Summary and Plan of Personnel and Personal Work in 2022

The hard work is over. This is precious working time and we have gained a lot. Let's sum it up and write it down in the work summary. The following is a five-point summary and plan on personnel and personal work I collected for you, hoping to help you.

Personal work summary and plan 1

From June 20, 2008 to 10, I was lucky enough to be in charge of personnel administration in the independent optimization department of the company, and I would like to thank the leaders for their careful training and support for my work. I will take my work in the second half of 20-20 years more seriously. At present, the scope of work involves the data analysis of various departments and the tracking of news source extrapolation effect. The following summarizes several aspects of work and future work plans.

Personnel management is very complicated. At present, the department has been equipped with various management forms, including employee discipline tracking form, project allocation form for each team member, bonus allocation form, monthly medical treatment form, employment confirmation test form, employee interview, employment confirmation and resignation form, from personnel recruitment to appointment. According to the actual needs of each group, recruit employees in a targeted and reasonable way and assign them to various positions. Better complete the personnel examination and approval work such as entry, resignation and post adjustment of each group of personnel; Standardize employee files to make up for incomplete information; Determine the number of employees who sign labor contracts and cooperate with the personnel department. Manage the daily discipline of the office, publicize the knowledge of fire prevention from time to time, and do a good job in office management; Check the cleanliness and safety of the office; Follow up logistics and arrange staff accommodation, and pay attention to the hygiene and safety of staff quarters; Solve the contradiction between people and things among employees.

First, analyze and optimize the data of department visits.

Track and find the problems in the optimization effect statistics table of the optimization interview table, compare them week by week and last month, find out the reasons, and analyze the problems with the optimization engineer. Do a good job of tracking the extrapolation effect of news source every week, compare it with the traffic in news source, see which platform has more traffic, and inform it to make corrections.

Second, in view of the areas that need to be strengthened in the second half of 2020-2008.

The personnel management and coordination of the responsible department are still lacking, and the inspection of the working conditions and personnel discipline of the department needs to be improved; Construction of corporate culture and working atmosphere of the company; The staff training mechanism needs to be improved and strengthened; It is necessary to gradually transition from traditional labor and personnel management to modern human resource management; I will continue to improve the company system in the second half of 2008. My personality is to strengthen the system construction in daily administration and personnel management, and to revise and improve the reward and punishment regulations and incentive mechanism.

Third, strengthen training and improve the training mechanism.

Strengthen the training of management system in order to facilitate the normal operation in practical work, and formulate training plans according to actual conditions, so as to make the training work play a practical role; Assist all departments, strengthen communication with employees, strengthen unity and quickly create a good office environment; To strengthen the standardization of labor and personnel management, it is still necessary to strengthen the management level, improve the management of personnel files, and realize the transformation from simple daily work to modern human resource management.

Organize employee activities, strengthen the construction of corporate culture, so that employees have a good sense of identity and belonging to the enterprise.

Although the personnel administration work in the first half of 2008 is not ideal, we will continue to work hard, strengthen our study, cooperate with the company to do a good job in personnel administration, and try our best to raise the work level to a new level.

Personal Work Summary and Plan II

Since the beginning of this year, under the leadership of the leadership, closely around the general center of work, through the joint efforts of comrades in our department, all tasks have been completed in an all-round way, with both achievements and shortcomings. My main work in the past year is summarized as follows:

First, strengthen study and strive to improve their own quality.

I have worked in the administrative personnel department for many years and have always realized the importance of learning. Therefore, in addition to doing my job well, I have always insisted on political theory study and business study. Through learning, I have improved my political quality, actively cooperated with leaders to do a good job in the political and ideological work of relevant personnel, resolved contradictions and eliminated misunderstandings, which has played a positive role in promoting the unity, stability and collective cohesion of employees. Through business study, I further improved my professional quality and service level. After work, I also actively learn business software such as computers and networks, so that I can work easily and play a positive role in promoting my work. According to the arrangement of the bureau, the overall learning plan has been formulated, and all departments and sub-bureaus have been urged to do a good job in their own learning, and supervision and inspection have been strengthened to form a strong learning atmosphere in the overall situation and make their own efforts to create a learning-oriented industrial and commercial institution.

Second, do your duty and work hard.

There are many people in our bureau and the personnel situation is complicated. In the cadre and personnel work, I first deeply understand the spirit of the document and the spirit of the superior meeting, and then, according to the requirements of the superior, even if I work overtime, I will take the trouble to conduct a detailed investigation of all kinds of personnel, so as to achieve a clear base, accurate figures and complete the situation, laying a good foundation for completing the tasks assigned by the superior. In this year's civil servant registration, personnel files were checked repeatedly, which ensured the accuracy and integrity of personnel information, laid a good foundation for civil servant registration, not only ensured the legitimate interests of serving civil servants, but also avoided the troubles brought to leaders by careless work. On the basis of deeply understanding the spirit of the higher-level documents and the spirit of relevant meetings, we should give full play to our subjective initiative and actively find ways for the grassroots construction work of the municipal bureau and sub-bureaus. Sometimes we go to the sub-bureau to assist in the work during the day and work overtime at night to carry out some important work arranged by the bureau leaders and the higher authorities. In the work of labor and capital and veteran cadres, he is conscientious and has turned over a new leaf, so it can be said that his work is meticulous. Our salary policy has always been comprehensive and open. Any staff member who asks or inquires about salary issues will give answers patiently and meticulously, and those who cannot explain clearly will ask for instructions from their superiors in time. There are many retirees in our bureau, and the situation is complicated. On the issue of treating veteran cadres, I always regard them as my old leaders and try my best to meet their reasonable demands within the scope of my authority, which is praised by veteran comrades.

Third, adhere to the "talent principle"

Personnel work is no small matter, and any personnel work is related to everyone's vital interests. A little carelessness in the work may cause losses to the interests of a comrade, and may also bring ill-gotten gains to some people. In my work, I always adhere to the principles, one is one, and the other is two. It is precisely because of this so-called "right" that some comrades agreed to some so-called "preferential" conditions and put forward some unreasonable demands, which I politely refused. Later, they were regarded as "stubborn", but I think this is another recognition of my adherence to principles. Cadres' personnel work must strictly abide by work discipline, principles, fairness and justice, and be meticulous. This is also my experience in cadres' understanding for many years.

Fourth, shortcomings in the work.

There are also some shortcomings in the work. First, sometimes things are delayed, which affects efficiency; Second, because I have worked in the administrative department for many years, I have relaxed my study of business knowledge; Third, some work only pays attention to the layout and ignores the specific implementation, resulting in some poor results. In the future, I will try my best to improve my own shortcomings, complete the tasks assigned by the leaders according to the deployment of the bureau, and hand in a satisfactory answer sheet to the superior leaders.

Personal Work Summary and Plan 3

According to the requirements of the group on standardizing administrative affairs management and referring to the administrative and human resources management measures of the group, the hospital timely revised and improved various hospital rules and regulations, and submitted the electronic version according to the requirements of the group; The compilation of hospital rules and regulations is being proofread and submitted for printing and typesetting. After printing and distributing, the whole hospital will be organized to study and train, which will be distributed to all departments for implementation. The main work of logistics safety management of hospital administrators in the first half of this year is reported as follows:

I. Work discipline

Since the implementation of "Face Pass" on May 1, all employees in the hospital have entered face recognition information, and the situation of being late, leaving early and absenteeism has obviously improved. In May, 58 people violated the rules, reaching 130 person-times. We conducted a informed criticism in the hospital. In June, there were 18 people who violated the rules, including 40 people who went to informed criticism and deducted 20 yuan/time.

Second, the safety management situation

1, fire safety: President Wang emphasized fire safety management at the weekly meeting of the hospital for many times, and the department liaison officers urged the directors (head nurses) of each department to convey it to each employee at the handover meeting. The General Affairs and Security Department strengthened safety inspection, replaced 25 smoke detectors, 1 monitoring video disk (4 interfaces were replaced with 16 interfaces), added 7 cameras, and repaired the signal butterfly valve of the fire pump room.

2. Properly handle medical disputes: In the process of handling medical disputes (working overtime for more than two weeks before and after), the personnel of the administrative logistics department actively participated, endured humiliation, and was reasonable, beneficial and restrained until they entered the judicial process.

Third, automobile management

In the first half of the year, the trains traveled safely for 2 1 and 9 1.9 km, which ensured medical first aid, office work, free clinic in the market, laundry and clothes changing.

Fourth, the project transformation

1. complete the renovation and relocation of the new office area.

2. Complete the relocation of staff dormitory and transform the original office building into staff dormitory, with a total cost of 43,800 yuan; Rent out 1 1 houses (two sets are reserved) one after another, and * * * arrange for nearly 70 employees to stay. Transforming the original office building into staff quarters can save more than 300 thousand yuan in rental fees throughout the year.

3. Complete the renovation project of the lobby on the first floor and relocate the infusion room, emergency department and pharmacy.

4. Cooperate and coordinate the subway construction, minimize the impact, and ensure the parking of medical staff.

Verb (abbreviation of verb) manpower deployment

In the first half of the year, * * * recruited 29 medical staff, trained and assessed 25 new employees, had a heart-to-heart talk with 26 former employees, registered 7 employees and received 4 maternity allowances.

Six, the implementation of the general duty, supervision and liaison system.

1, arrange the general duty of the hospital, do a good job of duty handover, and deal with the to-do list.

2. Organize the daily supervision of the hospital, summarize the feedback of the supervision and report it at the weekly meeting of the hospital.

3. Implement the liaison system for middle-level and above managers in the functional departments of clinical medical technology departments, and the director of supervision department (head nurse) fully conveys the spirit of hospital weekly meeting to employees; Understand the reaction of employees to the spirit of the meeting; Do a good job in the problems that departments need to coordinate and solve; Collect employees' demands and master employees' ideological trends. , and then submitted to the newspaper for research.

Seven. The work of the Party Workers' Union

1, submitted the evaluation materials recommended by the Health and Family Planning Commission, Youth League Committee, trade unions and other functional departments 12 times.

2, declare and through the Youth League Committee "Youth Civilization" review publicity.

3. Arrange 1 day spring break for each employee.

4. Organize a knowledge contest to commemorate "5.4" and "5. 12".

5. Develop and prepare three party member, and 65,438+00 activists submitted applications for joining the Party.

6. Organize all party member study seminars, and organize some party member and activists to visit the Wuhan Revolution Museum for free.

7. Organize members to participate in the 20th-the first public welfare colorful run organized by the Youth League Committee of Jiangan District in Hankou. As the only designated ambulance unit, the hospital set up two first-aid stations during the competition to escort the participating citizens.

Eight, get honors and achievements

1,-won the title of "Excellent Nurse in the Region for 20 Years".

2.—— Won the title of "Post Meritorious Female Star" of the Municipal Trade Union.

3.—— Won the title of "Excellent Team Leader" of the new Long March Assaulter in the whole region.

4.—— Won the title of "Excellent Youth" of the new Long March Assaulter in the whole region.

5, the hospital won the title of "the city's health and family planning system to create a national health city advanced unit".

6, to the city unemployment office for post subsidy funds of 46200 yuan.

7. Cooperate with the dean to complete the application to the Provincial Health Planning Commission to increase the number of hospital beds to 303, and increase the outpatient physical examination and treatment items such as gynecology.

8. Cooperate with the dean to complete and confirm the total medical insurance (10.84 million) and maintain the relationship, and handle the medical insurance records.

Nine. existing problems

1, talent problem is the bottleneck problem to be solved urgently in hospital development. Private hospitals are in a weak position in terms of professional title evaluation, academic status and multi-point practice, including professional associations. The talent structure is difficult to ensure the continuity of talent training and form a stable talent echelon, which leads to the imbalance between talent allocation and hospital development, especially the introduction and training of academic leaders and professional and technical personnel. The core competitiveness of hospitals is not strong, mainly because the functional departments do not implement the national policies in place, and at the same time they need to strengthen their efforts to introduce core talents.

2. The structure distribution of nursing team is unreasonable and the staff is unstable. Compared with public hospitals, most young nurses lack a sense of identity and belonging to hospitals. Learning enthusiasm is not high and loyalty is low. If we increase the intensity of study and assessment, some people will choose to leave their jobs and recruit new people, thus falling into a vicious circle.

Personal Work Summary and Plan 4

In the first half of 2008, while further improving the basic work of human resources, the company's human resources management and development; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

I. Basic situation of human resources

By the end of the 20th century, there were 65,438+February 3 1, and the number of employees in Nanyue Logistics was 1880, including 67 employees from the company headquarters, 300 employees from Yi Tong 1288, 300 employees from Guangdong Xinyue, 93 employees from industry, and 7 employees from VIA/kloc-0.

Second, through post analysis and setting, do a good job of creating posts and personnel.

In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each subordinate company will make post quota in combination with the company's main business situation, as follows.

(a) There are two categories of posts:

1, each management center is classified according to key indicators such as mileage, logarithm of service area and business scope;

2. Classify service areas according to traffic volume, turnover and other indicators.

Determine the positions and staffing of each management center and service area, and strive to provide standardized modules for the construction of new service areas.

(2) Guangdong Xinyue should optimize the existing organizational structure, posts and personnel appropriately and reasonably according to the traffic safety facilities, communication, power supply, monitoring and charging of highway projects and the total amount, mileage and construction period of contracted projects, and control the number of personnel and labor costs.

(three) the industry should do a good job in setting up posts and personnel according to the different business conditions of expressway construction materials supply, total supply and mileage, construction period, project scale and information technology services.

(4) VIA shall, according to the characteristics of shipping and newly expanded business, and on the basis of the existing quota, make post qualification statements and job descriptions in blocks.

At the same time, by visiting Guangzhou-Zhuhai North, University Town, Qujiang and Backdoor Service Area, Guangwu and other projects, the post setting and staffing of each project were investigated, and the first-hand information on post setting and staffing was obtained.

Third, actively promote the construction of human resource management system.

Basically establish the company's human resource management system, form a more standardized personnel management, and improve the company's human resource management and development level as a whole.

According to the general requirements of the company's management system, the company headquarters has completed the first draft of the human resources management and development system such as Staff Training Measures, Interim Measures for Human Resources Management, Interim Measures for Staff Attendance Management, Measures for Labor Contract Management and Detailed Rules for Personnel File Management. Among them, the Trial Measures for Employee Compensation and Welfare and the Interim Measures for Employee Performance Appraisal have been officially promulgated and are being implemented.

In addition to improving the original human resource management system, Guangdong Xinyue has also completed the iso quality certification. Yi Tong Company has formulated the management measures for the assessment of middle-level managers and the management measures for labor contracts, revised and improved the detailed rules for the implementation of employee attendance management and the personnel management system in service areas, making the daily management more institutionalized, standardized and operable. According to the labor law, labor policies and regulations, combined with the actual situation of the company, Oriental Thinking has defined the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improved the company's labor and personnel management system.

Fourth, in order to adapt to the company's strategy and the personal development needs of employees, the human resources development and training of subordinate companies have been greatly strengthened.

In order to continuously enhance the company's competitiveness, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the company's headquarters has drawn up human resources development and training methods, and has done corresponding work in training planning and coordination, but the overall level of the company's theme (knowledge popularization) training and the company's headquarters staff training needs to be strengthened.

Yi Tong carefully organized and earnestly carried out various trainings. On-the-job training for new employees, * * * held three training sessions for new employees in service areas, each with 203 people for 20 days. A training course for middle managers was held with 39 participants. Training for service area leaders lasted for nearly 4 months, with 265,438+0 participants. The training is conducted in two stages.

The first stage: 4-day off-the-job training, mainly aimed at the training of service area management quality, business process, business strategy, financial management, official document writing, etc.

The second stage: amateur self-study laws, regulations and knowledge training for nearly 4 months, and a written test. Organized or sent 308 people to participate in human resources management, labor insurance, family planning, ISO 900 1:—— qualification of internal auditor in quality management system, registered safety officer, fixed assets management, financial accounting foundation and file management, taxation and tax law, official document writing, construction engineering management, convenience store information system management, document science and technology file management, security backbone, chef, braised cooking, Chinese food service skills and other majors.

Guangdong New Guangdong Training has achieved remarkable results.

On the one hand, the new Guangdong pays attention to the training of technicians, and participates in the training courses for computer information system integration project managers and senior project managers through Saibao Certification Center;

On the other hand, we should conscientiously study the following daily jobs: organize human resources managers to carry out special business training and study, and actively cooperate with the development department and technical service department to carry out internal technical management training, induction training for new employees and outdoor expansion ability training. Employees ***8 1 person-times participated in the training throughout the year (including middle-level and above managers 13 person-times).

According to the annual training plan, the industry has strengthened the education and training of employees. Conduct induction training for new employees from the perspectives of the company's development history and current situation, business processes and corporate culture. Organize employees to visit and study in steel mills, cement plants and asphalt plants. Train employees on the application of company logistics management platform.

Verb (the abbreviation of verb) is used to assess and evaluate the performance of employees objectively, fairly and reasonably, and to stimulate their potential and enthusiasm for work.

Through the daily and annual assessment of employees, the company links the assessment results with employees' salary, post adjustment, training development and vacation, establishes a self-disciplined employment mechanism of promotion and demotion, realizes the optimal allocation of talents in various positions within the company, promotes the development, management and rational use of human resources in the company, and establishes a high-quality, capable and efficient workforce.

In particular, according to the employment mechanism and related performance appraisal management system, the industry links the assessment results with floating wages and year-end bonuses, which greatly improves the enthusiasm and initiative of employees and forms a situation in which employees strive for Excellence.

The intransitive verb is driven by informatization construction, actively cooperates with the Group to do a good job in informatization construction of human resource management and strengthen technological innovation of human resource management.

According to the overall deployment of the Group's informatization construction, in order to give full play to the advantages of human resource management talents and informatization technology of the Group and the company, and enhance the contribution rate of key management means in informatization construction, especially human resource management. We require all affiliated companies to do a good job in the overall planning of the human resource management information system with the help of the company's office automation system, and complete the electronic informatization construction of the company's decision-making report control system, human resource statistical information system and employee information data.

At the same time, in order to cooperate with the smooth development of the Group's human resource management informatization, our company completed the data entry of Guangdong Communications Group's modern human resource management information system (Nanyue Logistics) in four months from September, which is divided into six modules: personnel management, salary and welfare, performance training, organization information, report system and system management. Including the basic information of human resources, education, professional and technical positions, technical jobs, continuing education, social insurance, retirees management, salary signing, information inquiry and other powerful functions. The effective application of this system can greatly improve the working efficiency of human resources and the level of human resources management and development.

With the ringing of the New Year bell, a brand-new year full of expectations is ushered in. Looking back-a year's work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and striving for the same goal.

Personal Work Summary and Plan 5

From 20 to 2000, under the guidance of leaders at all levels, with the cooperation and support of the company's human resources department and other departments, the human resources department of the branch actively carried out its own work. While further improving the basic work of human resources, we have strengthened the establishment of post personnel, human resources training, human resources management informationization and human resources management system construction. In order to better carry out the work, the main work of our department in the first half of 2008 is summarized as follows:

First, strengthen the management system.

According to the overall requirements of the company's management system and the needs of the work, our department has successively formulated the measures for the payment of midnight snack subsidies and the regulations on the management of the handover of employees' vacation work.

Second, human resource management.

Farr project branch is the last construction site of our company, and its human resources are seriously insufficient. In order to make the project run in an orderly way, in the case that employees can't meet the project construction, from 20 to 2000, we solved the shortage of personnel in construction management, information, news propaganda, warehouse administrator, microcomputer management, logistics service and tanker driving by rehiring retired employees from the company and recruiting from the society. Due to the diversification of employment system, in order to manage orderly, our department has determined different employment contracts for different users and employment forms, which has met the employment needs of the branch.

Third, strengthen human resources training.

In order to continuously improve the quality and ability of employees and partners, and meet the needs of the company and employees' personal development, our department carefully organized and carefully conducted various trainings in 20-2000. In March and April of 20-2008, we cooperated with the Safety Production Supervision Bureau of the Provincial Economic and Trade Commission, the Provincial Quality Supervision Bureau and the human resources department of the company to obtain evidence and change certificates for the special operators at the hair ear site. Training and evidence collection involves welders, electricians, portal crane operators, mobile crane drivers, tower crane drivers, cable workers of lifting companies, forklift workers, factory drivers, scaffolding workers, crane operators and construction elevator operators. In addition, according to the company's arrangement, three portal crane operators conducted a three-month internship. Through the above training, the demand for special operators in the branch has been alleviated, which has played a positive role in completing the work of the branch for 20 years.

Fourth, do a good job in the foundation and daily work of human resource management, and complete various tasks assigned by superiors and branch leaders.

1. Assist the human resources department of the company to complete the employee education and training plan, professional title review and declaration, and complete various statistical reports.

2, according to the requirements of economic accounting, establish and improve various statements and accounts. The human resources department of Faer Branch has two employees to complete the monthly contract accounting and annual settlement. To this end, we have established the following accounts: employee transfer-in and transfer-out basic data account, installation cooperation labor files, and expense account; Personal and professional income accounts; Agency employment, income account, etc.

3, conscientiously implement the wage policy, timely cash wages, bonuses and various subsidies.

4. Be responsible for the transfer of branch personnel, the daily deployment of cooperative employees, and the registration of employee leave and termination of leave.

5. Procurement and collection of work clothes for employees of each cooperation group of the project branch.

In a word, our department has done a lot of work in the past six months, but there is still a lot of work to be done, which is still far from the requirements of the company and its branches. In the new year, our department will, as always, act in strict accordance with the policy, so that all our work will go to a higher level.

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