Model essay on half-year work summary report of human resource management

Half-year work summary report, year-end summary, half-year summary and quarterly summary are the most common and universal. As far as its content is concerned, summary is an applied writing and a rational reflection on the work done. The following is the content of the model essay on the half-year work summary report of human resource management that I compiled for you. I hope I can help you. Welcome to read!

1 20_ year, the report on the half-year working mode of human resource management is a crucial year for the project construction. In order to ensure the project completed and put into production as scheduled, all employees of the company, Qi Xin, worked together and devoted themselves wholeheartedly to the arduous and excellent project construction and business preparation. At the same time, the year of 20_ is also a year with a relatively large gap in personnel demand, a year of focusing on performance management and promoting construction, a year of preparation for various human resources work during the operation period, and a year of further integration of employees into the enterprise.

Under the guidance of the company's leaders and with the active cooperation of all departments, we actively focused on the project construction, and basically completed all the work in four aspects: personnel recruitment, performance management, human resources preparation during the operation period and corporate culture construction.

I. Recruitment and distribution of personnel

The recruitment pressure in 20_ years is relatively high. We carried out our work in depth and carefully, made full use of various resources and the company's own advantages, and successfully completed the annual recruitment task. 29 people were recruited throughout the year, and 27% of the company's existing employees were recruited this year. Among them, there are 24 employees with college education or above, accounting for 96% of the newly recruited employees.

This year's conscription work has the following four characteristics:

(1) forms are diversified.

According to the characteristics of personnel demand, recruitment is carried out in various ways, such as online recruitment, talent market recruitment, peer recommendation and employee recommendation.

(2) Quality tends to be optimized.

In the recruitment work, an employee is recruited, with an average of more than 30 resumes and nearly a thousand resumes. The average number of people interviewed for each position is more than 5, and more than 200 people are interviewed. In an infrastructure unit like ours, new employees can maintain a basically stable state.

(3) Minimize the cost.

On the premise of ensuring the recruitment quality, strictly control the recruitment cost and optimize the allocation of recruitment resources. In addition to paying the recruitment fee of the entrusted talent consulting company, the recruitment cost of other personnel approaches zero.

(4) Humanized service.

In order to ensure the smooth progress of the project construction, we fully communicate the recruitment needs with the employing department before recruitment; Fully respect the opinions of the employing department when recruiting, and even connect the candidates for key positions with the company and send them to the site to understand; After the recruitment, coordinate with relevant departments on the entry of new employees, and make full preparations for new employees to enter a warm family.

Second, performance management.

In order to achieve the goal of focusing on performance management and promoting project construction, we take regular assessment as the main method, supplemented by multiple incentive optimization, and promote the continuous improvement of the performance of employees and work teams.

(1) What is the essence of regular assessment in operation? Three hooks? , that is, the confirmation assessment is linked to formal employment, the quarterly assessment is linked to quarterly performance pay and job promotion, and the annual assessment is linked to year-end bonus, job promotion and personnel flow. Through implementation? Three hooks? Five people won the excellent grade award throughout the year; At the same time, two people were automatically resigned because they could not meet the needs of their work.

(B) Multi-incentive optimization model is reflected in:

1. On the basis of assessment, employees are encouraged to continuously improve their professional quality and enhance their initiative and sense of responsibility by adopting incentive methods such as preparing subsidies.

2. According to the situation of employees and the needs of the project, adjust the positions of employees in time. Annual adjustment 16, accounting for 2 1% of the total number of employees.

3. Wages rise and fall. Five people received salary increase or position promotion exceeding 1 throughout the year. It accounts for 7% of employees.

Third, business preparation

In order to achieve the short-term goal of _ completion and production, we are actively preparing for human resources work, mainly promoting the following three aspects:

(1) human resource reserve.

Reserve nearly 10 management talents such as administrative management and production management through various channels; Reserve nearly 20 front-line professionals of various types of work.

(2) Organizational structure design and staffing plan.

On the basis of multi-party communication, the company's organizational structure is initially designed as 7 posts 5 1, and the initial staffing is 159. The company's organizational structure design and personnel planning have entered the stage of integration and adjustment.

(3) Personnel quota, post and salary.

In order to realize the marketization of the salary level of each post during the operation period, we collected all kinds of information on the basis of determining the post and its basic responsibilities, basically formed the salary level data of each post, and made it systematic, which provided valuable reference materials for the company's labor cost control and salary incentive.

Fourth, corporate culture.

Pay attention to the establishment of corporate culture? Five transformations? That is, gratitude culture, humanistic culture, communication culture, learning culture and honest culture.

(1) Is the culture of gratitude coming? Do business with love and be a grateful person? Cultural inheritance, shaping the corporate public image, improving the quality of employees and enhancing team cohesion.

(2) What is humanistic culture? Humanistic management, emotional management? The guiding ideology, breaking the past interest-oriented management mechanism and introducing a brand-new human resource management concept of zero-incentive art, must visit injured employees and individuals who encounter difficulties and major setbacks.

(3) What is communication culture? There is no limit to communication, coordination and intimacy? Guided by flexible culture, adhere to the barrier-free and three-dimensional communication methods of work communication and ideological communication, horizontal communication and vertical communication, and keep the communication channels open. No labor disputes occurred throughout the year.

(4) learning culture? Study tour and intensive training? As a basic means, organize employees to go out to Guangzhou, Zhanjiang, Maoming, Huizhou and other places to learn the advanced experience of the same industry in production and management, totaling 12 batches, which broadened employees' horizons and better promoted the development of _ project construction.

(5) What is integrity culture? Clean politics, diligent management department? Basic theory, through the way of party organization life, in-depth publicity of anti-corruption and honesty, and cooperate with the group company to do various investigations. At the same time, the annual work tasks have been successfully completed in terms of advanced education and the construction of grass-roots party organizations.

In addition, there are still many shortcomings in our work, such as the incentive system needs to be improved, the operability of salary management needs to be improved, the recruitment quality is not satisfactory, the staff training is not in place, the content of corporate culture construction is relatively thin, and there are still many unfinished work in internal management. All these need to be overcome within 20 years.

Human resource management half-year work summary report model essay 2 leaders and colleagues: hello everyone! Hastily passed away, all the operations of our steel market are ready, and all ordinary people in the field are looking forward to the early arrival of the spring when the market officially opens. On the occasion of bidding farewell to the old and welcoming the new, I would like to make a brief summary of the work of this department on behalf of the company's human resources department, and also report it to you as a personal debriefing report. The work of our department is based on the work plan of human resource management and is carried out step by step according to the company's work priorities. The work we have accomplished this year is summarized as follows:

First, establish and improve the company's human resource management system.

1. The improvement of the company's organizational structure and the determination of staffing. At the beginning of the year, the human resources department divided and defined the organizational structure of each department, analyzed and formulated the post setting and staffing of each department, thus preliminarily determined the staffing of the company, and constantly adjusted the staffing of each department according to the actual situation and work priorities, in order to realize the allocation of personnel and post setting of the company and give full play to the roles of various functional departments and employees as much as possible.

2. Establishment of company management system We know that strict and standardized management is of great significance to the survival and development of a company, so the human resources department has been committed to establishing a sound company internal management system. Specifically, the planning agency has compiled three sets of normative documents on internal basic management? The company's job responsibilities, the preparation of the company's management system, and the preparation of the company's workflow. Among them, the "Management System" was extensively solicited twice before and after its compilation, and was revised and improved four times. The Human Resources Department compiled it completely, and it can be released and implemented only by organizing discussion and approval; The company's "workflow preparation" is also coming to an end; The adjustment and improvement of the company's job responsibilities have also begun.

3. Establishment of personnel management system The Human Resources Department is committed to establishing and improving the company's basic management system, but also does not forget to establish its own standardized management system.

(1) With the strong support of company leaders, the new salary system was established and successfully implemented in July.

② In order to cooperate with the company's new salary system, a draft performance appraisal system has been formulated, which is being further adjusted and improved and will be formally implemented soon.

③ The employee handbook was revised again.

Second, the company personnel recruitment work

It is a year of rapid development of the company, frequent turnover of personnel and heavy recruitment tasks. This year, there were many vacancies in the company, there were many personnel demands, and the time for employees to arrive at their posts was pressing, so the human resources department spent more time and energy in the recruitment work throughout the year. I attended eight on-site job fairs in the human resources department, including two large-scale job fairs for the whole country in spring and winter. * * * Interviewed more than 1,000 people of all kinds of talents, and the social response was huge, and the recruitment effect was remarkable. It not only reserves a group of high-quality and potential professionals for the company's long-term development, but also plays a very important role in promoting the company's external image. The company has 92 employees in 34 positions, and 22 people left their jobs throughout the year. At present, the staff size of the company has reached 1 18.

Third, staff training.

The training and cultivation of employees plays an important role in the future development of the company, which is also one of the key tasks of the human resources department. However, due to the focus of this year's work, the establishment of management system and the recruitment of personnel occupied most of the time in the human resources department, so the training of all employees of the company was only organized twice: one was the training of the company's existing basic management system on March 30; On July 18, an organization organized the training of professional managers' basic management concepts by Professor Yu Siwei.

Four. Daily personnel management

While completing the above work, our department has given full play to its basic functions and played its due role in standardizing management, wage accounting, handling employee insurance and organizing various activities.

In a word, in the year of market preparation, the human resources department adhered to the principle of putting the company's interests first, and set up strict management, serious style, diligence and thrift, high standards and high efficiency under the condition of insufficient manpower for half a year? Three strictness and two heights? Image has played an active role in management and guidance among employees. Of course, in the course of one year's work, our department also has some shortcomings. Mainly reflected in:

1, in the establishment of the management system, there are only good ideas, but no efforts have been made to promote them, resulting in some work not being completed on time;

2. In terms of coordination among various departments, it needs to be strengthened;

3. In the recruitment work, the individual quality of personnel needs to be improved;

4, failed to invest more energy in employee training, resulting in the training work failed to organize systematically. To sum up, the work of the Human Resources Department was a fruitful year, and as an important member of the company's preparation, it played its due role. We are determined to constantly develop our advantages and experience, improve our shortcomings and play a greater role and effectiveness for the further development of the company.

Let me talk about the following working ideas of our department next year:

First of all, quickly establish and improve the management system and constantly promote the standardized management of the company;

Secondly, make effective use of performance appraisal, an important means of human resource management, to promote and guide the growth of employees;

Third, implement the work priorities of our department this year? Staff training. Our chairman attaches great importance to the training of employees, and has said more than once that our company should greatly improve its employees. Now we will move into the new office building soon, which provides us with a good training environment. We will vividly carry out our training work from the following aspects:

First, the internal training of company employees

1, organize employees of all departments to learn the company's internal management system, workflow and other rules and regulations;

2. Organize the training of employees' basic work skills: before taking up their posts, all business departments should provide new employees with basic business knowledge and pre-job training; During the probation period, go to various departments of the company for internship; According to the company's business development and the needs of department employees, organize professional business knowledge training in a unified way.

Second, please invite professional management training institutions to the company to conduct unified training for employees.

1. comprehensive quality training for employees: the human resources department arranges all employees of the company to receive basic quality training such as team awareness, corporate culture and work philosophy.

2. Management skills training: the Human Resources Department will organize employees to carry out all-round training on basic management concepts and management skills; And hire professional training institutions to conduct professional management training for middle-level and above managers of the company.

3. Business skill training: Business skill training is applied by relevant departments. Through regular internal training and hiring professional teachers, logistics knowledge training is the main content.

Three. Sending employees to study abroad: If the company conditions permit, the Human Resources Department plans to send employees with development potential to visit and study in large logistics parks such as Shanghai and Dalian. Under the normal operation of the company, the human resources department will advise the company to consider sending outstanding employees to major universities for further study.

In a word, this year is a year for me to strengthen my study, and it is also a year for me to lead all the staff to keep learning and innovate. I hope that by the time we hold the summary meeting, all our employees have made great progress, the company's management has entered a more standardized track, and the company's storage and transportation business and logistics business are also in full swing, and the financial resources are rolling!

Model essay on the half-year work summary report of human resources management 3 20_ year is a year of harvest for human resources departments. This is a year when human resource management has really changed from transactional management to modern human resource management. Under the correct leadership of the leaders of the group company, under the correct guidance of the relevant departments of the development zone, with the strong support of all departments of the company, and with the joint efforts of all employees of the department, our department closely focuses on the development goals and objectives of the group company. The enterprise spirit of unity and pragmatism, pioneering and innovative, diligent study, active work and Qi Xin's concerted efforts has successfully completed all tasks assigned by superiors and company leaders. 20_ year work summary:

First, carry out all-staff training to improve the quality of employees.

Modern human resource management is to help companies face constant changes, improve the quality and skills of employees, and achieve the company's strategic development goals. To build a corporate culture network-the largest secretary resource network on the Internet, so that all employees can understand it. Therefore, the Human Resources Department has intensified its efforts to improve the system, revised and improved the labor and personnel management regulations, issued employee manuals, and formulated a detailed training plan for all employees according to their needs and organized its implementation. The training lasted for one month with 40 participants, with an average of 20 hours of military training, 60 hours of theoretical knowledge teaching and 3 hours of visit. Participants all wrote about 65,438+0,000 words of training experience, and all said that they would turn the knowledge, ideas and values they learned in the training into their work enthusiasm and quality service, support the company and work actively. Through the inspection of _ subject, the comprehensive quality and overall service consciousness of employees have been greatly improved, and the training of all employees has received good results.

Second, active learning and innovation.

In terms of human resource management and development, in order to further improve the basic work of human resource management, while strengthening the effective combination of posts and personnel, human resource training and development, human resource management informationization and human resource management system construction, our department has continuously expanded the horizons of human resource managers, grasped the dynamics of human resources, absorbed advanced external human resource management ideas and concepts, and carried out human resource management reform and innovation. Formed a monthly meeting system for human resource managers and advocated it among human resource managers? Learn, accumulate, summarize and improve; ? Professional and diligent; ? 8 2' s view of work and study. Ideologically, all comrades in our department have fully realized the profound meaning of a learning enterprise and actively studied it? Theory of Three Represents theory, actively participate in various training activities organized by relevant departments of the city and district, and enrich their own thoughts at the same time. It also laid the foundation for the smooth development of all work in the future.

Third, the management and deployment of human resources.

This year, in order to maximize the company's interests, according to the different manpower needs of our tourism industry in different seasons and different positions, our company timely and reasonably deployed personnel to ensure the orderly operation of each position.

First, at the beginning of the year, our department completed the finishing work of the group company's placement of Peng Louzi and Shitaizi's children's employment in time. And signed labor contracts with the resettled children of 12__ Penglouzi and Shitaizi;

Second, according to the requirements of the Personnel Bureau of the Development Zone, the technical grade certificate will be replaced by 30__, and eligible employees will be promoted to junior titles.

Third, from the restructuring of 1999 Group Company to the end of June 2005, employees who have reached retirement age did not go through retirement procedures, resulting in 2__ employees failing to go through retirement procedures on time, resulting in pensions that should have been paid by insurance companies being paid by enterprises. Through the multi-directional coordination and communication of the staff of our department, the working relationship with the municipal (district) labor bureau and the municipal (district) insurance company was straightened out one by one, and the pension that should have been paid by the insurance company and borne by the enterprise due to delay or suspension of payment was saved to the maximum extent.

Iv. in order to meet the needs of the company's development, the leading group of the company made a decision to recruit some professional management talents and professional technical talents for the society, and our department immediately began to adopt a well-known recruitment platform? Zhaopin released recruitment information. Within two weeks, * * * 20 people signed up by phone, email and in person. Our department screens these people one by one through written examination, interview and physical examination. * * * 3__ was hired by our company. This open recruitment is also the first time since the establishment of the group company, which has injected fresh blood into the vigorous development of the enterprise;

V. Old-age insurance According to the relevant regulations of our city, late fees will be charged for the unpaid part from 20 14 years 1 month. Because my company changed from enterprise payment to enterprise payment in March 2003, there are many problems in the personal account of endowment insurance. By looking at the group company 4 1__, 6__ error messages are sorted out under the condition of tight time and heavy tasks. Confirmed the previously untrue personal account 8__, made up the previously missed endowment insurance 12__, and assisted four employees of the company to make up the remaining RMB of endowment insurance;

Sixth, correct 89 wrong messages when paying the housing provident fund in daily management;

Seventh, it is an important job of the human resources department to do a good job in the assessment of the company's cadres and workers. Over the past year, under the leadership of the leaders of this department, the functions of cadres and workers at all levels have been assessed, and the adaptability of employees in their posts has been understood and mastered, and the work of employees has been standardized under the unified assessment standards, which has promoted the work of various departments and offices;

8. From June+10, 5438, in order to further strengthen the labor and personnel management of enterprises, establish a modern enterprise management system adapted to the market economy system, guide employees to standardize their work reasonably, fully mobilize their creativity and enthusiasm, and work hard around the development goals of the group company, our department carefully drafted the Labor and Personnel Management Regulations, which were implemented after being discussed and approved by the workers' congress;

Nine is to ensure that the employees of the company who are injured by accidents at work get medical treatment and economic compensation. After straightening out the procedures for handling work-related injury and disability assessment, our department has handled work-related injury insurance and disability grade identification _ _ _ times;

Shishi accepted the tourist complaint 1__, which has been solved 1__, and another complaint _ _ is still being solved because it involves the other party's own responsibility.

Eleventh, at the end of last year, our department drafted the salary reform plan of the group company, which is currently in the discussion stage.

Twelfth, according to the "Interim Provisions on Labor Protection and Protective Articles for Employees of Group Companies", our department first checks the distribution standards, then organizes procurement and distribution, and distributes cotton tooling 14__ sets. Cotton shoes 4 1 1 pair; 65__ towels; Soap 180__ block.

Four, 20_ year work plan

Continue to inherit? The enterprise spirit of unity, pragmatism, pioneering and innovation will design next year's work.

1. Formulate the salary system reform plan of the group company, and organize its implementation after it is passed.

2. Complete the work of determining the length of service of employees.

3. Formulate the performance appraisal scheme and organize its implementation.

4, cadres and technical personnel information account.

5. Organize the files and fill in the missing relevant employment procedures in the files.

6. Design and organize on-the-job training for employees for 20 years.

7. Further implement the distribution of labor protection articles.

8, do a good job of personnel deployment in time.

Many good factors in the past 20_ years will surely become the catalyst for the rapid development and great development of our group company. All the staff in our department will take solid steps to make human resource management truly become the cornerstone of enterprise development.

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