How to write the human resources annual work plan for 2022

1. How to write the annual human resources work plan for 2022

1. Establish and improve various norms and management systems, employee manuals, etc. for personnel administration and management

Establish Improving various norms and management systems of human resources management, and the standardized management system of employee manuals are the minimum prerequisites for enterprises to retain people. From employees entering the company to job changes, from daily evaluation to resignation, the Human Resources and Administration Department follows the procedures of the documents. When conducting operations, we should adopt the principle of treating the matter rather than the person, hoping to achieve the legitimacy and seriousness of all work.

2. Labor contract management

Do a good job in the signing and termination of labor contracts and the management of labor contract files. The focus of this year's work plan is:

1. The timeliness of signing, renewal and termination of labor contracts;

2. The timeliness of employee regularization;

3. Labor and management Relationship (number of labor disputes, reasons, etc.);

4. Description of the completeness of file management.

3. Collection of employee evaluations

In order to further strengthen the evaluation of employees’ work ability and other aspects within a certain period of time, correctly grasp the working status of each employee, and establish a normal and reasonable company A personnel assessment and evaluation system is established to provide objective basis for employee rewards, punishments, promotions, adjustments, etc. Based on the company's current operating conditions, store personnel evaluation forms are collected every month to assess and evaluate each individual. Implement on-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of the workforce.

2. How to write the human resources annual work plan for 2022

1. Personnel deployment management

This year, focus on investment in new products Allocate personnel and equipment during operation and production.

1. According to the company's new system setup and personnel establishment, some outstanding management personnel and production backbones will be transferred to work in the new product trial production workshop, so that the gas tank project can operate normally, safely and economically after it is put into operation.

2. Make arrangements at any time based on the staff positions and shortages in various departments and units of the company. Issue personnel transfer orders and personnel instructions promptly and accurately, and strive to achieve a reasonable allocation of human resources.

2. Labor contract management

Do a good job in the signing and termination of labor contracts and the management of labor contract files. This year we will focus on renewing the 40 employees whose labor contracts expired in 20xx. For this renewal work, on the basis of this year's labor contract management work, new management methods need to be further implemented. It is planned to adopt medium-term (3 years) and short-term (1 year) contracts for production workers and other staff, and for some personnel, Management measures for non-renewal of contracts.

3. Personnel Assessment and Evaluation

In order to further strengthen the evaluation of employees’ work ability within a certain period, correctly grasp the work status of each employee, and establish a normal and reasonable company The personnel assessment and evaluation system provides objective basis for employee rewards and punishments, promotions, adjustments, etc. Based on the company's current production and operation status, formulate a personnel evaluation system and conduct personnel assessment and evaluation. Implement on-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of the workforce.

IV. Reward and Punishment Management

Based on the actual situation of the company, rewards will be given to those with outstanding achievements and greater contributions in production, scientific research, labor, operation and management, etc. Employees who violate labor disciplines, often arrive late, leave early, and are absent from work; fail to complete production tasks or work tasks; do not obey work assignments, transfers, and instructions; or make trouble unreasonably, gather in groups to fight, and affect production order, work order, and social order, etc. , giving administrative sanctions or financial penalties respectively.

5. Talent reserve work

Based on the current situation of the company, combined with the management experience of advanced enterprises, we will participate in regional large-scale talent exchange meetings and directly introduce high-level and highly educated talents to acquire technology. A team of talented people with excellent qualities and excellent moral character. It is planned to recruit about 10 fresh university undergraduates in 20xx. The majors include: 5-7 people majoring in pressure vessels, 2-3 people majoring in electrical engineering, and 2-3 people majoring in chemistry.

6. Employee professional title evaluation and annual review of professional qualification certificates:

With further emphasis on human resources, professional title evaluation and other tasks have been generally recognized and valued by society.

1. Do a good job in handling the application of professional titles for company employees in 20xx, focusing on the procedures for applying for junior and intermediate professional titles.

2. Carry out the annual review and processing of professional qualification certificates for company employees. In accordance with the requirements of the labor department, the annual review of professional qualification certificates shall be carried out, and the application and processing of professional qualification certificates shall be carried out in a timely manner according to the actual situation.

VII. Other personnel management work:

1. Carry out the distribution and management of quarterly labor insurance and labor supplies to employees, and promptly supplement employee labor insurance supplies and revise relevant systems.

2. Do a good job in collecting, organizing and archiving employee personnel files to ensure the integrity, completeness and confidentiality of the files.

3. Strictly follow the company's rules and regulations, and carefully handle the resignation, dismissal, removal, expulsion and withdrawal procedures for employees. Strictly handle the resignation procedures, and supervise the handover of money, property, and belongings of retired employees without leaving any sequelae.

3. How to write the annual human resources work plan for 2022

1. Position establishment, staff adjustment and recruitment management

1 , Organize and formulate the branch's organizational structure and position preparation plan. In accordance with the annual business plan goals of the branch this year, the company's human resources department organized and formulated the branch's organizational structure and job establishment plan for this year at the beginning of the year, and reported it to the head office after discussion and approval at the branch manager's office meeting. In the middle and late stages of this year, some adjustments were made to the organizational structure based on the needs of the branch. In early May, the Personnel Administration Office was split into the General Manager Office and the Human Resources Department, and the General Engineering Office was established in mid-July.

2. Reasonable optimization of personnel and moderate reduction of the number of grassroots operation employees. Based on the company's current situation, the staffing of each department was sorted out, and the general manager's office will eliminate cleaning positions before the end of the year.

3. Organize the recruitment of vacancies in branch offices. This year, the Human Resources Department adheres to the principle of "recruiting carefully and meeting needs" and recruits employees according to the job establishment established at the beginning of the year.

4. Development of recruitment tools. In order to improve the ability to evaluate the quality of applicants in the talent selection process, promote the unification of talent selection standards and improve the selection quality in the recruitment process, according to the requirements of the holding company's "Notice on Organizing the Compilation of "Talent Assessment Questions"", the company's Human Resources Department Since the beginning of June, the "Talent Assessment Questions" have been organized and written step by step. As an important tool for personnel selection, this tool has not yet been used because the company has not yet seen recruitment needs after the "Talent Assessment Questions" were compiled.

5. Recruitment rate and attrition rate of key personnel. As of December 31, the turnover rate of key personnel was 25.81%.

6. Talent cultivation and transportation.

2. Performance Management

1. Signing and assessment of annual performance responsibility letters for department managers.

At the beginning of the year, the company's human resources department formulated the performance responsibility letters for the year xx for the managers and above in each department of the branch based on the branch's business plan for the year xx and the indicator decomposition in the branch manager's performance responsibility letter for the year xx. , and after sufficient communication, the performance responsibility letter was signed in a timely manner. At the same time, the Human Resources Department strengthens the tracking, collection and organization of information related to various assessment indicators in its daily work, providing basis and guarantee for the smooth implementation of the year-end assessment work.

2. Monthly assessment.

The company’s human resources department has further refined the "Monthly Assessment Implementation Rules" issued by the head office, standardized the monthly assessment management, and formulated filling templates for assessment forms for different personnel, and then Ensure the effectiveness of application of assessment tools.

3. Special assessment.

The company’s human resources department will organize employee regularization, nomination and appointment assessments in accordance with the company’s system requirements this year to ensure that the assessment materials are complete.

4. Quarterly assessment.

The company’s human resources department regularly organizes the deputy general manager’s quarterly work report every quarter (before the general manager’s work report) to build a platform for communication between the general manager and the deputy general manager.

5. Year-end assessment.

On the basis of following the assessment principles over the years, the company's human resources department has made corresponding adjustments to the assessment plan this year in accordance with the requirements of the head office. The assessment of personnel at the supervisory level and below (excluding grassroots operations) has increased by a certain amount. The weighted key indicator assessment, ability and attitude assessment, and special points addition and subtraction for department/project leaders make the assessment more rational and objective.

3. Salary management

1. Salary survey and calculation work. The company's human resources department conducts branch salary surveys and data calculations in accordance with the overall arrangements of the head office human resources department, and reports them to the head office human resources department as required, waiting for the head office human resources department to arrange the next step to ensure that the new salary system is implemented as soon as possible introduced.

2. Implementation of the current salary system. The company's current salary system is version 13. Therefore, in the absence of a new salary system, the company carefully manages the salary management of branch employees in accordance with the requirements of the system. At present, the salary of the company's employees is basically implemented in accordance with this system. The salary during the probationary period has been adjusted accordingly, and will be 80% of the full salary after becoming a regular employee.

4. How to write the human resources annual work plan for 2022

1. Overview of goals

The company’s organizational structure so far is strictly Said it is incomplete. The company's organizational structure determines the development direction of the company. In view of this, the Human Resources Department should first complete the improvement of the company's organizational structure in 20xx.

Based on the principles of stability, reasonableness and soundness, and through prediction and analysis of the company's future development trends, a scientific company organizational structure is formulated to determine and distinguish the rights and responsibilities of each functional department, so that the responsibilities of each department and each position are It should be clear and clear, so that there are no gaps or overlaps. We should strive to make the organizational structure scientific and applicable. We should try our best not to make major adjustments within three years to ensure that the company's operations run well within the existing organizational structure, and management is standardized and standardized. Keep evolving.

2. Specific implementation plan:

1. Complete the rationality investigation of the company's existing organizational structure and position establishment and the investigation of the future development trends of each department of the company before the end of January 20xx ;

2. Complete the design draft of the company's organizational structure before the end of February 20xx, solicit opinions from all departments, and submit it to the board of directors for review and revision;

3. Complete the company's organization before the end of March 20xx Structure chart, organizational chart of each department, and company staffing plan. Each department of the company cooperates with the company's organizational structure to transform the department's job descriptions and work processes on the basis of last year. The Human Resources Department is responsible for organizing and filing records.

3. Notes on implementation goals:

1. The design of the organizational structure should be based on a concise, scientific and pragmatic approach. Oversimplification of the organization will lead to a lack of separation of responsibilities and powers, heavy workloads, and middle and senior management being tired of dealing with daily affairs, hindering the company's development pace; while too many organizations will lead to increasing management costs and uneven workloads. The increase in work process links, the phenomenon of buck-passing, overstaffing of employees, and the decline in overall organizational efficiency also hinder the development of the company.

2. The organizational structure design cannot be based on the record of the existing organizational structure, but should be designed based on the company's overall development strategy and the company's operational needs within a certain period of time in the future. Therefore, we should neither stick to the status quo nor make up our own minds. The determination of each functional department and each job position should be carefully demonstrated and studied.

3. The design of the organizational structure needs to focus on feasibility and operability, because the company’s organizational structure is the basis for the company’s operations, as well as the basis for department establishment and staffing. Once the organizational structure is determined, it will not be approved by the company’s board of directors. Except for special research approval, the Human Resources Department will have the right to reject any additions or additions that exceed the organizational structure of each department.

IV. Target Responsible Person:

First Responsible Person: Manager of Human Resources Department.

Co-responsible person: Assistant Manager of Human Resources Department.

5. Matters and departments that require support and cooperation in the implementation of goals:

1. Investigation into the rationality of the company’s existing organizational structure and position establishment and investigation into the future development trends of each department of the company Each functional department needs to fill in the relevant survey form, and the human resources department needs to read the company's existing job descriptions of each department;

2. After the draft organizational structure is released, each department must be reviewed and put forward valuable opinions, and must be approved by the company The Board of Directors makes the final decision.

5. How to write the annual human resources work plan for 2022

1. Further improve the company’s organizational structure and determine and distinguish the rights and responsibilities of each functional department , strive to achieve a scientific and applicable organizational structure, and no major adjustments will be made for three years to ensure that the company's operations run within the existing organizational structure.

2. Complete the job analysis of each position in each department of the company to provide scientific basis for talent recruitment, salary assessment and performance appraisal;

3. Complete the daily recruitment and allocation of human resources

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4. Promote salary management, improve employee salary structure, and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in motivating employees, establish an internal promotion system, and do a good job Employee career planning, cultivating employee ownership and dedication, and enhancing corporate cohesion.

6. Based on the existing performance appraisal system, refer to the performance appraisal methods of advanced enterprises to achieve the improvement and normal operation of the performance appraisal system and ensure that it is linked to salary. Thereby improving the authority and effectiveness of performance appraisal.

7. Vigorously strengthen employee job knowledge, skills and quality training, and increase internal talent development efforts.

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. Establish internal vertical and horizontal communication mechanisms to mobilize the subjective initiative of all employees of the company, Establish harmonious and harmonious internal relationships within the enterprise. Brainstorm ideas to serve enterprise development.

10. Do a good job in controlling personnel turnover and foreseeing and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also safeguards the company's image and fundamental interests.