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Human resources work plan

According to this year's work situation and shortcomings, combined with the company's current development situation and future trends, the human resources department plans to carry out the work in 2003 from ten aspects:

1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.

2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete the daily recruitment and distribution of human resources.

4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.

7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

Precautions:

1, human resources work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the target completion.

2, human resources work for a growing company, is a very important basic work, at the same time also need the company up and down in Qi Xin, all departments cooperate with * * * to do a lot of projects, therefore, it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it.

3. This work objective is only the basic document of the work of the Human Resources Department in 2003, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

One of the goals of the Human Resources Department in 2004 is:

Improve the organizational structure of the company

I. Overview of objectives

Strictly speaking, the organizational structure of the company so far is incomplete. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first complete the improvement of the company's organizational structure in 2003. Based on the principle of stability, rationality and soundness, 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 three years, so as to ensure the good operation, standardization and sustainable development of the company within the existing organizational structure.

Second, the specific implementation plan:

4. Before the end of 2003 1, complete the investigation on the rationality of the existing organizational structure and staffing of the company and the future development trend of all departments of the company;

5. Complete the draft organizational structure design of the company before the end of February 2003, solicit opinions from all departments, and submit it to the board of directors for deliberation and revision;

6. Before the end of March, 2003, complete the organization chart of the company, the organization chart of each department and the company's staffing plan. All departments of the company cooperated with the company's organizational structure and reformed the job description and workflow on the basis of last year. The human resources department is responsible for filing.

Three. Matters needing attention in achieving the goal:

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as is the setting of departments and staffing. Once the organizational structure is determined, the human resources department will have the right to refuse the increase and increase of staff in various departments outside the organizational structure unless the board of directors specifically approves it.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the draft organizational structure is published, it must be decided by the board of directors of the company to invite all departments to review and put forward valuable opinions.

The second goal of the human resources department in 2004:

Job analysis of each position

I. Overview of objectives:

Post analysis is one of the bases for the company to set up posts, adjust the organizational structure and determine the salary of each post. 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.

Second, the specific implementation plan:

1. Complete the company's post analysis plan before the end of March, 2003, and determine the post investigation items and methods, such as the main work contents, work behaviors and responsibilities of each post, the forms, tools and machines that must be used, the performance appraisal standards of each work content, the working environment and time, all requirements of each post for the post personnel, and the current salary status of the post personnel. The human resources department ensures that the scheme is as detailed as possible and the table design is reasonable and effective.

2. In April 2003, the basic information of job analysis was collected. At the beginning of April, the Human Resources Department distributed a job information questionnaire to every employee in each department. Complete the summary work before April 15. Complete the draft position analysis of the company before April 30th.

3. In May 2003, the Human Resources Department submitted the detailed information of the company's position to the board of directors of the company, and submitted it to the managers of all departments for revision. After revision, it will be summarized and submitted to the board of directors of the company for review and filing, which will serve as the basic information for the strategic planning of human resources of the company.

Three. Matters needing attention in achieving the goal:

1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.

2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.

3. It must be noted that the information collected may be limited to the position information in the company's existing institutions. However, the post analysis materials submitted by the company to the board of directors must strictly refer to the company's organizational structure and analyze all posts within the structure. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.

4. After this goal is achieved, it can be applied to practical work in line with the organizational structure of the company, reducing the repetitive work in human resources work. This goal requires the cooperation of all departments of the company, and the human resources department should pay attention to the coordination and communication between departments.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;

2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, and should submit it to the board of directors of the company for approval after completion.

The third goal of the human resources department in 2004:

Recruitment and distribution of human resources

I. Overview of objectives:

In 2003, the recruitment and allocation of human resources that the human resources department needs to complete is based on ensuring the daily recruitment and allocation of the company, combining with the reality after the company moved to the * * industrial zone and established the second marketing department, as well as the specific work after the company adjusted its organizational structure and improved the responsibilities and positions of various departments. Therefore, as an important part of daily work and the work content 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. (Not all departments provide talent demand data)

The recruitment and allocation of human resources is not just a few job fairs. The human resources department should recruit talents according to the established organizational structure and the job analysis of each department to meet the company's operational needs. In other words, it is the allocation principle of human resources to 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.

Second, the specific implementation plan:

1. Planned recruitment method: mainly on-site job fairs, taking into account the network, newspapers, headhunters, recommendations, etc. Among them, on-site recruitment mainly considers: * * regional (including * *, * *) talent market and * * talent market. Guangzhou and Nanjing can be considered if necessary. You can also consider individual large-scale talent recruitment fairs in February and March, and fresh graduates' meetings held by various institutions in June and July; Online recruitment mainly relies on local * * talent network, * * talent network, Straits talent network, Carefree Future talent network, Zhuo Bo talent network, etc. (depending on the specific situation); Newspaper recruitment mainly uses professional media and directional media such as China Fashion Daily, Fashion Times, Xiamen Daily and Southern Metropolis Daily. The recommendation of headhunters and acquaintances depends on specific needs and situations.

2. Specific recruitment schedule:

1-March, attend 5 to 8 on-site job fairs according to the company's needs;

Participate in 3-5 on-site job fairs (including school supply and demand meetings) according to the company's needs in June-July. If necessary, keep in touch with the student departments of relevant institutions;

According to the actual situation, the human resources department will also participate in various job fairs from time to time.

Keep online recruitment of * * talent network and * * talent network for a long time, and reserve the talents that may be needed. Charged websites such as Straits Talent Network will temporarily decide to release recruitment information according to the demand and the recruitment effect of the website.

No newspaper recruitment will be arranged for the time being. Recommendations from headhunters and acquaintances will not be on the agenda for the time being.

3. In order to standardize the recruitment and allocation of human resources, the Human Resources Department drafted the Regulations on Recruitment and Allocation of Company Personnel 3 1 year 1 month ago. Please send it to all departments after being approved by the company leaders.

4. Planned recruitment fee: 65438+2000 yuan.

Three. Matters needing attention in achieving the goal:

1. Be prepared before recruitment: communicate with the employing department to understand the specific needs; Familiar with the writing of job advertisements (positions and requirements); Company publicity materials; Some necessary stationery; Recruitment form. The image of the recruiter.

2. When arranging an interview, we should pay attention to: the choice of interview method; The choice of the interviewer; Drafting interview questions; Fill in the interview form; The image of the interviewer; Feedback of interview results;

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Manager of Human Resources Department (Human Resources Commissioner)

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. Each department should report the manpower demand forecast for 2003 to the Human Resources Department when making the target for 2002, so that the Human Resources Department can arrange the recruitment time reasonably.

2. According to the company's manpower demand forecast in 2003, the administration department makes good preparations for logistics support.

The fourth work goal of the human resources department in 2004:

Salary management

I. Overview of objectives:

According to the current situation and future development trend of the company, the current salary management system will probably restrict the construction of the company's talent team, thus bringing certain influence to the company's long-term development. Through the human resources department's understanding of the existing salary situation at all levels of the company, it is suggested to establish a scientific and reasonable salary management system as soon as possible. There are three reasons: First, for a long time, the salary of the company's employees has been decided by the company's top management, and the human resources department lacks the basis for employee salary management, making it difficult to introduce talents, which also makes some employees think that the salary depends on the feelings and closeness of the company's top management, rather than on their own work ability, and the human resources department cannot give employees a reasonable explanation; Second, the actual salary of employees in the company is almost in a highly confidential state (whether it is like this or not, but many people think so), which leads to mutual speculation on salary, and there is also a phenomenon of different pay for equal work, which is not conducive to mobilizing the enthusiasm of employees and improving work efficiency. Thirdly, there is no convincing basis for the initial setting and adjustment of employee salary at present, and the salary structure is simple. The salary can be adjusted as long as the boss or the boss feels good. It is easy to form an incorrect concept that asking superiors and bosses for wages, not jobs.

The human resources department regards the company's salary management as one of the important goals of the department and even the company in 2003. Based on the principle of "fairness at home and competitiveness abroad", the Human Resources Department will complete the standardization of the company's salary design and management in 2003.

Two. Specific implementation plan:

1.Before the end of March, 2003, the human resources department completed the analysis of the company's existing salary, and submitted the draft salary design of the company in combination with the company's organizational structure and job analysis of each position. That is, the salary grade (currently proposed to be Grade 5 and Grade 20) and salary structure (basic salary, performance salary, seniority allowance, education allowance, post allowance, technical allowance, special post allowance, year-end bonus, etc.) of the employees of the company. ), as well as salary adjustment standards.

2. Before the end of April, 2003, the Human Resources Department submitted the salary grade table of * * Company according to the preliminary job analysis data, combined with the salary situation of the same industry in the region and the salary situation of the existing personnel of the company, and submitted it to the managers of various departments for review and modification, and then submitted it to the board of directors of the company for approval;

3. In May 2003, the company's salary management system was completed and submitted to the board of directors for approval.

Three. Matters needing attention in achieving the goal:

1. The reformed salary system and management system should take motivating employees and retaining talents as the starting point. We should fully embody the fair principle of distribution according to work and distribution according to contribution. Therefore, the preliminary work should be solid. Determine the salary of the position and evaluate the position; To determine the skill salary, it is necessary to evaluate personal qualifications; To determine performance pay, we should not only evaluate work performance and determine the overall salary level of the company, but also evaluate the salary level of the industry in the region, the profitability and payment ability of the company. Every assessment needs a set of procedures and methods, so the design of salary system and the formulation of salary management system are a systematic project. To complete this work, we must have a correct attitude and ensure that the scientific and rational nature of the system can withstand scrutiny and inspection.

2. The purpose of establishing salary management system is to standardize management and improve morale. Therefore, in the process of operation, the human resources department will consider handling individual special circumstances and comprehensively consider the overall impact to avoid affecting the overall morale due to individual circumstances. If individual positions need to hire foreign talents with high salaries, such as special talents such as marketing director and design director, the board of directors generally authorizes the general manager to handle them according to the annual salary system. However, the Human Resources Department suggests that in order to ensure that all employees are not affected by individual exceptions, 50% of the annual salary of exceptions can be managed in the salary management system in the form of monthly salary, and the other 50% will be considered separately by the company. This helps to supervise and evaluate the work of high-paid employees moderately and effectively, and also has a psychological balance for other employees.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department (or Human Resources Commissioner)

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

The salary scale and the company's salary management system need to be confirmed by the company's board of directors before they can take effect. The final salary of existing employees needs to be decided by the board of directors.

The fifth goal of the human resources department in 2004:

Employee benefits and incentives

I. Overview of objectives:

Employee welfare policy is one of the tasks to enhance enterprise cohesion, which is matched with salary management. Different from the salary policy, salary is only a reflection of the short-term competition in the human resources market and the relationship between supply and demand of talents, so under the influence of various factors, salary is constantly changing dynamically. The welfare of employees is a long-term commitment of enterprises to employees, and it is also a necessary condition for enterprises to be more attractive. According to the company's current situation, in 2003, the human resources department plans to substantially change the company's welfare policy, so that the company's "people-oriented" business philosophy can be fully reflected and the company is in a favorable position in talent competition.

Employee motivation is an extension and supplement of welfare policy, and welfare policy is actually only an integral part of employee motivation. Its material incentives become employee benefits when implemented in specific policies, and employee incentives include material incentives and spiritual incentives. Doing a good job in employee motivation will help to fundamentally solve the problems of employees' enthusiasm, initiative, stability, centripetal force, cohesion, loyalty to enterprises and sense of honor. The human resources department must consistently do a good job of motivating employees throughout 2003 to ensure high morale and good working atmosphere within the company.

Second, the specific implementation plan:

1. It is proposed to set up welfare items: employee accommodation allowance, overtime allowance (the above two items are reform and improvement), Man Qin Prize, holiday allowance, social medical insurance, social endowment insurance, housing provident fund (employees who have served for more than three years can enjoy this benefit), employee birthday party, quarterly management dinner, wedding gift, factory celebration gift and year-end (Spring Festival) gift.

2. Plan to formulate incentive policies: monthly (quarterly) excellent employee selection and commendation, annual excellent employee selection and commendation, establishment of internal promotion and salary adjustment system, employee rationalization proposal (proposal) award, departmental annual team spirit award, and establishment of internal competition mechanism (such as the last elimination mechanism).

3. In the first quarter of 2003 (before March 3 1 year), the specific welfare items and incentive policies were formulated and reported to the board of directors of the company for approval, and then organized publicity.

Starting from April, the human resources department will strictly follow the established objectives, policies and systems. This work is continuous. And conduct employee satisfaction survey within one quarter after operation (before June 30). Feedback the survey information to the company, and adjust and improve the company's welfare policy and incentive system according to the survey results and the answers of company leaders.

Three. Matters needing attention in achieving the goal:

Employee benefits and incentives complement each other, and the seriousness of work directly affects employee morale, brain drain rate, enterprise cohesion and attractiveness, the overall talent level of the company, enterprise operation efficiency and long-term development direction of the company. The human resources department should stand in the long-term interests of the company and do a good job in the welfare and encouragement of employees.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department (Human Resources Commissioner)

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. Because the formulation of each welfare and incentive policy requires the company to provide corresponding material resources, the specific welfare incentive projects need the final decision of the company's board of directors. The human resources department has the right and obligation to make suggestions.

2. Once the welfare and incentive policies are determined, the company's administrative department should cooperate with the human resources department to do a good job in logistics support;

3. Managers of all departments and directors of all subjects also shoulder the responsibility of encouraging employees in their own departments and undergraduate departments. In daily work, the care and spiritual encouragement for employees need the cooperation of managers above the supervisor.

The Sixth Work Goal of the Human Resources Department in 2004:

Perfection and operation of performance evaluation system

I. Overview of objectives:

Since the company tried target management and performance appraisal in 2002, so far, it has achieved certain results and accumulated certain experience. However, in practice, there are still many areas that need to be improved. In 2003, the Ministry of Human Resources listed this goal as one of the important tasks this year. Its purpose is to achieve the expected effect of performance appraisal and realize the fundamental purpose of performance appraisal by improving the 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.

In 2003, based on the performance appraisal in 2002, the human resources department began to improve the company's performance appraisal system, and implemented and operated it persistently.

Second, the specific implementation plan:

1 and before 2003 1 March 3 1, complete the revision and writing of the company's performance appraisal system and supporting schemes, and submit them to the general manager's office meeting (or department manager's meeting) for deliberation and approval;

2. From the Spring Festival of 2003, the performance appraisal will be fully implemented according to the revised and improved performance appraisal system;

3. Main work contents: According to the shortcomings in the performance appraisal in 2002, the current performance appraisal rules and specific requirements and related use forms are revised, and it is suggested that the assessment forms, assessment items, assessment methods, feedback and improvement of assessment results, and the linkage between assessment results and salary system be greatly revised to ensure the benign operation of performance appraisal; It is suggested that target management and performance appraisal should be separated and carried out in parallel. The inspection of target management is a regular work to correct the target, and its result is only one of the reference items of performance appraisal; Full consideration will be given to the performance appraisal of all staff. Strictly speaking, the performance appraisal of department managers in 2002 was not successful. In 2003, after improving the performance appraisal system, the human resources department will conduct performance appraisal for all staff.

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

Three. Matters needing attention in achieving the goal:

1, performance appraisal involves the vital interests of all departments and employees, so the human resources department should publicize and dispel doubts about the fundamental significance of performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.

2. As a new thing in the development of human resources, the performance appraisal system will inevitably encounter some unexpected difficulties and problems during its operation. During the operation, the human resources department will pay attention to the opinions and suggestions of people at all levels and adjust and improve the working methods in time.

3. Performance appraisal itself is a communication work and a process of continuous improvement. The human resources department will pay attention to the vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department

Verb (abbreviation of verb) Matters and departments that need support and cooperation to achieve the goal:

1. The revised performance appraisal system, scheme, forms and other texts need to be reviewed by all departments and the board of directors of the company;

2. The company needs to set up a performance appraisal implementation committee to be responsible for the implementation of performance appraisal. It is suggested that the company should have at least one senior leader, and the human resources department, as the specific undertaking department, should be responsible for the drafting of the plan, the formulation of measures, the organization and coordination, the check of records, the statistical summary and the linkage with salary.

The seventh goal of the human resources department in 2004:

Staff training and development

I. Overview of objectives:

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. In 2003, the human resources department carried out employee training and development in a planned, step-by-step and targeted manner, which made the company one step ahead in talent training.

Second, the specific implementation plan:

1, according to the company's overall needs and the training needs of various departments in 2003, prepare the company's staff training plan in 2003;

2. Take the form of training: invite external lecturers to teach in enterprises; Send those who need training to study outside; Select a group of internal lecturers for internal management and job skills training; Purchase advanced management science VCD, software packages, books and other materials to organize internal training; Strive for rotation training for promising employees; Bring the old with the new; Staff self-training (reading, work summary, etc. ), etc.

3. Planned training content: It depends on the needs of various departments and the development needs of the company. It should mainly focus on the following aspects: marketing management, quality management, human resource management, production management, financial management, computer knowledge, clothing professional knowledge, procurement and negotiation, spiritual encouragement, corporate culture, system training for new employees, etc.

4. Training schedule: external lecturers teach in the company and internal lecturers teach. Training will be arranged according to the company's production and marketing schedule. Expatriates go out to study and arrange according to business needs and departmental work plans; In principle, the VCD teaching or reading club in the organization shall not be less than once a month.

5. The Human Resources Department is fully responsible for hiring all training lecturers and developing training courses.

In view of the details of the training work, the human resources department completed the drafting of the company's training system before February 28, 2003. After being approved by the general manager, it will be distributed to all departments for publicity. Staff training in 2003 will be carried out in strict accordance with the system.

7. Training cost: 1 10,000 yuan or so.

Three. Matters needing attention in target implementation:

1. The Human Resources Department usually pays attention to the research and development of training topics, collects information on lecturers and training courses of well-known domestic consulting and training companies in time, and recommends relevant training topics to relevant departments from time to time according to the needs of companies and departments.

2. Training can't be formalized, but it needs training, assessment and improvement. After returning to China, overseas trainees must summarize the training and communicate the contents, and submit relevant materials to the Human Resources Department. The human resources department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion, salary adjustment and dismissal.

3. When arranging training, the Human Resources Department should first consider the coordination with the work to avoid the conflict between busy work and training time, and then consider the relationship between key training and general promotion, to avoid the phenomenon that one department participates in training repeatedly and other departments have no chance to participate in training, and comprehensively consider the interests and needs of the company to improve the quality of employees.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department (Training Specialist)

Verb (abbreviation of verb) Matters and departments that need support and cooperation to achieve the goal:

1. All departments should report the training needs to the Human Resources Department according to their own work and the quality of employees when formulating the work objectives in 2003.