Quarterly human resources work summary

Time flies, and the hard work has come to an end. Looking back on this extraordinary time, there are laughter, tears, growth, and shortcomings. Let’s prepare for this year’s work. Write a work summary. So have you ever understood the work summary? Below is a sample quarterly human resources work summary that I compiled for you (5 general articles). You are welcome to share it. Quarterly Human Resources Work Summary 1

1. Staffing

1. Employee entry and resignation (as of x, xx)

Headquarters: Onboarding of various departments 41 people, 13 resigned. The turnover rate is 4. In the same period of 20xx, 17 people were hired and 25 people resigned. The turnover rate is 8. The turnover rate dropped by 4 percentage points compared with the same period last year.

Processing plant: 163 people were hired, 76 resigned, and the turnover rate was 13. In the same period of 20xx, 112 people were hired, 73 resigned, and the turnover rate was 15. The number of people joining the company increased by 51 year-on-year, an increase of 46, and the turnover rate decreased by 2 year-on-year. It can be seen from the above data that despite the pressure of the external environment where recruitment is difficult, the factory still recruits a relatively large number of workers, and the turnover rate has declined year-on-year. It fully reflects the good results of the company's series of incentive policies and humanistic care at the beginning of the year such as increasing employee benefits and improving employee meals. It also reflects the results of the factory's efforts to publicize company policies and attract former workers to return to work.

Office: (As of the end of February, and does not include temporary headcount. March data is being compiled and will not be completed until mid-mid). The office has 318 counters, 988 people are employed, 108 people are employed, and 108 people have resigned. 95 people. The turnover rate is 9. In the same period of 20xx, 107 people resigned, 114 people joined, and the turnover rate was 10. There is little year-on-year change.

Specialty stores: (As of the end of x, the number of people in x is being sorted out), there are 28 specialty stores, 87 employees, and a turnover rate of 13. Because the personnel information of the specialty store has just been completed, there is no corresponding data for the early period.

2. Recruitment

There are four ways for the company to recruit this quarter, namely: 51job online recruitment, evening newspaper recruitment, on-site recruitment at the polytechnic campus, and internal recommendation. This quarter ***209 people were interviewed, 105 were re-examined, and 35 people were hired. 35 people were hired through recruitment by the human resources department and internal recommendations (3 people in January, 15 people in February, and 17 people in March). Among them: 3 people were hired through internal recommendations.

2. Corporate Culture and Employee Training

(1) Corporate Culture Activities

1. Organize and complete annual meeting planning and reporting

2. Monthly blackboard update

3. Morning meeting theme formulation and personnel arrangement

(2) Training work

1. Establish company-level and departmental plans for 20xx Level training plan

2. Training implementation

1) New employee induction training 2 times

2) Salon culture training: "Care must be taken every step of the way in the workplace" , "Communication Style".

3) Company-level training

Has completed training on the use of the OA collaborative office platform.

4) Coordinate the training work of relevant departments: Information Department: Weifuyou upgrade series training, group headquarters purchasing department quality inspection cycle, experimental equipment and product execution standard training, color training explained by the vice president of the multi-brand center .

3. Salary and welfare planning

1. Performance appraisal plan

Develop a performance draft framework for office managers;

Develop and Submit the Measures for Calculation and Payment of Performance Bonuses for E-commerce Managers (Draft).

Increase monthly, quarterly and year-on-year sales growth performance for staff and shopping guides; increase regional management rewards; increase employee sales management rewards;

2. Human resources data

Labor cost budget: Adjust the 20xx annual labor cost budget of each system based on the salary adjustment results of each system at the beginning of the year;

Labor cost analysis report: Form a labor cost analysis report template for each system and complete the 20xx year x month- Office labor cost data analysis report for month x.

3. Salary and welfare plan

Factory salary adjustment plan for 20xx;

Salary adjustment plan for group headquarters office staff and shopping guides in 20xx;

Salary adjustment plan for each system of the headquarters in 20xx.

IV. Key Work Plan for the Second Quarter

1. Improve the personnel job ability evaluation system;

2. Refine the training content for new employees;

3. Establish and improve the training effect tracking and evaluation methods and content

4. The office’s sales incentive plan and operational details for the second quarter of 20xx

5. Integrate the quality of human resources system documents and establish and improve the office management system.

The above is the work summary of the Human Resources Department in the first quarter of 20xx and the key work plan for the second quarter. If there is anything inappropriate, please ask the leader to correct it. Quarterly Human Resources Work Summary 2

After the company experienced major changes in organizational structure and major adjustments in staffing in 20xx, the company has steadily entered the new year of 20xx. In the first quarter that just ended, under the leadership of the company With the guidance and care of the company and the cooperation and support of colleagues from other departments, various human resources tasks have been carried out in an orderly manner. The main tasks are summarized as follows:

1. Staffing and labor relations management.

The company’s personnel have entered a relatively stable period. There were no new recruitments in the first quarter. xx people have been regularized through the assessment, and xx labor contracts have been renewed; xx people have voluntarily resigned, and xx people have negotiated to terminate their labor contracts. Assistance Gather xx people from the International Trade Company to negotiate the termination of the contract.

According to the guidance of the headquarters and the company, after multi-party research and discussion, a reasonable and effective employee placement and salary plan for xx company was formulated, and efforts were made to communicate between departments and comfort employees, and to successfully receive the transferred personnel xx People, after configuration, include xx people as deputy directors and xx people as supervisors.

2. Performance appraisal.

Deeply study the requirements of the headquarters’ target responsibility letter, and formulate assessment methods for the marketing center, operation center, and XX sales department based on the business work content of each management section, and sign a target responsibility letter to make the assessment well-founded. , while strengthening management and assessment, it also increases departmental work enthusiasm.

Assist the marketing center and operation center in formulating department performance appraisal methods, and are currently discussing and calculating data.

3. File management.

Since this year, the management of human resources documents and files and employee personnel files has been particularly strengthened. Special personnel are assigned to carry out centralized cleaning work on the files of current employees, retired employees, and deceased employees across the company. Through a series of matters such as clear classification, checking for omissions and filling vacancies, and creating new directories, the management of personnel files is ensured to be standardized.

According to the new requirements of the headquarters and the organization department, a special review of the personnel files of the company’s assistant general manager level and above leaders was carried out. On the basis of sorting out the basic information, they were sent to professional institutions for special review. The workload was relatively large. It is complicated, and a lot of materials need to be found and supplemented. It is still in progress and will be completed by xx on xx as planned.

4. In terms of five insurances and one fund:

(1) Process xx employee retirements, xx unemployment insurance declarations, xx reimbursements for off-site medical expenses, and maternity insurance reimbursements xx people apply for special disease certificates for xx employees.

(2) xx people have completed the identification of demobilized soldiers to participate in the war.

(3) Complete the declaration of social insurance and provident fund base for all employees of the company in 20xx.

(4) Completed the cancellation and transfer of social security and provident funds for the original guesthouse employees, negotiated with the retired employees of the guesthouse to resolve the issue of large medical payments, and signed an agreement.

(5) Complete xx copies of the survey to verify the survival of the survivors.

(6) Handled xx batches of provident fund withdrawals, withdrew provident funds for xx employees, and completed the cancellation of the provident fund account of the guest house.

5. Other aspects.

(1) Effectively carry out external coordination and communication work, and continue to consolidate good relationships with the Human Resources and Social Security Bureau, Provident Fund Center, Arbitration Committee, etc.

(2) Complete various reports on time and quality: talent information statistical tables, labor relations statistical tables, total salary implementation reports, etc. Quarterly Human Resources Work Summary Part 3

(1) Talent Work

The county party committee and county government held a county talent work meeting to summarize and deploy the county’s talent development, introduction and training work.

Introducing talents. It is planned to recruit 50 high-level reserve talents, and the recruitment has begun. 112 positions for college students in three branches and one support have been recruited, and recruitment will be implemented after approval by the county government.

Continue to promote job rotation exchanges among middle-level cadres. In the first quarter, a survey was conducted and an implementation plan was formulated.

(2) Employment work

The county government held a county employment and social security work meeting to summarize and deploy the county's employment and social security work.

Improve the employment responsibility system. Opinions on the employment responsibility system of the county's five major parks, including the Industrial Park, Fusheng Development Zone, Chenjia Town Development Zone, Changxing Industrial Park and Xincheng Development Zone, were formulated, and the employment goals and tasks of the five major parks were clarified. The employment responsibility system of the five major parks has been established.

Create new jobs. By the end of the first quarter, there were 3,595 new jobs in the county (6,559 according to county employment agency statistics).

Implement vocational skills training. In the first quarter, 2,500 people completed vocational training.

Improving employment policies. To further improve the "Opinions on Further Improving the County's Employment Promotion Policy" (Chongfu Banfa [20xx] No. 20), suggestions and opinions have been prepared and submitted to the county government for study and decision.

(3) Social security work

Further improve rural social security coverage. There were 750 new insured persons in the first quarter, completing the full-year target of 28.3%.

Raise rural insurance and pension standards. Starting from January 1, the basic rural pension will be increased from the existing 195 yuan per person per month to 235 yuan per person per month, an increase of 40 yuan. At the same time, for those who receive pension subsidies for elderly farmers in the county, the pension subsidies for elderly farmers will be increased by 40 yuan per person per month. The funds required to increase pensions and subsidies will be disbursed from the county's rural social pension insurance co-ordination fund and special fiscal funds respectively. Quarterly Human Resources Work Summary Part 4

In the first quarter of XX, the Human Resources Department, based on the functional responsibilities of the department, used a positive work attitude to do everything at work seriously. In the process of daily work, we realize that the human resources department is only a molecule of the company as a whole in the company's organizational framework, and is only a part of the company's operation. We also understand that without the whole, there will be no molecule. However, At the same time, we also understand that the normal and orderly operation of the whole is inseparable from the role played by each molecule.

This is like an earth-moving loading truck. In daily life, we often only see it loading a large amount of earth and stone, but often ignore the role of each component that carries the normal operation of itself. Who We know that even if a tire is missing, even a small screw, or the car's lubricating oil will affect its normal work.

Therefore, the normal operation of the daily work of the human resources department is part of the company's steady progress.

As a human resources management department of the company, we realize this. In our work, we insist on proceeding from reality and starting from trivial matters bit by bit to complete the work responsibilities of this department. Mission is the fundamental principle to ensure the normal operation of the enterprise and the completion of the enterprise's established goals. Generally speaking, the Human Resources Department has completed the set tasks well. Now the work summary for the first quarter of XX and the work ideas for the second quarter are stated as follows:

1. Employee introduction, deployment and management

1. In the first quarter of XX, the Human Resources Department participated in job fairs at the Haier Road Talent Market n times and used Saturday time to organize n interviews. During the interview process, they passed both written tests and face-to-face interviews. Through a combination of various forms, we conducted in-depth communication and exchanges with more than a hundred applicants. After careful screening, we selected new people suitable for the company's development. So far, we have reached employment agreements with n people, of whom n people have been assigned to jobs. go.

In the next step, this department will continue to increase employee recruitment efforts. In the second quarter, it plans to participate in multiple talent recruitment fairs to ensure the company's use and reserve of talents. At the same time, the settlement procedures for existing personnel must be completed. It should be emphasized here that settling in the company's employees is only a welfare measure provided by the company, and is not a free obligation. Therefore, those who have settled in the company must transfer their hukou when they leave their jobs, otherwise they will have to pay relevant management fees. , this is a basic principle that the human resources department must adhere to in daily management.

2. Actively do a good job in the deployment of human resources. With the company's existing personnel, the personnel composition of some departments has been adjusted according to the needs of some positions in the departments and offices according to the different situations of the employees. .

2. Social insurance, labor contract, salary, and performance appraisal.

1. Social insurance, labor contracts, salary and performance and other work are important and daily tasks carried out by the human resources department. They are also basic tasks of human resources management. The performance of this work is The quality of the work is related to the vital interests of every employee, because if it harms the interests of anyone, no one will be dissatisfied and will come to the door. Therefore, the Human Resources Department takes it seriously with a rigorous work attitude. In the first quarter, *** handled the labor contract signing and labor relationship transfer procedures for n people, the labor contract renewal procedures for n people, and the labor contract termination and personnel file withdrawal procedures for n people. The recruitment, renewal, release and termination of company personnel shall be recorded online on time. Handle social insurance transfer and renewal for newly signed labor contract personnel. The social insurance premiums that have been owed for more than n years have been paid for n employees, and the procedures for their withdrawal and labor relationship transfer have been completed. A work-related injury declaration was made for an employee who was injured at work, and he received work-related injury benefits.

It should be emphasized here that after the company completes the recruitment procedures for employees, the increase in social insurance is conducted online, so insurance premiums may be paid due to a certain time difference. If the payment is not timely, especially if the medical insurance payment in social insurance is not paid in time, the medical insurance center will automatically lock the account, and you will not be able to participate in the medical pooling expense reimbursement during the locking period. Therefore, if company employees are hospitalized due to illness, they must communicate with the human resources department in a timely manner to confirm relevant matters, so as not to delay the timely processing of expense reimbursement.

In order to further provide better services to the company's employees, the Human Resources Department will further sort out the processes of social insurance, labor contracts, and salary management in the next step, and strive to achieve a reasonable and effective time Handle all business within the company to better protect the rights that employees should enjoy.

2. The Human Resources Department organized the company's XX annual performance appraisal in January, and based on the appraisal results and the company's salary payment method, the salary of each employee of the company was accurately calculated and paid.

Regarding the salary payment time, after consulting the company leaders, it was decided to use the nth day of each month as the latest time for salary payment. After agreement with the company’s Finance Department, the Human Resources Department will set the date before the expiration of the nth day. The salary list shall be forwarded to the Finance Department 3 working days before to ensure that the company's Finance Department can issue it on time before n days.

3. There have been new changes in the submission content and form of the social insurance insurance base in XX. Overcoming the difficulty of tight time and heavy tasks, we completed the XX annual social insurance report of nnnn Group and nnnn Corporation. Calculation, signature and declaration of insurance base.

4. Together with the Finance Department, we completed the reduction or exemption of medical expenses for the company’s retirees in XX.

5. In the second quarter, the annual labor inspection of nnnnn Group and nnnnn head office must be completed and done well.

3. Obtaining various employee qualification certificates and training management

The Human Resources Department organized employees to conduct multiple internal and external trainings and exam registrations in the first quarter. In internal training, we focus on strengthening the emotional cultivation of employees' sense of belonging to the company and identification with the corporate culture, so as to improve the overall quality of employees as a whole.

1. In order to enable employees to better understand and master the company's newly revised corporate management rules and regulations, and to effectively improve the ability to implement the system, we organized employees to conduct spring training within 7 days after the Spring Festival, and learned the company's Relevant rules and regulations and the "Team Execution" CD, and a unified examination was conducted after the training. Through this training and examination, employees have a new understanding of how to improve the execution of their own work, and achieved good training results. .

In terms of external training, employees will continue to be encouraged to obtain various qualification certificate training. Obtaining various qualification certificates also provides a strong guarantee for the company to be able to produce and operate better.

2. In order to apply for the extension of the production safety license, n employees will be arranged to conduct registration examinations and training for special operations personnel's employment certificates in March. According to the registration requirements, a physical examination report from the hospital must be obtained when registering. Therefore, the physical examination time was set at 7:30 in the morning. Unfortunately, it happened to be a snowy day during the physical examination. N employees came to the hospital on time under such harsh conditions. Employees participating in physical examinations such as blood drawing, especially the Xiazhuang Tax Voucher Printing Office project, took a taxi to the hospital at their own expense in order to arrive in time. On behalf of the Human Resources Department, I would like to express my gratitude to these nn employees and thank these outstanding employees for their support of this work.

3. Registration for the Level 2 Construction Engineer Examination is now underway. So far, n people have signed up for the Level 2 Construction Engineer Examination, but unfortunately, most people only registered for the exam in the construction major, but very few Few people signed up to take exams for other majors, especially no one applied for municipal construction engineer. When people who already had construction engineer qualification certificates were asked whether they would take exams for other additional majors, they all refused to apply. The reasons were: First, there was no There is no time to take the exam, and the second is that it is useless to take the exam, so there is no motivation to take the exam.

4. At the same time, in the second quarter, the registration examination for first-level construction engineers must be completed.

5. Obtained economist certificates for n people. Completed the renewal registration of second-level construction engineer qualifications for n people, ensuring the requirements for construction engineer certificates when bidding.

6. The XX professional title foreign language examination has ended, and the results are expected to be announced in the near future. Employees who are preparing to participate in the professional title review this year should immediately participate in the professional title computer registration in early May after passing the professional title foreign language test. Take the exam to avoid delaying this year’s professional title review application.

7. Organized n people to participate in knowledge training and examinations for safety category three personnel. At the same time, in order to ensure the safety supervision of the project and the requirements for the safety certificate of the third category, we handled the cancellation of the C certificate of the safety category III personnel for n people with construction engineer certificates and signed up for them to participate in the b Certificate examination, register n employees to take the C certificate examination.

8. Compiled and reported the materials of outstanding project managers for n people, and n people were awarded the title of outstanding project managers in Qingdao.

4. Enterprise qualification certificates

1. The Human Resources Department, together with the Marketing Department and the Cost Management Department, completed the information on the second-level construction qualification for earthwork engineering professional contracting in nnnn year nnnn After sorting and applying, in January XX, the qualification was approved by the provincial competent department and the qualification certificate was obtained.

2. The landscaping qualification was reported, approved by the Provincial Department of Construction, and the qualification certificate was obtained.

3. In the second quarter, we must ensure that the annual inspection of corporate qualifications is completed and done well. This year’s annual qualification inspection is simpler than in previous years, but this is also thanks to the cost management department employees for their daily report work. Being careful enables them to submit various reports in a timely and accurate manner, thus facilitating the annual inspection of qualifications. However, this year, many companies in Qingdao were punished by the Provincial Construction Management Bureau during the annual inspection of corporate qualifications because they failed to submit reports in a timely manner.

5. Other aspects:

1. Earnestly manage employee files, keep clear records of employee file withdrawals, and strictly manage them. In the first quarter, *** received n new files and exited n files.

2. Cooperate with the work of the Marketing Department to prepare relevant certificates and materials for bidding and foreign qualification filing. Cooperating with the search for certificates, labor contracts and other related materials required for safety supervision of newly started projects, it provides a good guarantee for the smooth progress of the work. Existing deficiencies:

1. The Human Resources Department has many shortcomings in completing the work functions of the department. Although it is busy doing some work in normal times, it has delayed the main work of the department. completion of the work, failed to strictly follow the department's work functions to implement various tasks, and failed to grasp the focus of the department's work. In the next stage of work, the department must strictly complete the work tasks according to the department's functions, refuse to overstep the boundaries, and must focus on the main tasks. Focus on your job. At the same time, the Human Resources Department should try to reduce the loan time of personnel in the department as much as possible, because last year, the loan period of personnel reached half a year, which also delayed the completion of the department's own work to a certain extent.

2. The company’s human resources management is not perfect enough, because the daily work of human resources management is a major task of the human resources department, but this department has not been able to carry it out. Focusing on the main work goals, the Human Resources Department will strengthen various efforts in this area in the future. In the next step of the work, the personnel of the human resources department will go deep into the construction site and strive to ensure that each person can visit the construction site once a month. At the same time, we must continue to increase our efforts in employee training and education, strive to use talents only, promote talents and make the best use of their talents, give full play to the role of the company's human resources management and control, and make good manpower deployment for the company's next strategic plan. Work.

In the second quarter of work, the Human Resources Department will take the work functions of this department as its work goal. While doing its daily work, it will work hard to learn various professional knowledge to improve professional skills and improve professional performance. literacy to improve their professional standards. The above work summary and work ideas will be continuously supplemented and improved in future work to better carry out the work of the human resources department, better serve all employees, and better promote the company's overall development! Quarterly human resources work Summary 5

Since the third quarter of this year, under the correct leadership of the bank’s party group, our bank’s various businesses have developed rapidly and achieved good economic benefits. The Human Resources Department works closely with various departments and offices, relies on the understanding and support of employees across the bank, and with the joint efforts of department employees, it has performed its departmental responsibilities in strict accordance with the requirements. In terms of performance appraisal, recruitment, training, personnel file management, positions and We have carried out serious work in organizational management and other aspects, effectively supporting the development of our bank's various businesses. A brief summary is as follows:

1. Human resources projects

As one of the key tasks of our bank, human resources projects are related to whether the incentive and restraint mechanisms can be straightened out and the business development of the whole bank can be promoted. , has always been highly valued by the leaders of the industry.

The third quarter is a critical period for our bank’s salary and performance plan. It is the final preparation period before the implementation of the entire plan, which is directly related to whether the plan can be finally implemented. The Human Resources Department is also deeply aware of the heavy responsibility. During this period, it organized many briefings and seminars on the project. In particular, the core performance appraisal plan of the project was reviewed by the branch team, business supervisors, tellers, and head office in accordance with the requirements of the bank leadership. The Business Department Office and the Administrative Management Department Office repeatedly organized discussions, collected employees’ opinions and suggestions, and sorted them out. It should be said that the Human Resources Department has done a lot of work to ensure that the performance appraisal plan can be implemented smoothly.

2. Recruitment

In order to meet the business development needs of our bank, the Human Resources Department has successively carried out the recruitment of new college students and the recruitment of talents for some management and professional positions. Although the recruitment spans a long time and the workload is heavy, involving multiple stages such as information release, on-site registration, qualification review, organization of exams, announcement of results, physical examination, and onboarding, etc., after passing the first few times In the recruitment work, our department has accumulated a certain amount of experience and can handle the problems encountered during the recruitment process in a timely manner. With the close cooperation and mutual cooperation of department employees, it has completed the task well and ensured that the recruitment process is fair, just and open. Our bank has selected outstanding talents. At the same time, our bank's salary and performance reform has played a positive role in attracting outstanding talents in the industry. From the perspective of the recruitment process, the new salary and performance plan has certain market appeal, which will effectively promote our bank's recruitment work. However, it should also be noted that most of our department’s recruitments involve hiring professional human resources companies for assistance. Our own recruitment level is not professional enough and we do not have our own set of scientific methods for identifying talents. This is an area that our department needs to strengthen in future recruitment work.

3. Internal Competition and Recruitment

In order to actively promote the development of various businesses of our bank, select and cultivate corresponding talents, the Human Resources Department has successively organized assistants to branch presidents, business supervisors, Internal competition sponsored by the business. Through competitive recruitment, a group of outstanding young employees stand out and drive the development of various businesses of our bank. Through this external recruitment and internal competitive recruitment mechanism, combined with our bank's salary reform and professional sequence management system, the Human Resources Department is committed to creating a personnel mobility mechanism that allows people to move up and down, and who can move up and down, and who can move up and down. Enable all employees of the bank to truly rely on their ability to earn a living and act based on their ability.

4. Training

As a service industry, the banking industry has high requirements for employee training, and the Human Resources Department has always attached great importance to training. In the third quarter, with the cooperation of the Human Resources Department, our bank successively conducted a number of trainings such as insurance agent qualification training, bank-to-bank platform business training, service and management training, and centralized face-to-face training for new employees. Judging from the feedback, both the frequency, quality and effectiveness of the training, as well as the pertinence and employee participation of the training, have been improved compared to before. However, our bank is currently in the initial stage of business development, and the demand for human resources will become stronger and stronger in the future. How to improve the quality and skills of employees by establishing a scientific training system to meet the needs of our bank's business development will be our question. major issues facing the department. In response to this problem, our department has actively promoted the construction of the training system, including studying and establishing our bank's internal trainer system, formulating a systematic training plan, and has carried out a corresponding training demand survey, striving to establish a relatively complete training system for our bank.

5. Assessment Management Measures

In order to strengthen the bank's human resources management and assessment, the Human Resources Department has formulated the "Jingdezhen Commercial Bank Dispatch System Employee Assessment Methods" and is about to complete the "Jingdezhen Commercial Bank Dispatch System Employee Assessment Methods" Measures for the Assessment of Fee Workers of Municipal Commercial Banks. The promulgation of the measures has improved the employment system of our bank. On the one hand, it is conducive to fair and impartial assessment; on the other hand, it is also conducive to promoting the improvement of employee performance.

6. Employee Behavior Investigation

In order to further strengthen the internal control and compliance management of our bank and prevent case risks, under the requirements of the regulatory authorities and the high attention of the bank leaders, the Human Resources Department collaborated with other departments By collecting basic employee information, organizing personnel to visit grassroots police stations and community committees, arranging home visits and other measures, we conducted abnormal behavior investigation on employees across the bank and achieved certain results. In order to further conduct behavioral investigation, the department will carry out "pair up, one-on-one" activities for party members in the next stage. Resolutely eliminate the occurrence of risk cases caused by employees' hidden behaviors.

7. Application for Sub-branch Opening Materials

After careful preparation in the early stage, Leping Sub-branch opened successfully on September 19. Our department also successfully completed the application materials for senior management qualifications and opening application materials for Leping Branch.

The material application process was relatively smooth this time. On the one hand, it benefited from the experience in applying for the opening of the head office and 13 branches in the early stage; on the other hand, it benefited from timely communication with the regulatory authorities. I believe that the upcoming submission of materials for the Chief Supervisor and other materials to be submitted by our department will be completed smoothly.

8. Other work

The Human Resources Department actively completes our bank’s party building, employee file management, and daily deployment of employees.

In general, in the third quarter, the Human Resources Department completed various tasks assigned by the line leaders and performed departmental responsibilities well. In the next stage, the Human Resources Department will continue to promote the implementation of the bank-wide performance appraisal plan, complete the signing of performance contracts for various departments and individuals, complete the centralized face-to-face examinations for new employees and assign positions, and start campus recruitment of 2012 graduates.