Human resources work summary

Human Resources Work Summary

In order to continuously learn lessons and do a good job, our work summaries need to be written carefully. The following is a summary of human resources work that I have collected. , welcome to read, I hope it will be helpful to everyone.

Human Resources Work Summary 1

Since the establishment of the company's human resources in June 20xx, under the cordial care of the headquarters leaders and the correct guidance of the business departments, with the strong support of the company leaders , closely focusing on the company's development strategy and annual work goals, striving to overcome various difficulties such as new personnel, less experience, heavy tasks, and tight time, and carefully carry out organizational structure and preparation adjustments, deployment of production technical backbones, salary and performance management, employee training, Social security management and other aspects of work, and achieved certain results, are summarized and reported as follows:

Part 1 Review of key tasks in 20xx

1. Earnestly implement policies, regulations and systems, and effectively promote functions Management work

(1) Establish a weekly meeting system to promote the effective completion of work tasks. After the department was established, it has always insisted on holding a department work meeting every week to learn to convey the spirit of the company's relevant meetings and superior work instructions, discuss the main work of the department, inspect and summarize the implementation of last week's work, understand the staff's thoughts and work performance, and formulate plans for this week Work plan. The weekly meetings have played an active role in the department's internal learning and training and the effective implementation of various work tasks. More than 30 meetings were held in six months, 30 issues of minutes and 10 issues of weekly reports were issued.

(2) Systematically study rules and regulations and continuously improve policy and business levels. All employees were organized to systematically study human resource management manuals, human resource management system documents, job descriptions and other relevant institutional documents, so that everyone can further understand the working principles, rules and regulations, business processes and other policies and systems of their positions. Through learning, the professional level, work ability and work efficiency of department personnel have been significantly improved.

(3) Establish and improve rules and regulations to standardize functional management work. The company's personnel committee rules of procedure, training business procedures, vacation management methods, project allowance payment regulations and other rules and regulations have been revised to further promote the company's standardization of decision-making on major personnel matters and personnel, salary, training and other related work.

2. Establish an organizational structure for device commissioning and promote preparations for project commissioning

(1) Solicit opinions and conceive plans. According to the guidelines of the Chemical Headquarters for the organizational structure of Huahe Company, combined with the division of labor among the leaders of Huahe Company and the distribution of professional and technical personnel, we listened to the recommendations of the brother base units and solicited the opinions of the company's grassroots technical staff, based on the division of labor. Based on the idea of ????block responsibility, unified coordination, and overall advancement, it is recommended to establish a transitional agency during the commissioning period.

(2) Repeated discussions and meeting decisions. Taking the division of leadership responsibilities as the main line, we drew up a draft organization structure for the test run, which was repeatedly revised and improved under the guidance of the leaders in charge. It was finally discussed and approved by the company's personnel committee meeting.

(3) Institutions are established and functions are carried out. According to the resolution of the Personnel Committee, the project commissioning organization is divided into four parts: the production dispatch center, the fertilizer department, the public engineering department, and the electromechanical instrument department. After a period of operation, the functions of each module are relatively smooth. As the functional management department of the commissioning operation, the production dispatching center has carried out many effective commissioning preparation organization and command tasks, including commissioning material planning, starting boiler and water system commissioning work coordination. The Fertilizer Department, Public Works Department, and Mechanical and Electrical Instrument Department, as the units directly operating the commissioning, effectively carried out team building, technical training, equipment installation inspection, and normal shift operations. A good start for the commissioning organization to play its role, laying a solid foundation for the smooth entry into the substantive commissioning stage next year.

3. Carefully carry out talent recruitment and accelerate the allocation of production technology backbones

(1) Recruit talents through multiple channels. We mainly use advertising, online searches, employee recommendations, on-site visits, etc. to screen candidates according to job requirements. At the same time, we carefully carry out resume information collection, background investigations, two-way communication and understanding, etc., so as to achieve the best understanding of the interview. .

(2) Act according to the rules and strictly control the situation. We strictly abide by the mass interview decision-making process and the approval process of leaders in charge to recruit every finished talent. The interview working group is composed of personnel from the HR department, the employer, and the company’s leader. The recruitment approval process must go through the employer’s leader and the company’s general manager.

(3) The backbone is in place and functioning. The company will recruit 50 new technical backbones in 20xx, including 5 technical supervisors, 20 squad leader candidates, 21 chief operators, and 4 others. The newly arrived production technical backbones generally show that they adapt to the work environment quickly, are highly motivated to work, have a strong sense of responsibility, and complete work tasks well. At present, it seems that the company's backbone recruitment work has achieved certain results.

IV. Actively cooperate with mass line activities and conscientiously organize special democratic life meetings

(1) Solicit opinions and find deficiencies.

Cooperating with the company leaders to do a multi-level and multi-faceted solicitation of opinions and recommendations, the company leaders held discussions with the Fertilizer Department, Public Works Department, Mechanical and Electrical Instrument Department, Dispatch Center and other units as well as the *** Youth League Organization, and collected 9 aspects 29 recommendations.

(2) Analyze and inspect the constituent materials. Strictly follow the requirements of the headquarters in terms of length, information, and format, and conscientiously do a good job in organizing, collecting and organizing the writing of speech materials for the democratic life meeting of the team and members, and complete the compilation of 60,000 words of all meeting materials into a volume. During this period, he actively assisted the company's main party and government leaders in drafting the first draft of the team's speech materials, and solicited the opinions of team members many times, and repeatedly revised them to form the final draft. The team's speech materials were fully affirmed by the leaders of the headquarters.

(3) Fine service and successful meeting. On October 11, the company's leadership team's special democratic life meeting was held as scheduled. Before the meeting, we carefully completed the preparation of meeting materials, venue layout, personnel notification and other related meeting affairs. After the meeting, the secretarial work such as organizing the leader's speech, meeting publicity report, meeting status report, and revising the team's speech materials were completed on time.

5. Earnestly do a good job in paying employees’ salaries and give play to the positive motivating effect of salary

(1) Master the policies and improve methods. Organize salary management staff to carefully study and master the rules and regulations on salary management and basic theoretical knowledge of computerization, so that the policy level and computerization potential of salary management personnel can be significantly improved, and the salary tables and calculation formulas of salary items can be optimized and modified. design.

(2) Seize the time and perform your duties conscientiously. Staff in the salary position stand at the height of completing their mission, adhere to the salary payment date stipulated in the labor contract, and conscientiously implement basic tasks such as collecting information change tables, attendance reports, and assessment results. At the same time, they work overtime for data entry, process calculations, result review, etc. There is a lot of complicated work, and we carefully liaise and coordinate the capital department, approval leaders, banking institutions and other links.

(3) Timely payment of wages and effective incentives. Through unremitting efforts, strong support from leaders at all levels, and close cooperation from relevant departments, over the past six months, the company's monthly wages have been paid on time without delay. Paying close attention to this work has been unanimously praised by the headquarters leaders and company employees, and it also fully reflects the company's great emphasis on the vital interests of employees.

6. Organize the labor statistics work carefully and complete the labor cost budget carefully

According to the work arrangement of the chemical headquarters, we will spend on wages, bonuses, benefits, social security and other labor costs in 20xx We conducted careful statistical analysis of the situation, visited grassroots units for research and soliciting opinions, and fully considered special factors such as the number of newly added personnel, overtime subsidies for project construction, overtime subsidies for test runs, and additional costs for assisting unit personnel, and completed the company's labor cost budget for 2014. , this work is a very important guidance benefit for the company's labor cost management work in 2014.

7. Efforts have been made to carry out performance appraisal work, and employee performance has improved.

We carry out the company's performance appraisal work carefully in accordance with the company's performance appraisal management system. The company insists on issuing employee performance bonuses based on performance appraisal results on a monthly basis, and insists on conducting full-staff assessments and cadre performance appraisals annually, and uses the assessment results as an important basis for employee job promotions and salary adjustments. Performance appraisal has played a positive role in promoting the company's key tasks. In particular, the vast number of employees who are directly involved in project construction can overcome various difficulties and keep the project construction in good condition as planned.

8. Carry out training work in an all-round way to promote the improvement of the overall quality of all employees

(1) Training work is carried out in an all-round way. We carefully coordinate training resources, improve the training system, formulate training plans, and use internal training, outbound training, internal training with external lecturers, and technical exchanges to strive to improve the overall quality of all employees. Throughout the year, 52 company-level training sessions, 17 out-of-town training sessions, and 5 new employee induction training sessions were held, with a total training time of 42,417 hours.

(2) Training work comes in various forms. We have carried out a variety of educational and training activities such as military training in recruit training camps, factory entry system education and training, signing of mentor-apprentice agreements, and team leader speech contests. These activities have played an active role in promoting the company's corporate culture and improving employees' skills.

9. Pay close attention to the training of operating staff and fully prepare technical strength for test runs.

(1) Pay close attention to the training of factory-based attendants to comprehensively improve operating skills. We sent ***112 people to factories in Hainan, Inner Mongolia, Weihua and other places, and arranged them to participate in practical learning of production operations in gasification, synthesis, urea, water treatment, analysis, electrical, instrumentation, machine repair and other positions. The expected results are that they have a comprehensive understanding and mastery of the basic knowledge such as production process principles, safe operating procedures, and device structural characteristics.

(2) Carry out necessary skills training for the job to ensure that employees are employed with certificates in accordance with the law. In accordance with relevant national regulations on safe production operations, we organized safety and operational skills training for pressure vessel operations, welding operations, synthetic ammonia operators and other special equipment and special types of work. *** 7 sessions, 3,652 people, with a certification rate of 100%, for front-line personnel Be fully prepared to work with certificates in accordance with the law.

(3) Participate in installation and debugging attentively and effectively master the process flow.

From the perspective of training and learning, we pay attention to the "three checks and four determinations" work of production operation employees participating in project construction. This work allows employees to deeply learn and master basic technical skills such as the equipment structure and process principles of the device, laying the foundation for smooth entry into normal production operations in the future. Base.

10. Overcome various difficulties, coordinate and communicate carefully, and timely complete employee social security and provident fund payments, personal accident insurance, etc.

(1) Properly handle medical insurance management under special circumstances question. In view of the wide origin of employees and the complex social security payment status, we sorted out the social security status of different types of employees. For employees deployed within the system, if local policies allow, social security fees can be paid in other places and enjoy relevant benefits as much as possible. Completed the handling of off-site medical treatment for expatriates from the Hainan base; established a medical insurance reimbursement process for outpatient and hospitalization expenses for expatriates from the Inner Mongolia base.

(2) Complete employee social security management work carefully. The first is the annual audit of pension insurance. Second, 127 new employees were insured for pension insurance, 97 were paid back, and 28 employees were transferred to pension insurance. The third is the reimbursement of medical, maternity, and work-related injury insurance for 6 people. Fourth, 128 new housing provident fund accounts were opened and 130 people made additional payments. Fifth, 303 employee social security cards were processed, along with information collection on 144 people. Sixth, the annual personal accident insurance for 146 employees.

Part II: Shortcomings in the work

Looking back on the work over the past year, although certain results have been achieved, there are also many shortcomings, mainly reflected in the following aspects:

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1. The business work potential of department employees needs to be improved. We have insufficient understanding of national laws and regulations related to human resources, company management policies and systems, business workflows, basic employee information, etc., which affects the improvement of work efficiency.

2. The basic knowledge and skills of department employees need to be improved. We have deficiencies in the official document writing ability, computer operation ability, logical thinking ability and other aspects that we need to have at the operational level, which affects the quality and effectiveness of our work.

3. Department employees do not know enough about the work of production technology positions. We have not done enough in-depth front-line investigation and research, and we do not have enough understanding of the working conditions of the production front-line, basic information of employees, work performance, etc., which is not conducive to the effective implementation of job allocation, work incentives and other related human resource management work.

The third part of the key work arrangements in 20xx

In 20xx, the Human Resources Department will focus on project construction and commissioning, and carefully focus on the allocation of key positions, employee technical training, and assessment Key tasks such as incentives, salary, welfare and social security management will make due contributions to the successful completion and production of the project.

1. Comprehensively complete the staffing of the company’s production positions. It is planned to accelerate the completion of the staffing of key production positions through public recruitment, chemical company base selection, and Huahe internal selection. At the same time, it will also promote the completion of the selection of team leaders, main operators, on-site operators and other positions.

2. Steadyly promote the job-level operation of the three teams. In accordance with the spirit of the work instructions of the chemical headquarters, we will effectively carry out the construction of the three teams of management, technology and operations, and effectively play the fair and equitable incentive role of the company's salary system.

3. Effectively organize and carry out the company’s labor cost management work. Strive to improve the level of salary management, efficiently complete salary payment, report statistics, ledger establishment and other related work, and achieve the company's overall labor cost goal.

4. Efforts should be made to improve the performance appraisal of company cadres and employees. By decomposing annual work goals, we intensify assessment efforts, establish a performance evaluation system with work performance as the core and a goal management system with responsibility system as the core, carry out performance assessments on a monthly basis, reward merit and punish delinquency, and strictly manage and Assessment, fully mobilize the enthusiasm and initiative of the company's employees, and promote the successful completion of project construction target nodes and commissioning tasks.

5. Promptly carry out technical skills training for employees in production positions. Carefully supervise the implementation of the theoretical study and practical operation training plan for production unit personnel, effectively strengthen the inspection of training effectiveness such as examinations, assessments, and evaluations, ensure that the training work achieves the expected results, and ensure that all new employees, especially new employees, can independently perform their duties during the commissioning work operate.

6. Provide social insurance and welfare benefits for employees. Adhering to the concept of "people-oriented", while conscientiously implementing various welfare benefits for employees, we continue to strengthen social pension insurance work, ensure that various pension insurance expenses are paid in full and on time, effectively protect the rights and interests of employees, and relieve employees' worries. Human Resources Work Summary 2

It has been a month since I came to Samsung’s Human Resources Department since the 12th of last month. A month of work and study, adapting to the environment, changing thinking... It is still busy, and it is fulfilling because of the busyness. However, because of the fulfillment, the days often seem to be rushed, and there is no time to think. However, when I suddenly looked back, I realized that this hurried month had indeed made me change to a considerable extent, or in other words, improve.

Perhaps it is too early to say that I have completed the transition from campus to workplace. However, there is no doubt that this month of exercise has made me more mature, more confident, and better able to deal with work and life with a motivated attitude. The problem is...

I was very lucky to be able to come to Samsung as a platform when I graduated. At present, many people advocate that college students should find a job first and then choose a career. I have always disagreed. I think this is a helpless move. If there is any chance, it is still necessary to choose a good career and make a good career plan before finding a job. Before I graduated, I spent a lot of time on self-examination and choosing the direction of life. Therefore, it was inevitable for me to be able to work in this major after graduation. However, although it is inevitable, the platform of Samsung Human Resources Department did surprise me. After making many twists and turns, it is a blessing for everyone to be able to achieve this goal smoothly! Naturally, we cannot live up to the good fortune.

1. Job Description

The work within a month feels tedious and busy, but in summary, there are only a few simple things to do:

< p> 1. Statistical analysis of job requirements. Regularly understand the vacancy situation of each branch, keep track of personnel changes at any time, make regular classification statistics of new employees, and effectively use position analysis tables.

2. Search and contact urgently needed talents. Check and screen job seekers' resumes every day, contact qualified candidates for interviews, and obtain and contact required talent information through various other channels.

3. Handle employee registration and entry procedures.

4. Update and improve the talent pool. Regularly grasp the information of talents with college degree or above of the group company and each branch, and register the information of visitors with college degree or above at any time to ensure the update of internal and external talent pools.

……

Perhaps as I become more familiar with the work, I will be exposed to more challenging work, such as employee training, event organization, job fairs, recruitment presentations, etc. , but for that month, the current work information is enough for me to digest for a while. Practice makes perfect, and after I become proficient in each task, I may find that the seemingly challenging tasks of the day are also so.

The focus of my work is recruitment. I carry out the specific work of recruiting and onboarding employees according to the following process:

1. Preliminary work.

1. Analyze job requirements;

2. Document key and urgent positions;

3. Search and contact the required talents.

2. Preliminary test stage.

1. Focus on understanding and verifying the basic conditions of the candidates;

2. Register those who pass the preliminary examination;

3. Issue a letter of introduction to the position for re-examination.

3. Post-reexamination stage.

1. Mark it on the registration form;

2. Instruct people to come to training the next day or at a designated time, explain the necessary procedures, and issue a letter of introduction to those who need a physical examination.

4. Training stage.

1. Collect copies of ID cards and other necessary documents, physical examination reports, criminal certificates, etc.;

2. Training;

3. Fill in the application form Notice and signed by the recruiting manager.

5. Onboarding stage.

1. Sign the contract and fill in the employee information registration form;

2. Check the contract, registration form, physical examination report, and criminal certificate and issue a probation notice.

6. Registration stage. < /p>

4. Organize and save the trial notice stubs and letters of introduction.

2. Summary of existing problems at work

The execution of work tasks, the selection of work methods, and the memorization of work processes are not big problems at the moment, but if you want to It takes further efforts to adjust and adapt to truly meet the needs of the job and integrate into the working environment ranging from the department to the entire group company. This process may take longer, because it is not just a simple issue of working methods and processes, it is restricted by one's own concepts, thinking, experience, personality, psychology and other natural factors. Through self-observation over the past month and comments from friends and colleagues around me, I have summarized the following weaknesses in my work:

1) A considerable degree of naivety and immaturity . First of all, my attitude and methods of doing things are immature. In school, I am surrounded by classmates and friends who are about the same age and knowledge structure as me, so I don’t have to worry too much when communicating; but after work, I have to deal with many types of people, from ordinary employees to Senior leaders, from younger brothers and younger sisters to older adults and aunts, have diverse personalities... Faced with this complex and diverse network of people, they are both caught off guard and on thin ice. The second is the immaturity of thinking concepts. There are many issues that are not looked at thoroughly enough, the thinking is not long-term enough, or complex issues are still thought about in the simple way of thinking before, which sometimes leads to some mistakes and loopholes in work.

However, these two immature manifestations are ultimately caused by the lack of social experience. Society is like the whetstone, and only by sharpening it personally can the sharp edge be revealed!

2) Not confident enough. This is one of the shortcomings that I have summed up before I was employed. I always put myself in the edge and corner, and I am somewhat psychologically afraid of the anxiety in the center, but it is undeniable that I put this After analyzing the weaknesses, great improvements have been made so far. However, self-confidence requires confidence, and confidence comes from capital. A change in psychological state often requires some time or unusual experiences. Maybe I am still a little lacking in time or experience, but as long as I continue Mentally motivated people are not afraid of a low starting point or a long journey!

3) Expressive communication ability needs to be improved. In my first few days here, the manager also commented that I was "quick in action but slow in speaking", which hit the nail on the head. A book I read not long ago is called "Insensitive Power", which teaches people to learn to be a little insensitive, or dull, in dealing with others and in psychological reactions. Zeng Guofan also advocated not being too agile or dexterous in language, but being more flexible. I am greatly influenced by this assertion that time and energy are devoted to thinking. However, although I don’t think that working in human resources requires being as eloquent as a salesperson, I don’t deny that being too dull in language is also a shortcoming that affects work, at least it is a barrier to communication.

In addition, from the perspective of the external environment, I also have this problem: I am alone overseas and have no contact with sanctification. I have been in the recruitment office since I joined the company. I have not experienced the integration and adaptation stage of the headquarters. I need to explore a lot of work. Most of the work is controlled remotely by the headquarters. Although it does not affect the progress of the work, the integration into the environment is. a constraint.

3. Problem response ideas

In view of the personal and environmental shortcomings summarized above, I will adopt the following adjustments to deal with the ideas:

First of all, talk to people more comminicate. Whether it is lack of experience, lack of self-confidence or poor expressiveness, the same reason is that there are few people in contact, few interactions with people, and the narrow social level involved. Therefore, in future work and life, we must psychologically change our attitude toward Do not view the complicated interpersonal interactions as a burden. On the contrary, you should experience the fun of getting to know people with various personalities from the colorful interpersonal interactions. Communicate more with people, participate in more social activities, think more and summarize more, and respond to everyone and everything with a learning attitude.

Second, continue a regular and progressive daily life after get off work. Insist on exercising every day to ensure that you are healthy and strong. Only with good health can you reflect your confident temperament on the outside; insist on continuous learning, add some knowledge and spiritual food every day, and have poems and books in your belly. If you can be eloquent and have a history, you will naturally be able to deal with things without panic, and you will naturally not have any doubts about yourself.

Third, ask your leaders for advice. I believe that most leaders, especially older leaders, will not get tired of young subordinates frequently asking them questions. On the contrary, they must be happy to be able to teach us young people their half-life experience. I am in the north building of the office. There is Manager Lin in the north building, and there are also many other experienced leaders and colleagues. I can ask them for advice at any time if I have any questions. Of course, I go to the south building every day. Many questions don't take up much time. I report my work and listen to the manager's guidance at the same time. The manager said at the time that we should learn at any time and ask people when we catch them. The so-called "three people walking together must have my teacher", I should learn and master this potential, whether it is a leader or a colleague, or even everyone I know on the roadside, if they can answer my questions, I will ask them for advice.

Fourth, visit each branch. The manager also supports not only reading thousands of books but also traveling thousands of miles. It is not enough to understand things through Plato’s so-called ideal world. Only by experiencing it through the sensory world can we have shocking knowledge. Therefore, it is not enough to just imagine the appearance of the branch and deduce the internal work flow in your mind. Even if you can hide the truth when others ask, you are not confident in saying it, so whenever you have the opportunity, go over and take a look. Communicate with company leaders and colleagues.

IV. Some personal opinions

The manager said that when we first come to an environment, we must learn first. Only when we have learned and mastered the traditional things there will we be qualified. Come up with innovative ideas for it. I have learned a lot in the month since I came to Samsung's human resources department, but compared to all the work in the position, I have only scratched the surface. I have not yet finished learning, let alone mastering and mastering it. It's not enough to express my personal opinion, but compared with the theoretical knowledge I learned before, I did find many inconsistencies that I couldn't understand, so I listed them roughly and asked the manager for advice.

1. The protagonist of the department staff. When I first came for the interview, the manager said that our human resources department is a talent training center, a place to train and train talents for the company. This determines the mobility of employees in this department. Most employees will be transferred to other departments after one or two years. positions, and then select and train them from internal and external sources. In this way, our department has become a transit station and will never form a strong and stable team, so it is not easy for the human resources department to grow.

Therefore, I feel that the human resources department should have an internal promotion mechanism so that promotion is not just an external transfer. Of course, this promotion method can be flexible and not limited to position promotion.

2. Treat highly educated job seekers. First of all, in terms of interviews, we should design a special interview process for individual positions. We should not let them go to the office with all the newcomers to join in the fun, or the handling method should not look too casual to reflect our respect for them. respect, respect for knowledge. Because the psychology of newly graduated college students is relatively sensitive, they may not be able to understand the gap between ideals and reality for a while; then when it comes to signing labor contracts, college graduates are very cautious about labor contracts and are therefore too rigid, because the school provides employment guidance. The issue of signing labor contracts has been emphasized in all the articles. Some time ago, a graduate who applied for a job in a power plant did not dare to sign the contract and left, so we still need to think more about the labor contract.

The above is a summary of my work over the past month, as well as some thoughts. There are many immature places that I hope the manager will criticize and guide. Generally speaking, this month is mainly about learning and adapting. Real work, or doing valuable work, lies in redoubling efforts and continuous improvement in the future.

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