Annual summary of human resources

Four selected annual summaries of human resources

Time is always so fast. In a blink of an eye, a year passed silently. Looking back on the strong year, the results were hard-won. It's time to take a look at this year's work and sum it up. But do you know how to write it? The following are four annual summaries of HR for reference only. Welcome to reading.

HR Annual Summary 1 (1) Human Resource Planning and Management

According to the strategic objectives of the enterprise and the specific internal environment, make a 20xx human resource demand forecast, and prepare the organization chart of the headquarters, the number of posts and the salary plan. Preliminary review of the organizational structure, staffing and salary scheme of each project company.

(2) Recruitment and employment

1.20xx adopts online recruitment channels to collect personnel information, explore talents and establish a human resource bank.

2. Strictly follow the Company's Recruitment and Configuration Management System, fill in the Personnel Recruitment Schedule at the beginning of each month according to the personnel demand plan of each department, and start the recruitment work after being approved by the executive general factory.

(3) Training management

In order to do a good job in the company's training, promote the establishment and implementation of the company's training system, and meet the needs of the company and employees' personal development, the company issued the Management Measures for Training and Development. Make corresponding arrangements for training planning and requirements and the establishment of training system. However, all departments did not submit the training demand plan, so that the company did not issue a clear 20xx training plan.

The training carried out in 20xx includes: the Finance Department participated in the "Continuing Education for Accounting Practitioners" training organized by Chengdu Finance Department. According to the training management method, the training application must be submitted before going abroad for overseas training, and the leaders agree to participate in the training. After the training, employees will submit the training summary.

(4) Remuneration and welfare

Salary, welfare, social insurance and labor relations are the daily work of human resources. Seriously completed the following tasks:

1. Prepare monthly salary list accurately and timely;

2. Handle social insurance, provident fund and other related procedures for employees within the specified time every month, and * * * handle the procedures of adding, transferring and renewing the five insurances of pension, medical care, unemployment, work injury and maternity for 2 1 employee;

3. Fill in, summarize and report the statistical reports of human resources on time every quarter;

(5) Labor relations

1. Do a good job in employee file management, so that one employee file and one personnel file are kept and updated in time;

2. Handle the relevant procedures such as employment, confirmation, promotion, salary adjustment, transfer and resignation of employees of the company;

3. Handle the relevant procedures for signing labor contracts for employees of the company.

Second, in the work of 20xx, we have made some achievements, but there are still many shortcomings to be improved:

(1) When recruiting and selecting new employees, we should strengthen the study of relevant interview skills in order to improve interview efficiency and reduce the risk of employing people.

(2) Do a good job of induction training for new employees, so that new employees can integrate into the company atmosphere more quickly, be familiar with the company's work processes, and identify with the company's corporate culture.

HR annual summary is 2 20xx years, which is a year of rapid development of the company. Under the correct guidance of the company's leaders and with the joint efforts of all employees, this department closely focused on the company's business policy, studied hard and worked actively, and Qi Xin worked together to complete various tasks assigned by superiors and company leaders.

Chapter I Annual Work Summary

On the one hand, the daily personnel management, employee reward and punishment system, employee entry, resignation, promotion and management ensure the legitimacy and standardization of various personnel management work; on the other hand, the employee training plan, employee salary and welfare plan and employee performance appraisal are formulated to assess and motivate employees, and the implementation and infiltration of corporate culture enhance the cohesion, sense of belonging and professionalism of employees.

According to the arrangement of departmental work, we have done a lot of basic work from employee recruitment to labor relations in 20xx. Some progress has been made in employee care, salary and welfare, which has further matured the work of the human resources department. But at the same time, there is still a lot of work that has not been carried out or is not perfect. Therefore, at the end of 20xx, we should re-examine the completed work, sum up the experience and shortcomings, so as to carry out our work better in the future.

Chapter II Summary of Specific Work

20xx mainly completes the following aspects:

I. Recruitment work

With the development of the company, the demand for personnel is relatively large and urgent, so the human resources department has invested more time and energy in personnel recruitment. By the end of 20xx65438+February, the company had 472 employees (excluding promoters) and 9 people were short of staff. A total of 435 employees joined and 300 employees left (see figure).

Entrance and exit distribution map

9080706050403020 100

number of people

1 February March May July August September1October1October1February.

As can be seen from the figure, before February, there were fewer employees and more resignations. From May to September, Nanchang Store has new employees. By the end of the year, there were basically no employees, and the number of employees leaving the company remained high. The turnover rate of employees in 20xx reached 38.96%, which brought some passivity to the recruitment work.

The existing recruitment channels of Nanchang headquarters this year are: Nanchang-oriented online recruitment platforms (Jiji.com, 58 City Network, China 99 Store Manager Network, Retail Management Network, etc. ) and on-site recruitment in the talent market. The existing recruitment channels of the store include on-site recruitment, internal staff introduction and poster recruitment. From the analysis of resumes received from various positions, there are very few professionals in retail supermarkets, and sometimes they often receive more than 20 resumes. None of them meet the job requirements and enter the interview stage. Most of them are invalid resumes.

Candidate analysis:

1. Job seekers are unwilling to come to our company;

2. The job seeker has something temporary and has been hired by other companies for about the next time;

3. Job seekers receive interview notices from several companies at the same time, and make a choice after comparison.

4. The job seeker is still at work, and his job hunting intention is not strong. The idea of "knowing salary and knowing treatment" is compared with the existing treatment level.

5. Not satisfied with the company's salary and benefits.

6, comprehensive quality, professional enough.

Second, the training work

Training work runs through from beginning to end. From the induction training of new employees to management training, from corporate culture training to business skills training, it is important for employees to truly learn practical skills that can be applied in practice and create benefits.

Since I have been in Nanchang Store from May 20xx to the beginning of 10, I made a complete training plan for Nanchang Store before it opened. The training course involves the training of understanding corporate culture, company rules and regulations, being familiar with workflow, increasing business skills and skillfully operating the company's software system. Due to cost control and other factors, enterprise training is mainly internal training, and the training target is the management of the company. Some training courses were postponed and the training was basically completed well.

Third, performance management.

The achievement rate of the original performance appraisal project is too high, the store can't achieve the set goal, and the so-called performance achievement is far away, which leads to the performance appraisal being just a name. The store did not generate any enthusiasm for work efficiency and performance appraisal. In view of the problems existing in the performance appraisal process, the performance appraisal system should be gradually improved. In May this year, the supplementary management measures for performance appraisal were re-issued, and the assessment of employees was cancelled. The assessment method was mainly based on the "Department Group Management Assessment" where the store was located. From the original single sales assessment, it has increased to three major assessment items: sales, gross profit and non-operating expenses.

The new performance appraisal scheme is simple and easy to understand. Since May, shopping malls have implemented a new performance appraisal scheme, which has aroused the enthusiasm of employees, implemented fair work competition among departments, and promoted the obvious improvement of work efficiency.

In order to better link performance with salary, the work completion of the department should be reasonably assessed and reflected in the salary. This department will supervise the performance of each department and group every month, calculate the achievement rate of performance appraisal and bonus distribution of each store in the middle of each month, and send it to each department.

Each department's 20xx annual performance bonus distribution is as follows:

As can be seen from the chart, the performance achievement rate of lean store is the highest in the company. Mainly reflected in September to 65438+February, the achievement of various indicators is much higher than other stores.

Fourth, wage management and consumables management.

The salary management of this department is mainly to make the payroll of the headquarters staff every month and check the attendance and salary of the stores. The management of the company's consumables is also the daily work of the human resources department. Mainly do the following work:

(1), before the date of 10-15 every month this year, all the store attendance and wages will be forwarded to the department to supervise and inspect the daily attendance of the store;

(2), this year, according to the monthly store sales, staff wages to statistical accounting store staff cost control rate;

(3) Store number 1 and No. 15 submit consumables and office supplies to this department every month for unified registration, procurement and distribution;

(4) Statistics and accounting of the arrival rate of consumables suppliers within the specified time in each month of this year.

(20xx annual salary statistics (as shown):

(Monthly store personnel cost statistics for 20xx years (as shown):

As shown in the figure, because Nanchang Store has a business area of 6,000 square meters, and there are no promoters from manufacturers, and the number of formal employees increases, the personnel cost of Nanchang Store is still relatively high. Followed by the lead mountain store, because the store opened and closed at the end of June for rectification 1 1, the store sales were affected during the renovation period, so the personnel cost remained high at the end of the year. The staff cost control of Wuyuan 1 Store is quite good, and it has been controlled between 3.5% and 4.0%.

Verb (abbreviation of verb) labor relations management

(1) This year, the entry and exit procedures were standardized. A unified application registration form should be filled in, and two one-inch photos and two copies of ID cards should be attached. Relevant personnel should also have a guarantor and pay a certain management fee. Resignation requires receiving the resignation application form from the personnel department one month in advance, and all departments should sign it for the record. All personnel entering and leaving the company should be filed by the human resources department, and all processes should be strictly implemented in accordance with the rules and regulations.

(2) Do a good job in employee file management, so that each employee has one file and each personnel has one file, and update it in time.

(3) As the proportion of women in the store reached 85%, on March 8 this year, on Women's Day, materials were distributed to front-line female employees as holiday gifts. This employee care measure has been welcomed by employees and is a concrete embodiment of the "home" culture of the enterprise, which is worth continuing to carry forward.

(4) Excellent employees and excellent managers were selected this year, and a large number of excellent employees and department groups emerged through employee evaluation. The efforts made by employees have been affirmed, the enthusiasm and creativity of employees have been mobilized, and the corporate culture has been deeply rooted in the hearts of the people.

Chapter III Problems Existing in Annual Work and Suggestions for Improvement

As an important part of human resources department, personnel management has played its due role according to the requirements of post responsibilities. However, at the end of the year, there are still some unfinished work, and many problems have appeared in the process of promoting some work. In order to better sum up experience and lessons and promote better work in the future, we briefly summarize the following:

1. Personnel recruitment has not completed the work of reserving talents. The reasons are as follows: (1) The salary is low and it is difficult to be competitive; (2) The existing recruitment channels have little effect, and there is no reasonable investment in personnel recruitment.

Improvement: (1). Multi-channel development, multi-faceted talent. Such as organizing on-site recruitment in colleges and universities; (2) the principle of recruiting a group of reserve cadres, unified training, unified internship, unified assessment and unified distribution; (3) Strengthen relevant interview skills, reduce the risk of employing people, and put more energy into personnel recruitment. (4) Increase the talent database. The talent pool is divided into abilities, positions and majors.

Doing a good job in talent reserve is an important job of personnel, and filling the right talents to the right positions in time, including professional, comprehensive and management talent reserves.

2. The training work is not effective. The main reasons are: (1) employees generally lack understanding of training, and even have resistance because they take up rest time; (2) The training plan is thin and vague, and there is no training demand investigation beforehand and no training effect evaluation afterwards; (3) The execution is not strong, and some courses were postponed for special reasons, but they were not followed up as planned afterwards, resulting in shelving.

Improvement: (1) Conduct a staff mobilization meeting before training, so that all employees and management can deeply understand the importance of training and the benefits it can bring, and don't take it as a burden;

(2) From the demand investigation, carefully formulate the training plan until the evaluation.

(3) Work in strict accordance with the plan, so that new employees can integrate into the company atmosphere more quickly, be familiar with the company process and identify with the corporate culture;

3. Grassroots employees lack communication channels. The problems in employees' work and life can not be effectively reflected to the management, which leads to the human resources department always passively accepting employees' resignation and unable to guide and eliminate them in time before employees feel emotional.

Improvement: (1) Strengthen store management, further build a communication platform, conduct regular employee interviews, attach importance to employees' opinions and suggestions, and actively take improvement measures to gain employees' trust in the company, improve employee satisfaction and implement employee relations.

(2) The execution of departments needs to be improved. Many systems are not really implemented due to various factors, which leads to the company's will becoming an armchair strategist. It is suggested to strengthen this piece.

4. The salary and benefits are lower than those in the same industry 15%-20%, and there is no social security, which brings great pressure to personnel recruitment.

Suggestion: (1) Buy social security for senior employees or management and sign a formal labor contract.

(2) After the employee has been employed for one year, he can receive one more month's salary (annual payment 13 months' salary).

(3) Increase the administrative performance appraisal, add an administrative performance salary in the salary column, and at the same time formulate strict iron discipline with clear rewards and punishments. Administrative performance requires higher on-site management of stores, and the on-site management supervision of stores must be in place to be fair, just and reasonable.

The above is a summary of my work for one year. In the future work, I will strive to complete my own work, constantly adjust my working ideas, improve my working methods, focus on the long term, broaden my thinking and innovate.

HR Annual Summary 3 According to the work situation and shortcomings this year, combined with the company's current development and future trends, the Human Resources Department plans to carry out 200x work in 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.

On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, the performance appraisal system can be perfected and run normally to ensure that it is linked 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 20xx annual work of the Human Resources Department, 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.

First, the development of 20xx performance appraisal

1 and at the beginning of 20xx, according to the requirements of the general manager of the company, after summing up the problems and shortcomings existing in the performance appraisal in 20xx, the performance appraisal indicators of various departments were revised and improved in cooperation with various departments, and the targets were revised again to make them closer to the actual situation of the company.

2. Strengthen the work plan of the department and supervise and verify the authenticity of KPI data sources. Check whether the work plan of the department is completed on time every month, and supervise the leaders directly under the superior to summarize and grade the plan of the department, so that the leaders and superiors can grade more strictly according to the assessment standards and speed up the implementation of the work.

3. Assist the department manager to optimize and improve the assessment scheme of employees under the Electrical Department, Production Management Department, Finance Department, Equipment Maintenance Department and Engineering Department to ensure the effectiveness of post assessment and fully mobilize the enthusiasm of employees.

4. Keep the evaluation process fair and open. Departments that have doubts about the assessment results can complain to the Human Resources Department and handle complaints from three departments.

5. Organize all departments to write job descriptions, discuss with relevant positions and department leaders, and modify them into official documents.

6. Formulate management regulations on rationalization proposals and issue them as official documents, clarify the declaration process of rationalization proposals, and put forward incentive and reward standards.

Second, the main problems and measures in the evaluation process

1. Employees' understanding of performance appraisal needs to be further improved.

Measures: Carry out publicity and training through various channels to improve the understanding of assessment management.

2, too many assessment indicators, so that the energy of department heads is relatively scattered.

Measures: Reorganize department heads to discuss assessment indicators and streamline them.

3. The feedback link of assessment has not been taken seriously.

Measures: Training department leaders in performance interview skills, supervised by human resources department.

4. There is no regular evaluation.

Measures: The Human Resources Department organizes the middle and senior managers of the company to evaluate and adjust the assessment system in stages.

5. Lack of process monitoring and evaluation communication.

Measures: The heads of all departments should strengthen the supervision and management of employees' work process and record the key events (main advantages and disadvantages) in the assessment process. Through records, we can better find problems, timely find the progress of employees, and give guidance and recognition, so as to fully mobilize the enthusiasm of employees.

20xx annual performance appraisal should fully combine the production and operation objectives and tasks, and constantly improve the appraisal system for departments and employees. Starting from the interests of employees, we should further revise the performance appraisal system and quantitative standards for post work, conscientiously do a good job in the performance appraisal of employees and middle-level cadres, collect employees' suggestions and opinions in time, communicate with each other, and do a good job in explanation and coordination, so as to make the performance management work to a higher level.

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