Four personal summaries by the Director of the Human Resources Division of the Unit.

The director of the human resources department of the unit summed up four years of changing ideas and concepts, which is a year of laying a solid foundation and improving through exercise. I constantly optimize myself with practical actions and strive to take my work to a new level. Actively maintain the existing recruitment channels and integrate internal and external resources in an all-round and multi-channel manner. The following is the personal summary of the director of human resources department of the unit for your reference. You are welcome to see it.

The person in charge of the human resources department of the unit personally concluded that the human resources department successfully completed the recruitment task assigned by the company at the beginning of the year. For me, 20xx is destined to be a year of changing ideas and ideas, laying a solid foundation and improving through exercise. I constantly optimize myself with practical actions and strive to take my work to a new level. The work of 20xx is now reported as follows:

I. Recruitment

Actively maintain the existing recruitment channels, integrate internal and external resources in an all-round and multi-channel manner, and do a good job in recruitment. At the beginning of the year, there was a large turnover of hotel staff, which led to a large gap in some departments. Under the situation of the transformation of the overall market environment, the cost of external human resources has risen, and the overall recruitment work is facing unprecedented pressure. Over the past year, the following work has been mainly carried out in recruitment:

1. The recruitment interview has re-established a clear, standardized and streamlined model. In accordance with the spirit of the notice issued by the head office in 20xx about the staffing and recruitment of Store No.6, in March, I helped the director to modify the recruitment process and interview process, and expanded the recruitment from the post-80s and post-90s to some people in the post-60s and 70s, from waiting in the office to actively recruiting in the talent market and various employment agencies. In the subsequent recruitment work, the standards of written test and interview were relaxed, which reduced the workload of the front desk.

2. Actively expand the construction of recruitment channels, maintain existing recruitment channels and promote new channels. In the year of 20xx, we will maintain the original labor movement college and the labor south road talent market, and actively expand the channel development and construction.

(1) For online recruitment, the same director investigated the websites of Zhaopin, Jiji.com and 58 Tongcheng, and obtained the first-hand information of online recruitment, and signed an agreement with Jiji.com to publish recruitment information and expand the recruitment area.

(2) Contact service agencies in time, attend job fairs more, and do a good job in talent reserve.

(3) Contact colleges and universities, recruit short-term workers and part-time jobs in winter and summer vacations, timely supplement the shortage of personnel, and greatly reduce the workload of existing personnel.

3. We have conducted internal recruitment with prizes, actively mobilized old employees to introduce relatives and friends to the store, and rewarded employees who have worked for a certain period of time (1 month). Secondly, the age range of recruiting vegetable delivery students and waiters is relaxed, which breaks the traditional entry standard and ensures the smooth progress of daily work.

Secondly, training.

The training work in 20xx is mainly carried out according to the work plan in document 20xx. 20xx headquarters 1, focusing on cultivating hotel reserve talents, improving the professional quality and sentiment of employees, mastering modern management knowledge and ability, and injecting vitality into work.

1. Keep in touch with the hotel training school. 20xx 1 year cooperated with the head office to conduct systematic and professional six skills and practical training for most employees of Ximendian, and obtained Shaanxi employment training qualification certificate, which improved the practical ability as a whole.

2. Carry out middle management knowledge training 10, and carry out company-wide management learning and team building knowledge, which injected fresh blood into the management team and improved the management level.

3. Hold internal training courses for employees for many times, learn videos of excellent employees in Li Qiang and special lectures on employee etiquette knowledge and career planning, and carry out the study of "selling products is not as good as selling feelings" to stimulate employees to master new knowledge and new ideas, rationally apply knowledge and conduct targeted training, which has played a certain incentive role.

4. In terms of foreign cooperation, we actively contacted the fire department, and conducted two trainings on fire protection knowledge popularization for all staff, which improved the overall safety awareness.

Third, performance appraisal, salary and social security.

1, at the end of June, actively cooperated with the headquarters to comprehensively reform the performance of the kitchen, and detailed the actual work to each employee, so as to do well and do badly.

2. According to the eighteen assessment criteria of managers, establish a file for each manager, so that the assessment is well-founded and the data is well-founded.

3. Regulate attendance again. After the monthly inspection, announce the attendance of employees on time, so as to be open and transparent. Let every employee know clearly, let everyone know fairly well.

4.20xx cooperated with the head office to reform the salary system in February, which leveled the gap with the market salary and ensured the monthly attendance calculation on time. There are loopholes in managers' performance files, which have been edited and entered into the book, gradually standardized and on the right track.

5. In terms of social security, actively verify the information of pension insurance, medical insurance and industrial injury insurance personnel with Jinyuan Building and Gaoxin Store, cooperate with finance to deduct the base of various insurances, and assist Jinyuan Building in sorting out basic information and handling relevant documents. Strengthen business knowledge learning. In May, I participated in 1 training with the Director of Human Resources and Social Security Bureau. After class, I actively study social security knowledge in online forums, constantly enrich myself, and make myself have a certain understanding of social security knowledge.

Fourth, other work.

1, quality inspection and safety inspection:

(1) When the front office receives a large banquet, the floor safety inspection shall be done for the peak hours of two rice mouths. At the peak of serving, take the initiative to put down office work, supervise and inspect at the front line, and assist the front desk service.

(2) For the purpose of increasing income and reducing expenditure, check the pre-meal preparation, sanitation and cleaning, equipment maintenance, product quality, waste of raw materials and service flow one by one every Monday and Friday, register in detail, reward well done and punish poorly done.

2, dormitory management:

In order to improve the accommodation environment of hotel employees, standardize and unify management, and create a clean, orderly and comfortable living and rest environment for employees, the following measures are taken:

(1), strengthen the management of water and electricity in dormitory. To stipulate the use of water and electricity for hotel employees, praise the saving of water and electricity, and punish the wasting of water and electricity. Since the implementation of this regulation, the water and electricity consumption of staff quarters has been greatly reduced.

(2) The implementation, inspection, rewards and punishments of dormitory hygiene standards. According to the specific situation of our hotel staff dormitory, it is stipulated to check the dormitory hygiene twice a week. Do morning meetings for dormitories with poor sanitary conditions? Feedback? Supervised by the department head? Informed criticism? A fine? The procedure is gradually improved. The sanitation of the dormitory is greatly improved than before, and the information is in good order.

3. Daily affairs:

(1) Assist in customer maintenance: sort out the classified wedding files every six months, and issue wedding gift vouchers to customers in time according to regulations.

(2) Hotel system maintenance and assistance in maintenance: The hotel has no full-time network management, and actively communicates with Paco company and external maintenance technicians to consult and assist in maintenance of computers and networks, so that computers and printers can operate normally, improve work efficiency and reduce the company's expenditure costs.

(3) Organize newspaper materials: organize in-store activities, important meetings and employee contributions at the end of each month and report them to the headquarters in time to enrich the content of Bao Yue.

(4) Complete all tasks assigned by superiors in time.

Verb (abbreviation for verb) personal growth

Personal 20xx years is mainly a year of professional knowledge transformation and continuous work summary. Learned the execution of work and the management of objectives. We have made unremitting efforts in personnel flow and recruitment. At the same time, individuals also find themselves with many job shortages and opportunities for growth.

The recruitment of 1 and 20xx is obviously more difficult than in previous years. I have the idea of giving up in practical work, but I have learned to be tough and persistent. Firmly believe in thought and overcome difficulties in action. I grew up and gained experience in some jobs. Thank you for your cultivation and encouragement.

2. Take advantage of all learning opportunities for further study and study to improve their professional knowledge and skills. In terms of learning, the company has given us a very big platform. In 20xx, I participated in the training of OA system, executive wisdom, etiquette, career planning and other courses, and participated in the collection and sorting, so that I got exercise, expanded my thinking, improved my working methods, improved my work plan, and injected new and better ideas into my daily work.

In 3.20xx years, great progress has been made in communication skills with other departments, employee conversation skills, administrative affairs handling and employee complaint handling.

4. Actively learn the basic knowledge of the six modules of human resources, and obtain the three-level certificate, which laid a certain foundation for the work.

20xx years passed quickly, leaving behind the accumulation of knowledge and experience. By comparing work and summing up experience, we can improve efficiency, working methods and self-working ability. I will work hard for the development of specialization and standardization with my practical actions.

It has been two months since the head of the human resources department summarized the company. Under the correct leadership of the company's leaders and the joint efforts of all departments, the personnel department has successfully completed all tasks assigned by the company's leaders closely around the company's development goals. The work recently completed by our department is summarized as follows:

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

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

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

2. Establishment of company management system

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

3. The establishment of personnel management system

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

Second, the determination of the number of employees.

After three years of operation, I deeply feel that determining the number of employees is the most important task of the human resources department. The human resources department is a? Manager? Department, only know exactly the number of employees in the company, and then calculate the salary, personal income tax, welfare funds and other work can be carried out smoothly. If the number of employees is wrong, it will be useless to do anything next, and it will also bring disastrous losses to the company. However, the company will constantly adjust its production plan with the changes of the market every year, and the production line, direct workers and management personnel are all changing, so the work of determining the number of employees is quite heavy.

Three. Recruitment of company personnel

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

Fourth, the training work

Staff training is mainly reflected in the extraction of training fees. Because the qualified rate of products and ISO are directly related to training, employee training is closely related to production. In order to apply for ISO9000, the qualified rate of products produced by the company must reach more than 90%, so training fees should be invested every year to maintain the qualified rate of 90%. However, training will improve the level of employees. After one year of training, the company's original staff level will be improved, and the staff level is too high, which will bring unnecessary salary expenses to the company. It will be a good choice to lay off high-level employees and hire low-level workers at this time. Therefore, when extracting training expenses, we should also make good compensation for laying off redundant senior workers in the coming year.

Verb (abbreviation of verb) daily personnel management

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

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

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

1. On the establishment of the management system, we only had good ideas, but did not intensify our efforts, resulting in some work not being completed on time.

2. The coordination among departments needs to be strengthened.

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

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

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

Personnel management is an important part of enterprise management, and its fundamental purpose is to integrate and optimize the allocation of human resources. In recent years, enterprise personnel management has been one of the key issues in the process of restructuring state-owned enterprises and institutions in China. The author mainly analyzes the importance of personnel management in enterprise management, summarizes the problems existing in enterprise personnel management, and puts forward corresponding countermeasures, so as to make the enterprise run and develop healthily.

First, the importance of enterprise personnel management

As an important part of enterprise management, personnel management aims at maximizing efficiency through the integration and optimal allocation of human resources. The competition between enterprises is actually the competition between talents. Whoever has talents will have an advantage in the market competition. As a manager of an enterprise, the first is the art of employing people. Only by attaching importance to personnel management and making full use of people's potential ability can enterprises be full of innovative vitality. Personnel management plays an important role in enterprise management, because it shoulders an important mission, that is, to improve the operating efficiency of enterprises through the optimal allocation of personnel. In order to realize the optimal allocation of people and things and make the best use of them, a series of specific management activities are needed, which are the functions of personnel management. In today's competitive environment, the main task of personnel management is to provide suitable talents for enterprises to achieve their overall goals. It is necessary to further strengthen the reform of the personnel system of the Ministry of Personnel, establish a good talent file, invigorate the employment mechanism, and create a good working environment for enterprises to select outstanding talents. At the same time, the personnel management department should play an incentive role, care for and improve their living environment, so that everyone can feel at ease at work and have no worries. Only in this way can we give full play to people's inherent potential and form an atmosphere of sincerity, understanding, unity and cooperation, so that enterprises can have vitality. With the rapid development of today's society and the more complicated personnel management activities, the functions of personnel management will inevitably be extended and expanded. This requires managers to pay attention to grasp, clarify and implement their own functions in their work practice, so as to better serve the socialist modernization.

Second, the problems existing in enterprise personnel management

With the gradual establishment of China's enterprise personnel system and socialist market economic system, some initial inherent disadvantages have gradually emerged, mainly as follows:

1. The authority of the personnel management department is highly centralized, and the employer is seriously out of touch with the employer. The unified national employment system makes enterprises generally lack the autonomy of employing people, and employers are seriously out of touch with each other, which hinders the enthusiasm of talents, especially professional and technical talents with development potential.

2. The implementation of identity management and life tenure in personnel management lacks competitiveness and pressure, and there is no strict reward and punishment assessment index system, so it is difficult to form an employment mechanism in which personnel can enter and exit, and can be promoted and demoted.

3. The management mode is very simple, which forms the ownership of talent departments and units, limits the autonomy of all kinds of talents in selecting units and positions, and it is difficult to form the optimal allocation of talents.

4. The lack of legal system in employing people leads to rampant improper employment. Personnel power is concentrated in the hands of the top leaders, and then the necessary supervision mechanism is lacking. People-based management has finally become the main factor in personnel appointment, which has seriously dampened the enthusiasm, initiative and creativity of talents. These drawbacks seriously restrict the role of all kinds of talents and hinder the development of enterprises.

Third, enterprise personnel management countermeasures

1. Fully implement the appointment system and post classification system. According to the nature and difficulty of each post, the size of responsibility and the required personnel, it is divided into different categories and grades, and scientific post standards are formulated. Cooperate with the scientifically set posts, clarify the tasks, powers, responsibilities and qualifications of each post, and select the best ones for appointment, so as to change the overstaffing situation that has long plagued enterprises and change the practice of enterprise managers applying the administrative level of state organs. Those talents with strong professional basic theory, professional skills and ideological and political quality are selected to suitable posts in time. Establish a fair competition mechanism to provide equal competition opportunities for talents. Market economy advocates the competition of talents, and human resources allocate the most suitable talents to the positions that are most conducive to their functions through the adjustment of economic leverage. Fair competition is the soul and pillar of the talent competition mechanism. It is necessary to broaden the channels for selecting people, broaden people's horizons, and enhance the courage of employing people, regardless of their status or qualifications, and to be first-class in morality before paying attention to their skills.

2. Selection of enterprise talents. Enterprises must consider the knowledge structure, professional level, analysis and judgment ability, planning and organization ability of talents when selecting and using talents. Choose talents with different intelligence according to different job requirements. Managers must adhere to the principle of having both ability and political integrity, appoint people on their merits and tailor them to reduce the occurrence of such problems. There are various forms for enterprises to select talents, so specifically, there are mainly the following forms.

2. 1 Select from within the enterprise. Cultivating and selecting talents from within the enterprise is the lowest cost, and in many cases it is also the most efficient and effective method. There are many specific methods, but the most important thing is to have a systematic internal training and selection system. Due to the limitation of their own conditions, enterprises have relatively few objects to choose and less funds and practice to invest, so the training and selection work should be focused and targeted. This is conducive to the development of enterprises, enterprises can activate the enthusiasm of employees within enterprises.

2.2 Recruiting from outside the enterprise. External recruitment is an important way for enterprises to select talents. Because of its extensive sources, it is easier for enterprises to obtain talents. There are many modes and sources of external recruitment, mainly including: through recruitment in the talent market, enterprises should establish confidence, actively participate in the competition in the talent market, and use various conditions created by enterprises to recruit applied talents. There are many talents in the talent market, and we can find all kinds of talents suitable for the development of enterprises. Through the talent market, we can also improve the visibility of enterprises and attract more talents.

Strengthen the contact and cooperation between colleges and universities, and discover and tap talents. College students who are about to leave school are also rare talents, and then their professional knowledge is solid. As an enterprise, we should give them some room for development.

3. Establish a personnel training mechanism. Establishing a social mechanism for cultivating talents can improve employees' sense of urgency to a certain extent, thus stimulating employees' creativity to the maximum extent. Only by establishing a talent training base, constantly improving the professional knowledge level and working ability of employees, attaching importance to the cultivation and development of talents, and establishing an equal competition mechanism and a post environment for the survival of the fittest can we adapt to the ever-changing development needs.

3. 1 new talent training. Most newcomers enter the enterprise with great expectations, and then they are most willing to receive training. In the first two weeks of new employees entering the enterprise, systematic training can quickly improve efficiency and reduce setbacks and unnecessary exploration.

3.2 Enterprise core business training. It is to adopt appropriate training contents and methods according to the core competitiveness of enterprises.

3.3 Management training for middle managers. Improving the professional ability of middle managers is the main source to enhance the competitiveness of enterprises. Doing a good job in training needs a definite and reasonable plan. Finding a suitable training institution is the fastest way at first, then training your own teachers for a long time and establishing an enterprise training system to facilitate the long-term development in the future.

4. Introduce competition mechanism and enliven personnel management. Enterprise personnel management departments should actively enliven the employment mechanism, deepen the reform of enterprise cadre personnel system, improve cadre management methods, establish and improve cadre management methods, and make enterprises full of vitality. Broaden the vision of talents and fundamentally change the concept and standard of employing people. Specific measures: (1) On the premise of adhering to the party's management of cadres, adhere to the principles of openness, democracy, competition and merit-based, and improve the degree of employees' participation in cadre work. (2) Further promote the post exchange of cadres and enhance the overall function. (3) Continue to promote the democratic recommendation, democratic evaluation and democratic appraisal system for cadre assessment, and actively implement the pre-appointment publicity system and employment probation system for middle-level leading cadres in enterprises. (4) establish and improve the responsibility system for the selection and appointment of cadres, and if the supervision dereliction of duty causes serious consequences, the responsibility shall be investigated according to law. (5) Adhere to the principle of meritocracy, select people with excellent work style, and change the situation of selecting people from a few people in the past. (seven) to establish and improve the system of middle-level cadres. (8) Strengthen public opinion propaganda, change traditional ideas and dilute them? Official standards? Thoughts on the construction of cadres in enterprises? Can you go up and down? The atmosphere is good.

Conclusion:

In short, only when we clearly realize that many personnel departments still lack comprehensive and systematic management contents, are trapped in specific and repetitive procedural affairs all day, have not yet formed a standardized personnel work system, have failed to effectively manage some problems and links in their work, further improve the quality of personnel workers, make them constantly innovate and explore in their work, and find new ways suitable for their own characteristics, can our enterprise get benign operation and development.

The person in charge of the human resources department of the 4 units personally concluded that in the past two years of work, compared with all of you present, I have nothing to praise. Looking at the two-year work experience, it can be divided into two stages with April of xx as the boundary. August xx to April xx, engaged in personnel management. In this position, I can say that although I don't love my job, I am very dedicated. During his tenure, he basically completed a series of personnel system reforms, such as middle-level cadres competing for posts, two-way post selection for all staff, cleaning up various labor relations, and openly recruiting new employees for the first time, and formulated a series of rules and regulations to strengthen strict labor discipline, employee leave management regulations, and various subsidies. However, due to my limited working ability and many omissions and loopholes in the work process, I deeply felt that I was not qualified for this important position, so I submitted my resignation to the leader.

In May of xx, I was temporarily appointed as the director of the office of the trade union of the Academy. In this position, I strive to make no mistakes, ordinary but not mediocre. Organized large-scale activities such as visiting old comrades to welcome the Olympic Games, visiting painter's village on the Double Ninth Festival, workers' sports meeting, establishment and exhibition of health system sports association for the elderly, and old comrades' cultural performances, actively established workers' homes, and strived to make hospital affairs open and perform their duties wholeheartedly.

No matter where I am, I will resolutely obey the leadership of the Party Committee, implement the resolutions of the Party Committee, love the hospital, love the collective, adhere to principles, abide by discipline, be honest and do my duty, but my work ability is not good and my work lacks passion. If you evaluate yourself from four aspects: morality, ability, diligence and performance, you can be qualified in morality and diligence, and basically qualified in ability and performance.

?