6 Weekly Work Plan of Human Resources Department

Work plan of human resources department 1

As the human resources department of the hotel, our department should write a work plan. If you d

6 Weekly Work Plan of Human Resources Department

Work plan of human resources department 1

As the human resources department of the hotel, our department should write a work plan. If you don't write a work plan before you start working in a year, you will be confused by the guests coming and going in the hotel all year round. Although our human resources department doesn't take care of these guests, they affect our hotel staff. From the applicants of our hotel to the employees who leave our hotel, these coming and going guests or passengers determine what kind of talents our human resources department manages. Since it matters a lot, let's make a work plan of our human resources department seriously!

First, highlight the characteristics and advantages of our hotel to recruit talents.

The first thing that the hotel human resources department should do well is to recruit excellent talents for our hotel. So many guests need the quality service provided by our hotel, and these quality services require us to have excellent talents to serve them. Our department can go to major universities for school recruitment, or go to major talent markets for full-time recruitment. In short, we must recruit excellent talents to provide quality service for our hotel. The hotel human resources department is the department that transports talents for the hotel. If something goes wrong with our work, it will be difficult to guarantee the service quality of our hotel.

Second, use talents according to the development direction of our hotel.

Our hotel is a four-star hotel, which means that our service should be a four-star service, and our talents should be four-star talents, but this is not enough. We must put the development direction of our hotel, that is, the development direction of building a five-star brand hotel, in front of us. Let's always strive towards five-star service and select and use five-star talents. Regarding the use of talents, our department must allocate them reasonably. There are so many services in our hotel, how to make talents reasonably assigned to the positions they are good at and do what they are good at, that is to say, the staff of our human resources department should understand each of our employees and use talents from their characteristics to make them conform to our five-star development direction.

Third, break through the limitations of our hotel management talents.

As a four-star hotel, our hotel is not as perfect as a five-star hotel. But this does not mean that our hotel human resources department can't recruit five-star talents, nor does it mean that our hotel human resources department can't manage those five-star talents that are difficult to recruit. Our department must try its best to break through the limitations of our hotel management talents and let them serve our hotel wholeheartedly and provide quality services to our guests.

Work plan of human resources department 2

Combined with the company's current development situation and future trends, the human resources department plans to carry out 20xx work in the following aspects. The general idea is to make the basic management work to a higher level through examination;

1. Recruitment: cooperate with the start-up construction and commissioning of the carbon black plant, and do a good job in personnel recruitment and deployment. Do a good job in daily personnel recruitment and allocation. Do a good job in staffing the power plant restructuring in 20xx.

2. Training:

Organize monthly study for senior and middle-level leading cadres.

Do a good job in teaching and training management and evidence review of electromechanical instruments.

Seriously assess the training work of all units throughout the year. The teaching and training department takes stock of the training ledger every month and forms records. Strictly assess the implementation of the training plan submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessment.

Strengthen internal learning, and conduct training on Labor Law, Labor Contract Law, Document Writing and Human Resource Management Knowledge.

3. Attendance and labor discipline

Continue to improve the management of fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with cameras. View the attendance data report. Each unit must check the manual attendance, electronic attendance and all kinds of leave formalities in a two-way way every month, and calculate the salary based on the final check result to prevent the phenomenon of "two skins".

4. Labor and capital

Evaluate the timeliness and accuracy of all kinds of labor and personnel reports submitted by each unit.

Strengthen the dynamic management of personnel information and data statistics.

At the end of each month, the human resources department makes an inventory of various personnel information and forms a report.

Check the salary accounting and payment to ensure the accuracy of salary accounting and payment.

Do a good job in controlling the turnover rate and predicting and handling labor relations and disputes.

5. System construction.

Reorganize 20xx employees in line with the company's business policy.

Cooperate with the start-up of carbon black plant, and prepare for staffing and shift work.

Improve the Management Measures for Staff Training and other related training management systems, standardize management, and improve the efficiency of training.

6. Others

Do a good job in the recruitment of interns in the University of Technology.

In short, through 20xx years of work, the human resources department is gradually developing towards standardization, institutionalization and organization. It is hoped that through our work, we will strive to improve the operation quality of the company's human resources functions and make due contributions to the development of Taixing Group in 20xx.

Work plan of human resources department 3

20xx is the second year of the group's establishment. The company will enter a diversified and multi-field development stage, and the complexity of organizational management and personnel structure will increase, and human resource management will also face greater challenges. The construction of enterprise human resource management system is like building a building. The enterprise's own human resources situation is the foundation, the six modules of human resources are the main structure, and the human resources manager is the planner of the building. How to build this building with unique enterprise characteristics needs more people to cooperate and decorate it. In 20xx, we will carry out every work in a down-to-earth manner according to the actual situation of the Group, and finally complete the overall work goal in 20xx, that is, the basic establishment of the human resource management system; After a year's adjustment, the new performance appraisal model gradually adapts to the development needs of the company; Training has been comprehensively promoted, and the overall quality of employees has been further improved; By holding various skill activities, we can strengthen the communication between the company and colleagues and enhance the cohesion of the enterprise. The specific work plan is as follows:

First, improve the system and gradually realize the standardized management of human resources.

At present, the Group is in the preparatory stage, and various systems are not yet perfect. We will define the organizational structure according to the actual situation of the company, formulate a set of operating process system of human resource management of the group company, guide all subsidiaries to improve the human resource management system of the company according to their own industry characteristics and refer to the human resource management system of the group company, and gradually realize the standardization of human resource management of the company. The establishment of various systems is planned to be completed before June 30th, 20xx.

1. Establish a new employee induction management system. At present, the company pays low attention to new employees, which is easy to cause the loss of new employees. To this end, a new employee induction management system will be established and two induction instructors will be appointed to help new employees. One is the corporate culture tutor, whose main responsibility is to guide new employees to get familiar with the corporate culture of the company from the first day of employment and integrate into the company as soon as possible; Second, the business mentor, whose main responsibility is to help new employees get familiar with the work process, guide new employees to gradually get familiar with the work content and adapt to the company's work requirements. At the same time, the two tutors are required to communicate with the new employees every week to understand their adaptation to the company and work and answer the doubts raised by the new employees. It is necessary to conduct unified training for the tutors of new employees, so that they can master the methods and communication methods of guiding new employees, and give encouraging subsidies. At the end of the year, outstanding tutors will be selected and awarded certificates and awards.

2. Establish a new training management system. Training is an effective way to improve the quality of company employees, but it needs systematic implementation to be more effective. The new training system will implement credit value and bring it into the scope of performance appraisal. The learning content is divided into new employees, professionalism and management skills. All employees in each business category and professional quality category need to participate in learning. Employees in each business category participate in learning, and new employees belong to new employees. Learning methods will be diversified, companies and departments will be organized in a unified way, and individuals will study by themselves, and they will go out for inspection and training. Learning activists will be evaluated and awarded certificates in the same year.

3. Improve the employee handbook. Employee Handbook is a learning guide to guide employees to be familiar with the company's corporate culture, the company's code of conduct and the daily work flow. It is also a compass to guide employees. Firstly, the original clauses are modified which are not suitable for enterprise development, then the controversial clauses are refined, and then new contents, such as basic etiquette norms, are added.

4. Improve the salary and welfare system. In the new year, in order to cooperate with the implementation of performance management and improve the welfare system, the original salary structure will be adjusted.

5. Establish team level management system and evaluation system. In order to better control collectivization, the ranks of the group will be sorted out, divided into administrative series and professional series, and measurable standards will be drawn up for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time of entry and the time of social work in the same position. Ordinary employees: within two years of employment, within two years of the same position in society; Senior employees have been in the company for more than two years and have worked in the same position in society for more than two years.

6. Improve the performance appraisal management system. In 20xx, property, real estate and supermarkets will gradually implement performance appraisal, and summarize the monthly appraisal, and summarize and modify the contents that need to be improved to better meet the performance management needs of each company.

Second, strengthen staff training management and further improve the overall quality of employees.

At present, the overall basic ideology, service awareness, daily basic etiquette knowledge and business knowledge of the employees of the subsidiaries of the Group need to be improved. A comprehensive training demand survey will be conducted in 20xx, and an annual training plan will be made. Training will be classified according to induction training, business skills training, intensive training and basic quality training, and the annual training points system will be implemented.

1, new induction training, mainly to familiarize new employees with the basic situation of the group and learn common sense of daily etiquette. , arranged by the Group Human Resources Department quarterly or monthly according to the number of employees. For the training content of new employees, our department will collect relevant materials and organize them into brochures and PPT (to be completed before March 30th, 20xx). After the training, a written evaluation will be conducted to check the employee's mastery and serve as the basis for the probation evaluation.

2, business knowledge training, mainly to improve employees' business learning ability, so as to improve work efficiency. Business knowledge training is conducted according to the business department of the company, and the department head or manager serves as a lecturer or organizes learning videos, and can also send training as needed. It is mainly carried out by combining theoretical knowledge, practical operation and case analysis. After the training, the actual operation or theoretical knowledge will be assessed in writing.

3. Strengthen training, mainly the rigid requirements for daily business knowledge and skills. Through repeated training, strengthen employees to improve their work skills. This kind of training can be implemented by holding some special skill competitions, such as the daily basic operation standard skill competition of housekeepers and the cashier operation skill competition.

4, basic quality training, mainly to improve the daily behavior of employees training, through this training to further improve the overall quality of employees. This kind of training is arranged according to the actual needs of management positions and basic positions, and can be conducted by means of overseas training, video training, outward bound training and internal teaching.

5. Cooperate with external training institutions to broaden training channels. In 20xx, we will cooperate with Cheng Ju Company to handle online membership learning. According to the content of online learning videos, arrange companies and departments to organize employees to conduct a certain amount of learning every month, and share, discuss, write learning experiences and assess together.

6. Organize outward bound training, strengthen team communication and enhance team cohesion. Usually, there is little communication between companies and departments, so we should further strengthen communication by organizing outings to enhance the sense of family and teamwork. Three outward bound trainings are planned for 20xx.

The annual points system shall be implemented for training, and training and learning files shall be established. The annual training and study time at all levels is not less than 20 hours per capita. Colleagues who actively participate in training and study will be commended and rewarded through assessment at the end of the year.

Third, constantly improve performance appraisal to promote the steady improvement of employee performance.

The company will implement a new performance appraisal model in 20xx, and there will be a gradual adaptation process. In the trial process, we should constantly sum up and find out the performance appraisal standards that are more suitable for departments and individuals, strengthen the performance interview between department heads and employees, and leaders should give more guidance to their subordinates' own shortcomings, constantly improve their own performance, so that employees' work ability and business skills can be continuously improved in the performance appraisal process.

The new performance appraisal scheme for real estate companies and property management companies is planned to be tried out in June of 20xx. The new performance appraisal scheme for supermarkets is planned to be tried out in April of 20xx.

Fourth, do a good job in talent reserve and replenish the missing and urgently needed talents in time.

With the diversified development of the company and the continuous expansion of its business, the group's requirements for talents are gradually improving. In order to replenish in time when it is urgently needed and ensure the normal development of daily work, our department will reserve talents through multiple channels.

1, pay attention to internal training, implement the internal talent training plan for grass-roots managers, select employees with excellent business ability and management potential through performance appraisal, and train them as reserve managers, make career development plans for employees, provide development platforms, retain key employees, and ensure the sustainable development of the company.

2. Participate in on-site job fairs through the talent website. , reserve the company's general post talents. When personnel leave their posts and cannot be deployed internally, they should be screened from the reserve talent pool in time and supplemented as soon as possible to ensure the normal work.

3. Make a recruitment plan for the newly developed project in advance to find the talents needed by the enterprise.

Five, improve the salary and welfare structure, improve market competitiveness.

In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve the incentive effect. For the amount of performance pay bonus, a new scheme will be put forward and implemented after being approved by the company leaders. The salary advantage is fiercely competitive in the market. Enterprises should make a good positioning according to their own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful to attract and retain talents.

Intransitive verbs build harmonious labor relations and enhance the team spirit and cohesion of enterprises. Harmonious labor relations and strong team consciousness are important guarantees for the sustained and stable development of enterprises. In the daily work relationship, advocate the concept of honesty, cooperation and sharing, strengthen communication and cooperation between departments and colleagues, and jointly accomplish the work goals and tasks of departments and companies. In the daily company activities, we plan to organize some activities that are conducive to team building.

1, held a basic etiquette knowledge contest in April. Strengthen the study of the basic knowledge of etiquette for all employees and further improve their self-cultivation. We will first collect the daily basic etiquette knowledge, compile a book, send it to every employee for study, and conduct video training at the same time, and then take the exam. Reward those who pass the exam and make-up those who fail.

In February and May, the supermarket held a cashier skill competition.

In March and June, the property and supermarket will hold a knowledge contest. Strengthen the study of daily business knowledge and improve the service level and business level of all employees. First of all, the human resources administration department collects what it should know, compiles a book and sends it to all departments for study. Each department sends representatives to participate in the competition, which is divided into judgment questions, multiple-choice questions and question-and-answer questions. And rank according to the total score, and reward the top three.

In April and August, the supermarket held a "Show Cooking, Share Food" contest for Dahua Group employees. One is to show employees' cooking skills, and the other is to publicize the popularity of the supermarket.

In May and June, the supermarket organized a study tour for managers.

In June and August, the property management company organized an inspection tour.

Organize outdoor development activities once a month in July, March, June and September.

8. 165438+ 10 held a learning experience essay contest.

Work plan of human resources department 4

Job responsibilities:

1。 Responsible for employee recruitment and recommending department vacancies;

2。 Responsible for the implementation and planning of employee training;

3。 Evaluate the performance of employees and put forward suggestions for improvement;

4。 Responsible for sorting, recording, collecting, filing and keeping documents;

5。 Ensure that the relevant personnel regulations comply with the labor laws and regulations of relevant government departments;

6。 Implement the payment of employees' wages and the correct distribution of benefits and bonuses;

7。 Assist in personnel and budget control of various departments;

8。 Responsible for supervising and inspecting the implementation of the specifications by all departments and employees in the store.

Main work:

1。 Check the attendance of all employees, and urge employees to abide by the company's norms and personnel discipline according to the relevant regulations of the company;

2。 Collect and file the corresponding labor and personnel laws, regulations and documents issued by the company, and provide personnel standard consultation for managers;

3。 Responsible for the communication, implementation and inspection of various personnel systems;

4。 Responsible for the recruitment of employees;

5。 Contract, file management and salary management of all employees;

6。 Responsible for the organization, implementation and summary of performance appraisal of all employees;

7。 Responsible for planning and implementing staff training;

8。 Keep in touch with relevant government departments to ensure that the company has a good external environment.

As the core department of the company, the administration department shoulders the management responsibility of the whole company. The quality of her operation is directly related to the standardization process of the whole company. Then I'll talk about how to be an administrative personnel manager (office director).

1. Be responsible for the administrative management and daily affairs of the department, assist the general manager in the comprehensive coordination among departments, implement the company's rules and regulations, strengthen the supervision and inspection of all work, communicate internal and external contacts, ensure the release and submission of information, supervise, investigate and implement the matters decided in the meeting documents, strengthen external contacts, expand public relations business, discuss and modify the organization system and work responsibilities of the whole company, and manage the company's vehicles.

Second, human resources management and development

1。 Organizational structure design, job description, manpower planning and attendance management.

2。 Recruitment purpose:

Provide relevant information about job analysis, coordinate the department's human resources plan with the organization's strategy, interview applicants to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, compile job analysis and job analysis, and formulate human resources plans. Through these, the company can achieve the "harmony between people and things" in the enterprise, that is, adopt scientific methods to arrange employees to suitable positions according to job requirements, and realize the rational allocation of human resources.

3。 Remuneration for work:

Formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements through salary, insurance and welfare. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance.

4。 Training development:

There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the competition of the overall quality of enterprises. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management.

Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for employee development, standardize the guidance of on-the-job training development, improve employee behavior and reach the expected standards through training development.

5。 Personnel evaluation:

Mainly responsible for job evaluation, satisfaction survey, research job performance evaluation system and satisfaction evaluation system, formulate disciplinary reward and punishment system, and formulate performance evaluation standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the high efficiency of enterprise management.

Three. Responsible for the revision, formulation, inspection and supervision of the company's various rules and regulations.

With the management mode of combining rigidity with softness, a set of management system that conforms to the enterprise itself is formulated, and the command, control, command and rigid management are forced by the rights and organizational system to achieve the goal.

Fourth, responsible for comprehensive management.

Without logistics support, it is impossible to ensure the stable and normal operation of production. First of all, we must formulate relevant systems; , strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets and environmental sanitation.

Verb (short for verb) security

Strengthen the management of personnel entry and exit, official visitors, vehicles and articles entry and exit, fire safety, theft prevention and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees.

Intransitive verbs emphasize the spirit of enterprise and create the corporate culture of the company.

Corporate culture can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, but also condense the sense of belonging, enthusiasm and creativity of employees and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two binding forces, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur cultural life.

Seven, shaping the corporate image

1。 The image of enterprise spirit with strong cohesion, appeal, guidance and binding force can increase employees' trust, pride and honor in the enterprise.

2。 Corporate environmental image

Because creating a good enterprise environment is the premise and foundation for the smooth production and operation activities of enterprises, and fully understanding the characteristics of the enterprise environment is the basis for creating a good enterprise environment.

3。 Enterprise employee image

Formulate the daily code of conduct for employees, because good employee quality and image are important elements of corporate image. The appearance, manners, working ability, scientific and cultural level, mental outlook and working efficiency of employees will give the public an overall impression.

In a word, the ultimate goal of the administration department's work is to ensure the normal operation and production of the company, carry it out stably and normally, and create economic benefits for the enterprise.

Work plan of human resources department 5

Generally speaking, the past 20 years have been a busy and fruitful year for me. Thank the company for providing me with a big space and a good platform. It is precisely because of this that I feel my own shortcomings. I am also constantly learning and keeping up with the pace of the company. Through one year's work, with the in-depth understanding of the company's situation and my own growth, I have made the following plans for the 20-year work of the Human Resources Department:

I. System construction

Strive to complete the preparation of the qualification system of each department before March, including: job description (job responsibility system) and job requirements. The post qualification system is the basic data of recruitment, assessment and salary setting in human resources department, which is very critical. If this system can't be copied from other enterprises, we must communicate with the heads of various departments and formulate a qualification system that conforms to the actual situation of the company and can be used continuously.

Second, in terms of recruitment.

At the beginning of the year, the company's personnel quota was established, and the overstaffed department personnel were cleaned up to reduce staff and increase efficiency. After the completion of this work, the personnel department will control all departments in strict accordance with the departmental establishment and salary budget. At the same time, make good use of various recruitment channels to ensure the company's demand for talents.

Third, training.

1) In order to cooperate with the development of performance management, it is planned to train employees above the director level in June or February of 20___. To sum up the reasons for the poor performance appraisal in 20___, managers in most departments of the company don't understand performance management. Without their cooperation, assessment is empty talk. At present, the teaching plan is being compiled and will be reported to teacher Lin years ago.

2) Make an annual survey on the training willingness of middle managers years ago, arrange the trainees according to the needs of managers and the actual situation of the company, and make clear the training purpose of the trainees before training. The personnel department pays attention to the application degree of training content, and effectively combines training with assessment, so that the training can really achieve results.

3) After attending the training course, the company's trainers must come up with training and teaching plans and schemes within 3 days, and conduct internal training for different personnel in different courses to ensure the improvement of the company's comprehensive level. The personnel department is responsible for investigating the training feedback and truthfully giving it back.

4) In 20 _ _ _ _, organize middle-level companies to participate in some outdoor development training, and exercise and strengthen the team consciousness of middle-level companies through outdoor activities.

5) The company can establish an employee echelon by sending employees to participate in training. When the department manager goes out for training, he appoints an assistant to handle daily affairs, which can not only exercise the ability of employees, but also improve their enthusiasm and gradually reserve talents for the development of the company.

Fourth, evaluation

The evaluation is linked to the company's business objectives and extends from the general manager level to the next level. The deputy general manager signs a quarterly target responsibility letter with the superior, and the supervisor signs a monthly target responsibility letter with the superior, covering business indicators, cost indicators, phased task indicators, etc. , and sign one by one according to the actual situation of each department.

After the assessment period, the financial department will provide data, and the personnel department will implement the assessment, control the process, feedback the assessment to the company's top management in time, coach all departments to conduct performance interviews, find out problems, and help all departments to realize communication, so as to facilitate the development of the next work and clarify the next work objectives, thus promoting the completion of the company's overall goals.

Verb (short for verb) pay.

It is planned to implement the functional salary system in 20___ years, with the salary system as a means to adjust the enthusiasm of employees and enhance the cohesion of the company. The specific salary design scheme needs to be improved, but it will be strictly controlled according to the company's budget, and the total monthly salary will be scientifically analyzed to achieve management before and during the event.

The above is the summary of the work in 20__ and the prospect of the work in 20__. I believe that in the new year's work, I can give full play to my advantages and potential, and raise personnel management to a new level!

Work plan of human resources department 6

Time flies, and in a blink of an eye, we have ushered in a new year. In this new year, I have made a whole year's work and life plan in my mind. Although work is not the whole of life, it also takes up most of the time. In order to get my work off to a good start. The following is the annual work plan of the human resources department of the company:

1. According to the current situation of human resource management in the company and drawing lessons from advanced human resource management experience, establish and improve a new human resource management system that is more suitable for the business development of the company.

2. Plan the work plan of the human resources department of the company for xx years, and assist all departments in planning human resources.

3. Attach importance to position analysis, strengthen the application of position analysis results in practical work, design positions in time, and design the company's job description objectively and scientifically.

4. Standardize the company's employee recruitment and employment procedures, and conduct employee recruitment through various channels; Emphasize practicality and introduce a variety of scientific, reasonable and easy-to-operate employee screening methods (screening resumes, professional written tests, structured interviews, semi-structured interviews, unstructured interviews, psychological tests, leaderless group discussions, role-playing, file basket assignments and management games).

5. Take performance management as the focus of the company's human resources management, and apply performance work plan, performance monitoring and counseling, performance appraisal (target management method, balanced scorecard method, benchmarking method, kpi key performance indicator method), performance improvement (excellent performance standard, six-horse management, iso quality management system, benchmarking management), performance results (which can be applied to employee recruitment, personnel deployment, bonus distribution, employee training and development, and employees.

6. Strive to create competitive salary and benefits, and adjust the salary cost budget and control in time according to the local social development, talent market and salary and benefits in the same industry, combined with the specific situation of the company. Do a good job in the payment of wages and benefits, and handle social insurance for qualified employees in time.

7. Raise the training and development of human resources to the strategic height of the company, attach great importance to the decision analysis of training and development, pay attention to the practicality and corporatization of training content, and implement the organization and management of training and development.

8. Strive to operate harmonious employee relations, treat employees well, and plan employees' career development in this enterprise.

9. Part-time employees of the company should also be included in the overall human resource management system of the company.