Personal Work Summary of Labor Service Company

Personal Work Summary of Labor Service Company (5 Selected Articles)

Time flies like water, and a piece of work is over. Looking back on this period, the results are hard-won. Let's sum up our past achievements into a work summary. So how do you sum up your works and write new tricks? The following is my personal work summary (5 selected articles) collected for you. I hope it will help you.

Personal Work Summary of Labor Service Company 1 20xx With the coordination and cooperation of various departments, we closely focused on the company's goals, seized opportunities and sought development, and all the employees worked together with Qi Xin, making unremitting efforts, and made remarkable achievements in all aspects. In the past year, all employees of the company fully carried forward the enterprise spirit of "enthusiasm, tenacity and enterprising", vigorously advocated and practiced the management concept of adapting to the development of the times, worked hard with one heart and one mind, basically completed the annual production and operation plan, and the company's main economic indicators reached the best level in history.

The company completed an annual output value of X billion yuan, an increase of% over the same period last year; Completed sales revenue of 100 million yuan, a year-on-year increase of%; Profits and taxes reached 1 10,000 yuan, a year-on-year increase of%; The industrial added value was billion yuan, up% year-on-year. Most of the problems existing in enterprises raised at the beginning of the year have been implemented. In order to achieve the above indicators, we have mainly done the following work.

1, pay close attention to safety, foundation and development.

Safety in production and the basic environment of software and hardware are the foundation of the company's survival and development. In the work throughout the year, it is necessary to implement personnel, systems, institutions, responsibilities and funds. Insist on strengthening on-site safety management to find and eliminate hidden dangers in time; Insist on stopping all kinds of violations; Insist on strengthening employee safety education and improving employee safety awareness; The production department insists on weekly routine inspection and daily patrol, and the company also insists on regular and irregular spot checks and tracking, timely rectification of potential safety hazards, increased investment in safety hardware facilities and training and evidence collection of special operators, and safety accidents have been effectively curbed.

In 20xx, the company made a major breakthrough in the construction of software and hardware infrastructure. First of all, with the increase of new people and production tasks, the original workshop management structure can not fully adapt to the new development situation. Therefore, we have been planning the training and reserve of grass-roots first-line management cadres. Through layer-by-layer recommendation, screening and extensive consultation, five assistant workshop directors were selected from the front-line young workers, and a group of reserve cadres were identified for key training and inspection. It is the first time for us to promote and train cadres on such a large scale. In order to ensure the correctness of our choice, we have established an open, fair and just selection mechanism and a strict publicity, training, assessment and trial mechanism. Through half a year's training, it is proved that most comrades can still stand the test and the recommendation and selection are objective and fair. Secondly, we are determined to invest a lot of money to transform the technical department, which greatly improves the working conditions and environment of technicians and effectively improves work efficiency. Judging from the office hardware and software facilities, our technology department is one of the best in the whole street and even the whole region.

2. Overcome the two major problems and ensure the completion of the task.

Judging from our original factory area and the number of basic front-line personnel, it is obviously difficult to complete the annual production task of 60 million. Therefore, at the beginning of 2008, venues and personnel became two major problems that hindered us from completing our goals and tasks.

In order to ensure the realization of the annual business objectives, at the beginning of the new year, we actively raised funds to speed up the pace of land acquisition and infrastructure construction, but it often backfired. In the process of land acquisition, we have encountered a policy bottleneck, and the national policy is irresistible. In the face of this unfavorable situation, in order to complete the objectives and tasks of the whole year, we have no melancholy people who wait passively and are eliminated. On the one hand, we contacted government departments to carry out land dumping work, on the other hand, we actively rented two standard locksmith workshops with available production space of * *1800 square meters, which greatly eased our production difficulties in the second half of the year, but production in different places also brought some problems to the increase and management of production costs. So renting a factory is not a long-term solution. Considering the long-term development of the company, we will continue to do a good job in land inversion. At the same time, we also made another preparation, that is to say, once the land reversal work cannot be realized in a short time, we will make a fuss about the idle land of Aybek Company. Therefore, the production department should be prepared for the long-term production management in both places.

Summary of people's work 2 The first point: standardized management and institutionalized management.

The so-called "no rules, no Fiona Fang, no Fiona Fang", since the project department is the management core of a project, it must be binding on the managed team, which is a norm and a system. The construction of management framework mainly includes the following three aspects:

First, various socialized laws, regulations, norms and guiding technical regulations. These things come from society and have been fully proved in practice.

Second, various rules and regulations of enterprises and various supplementary provisions. These things come from the company's own experience summary and lessons. It is a summary of the enterprise's own situation, which is closer to reality and more operable.

Three, the project department of the construction team of various technical disclosure, agreements and constraints. These parts are the concretization of the previous text, and some of them are targeted suggestions for a project, which are the most direct sources of information for teams and groups on various constraints. Therefore, the technical disclosure of the project department must be detailed, complete, true and frequent, and should run through the whole project.

The institutionalized management of the team should guard against dogmatism. Any construction project has its particularity, and there is no system that can be completely copied, nor can it be made public exactly the same. Active learning and application are the keys to successful management.

The second point: honest management.

People can't stand without faith, so they should be honest. Before you make a promise or ask others to make a promise, you must first have a detailed understanding of the actual situation. Otherwise, it will be difficult to fulfill the promise, and even mislead and cause greater losses.

The commitment made by the project department is mainly reflected in the project funds. Some project managers often blindly promise to give priority to funds in order to seize the construction period, catch up with the progress and even win the hearts of the people. But if you don't predict the capital situation in advance, once the capital recovery is not ideal, you will often get into a dilemma, it is difficult to organize production and lose the trust of the construction team in the project department.

The commitments made by the project department to the construction team are mainly in terms of project quality and progress. Before we have a thorough understanding of the project, it is also inappropriate to blindly ask the construction personnel for quality and progress. In the eyes of many front-line construction workers, the instructions of the project department are beyond doubt, and the requirements put forward by the project department must be agreed. But what needs to be noted here is that I said "must promise", not what can be done. Many project managers are not familiar with the actual quality and progress of the project, but are used to hard indicators. Because of the "majesty" of the project leader, the construction team often agrees first. Even if this indicator exceeds one's actual ability, it is impossible to complete the natural indicator on time. This temporary muddle-through idea is very common in the team, which directly leads to misleading engineering construction.

Be honest and let the facts speak for themselves. Sometimes, a big and empty promise is worse than a kind refusal.

The third point: humanized management.

Management is also a technology. I divide management, especially the management of people, into three categories, namely "overbearing" management, "kingly" management and "judo" management.

"Overbearing" management emphasizes principles. Wherever construction is not discounted, we must adhere to principles. In the construction, we must strictly control the quality and never let go of any small mistake. Open in advance, supervise in the process, and check afterwards. Openness should be standardized, supervision should be thorough, and inspection should be meticulous. If you find a problem, you will not let it go, you will not ignore it, and you will not be degraded. Resolutely put an end to the perfunctory and accommodating psychology of "almost enough".

"Wang Dao" management stresses tolerance, projects focus on management, and management should have quality, image and tolerance. The current construction team is an extensive combination of labor services, with low cultural level and overall quality, and it is easy to follow blindly and impulsively. Any small friction may trigger a series of temporal and sometimes even violent events. The so-called "upward behavior and downward effect" means that the usual behavior of the management team of a project department will be imitated by the construction team. This requires that the project management team should always pay attention to their own image, be honest and open-minded. A reckless project manager cannot lead a successful project department, and an impetuous project department cannot lead a solid and reliable construction team.

"Judo" is about strategy, and the "Judo management" I said can also be said to be a kind of family management. Workers are human beings, with shortcomings and demands. Sometimes the management of people should be humanized. Senior leaders are often overhead. As the saying goes, the approachable project department is the "maiden" of the shift workers, that is, the family. Workers can help you see what you have overlooked, and workers can detect what you have missed for you. Invisibly, the project department hopes to have more pairs of eyes and more hands. Management depends on everyone, and management depends not only on the managers, but also on the Qi Xin of the managed personnel.

A team without management is ideal and impossible. In that case, let's consider how to manage our team together.

Summary of Personal Work of Labor Service Company 3 Since the beginning of this year, under the leadership of the county party committee and the municipal Federation of Trade Unions, xx County Federation of Trade Unions has focused on building a harmonious labor relations mechanism, focusing on safeguarding workers' rights, and aiming at establishing a standardized, orderly, fair, reasonable, mutually beneficial, harmonious and stable new socialist labor relations, so as to achieve comprehensive harmony of "enterprise development, labor relations, ecological environment, social responsibility and corporate culture" and promote the steady and rapid development of xx economy. The work carried out in the past six months is reported as follows:

First, hold a special meeting to reach * * *

Starting from raising awareness, the county Federation of Trade Unions held a general meeting of all employees to organize cadres to study the Opinions of Hebei Provincial Party Committee and Hebei Provincial People's Government on Vigorously Developing Harmonious Labor Relations and the Notice of the Leading Group of xx Municipal Party Committee and xx Municipal People's Government on Forwarding xx City to Carry out Enterprise Affairs Openness and Collective Contract Work (xx Office Word 20 1x 17). Everyone agreed that, Harmonious labor relations are an important part of building a harmonious socialist society, and vigorously developing harmonious labor relations is an important guarantee for safeguarding the legitimate rights and interests of employees, promoting the sustained and healthy development of enterprises and promoting economic transformation and upgrading. It is also of great significance to consolidate and develop the party's ruling foundation and mass foundation, mobilize the broad masses of workers to participate in economic construction, and promote the development of county economy.

Second, strive for leadership support and tripartite coordination

Many leaders such as xx, deputy secretary of the county party committee and deputy head of the county party committee standing committee, made important instructions after reading the documents 20XX 4 and X-word 20XX 17, and put forward newer and higher requirements for building harmonious labor relations. In order to better build a harmonious labor relationship, we reported the arrangement of this work to the competent leaders of the county party Committee and the government in time, which received strong support from the leaders and made our work more motivated. To improve the work coordination mechanism, the county Federation of Trade Unions cooperated with the county human resources and social security bureau and the county industrial and information bureau (entrepreneurs association) to study and solve major problems encountered in building harmonious labor relations, which provided organizational guarantee for creating harmonious labor relations.

Third, do a good job in building harmonious labor relations.

1, launch activities to create enterprises and institutions with harmonious labor relations.

First of all, according to the spirit of Ji Fa No.20xx.4 and X-Ban Zi No.20xx17, combined with the actual situation of our county, we drafted the Implementation Opinions on Launching the Activities of Establishing Enterprises and Institutions with Harmonious Labor Relations in our county, and distributed them to township party committees, governments, county-level departments, enterprises and institutions in the name of the two offices of the county, so as to further improve the target planning and assessment standards of the creation activities. Secondly, enterprises and institutions in the county have carried out the declaration activities of "enterprises and institutions with harmonious labor relations". At present, our county's health system, Xiazhai township and education system have completed the declaration, with 77 one-star units and three-star units 1 home, and other units are in the process of declaration. Third, actively explore the regional creation mode and expand the creation activities from enterprises to economic development zones and towns.

2. Promote enterprises to generally carry out collective wage negotiation.

Taking the opportunity of "consolidating and promoting the year" of collective wage negotiation, the "100-day action" of collective wage negotiation has been carried out in all enterprises in the county since March. The County Federation of Trade Unions held a special meeting with the County Human Resources and Social Security Bureau and the County Bureau of Industry and Information Technology to study and formulate the contract text, jointly formed a supervision team, and went deep into 12 township Federation of Trade Unions, system trade unions and grass-roots trade unions, vigorously publicized the significance of the "100-day action" to carry out collective wage negotiation, and guided and promoted all kinds of enterprises to generally carry out collective wage negotiation. There are 24 enterprises with more than 65.438 million employees in our county, accounting for 62%. At the same time, typical demonstration units such as xx County Sunshine Labor Dispatching Co., Ltd., xx Jinwangda Industry and Trade Co., Ltd. and xx Sheng Yuan Corn Development Co., Ltd. are selected in a point-to-area manner to promote the standardized development of collective wage negotiation in our county. Township Federation of Trade Unions shall establish and improve wage negotiation files in accordance with the "eight haves" standard.

3. Promote enterprises to sign labor contracts, implement social security laws, publicize labor security laws and regulations such as labor contract law and social security law, build harmonious labor relations, and safeguard the legitimate rights and interests of workers. At present, 30 enterprises in our county have signed labor contracts with employees, 139 enterprises have participated in unemployment insurance, and 132 enterprises have participated in endowment insurance.

4. Promote enterprises and institutions to strengthen democratic management.

Starting with the certification activities of star-rated workers' congresses and the standardization of enterprise affairs, we will promote enterprises and institutions to establish and improve the system of factory affairs disclosure and workers' (representatives') congress. As an important part of creating a "harmonious enterprise with labor relations", the democratic rights of workers' right to know and participate have been well implemented. Up to now, 70 companies have applied to hold a week-long workers' congress.

5. Actively build harmonious labor relations.

Adhere to the work policy of putting prevention first, putting grass roots first and mediation first, continue to promote the construction of labor dispute mediation organizations in towns, villages and enterprises, establish and improve labor dispute mediation organizations in grass-roots trade unions, solve labor disputes to the maximum extent through mediation, and do a good job in ideological guidance patiently and meticulously. Take the initiative to deal with tendentious problems in the field of labor relations, handle them properly in time, and strive to prevent the spread, escalation and transformation of the situation, resolve contradictions at the grassroots level and eliminate them in the bud. Up to now, three letters and visits have been received, all of which have been processed. In particular, it coordinated and handled the wage dispute between the labor service team of Jinyu Longwan Community Project Department of Sichuan University Construction and Installation Company in our county and the migrant workers in Qing Yu, Guizhou Province, and promptly replied to the yuqing county Federation of Trade Unions. Our county has opened the "26 1335 1" staff service hotline, which has expanded and smoothed the channels for trade unions to contact and serve the workers and the masses.

In the first half of the year, although our county has made some achievements in building harmonious labor relations, there is still a certain gap with the requirements of the Municipal Federation of Trade Unions. In the second half of the year, we will intensify our work, focus on collective wage negotiation, continue to promote the application of "enterprises and institutions with harmonious labor relations" and star-rated workers' congress enterprises, and select typical demonstration units to promote the harmony and stability of labor relations in our county.

Personal Work Summary of Labor Service Company 4 In recent years, Wuhu Ande Construction Labor Service Co., Ltd. has strictly implemented the working principles and policies of the state and local government departments, led all employees to unite and work hard, blaze new trails, seek truth from facts, innovate working mechanisms, intensify their work, concentrate on their efforts, forge ahead, constantly strengthen the standardization, standardization and institutionalization of management, and made solid progress in basic management and production and operation. The work in 20xx-20xx years is summarized as follows:

I. Achieving economic indicators

In 20xx-20xx, the company has two projects under construction, namely Wuhu Evergrande Huafu Project and Huangshan Yuan Yi Project, with a total investment of 32 million yuan for Evergrande Project and 35 million yuan for Huangshan Yuan Yi Project.

Second, the basic situation of personnel

The company has *** 10 management personnel, including 8 safety management personnel and 40 operators * * *10, all of whom have obtained corresponding job skills certificates and participated in level 3 safety education before taking up their posts.

Third, the safety work

In order to standardize labor service management, strengthen safety production management, ensure the safety of workers' lives and property, and better serve the safe production and operation of the project, the policy of "safety first, prevention first and comprehensive management" is implemented. Our company will assign a special person to take charge of this project. According to the scale of the construction site, excellent safety officers are sent to carry out safety production work, and relevant laws and regulations education and three-level safety education are given to on-site operators, so that they can obtain operation certificates before taking up their posts and carry out safety education. We will assign special personnel to carry out safety supervision and inspection at work to ensure the stable development of the project, so that the safety interests of operators will not be harmed, and at the same time, we will maximize the overall quality of our project labor management front.

Four. Labor management

1. Our company earnestly cooperated with the vocational skills training for ordinary posts organized by the superior and local training departments, and organized training for carpenters, painters, steel bar workers, Plaster workers and bricklayers, with a total of 140 people, with a qualified rate of 100%. All the migrant workers who participated in the training successfully obtained the skills certificates of the corresponding positions, and realized that the company's workers were certified to work.

2. Further strengthen labor management, realize on-site service and smooth coordination of labor services, and make the company's production order develop steadily. Actively cooperate with the project department to carry out civilized construction, safety, quality and other work, assign excellent labor management personnel to the site, assign full-time security officers for labor safety management in each project, and transfer the center of labor management to the grassroots line. Face-to-face communication with the project manager and direct contact with front-line workers have enabled the problems reflected in production to be solved at the front-line site in time, shortened the distance between the labor service company and the project manager and front-line workers, ensured the smooth implementation of the laws and regulations of the project department and the timely coordination of personnel, and laid a solid foundation for project construction management. According to the continuous expansion of the project undertaking scale, the labor service company will increase and adjust the management personnel in time according to the project needs, and arrange the labor service management personnel to the construction site reasonably and scientifically according to the size of the contracted project. The labor service company will send personnel to attend the production meeting of the project department as nonvoting delegates.

3. Perform labor services and labor contracts, and safeguard the rights and interests of employees for external use. It is a very important job for companies to employ workers according to law, abide by contracts and safeguard the rights and interests of migrant workers. When entering the construction stage, the labor service company stepped up the inspection of contract performance, and inspected the transfer of labor services to the project, the settlement of labor contract unit price and task book, the payment of labor fees, the labor contract between the labor service enterprise and the workers one by one, and immediately rectified the existing problems. Checking the implementation of the contract not only safeguarded the economic interests of both parties to the contract, but also avoided labor disputes, especially safeguarded the rights and interests of workers in labor service teams, and formed a good atmosphere of employing workers according to law and keeping promises.

4. Do a good job in the settlement and payment of labor fees. Timely settlement and payment of labor costs are the premise and guarantee for the stability of migrant workers, and also the embodiment of safeguarding rights and interests. Labor service companies attach great importance to the settlement of migrant workers' wages, and arrange the settlement of migrant workers' wages in advance on various festivals and on the day of the start of winter and summer vacations.

5. Strengthen legal awareness and maintain enterprise stability. In recent years, with the continuous development of the company and the deepening of reform, strengthening the legalization and standardized management of the labor force has become one of the important contents of company management. Over the years, especially at the end of the year, due to economic disputes, migrant workers have repeatedly petitioned collectively, blocked traffic, besieged the government, and personally attacked enterprise managers, seriously endangering social stability and adversely affecting the reputation of enterprises. Therefore, it is necessary to strengthen the legal and moral education for the person in charge of the labor service team and every migrant worker, so that migrant workers can consciously maintain social order, take formal channels, protect their legitimate rights and interests by law, maintain the stability of enterprises, and promote the work of the company.

6, mediation and handling of labor disputes, resolve contradictions and promote stability. In recent years, under the conditions of standardizing employment behavior, employing workers according to law and performing contracts according to regulations, labor disputes have decreased year by year, and labor disputes have basically not occurred in labor teams that have passed market access. Through unremitting efforts and meticulous work, the labor service company mediated two labor disputes, effectively controlled the spread of the situation and ensured the normal operation of production.

Verb (abbreviation of verb) conclusion

After efforts in recent years, labor management has achieved results, but there are still some problems in the work, and a lot of work has not been done well. I hope that leaders of district governments and relevant units will come to inspect and guide the work in the future. We are deeply grateful for this and will strengthen, improve and perfect our future work.

Summary of Personal Work of Labor Service Company 5 This year, under the leadership of the company's Party Committee, the Human Resources Department focused on serving the company's development, promoting human resources development, and focusing on the company's activities of "finding, grasping, promoting" and "improving management", which provided a solid foundation for the company to achieve 20xx annual production and operation indicators. Human resource management is summarized as follows:

(A) human resources work

1. Strengthen labor and human resources work. According to the needs of the work, 7 retired soldiers were placed, 6 workers were transferred (4 from external system and 2 from Shenhua system), 2 workers were dispatched for full employment, and 366 college graduates were recruited (5 master students, 5 undergraduate students 1 person, 99 junior college students1person, 36 technical secondary schools, 25 technical schools and 65,438 Xinjiang students). As of June 3 1 day, 17 employees had resigned, including 94 resignations and 4 dismissals.

2. Increase the exchange of cadres. By the end of 10, leading cadres at or above division level 17 (5 at division level and xx at deputy division level) and 3 1 cadres had job exchanges (8 at division level and 23 at deputy division level), which effectively improved the middle management level.

3. Standardize the management of human resources files. A total of 2578 archival materials were collected in the whole year, which were transferred to 3 16 volumes and transferred to 300 volumes. At present, there are 5,309 volumes of human resources files (including 90 volumes of death files and 54 volumes of contract rescission personnel/kloc-0). Social Security Archives, Volume 9435. Escrow the death files of No.6 coal mine (volume 143 1).

Salary and benefits

20xx65438+10-September raw coal output 1654.xx million tons, and the salary of employees on the job is 29732.xx million yuan (excluding 4.4339 million yuan for those who are waiting to retire and wait for posts). The cumulative average number of people is 4,467 (excluding 352 people waiting for retirement), with an average of 66,600 yuan, higher than the same period last year.

(3) ability to work.

The first is to standardize the working rules of labor ability. Prepare statistics on labor and employment of each unit, statistics on the increase and decrease of personnel in each post, statistics on the employment situation of labor dispatch workers and statistics on the increase and decrease of post changes of labor dispatch workers, and effectively employ people according to the actual situation on site.

The second is to standardize the management of labor contracts according to law. In strict accordance with the requirements of Labor Law, Labor Contract Law and other relevant laws and regulations, we signed labor contracts with 4,930 workers, including 3 168 workers without fixed term, 923 workers with fixed term of less than 5 years and 839 workers with fixed term of more than 5 years. By the end of June, 65438+1October 3 1 285 people had signed new labor contracts, and 2 16 people had renewed their labor contracts.

The third is to strengthen information construction. Relying on the ERP human resource management platform of the Group, * * * collected the personal information of 96 14 employees, including 545 contract workers, 985 laborers and 3 178 retirees (excluding social management); Import 69 1 104 pieces of organization human resource data, including 65438 pieces of organization data +06820 1 piece of human resource data +04525 pieces of personnel photos; Import 1924xx salary attendance data.

(4) Staff training and title evaluation.

One is to overfulfil the annual training task. According to the 20xx employee training work plan of Shen Xin Energy Company, the company spent 3.06 million training funds, completed 70 training projects and trained 8,308 employees (5,259 for job skills training, 4 16 for professional and technical training, 4 1902 for business management training, 465 for political theory training and 266 for academic education training). The company's four-level safety technology training center and professional units held a total of 37,566 trainings.

The second is to complete all kinds of professional title declaration and training. In 20xx, 8 employees were recommended to apply for senior professional and technical positions, 239 employees were given professional examinations, 2 19 coal engineering professional and technical personnel were given continuing education and training, and the disabled persons in Dongsi Mine and company organs were examined annually. In addition, 2 safety qualification certificates, 92 20xx-level qualification certificates, 25 registered assistant safety engineers and 64 senior, middle and junior professional and technical positions were handled.

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