Personal promotion plan for personnel work

As a member of the administrative personnel department, we should set an example to ensure that everyone can take the initiative to undertake the work and make the work of the company go on normally under the condition of tight personnel. The following is my personal promotion plan in personnel work for everyone. I hope it helps you. If you like, you can share it with your friends around you!

Personal promotion plan for personnel work 1

As the New Year bell rings, the new year has arrived. As the saying goes, a year's plan lies in spring, and a day's plan lies in morning. At the starting line of the new year, look back at the traces printed on the work journey. With the accumulation of previous years, plan the blueprint of hope, write down the strategic plan for a rainy day, and present the work beacon of the new year with a brand-new attitude. The work plan for this year is as follows:

I. Administrative personnel

(1) The system scheme needs to be improved to form a standard system suitable for the company's operation, which is conducive to the formation of a "legal" environment with laws to follow in future work. I want to learn not only the professional knowledge of property management, but also the knowledge of human resources and administration. In these two aspects, I must give consideration to both, and I can't attend to one thing and lose the other. Through the study of professional knowledge and basic legal knowledge, combined with the investigation and understanding of the actual industry, I formulated and gradually improved the company's-.

(2) The institutionalization of procedures is not clear enough, and there is no clear procedural system for leave, overtime, employment, regularization and promotion, which leads to some problems in practical work. Institutionalization is a process of gradual improvement. In order to strengthen the extensive implementation of the company's institutionalization, this work will be the key work content of this department in, and will be completed in steps such as formulation, adoption, publication and implementation.

(3) During the year, due to the rapid development of the company, the company provided conditions for employees' learning and training, which facilitated me to formulate targeted and phased training plans, with a learning base and facilities for classes. The cultural quality and theoretical knowledge of management staff are relatively low. With the theoretical guidance of professional knowledge, we can improve the efficiency of employees' work practice and strengthen the standardization of work.

In order to improve the comprehensive quality of employees in real time in combination with their work practice, we plan to give classes twice a month to train employees in various knowledge (see Shenzhen Hongtaide Property Management Co., Ltd.-Annual Staff Training Plan submitted on 0 1-3 for details), and form a positive learning atmosphere within the company through class training.

(d) Archives management is still not in place. Archives record the development of the company. A good archival material can facilitate leaders to review and summarize and draw lessons from it. However, as far as this department is concerned, it has only initially established employee personnel files, various contract files and property engineering files, but failed to set foot in the company's overall files, and even lacked some pictures and audio-visual files. It can be said that this is a big shortcoming of file management, so-

(5) Corporate culture construction still needs to be strengthened. In order to enrich the connotation of corporate culture, it should be further promoted and formed through the organic combination of the company's humanities, business philosophy and employee group activities. The company holds an internal essay competition in the form of financial reward, which effectively promotes the progress of employees' cultural literacy and contributes to the construction of corporate culture. Organize outdoor activities of staff groups purposefully. The outdoor activities of employee groups can not only improve the emotional coefficient between employees, but also serve as the material for corporate culture construction. The group outdoor activities of employees will also form a planned plan in —— (see Shenzhen Hongtaide Property Management Co., Ltd. for details, which was submitted before 0 1).

Through in-depth understanding of corporate culture, we can more effectively build a corporate culture with Hongtaide characteristics. Culture is intangible, and then intangible culture needs tangible people, things and things as carriers, so building a good corporate culture needs all Hongtaide people to operate together.

Personal promotion plan for personnel work II

The core of work in 2000 is to stabilize front-line employees, reduce the mobility of front-line employees, improve production efficiency and stabilize quality to improve human resources work. This report is now submitted to the general manager for approval, please review it.

1. straighten out and adjust the organizational structure to improve work efficiency.

2. Reduce the turnover rate of production workers and stabilize production.

3. Establish a training system.

4. Improve KPI evaluation.

5. Improve the company system.

6, team building, harmonious departmental relations, establish a smooth communication mechanism.

I. Human resources planning

1, sort out the personnel situation and organizational structure according to the expected target and market situation.

2. Sort out the relevant contents in the company's current human resource management system.

Second, the recruitment and allocation of human resources.

1, sort out the job analysis of various departments and positions, and provide scientific basis for talent recruitment and salary evaluation.

2. Adjust the recruitment channels and methods.

(1) Formerly Cai Jun, China. Com has advantages in recruiting some technicians from China, which makes it difficult for our company to recruit. In 20-2000, we suspended cooperation with it, continued cooperation with Southern Talent Network, and cooperated with 5 1 Worry-Free. Increase the choice space with its huge resources.

(2) According to the post-80s and post-90s habits, effectively use free resources to expand recruitment methods for enterprises, such as Dajie.com, Freshmen.com, HIALL, 58 City, People.com, etc.

(3) Panyu human resources market will be used as a recruitment post and information collection channel for ordinary skilled talents and ordinary workers. The recruitment effect is not good, but it is helpful for information acquisition. I will still participate in 20-2000.

(4) According to the actual recruitment situation, participate in campus recruitment and online recruitment of colleges and universities in Guangdong Province.

(5) Establish cooperative relations with government employment centers and recommendation centers of employment agencies to reduce the recruitment cost of the company.

(6) street recruitment of ordinary employment and labor-intensive technical apprentices.

(7) Vigorously promote local recruitment and employee recommendation.

3. Require high-quality personnel to be in place within three months, 50% of ordinary workers to be in place within one month and completed within two months. The recruitment rate is over 70%, the recruitment retention rate is over 75%, the internal recruitment rate is over 2%, and the employment rate does not exceed 15%.

4. The total turnover rate of employees shall not exceed 15%. The annual turnover rate of employees should be controlled below 10%. The annual passive turnover rate of employees should be controlled below 5%. The employee retention rate is over 95%.

5. Reserve 20% of the production capacity of personnel in core positions, form an echelon of personnel, and maintain the stability and continuity of work.

Third, staff training and development.

Stabilizing employees, reducing employee turnover, improving production efficiency and stabilizing quality essentially reflect the growth of employees and become the focus of enterprises. Training is one of the important means to help employees grow. 20- Training should do the following:

1. Investigate and analyze the training needs and make a 20-year training plan.

(1) induction training for new employees, so that new employees can understand the company's corporate culture, be familiar with the company's various environments, and master basic knowledge, including rules and regulations, safety in production, occupational health, etc.

(2) Employees' business skills training, so that employees can master business skills and improve product quality. Let employees master all kinds of skills in handling work and improve customer satisfaction.

(3) Management training, to cultivate the ability of coordination and inspection and supervision in management, and how to finish the work effectively.

(4) Incentive training, which can effectively stimulate the potential of employees and cultivate their loyalty to the enterprise.

(5) Staff team cohesion, cultivate staff's sense of service, stimulate staff's vitality, and cultivate staff's wisdom and unity.

2. The courses urgently needed by the straight-line departments organize courses to serve the clues and realize the annual training plan.

3. Sort out and improve the basic training programs for induction education and three-level safety education.

4. Collect the lecturer information and training course information of well-known consulting and training companies in China in time, and recommend relevant training course information to various departments from time to time according to the needs of companies and departments.

5, special operations qualification training and retraining.

6, with the help of 20-30 years of senior lathe training experience, strive to organize a state-supported CNC machining center free training course for our company.

7, once a month on-the-job staff safety education.

8. Fully advocate and use the "studious and excellent" internal knowledge exchange platform, and constantly improve it in practice.

9, the creation of corporate culture

(1) Insist on organizing accident study every month to precipitate safety culture and quality culture.

(3) Shaping corporate culture with "voice" as the platform-do a good job in propaganda and instill business philosophy.

(4) Promote the symposium of "* * * sharing the same vision", and promote the growth of employees and enterprises through learning and sharing once a month.

(5) Organize recreational activities once a month.

10, to help employees establish career plans and promote enterprise growth and employee growth.

(1) Short-term goal (usually greater than 1 year)

Post goal, technical level goal and income goal; Main tasks to be completed in the short term; Favorable conditions; Main obstacles and countermeasures; Possible accidents and emergency measures.

(2) Medium-term goals (generally more than 5 years) post goals, technical level goals and income goals.

(3) Long-term goals (generally 10 years or more) post goals, technical level goals, income goals and major achievement goals.

(4) Life goal: post goal; Technical level target; Income target; Social impact goal; Major achievement goals.

Fourth, the performance evaluation system.

1, try to push the balanced scorecard.

(1) Realize the operation of financial indicators (overall objectives) and establish indicators.

(2) Target decomposition

(3) Establish key performance indicators.

2. Sort out and improve the assessment indicators.

3. Assist all departments to communicate performance appraisal, especially the probation period for new employees and the monthly performance appraisal for regular employees, so as to help employees grow.

Verb (abbreviation of verb) salary and welfare management

During the salary adjustment in June and July, the reform was carried out when the overall salary adjustment customers were granted control. The hourly basic salary overtime is: 65,438+0.50% of normal overtime; Holidays 200%; Festival 300%

2. According to Article 3 of the Regulations on Paid Annual Leave for Employees: "Employees who have worked for more than 1 year but less than 10 year are entitled to an annual leave of 5 days; Those who have reached/kloc-0 and less than 20 years are entitled to annual leave 10 days; Those who have reached the age of 20 enjoy annual leave 15 days. " You have worked in our company for one year, starting from the first day, and the longest time is no more than 5 days.

3, the fourth batch of housing points reward distribution.

4. Employee's birthday gift.

5. Collect market information through recruitment and other channels to provide timely and accurate basis for the company's salary and benefits.

Intransitive verb labor relations

1. Establish employee communication system and conduct employee interviews regularly, including probation communication, formal communication and resignation communication.

2, mental health, work pressure, disasters, occupational problems, healthy lifestyle, legal disputes and other consulting services.

Personal promotion plan for personnel work 3

I. Personnel recruitment

(A), thinking analysis

1 and-are the fourth year of the company's establishment and will also be a year of rapid development. The development of human resources will be rapidly increased and gradually put in place.

2. Take advantage of the company's recruitment and salary policies and the opportunity of the peak turnover after the Spring Festival to supplement the grassroots and middle levels.

Especially the outstanding talents in this industry, as a substitute, supplement and training reserve of human resources.

3, the implementation of internal training and promotion, promotion and appointment of self-motivated, continuous learning and promotion of internal staff.

(ii) Overview of objectives

At present, the company belongs to the development period, and the overall goal in- must first consider meeting the post demand, and then consider the talent reserve to realize echelon construction.

(III) Specific implementation plan

1, acquaintance recommendation: including employee recommendation, working in the company with high technical proficiency, having worked hard to achieve personal salary targets, and recommending outstanding talents suitable for the common development of the company, the company will give a one-time reward.

2. Online recruitment: Continue to cooperate with Carefree Recruitment Website.

3, poster recruitment: mainly for grassroots personnel recruitment.

(4) Matters needing attention in target implementation

1, recruitment channel expansion: competitors dig people.

2. Investigate the salary and benefits of competitors.

3. Make all preparations: communicate with the employing department to understand the demand in time and accurately; Conduct recruitment publicity; Make job posters.

Second, the performance appraisal

(A) train of thought analysis

There are two key issues in performance appraisal: first, the scientific nature of appraisal indicators; Second, the key to the formation of a management habit and behavior habit lies in persistence and institutional guarantee.

(ii) Overview of objectives

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, 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 achievement of work results.

(3) Specific implementation plan

1, continue to improve the supporting system and documents for performance appraisal.

2. Supplement and modify the assessment indicators of existing posts and new posts.

3. Focus on the assessment results, and track the feedback and improvement of assessment forms, assessment items and assessment results to ensure the benign operation of performance appraisal.

4. The implementation process is a continuous work throughout the year, and the standard for the Administration and Personnel Department to achieve this goal is to establish a reasonable, fair and effective performance evaluation system.

Personal promotion plan for personnel work 4

First, the main objectives of the recent work plan:

Optimize the company's existing staffing to lay the foundation for the company's next large-scale human resources goal: optimize the company's existing staffing and adjust resources. Lay the foundation for resource adjustment. The specific work arrangements are as follows:

1, according to the needs of the company's development, complete the job description of each position and clarify the job responsibilities of each position.

2, according to the responsibilities of each position, formulate performance appraisal standards for each position.

3. Complete the ability evaluation of the current department leaders.

4, according to the needs of the company, the current ability does not meet the requirements of the company's employees and department heads, come up with a treatment plan. For example: job transfer, training arrangement, dismissal, etc. , depending on personal circumstances.

5. According to personnel adjustment, start recruitment.

6. Make a preliminary salary system and discuss the feasibility of the new salary system.

7. Recruit talents for marketing activities, brand promotion, network planning and other positions needed by the company through online recruitment channels.

8, formulate the personnel workflow, and notify the department heads to implement.

Second, the long-term work plan objectives:

Establish and improve the company's human resource management system. Big goal: establish and improve the company's human resources management system, and ensure that human resources work becomes more scientific and standardized according to the company's development goals. According to the company's development goals, this work is becoming more and more scientific and standardized. The specific work arrangements are as follows:

1, make human resources plan according to the company's development strategy and business plan. Including personnel recruitment, training, assessment, and the establishment of a competitive elimination system.

2. Collect human resources information inside and outside the company regularly, establish the company's talent pool, and ensure the talent reserve.

3. Be responsible for the implementation and revision of the wage system, and monitor the wages of all departments.

4. Be responsible for making the company's annual training plan, and be fully responsible for the training and capacity development of the company's management.

5. Establish employee communication channels, collect information regularly, and formulate and constantly evaluate the company's incentive mechanism, welfare guarantee system and labor safety protection measures.

6. Be responsible for the daily labor discipline, attendance and assessment of employees, handle personnel procedures such as employee promotion, rewards and punishments, and make statistics and assessment on the annual assessment of the heads of various departments of the company.

7, according to the company's development plan, regular job analysis, modify and improve the job description of each position.

8. Be responsible for the business contact between the company and external organizations at all levels, and be responsible for internal and external labor statistics. Solve labor disputes between employees and the company.

9. Review the staffing of the company according to the company's business objectives and personnel demand plan, and manage the increase or decrease of the company's personnel.

10, according to the development of the company, improve the staffing of the human resources department.

1 1. Complete other tasks assigned by company leaders.

Personal promotion plan for personnel work 5

First, improve the system and realize standardized management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. With the continuous development of society, a perfect management system is undoubtedly the basis of its sustainable development. Therefore, it is urgent to improve the original rules and regulations and apply a reasonable and scientific hotel management system. In order to further improve the hotel system and realize the standardization of management, the employee handbook will be revised in 20-2000 to make employees "have laws to follow". Of course, while emphasizing consistency, we also pay attention to giving employees the freedom to develop their talents, and launch a new salary plan to encourage employees to use their brains and work boldly.

Second, strengthen training and improve the training mechanism.

The competition of enterprises ultimately boils down to the competition of talents. At present, the comprehensive quality of employees in all departments of the hotel generally needs to be improved, especially the department heads and foremen, who have great responsibilities. It is necessary to make a training plan according to the actual situation and really help them. In addition, the training of new employees is crucial.

From 20 to 2008, all employees will be trained in relevant rules and regulations every quarter, and etiquette training will not be conducted once every six months. In addition, the practical training of relevant skills of various departments must also be conducted once every six months. And the training is assessment, and the salary level is determined by the actual assessment of skills and the usual hospitality etiquette and attitude. This can strengthen the customer service of employees and make our software by going up one flight of stairs.

Third, assist the department and actively listen to the suggestions and opinions of employees.

Continue to cooperate with various departments to assist in handling incidents. 20-2008 is a year of hotel expansion, and having a united and innovative team is the guarantee for its development. Therefore, actively listening to employees' suggestions and opinions is the focus of the personnel department. Only when employees can happily serve our customers can we develop better and faster in the new year.

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