterprise value. Effectively stimulating the morale of core employees and encouraging them to maintain the best performance is the key to whether an enterprise can achieve its annual business objectives. Here, we mainly start from two aspects: performance management and salary management of core employees. We can determine the key performance indicators of the enterprise, so as to determine the performance indicators of the core employees, and adjust the salary according to the working years and performance standards. In addition, it can also increase the salary of working age and improve the loyalty and stability of core employees. They are indispensable resources and core competitiveness of enterprises, and sometimes even determine the life and death of enterprises. This interdependence determines that the salary management of core employees should consider the medium and long-term salary plan.

Four. Formulation and implementation of labor contract management system-mid-April

In order to protect the interests of workers and units, reduce and prevent labor disputes. Combined with the actual situation of the company, formulate and implement a feasible labor contract management system.

I hope I can create and play a better level through my own efforts and the platform given by the company in the future. I hope the company will gain more joy in 10 and attract more talents! I believe the company's tomorrow will be better!