Four demonstration articles on the annual work plan of human resources

Model essay on annual work plan of human resources 1 First, improve the organizational structure of the company.

The organizational structure of the company determines the development direction of the enterprise. The company's current organizational structure is basically complete, but there are still problems in the arrangement of overseas offices and outlets. In view of this, the human resources department should first complete the improvement of the organizational structure of the company's overseas outlets in 20xx. Based on the principle of stability, rationality and science, through the prediction and analysis of the company's future development trend, we will formulate a scientific company organizational structure, determine and distinguish the rights and responsibilities of various functional departments, make the responsibilities of all departments and posts clear, make the organizational structure seamless and non-overlapping, and apply it scientifically, and try not to make major adjustments within five years, so as to ensure the company's operation to run well, standardize and develop continuously within the existing organizational structure.

Second, the job analysis of each position

Job analysis is one of the bases for the company to set up jobs, adjust the organizational structure and determine the salary of each position. Through post analysis, we can not only understand the qualifications and work contents of each post in the company, so as to make the work distribution, work connection and workflow design of each department more accurate, but also help the company understand the comprehensive work elements of each department and post, adjust the organizational structure of the company and departments 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.

Third, the recruitment and allocation of human resources.

The goal of human resources recruitment and allocation that the Human Resources Department needs to complete in 20xx is to meet the business needs of the company on the basis of ensuring the daily recruitment and allocation of the company, and after adjusting the organizational structure, improving the responsibilities and positions of various departments, cooperating with the specific work arrangements of subsidiaries. Therefore, as an important part of daily work and the content of work under specific circumstances, the human resources department will complete this work in strict accordance with the needs of the company and the requirements of various departments. It is the principle of human resources allocation that human resources departments should recruit talents according to the established organizational structure and job analysis of various departments and positions, save labor costs as much as possible, make people do their best as much as possible, and ensure the efficient operation of the organization. Therefore, in the process of achieving the goal, the human resources department will make necessary analysis and control on the human demand of each department. Considering that the company is currently in the stage of development and transformation, the human resources department will do three things well in staffing: meet the demand, ensure the reserve, and carefully recruit.

Fourth, staff training and development.

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. The Human Resources Department plans to carry out employee training and development in a planned, step-by-step and targeted manner in 20xx, which will make the company one step ahead in personnel training.

V. Personnel flow and labor relations

It is one of the basic tasks of human resources 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 standardized. In 20xx, the human resources department will take this work as one of the items to assess whether the work of this department meets the work quality standards. Annual goal of personnel flow control: the annual flow of regular employees (excluding those who leave because of unqualified or unsuitable probation period) shall be controlled within 10% and guaranteed not to exceed15%;

The goal of coordinating labor relations: to improve the company's contract system, in addition to labor contracts, some positions need to sign non-competition agreements; Be familiar with labor laws and regulations, avoid labor relations disputes as much as possible, and strive to make every resigned employee have no major complaints and regrets, and establish a good image of the company.

Six, the department's own construction

For a long time, the human resources department has not been in the corresponding position in the enterprises in this area. Today, many enterprises continue to unify personnel and logistics in the organizational structure of administrative departments. Since the establishment of the Human Resources Department in 20xx, company leaders have also paid great attention to the construction of the Human Resources Department. The self-construction of human resources department is gradually moving towards standardization, and its functions are gradually reflected.

As the power source of future enterprise development, the standardization of human resources work itself is very important. Therefore, in 20xx, the human resources department will vigorously strengthen internal management and standardization, strictly follow the requirements of human resources work in modern enterprises, and upgrade human resources work from simple personnel management to strategic human resources management, so that the achievements of human resources work will become one of the reference bases for the company's high-level decision-making.

The self-construction goals of the human resources department in 20xx are: to improve the organizational functions 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.

Seven. Other work objectives

The work of the human resources department involves all levels of the work of various departments and companies, and there are many unforeseen tasks in the daily work of the human resources department. Other goals here are a more important part of the work of the Ministry. Including: establishing the internal communication mechanism of the company; Shaping and publicizing corporate culture; Office management and other three parts.

Establish internal communication mechanism, promote understanding and cooperation between departments, between superiors and subordinates, and between employers and employees, establish healthy and harmonious internal relations, and avoid bad tendencies such as interpersonal tension, low cooperation and lack of mutual trust caused by communication barriers; 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. Office management is not only the daily work, but also one of the difficulties in the work of human resources department. In 20xx, the human resources department will strengthen these three tasks in a targeted manner.

Specific implementation scheme:

Establish internal communication mechanism:

1 The Human Resources Department will strengthen the interview of the employees of the Human Resources Department in 20xx. Employee interviews are mainly conducted when employees are promoted, transferred, resigned, studied, paid, assessed on performance or other ideological fluctuations occur due to business or personal interests. In normal times, the human resources department can also conduct targeted interviews for employees.

2. Set up the general manager's mailbox. The human resources department shall set up the general manager's mailbox in the company office, and ensure the security and confidentiality of the mailbox, gain the trust of employees, and ensure that no one except the general manager has the right to open the mailbox. Employees can put forward personal opinions and suggestions on all aspects of company construction and every work link within the company. The general manager opens the box once a week and receives employee letters. He does not make special requirements for employee letters delivered to the mailbox, and advocates signature but does not object to anonymity. When the general manager submits the problems and opinions reflected by employees to the Human Resources Department for processing, he should handle them in time and give timely feedback;

3. Establish a democratic appraisal mechanism. The Human Resources Department plans to conduct democratic evaluation of department managers and company leaders in 20xx. In principle, it is planned once every six months. Comprehensive evaluation of the work style, work ability, work efficiency, work performance, exemplary role and employee trust of department managers and company leaders. The assessment result is one of the references for the annual performance assessment of department managers. Establishing a supervision mechanism for department managers through assessment can also avoid the subjectivity of the company's assessment of department managers;

4. Improvement of other communication mechanisms. Traditional human resources departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.

Model essay on annual work plan of human resources 2. Guiding ideology

In order to conscientiously implement the new National Labor Contract Law, standardize the management of faculty and staff on campus, make full use of human resources to realize scientific and institutionalized personnel management, and safeguard the legitimate rights and interests of faculty and administrative personnel, the personnel management system of Xinhui International Education Group is formulated, focusing on personnel training, signing new labor contracts, assessment of faculty and staff, rewards and punishments, and recommendation of management personnel. The work plan for this semester is specially formulated.

Second, the work objectives

1, improve the personnel management system, organize personnel files and standardize personnel information.

2. Set up a campus recruitment team, improve the recruitment mechanism and operation process, assist the personnel department of the group to draw up the written test database, and improve the interview and written test process.

3. Do a good job in the daily personnel work of the school, such as staffing, recruitment, contract signing, assessment, rewards and punishments, personnel file management, etc.

4. Further strengthen the training of teachers and improve the working attitude and awareness of employees.

Three. Main work and requirements

1, staffing and training

After the start of school, according to the actual number of students in our school campus, according to the system and requirements of the group personnel department, the school will carry out detailed personnel cleaning and editing work, put an end to human waste, make efficient and intensive use of human resources, organize staff to conduct business training and learn the relevant systems of the group, so that the majority of staff can enter the working state as soon as possible and improve their work efficiency and business level.

2. Evaluation

Carry out the evaluation of probationary employees, go deep into the work level to evaluate the new employees, and then carry out the practical probation evaluation. According to the relevant provisions of the personnel management system, find outstanding talents from ordinary employees in time, evaluate them and recommend them to the personnel department of the group in time. And in accordance with the provisions of the school administrative staff assessment, improve their management ability and execution ability.

3. Document management

Do a good job in the management of staff files, establish new employee personnel files and keep them in separate cabinets. Do a good job in the registration form and roster of faculty and staff in time, and carry out information numbering, information classification and information preservation for newly hired personnel in accordance with the personnel management system and relevant regulations. Ensure the standardization, scientification and modernization of personnel management.

4. Carry out personnel system research, put forward reasonable suggestions, strive to explore new ways of personnel management, and constantly upgrade the brand of the new emblem. Establish a school recruitment team and improve the recruitment mechanism and operation process.

5. Renewal and dismissal

According to the personnel management system of the Group, employees whose contracts expire are urged to renew their contracts two months in advance, and those who fail to renew their contracts within ten days are deemed to have left their jobs automatically. If you think that your work is incompetent, you can dismiss it according to the relevant regulations and issue a written notice, firmly establish the idea of serving the employees, handle affairs impartially and adhere to principles.

6, rewards and punishments

According to the provisions of the personnel management system of the group, cooperate with relevant departments to do a good job in employee assessment and rewards and punishments, and file the records of assessment and rewards and punishments. Conduct public opinion evaluation on faculty and administrative staff, master the first-hand information of promotion before evaluation, find outstanding talents from them and recommend them to the personnel department of the group.

Article 3 of the model annual work plan of human resources (1) is based on the company's overall development strategy in the future, and the strategic plan of human resources that conforms to the company's overall development strategy is formulated. The focus of 20xx strategy is: talent positioning of several key technical positions in the company, such as senior positions in automobile maintenance, automobile sales and automobile trade management. And make a good reserve of key positions.

(II) Actively promote the construction of the company's human resource management system, basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole. Revise and supplement the relevant systems and processes of human resource management. A good enterprise can work in an orderly way and its employees are enthusiastic. This requires the company's various systems to be perfect and the process to be clear. This requires the establishment of an institutional system, the improvement of institutional training, the sorting out of processes, and the follow-up work.

(3) According to the new organizational structure of the company, complete the job analysis of each department (branch) of the company, and revise and improve the job descriptions of each position. This work has been done in XX, but there is no audit.

(4) Improve the employment system, promote the normal flow of employees and avoid the abnormal flow of employees. Normal employee turnover will promote the healthy development of enterprises; On the contrary, the abnormal flow of employees will hinder the long-term development of enterprises. Enterprise management must improve the employment system to promote the normal flow of employees.

(5) Strengthen the performance appraisal function, establish and improve the performance appraisal system, quantify the appraisal indicators, and fully implement the performance management of all employees; The performance appraisal is 20xx years, and the human resources department lists this goal as one of the important tasks this year. Its purpose is to achieve the expected performance appraisal effect and achieve the fundamental purpose of performance appraisal by establishing and perfecting the operation performance appraisal system. The fundamental purpose of performance appraisal is not to punish employees who fail to fulfill their work targets and duties, but to effectively motivate employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises.

(six) the basic medical insurance policy for urban workers has changed greatly, and the mode of participation has changed on the basis of not affecting the interests of employees.

(7) Recruitment: open up recruitment channels and quickly replenish personnel. On-site recruitment, employee introduction, internal recommendation, talent search and online recruitment are the main recruitment channels, supplemented by training promotion and newspaper advertisements. In this way, the recruitment cost and recruitment cycle of the company can be reduced, and all kinds of required positions can be supplemented in time. Standardize the recruitment workflow and methods to improve the recruitment effect. Strengthen the awareness of systematization and structure. Strengthen communication with employing departments and employees to improve service quality.

(eight) to strengthen the construction of the department itself. Improve your execution, while making achievements, there is no denying that your execution is still lacking. I will establish a sense of crisis in my future work, set myself a time period for everything and try my best to catch up, so as to improve my execution and work efficiency. In-depth study of professional knowledge and legal knowledge related to human resources, arm yourself with a solid theoretical foundation, enhance the ability to analyze and solve problems, and make it more professional.

(9) Daily and basic work.

In the new year, the human resources department will strictly follow the instructions of the company, keep up with the development pace of the group company on the basis of doing a good job in daily work, and strive to learn all kinds of professional knowledge, improve professional skills and improve professional quality. Actively implement the concept of "thinking determines action, thinking determines the way out", focus on the overall situation of the company, strengthen active learning, innovate ideas and methods, and tap potential capabilities. In the face of difficult problems, if you have the conditions, you will go forward bravely, and if you don't have the conditions, you will create your own conditions. We firmly believe that with the understanding and strong support of the company's leaders and all employees, the human resources department will do its best to advance in a higher and better development direction while doing every basic work, and make its own contribution to the company's faster and better development. The above work plans and ideas will be continuously supplemented and improved in the work of 20xx, so as to better serve all employees and better promote the all-round development of the company!

I want to talk about my views from the perspective of work plan. I hope it helps you. Administrative personnel management It is important that if you are the administrative personnel supervisor of this company, your execution and work plan should focus on how to carry out the work and make it fruitful.

1. It takes 1~2 months to get familiar with the management of the company, understand the management status of the company, and put forward the problems existing in the company's administrative management process and the problems that should be solved.

Second, understand the company's corporate culture, start to establish the connotation of corporate culture, integrate personal development into the concept of corporate culture, and help the company establish a healthy corporate culture atmosphere.

Third, system construction: scientific, standardized and reasonable enterprise system construction is the basis of management. System determines behavior! Pay attention to institutionalized management in company management, not rule by man.

Four. Personnel operation process: standardize the employee's entry requirements and job descriptions, including establishing corresponding process standardization management from recruitment to resignation.

Verb (abbreviation for verb) Staff training. Untrained employees are liabilities of enterprises. As an enterprise, we must attach importance to employee training, and administrative personnel management must include employee training in the work schedule, including employee induction training, pre-job training and so on.

Sixth, performance appraisal and salary system. Performance appraisal is the focus of administrative personnel management and should be the focus of your work plan. Clarify the key points and indicators of assessment, and strive to require employees to achieve their work goals.

Of course, administrative personnel management involves a lot of content, and it is impossible to cover everything. What matters is your personal leadership and leadership quality, plus your execution. I think the above aspects can be achieved, and the work plan should be said to be relatively complete around the above aspects. Wish you success!