202 1 3 short essays on human resources work summary.

What is a job summary? As the name implies, it is to review and summarize my previous work and see what shortcomings I have done before need to be improved. Let's share three 202 1 human resources work summary essays for your reference. ? Summary of human resources work 1

? With the ringing of the New Year bell, a brand-new 20xx year is ushered in. Looking back on 20xx's work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and working hard for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year. It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20xx, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly the biggest booster for colleagues in human resources department. In the past, you were probably right? Human resources? This word feels a bit strange. I wonder what is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company. In the first half of this year, due to the shortage of manpower in the department, some work could not be really carried out, and we have been doing basic work. Since Director Mo took office in the first half of this year, we have sorted out the work of the Human Resources Department, defined everyone's job responsibilities, and made the division of labor more detailed. Now let's sum up our work this year.

? 1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

? Second, responsible for the management of employee labor contracts and handling labor employment and related procedures; The signing of the labor contract is not particularly smooth, mainly because the business personnel in the marketing department are scattered, and there are fewer opportunities for concentration, which often comes and goes in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

? 3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method.

? This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many positions in the company, employees often need to manage their working hours flexibly, or they can't submit satisfactory attendance data, but in order to prevent some employees? Exaggeration? According to the unfair result of attendance, the attendance system needs to be improved.

? First, implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

? Second, the company fully considers the welfare of employees, and various welfare systems are being gradually implemented. For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

? Third, manage the promotion staff well. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

? 4. Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers; Five. Help establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees; In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company's? People-oriented? Concept of talents. For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance. Finally, I wish the company all the best in the new year, getting better every year.

Summary of human resources work II

? With the ringing of the New Year bell, a brand-new 20__ years are ushered in. Looking back on the work and life in the past 20 years, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and striving for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year.

? It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20 _ _ _, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly a tonic for colleagues in human resources department. In the past, you were probably right? Human resources? This word feels a bit strange. I wonder what is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company.

? In 20__ years, due to the shortage of staff in the department, some work could not be really carried out, and we have been doing basic work. Since Director Mo took office in the first half of this year, he has sorted out the work of the Human Resources Department, defined everyone's work responsibilities, and made the division of labor more detailed. The work this year is summarized as follows:

? 1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

? 2. Responsible for the management of employee labor contracts, employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

? 3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many positions in the company, employees often need to manage their working hours flexibly, or they can't submit satisfactory attendance data, but in order to prevent some employees? Exaggeration? According to the unfair result of attendance, the attendance system needs to be improved.

? Implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

? Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell, and we got it from the insurance company in time.

? Only with their own professional quality can we face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In another 20__ years, the responsibility of the human resources department will be heavier. The human resources department must arrange and implement the work plan for the new year and speak with actual work performance.

? Finally, I wish the company a smooth new year, getting better every year!

? Summary of human resources work 3

? While further improving the basic work of human resources, the human resources management and development of 20xx company; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

? I. Basic situation of human resources

? Logistics education: As of February 3, 20xx 1 day, the company has 482 people with college education or above, including doctors1person, 37 masters, 242 undergraduates and 202 junior college students.

? Second, through post analysis and setting, do a good job of creating posts and personnel.

? In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company has formulated posts and personnel in combination with the company's main business situation, as follows:

? 1, each management center is classified according to key indicators such as mileage, logarithm of service area and business scope;

? 2. Classify service areas according to traffic volume, turnover and other indicators.

? Third, actively promote the construction of 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. According to the general requirements of the company's management system, the company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.

? Fourth, the company's human resources development and training work has been greatly strengthened.

? In order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters has drawn up human resources development and training methods, and has done corresponding work in training planning and coordination, but the overall level of the company's theme (knowledge popularization) training and the company's headquarters staff training needs to be strengthened.

? Carefully organize and conscientiously do all kinds of training work. On-the-job training for new employees, * * * held three training sessions for new employees in service areas, each with 203 people for 20 days. A training course for middle managers was held with 39 participants. Training for service area leaders lasted for nearly 4 months, with 265,438+0 participants. The training is conducted in two stages.

? V. Stimulate employees' potential and enthusiasm for work

? Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation, establishes a self-disciplined employment mechanism of promotion and demotion, realizes the optimal allocation of talents in various positions within the company, promotes the development, management and rational use of human resources in the company, and establishes a high-quality, capable and efficient workforce.

? In particular, according to the employment mechanism and related performance appraisal management system, the industry links the assessment results with floating wages and year-end bonuses, which greatly improves the enthusiasm and initiative of employees and forms a situation in which employees strive for Excellence.

? Intransitive verbs take information construction as the driving force to strengthen technological innovation of human resource management.

? According to the overall deployment of the Group's informatization construction, in order to give full play to the advantages of human resource management talents and informatization technology of the Group and the company, and enhance the contribution rate of key management means in informatization construction, especially human resource management. We require all affiliated companies to do a good job in the overall planning of the human resource management information system with the help of the company's office automation system, and complete the electronic informatization construction of the company's decision-making report control system, human resource statistical information system and employee information data.