Six new human resources work plans

New human resources work plan 1

1, do a good job of 20xx customer satisfaction survey;

2.20xx When the contract expires at the end of XX, collect o

New human resources work plan 1

1, do a good job of 20xx customer satisfaction survey;

2.20xx When the contract expires at the end of XX, collect opinions on renewal or termination;

3, continue to improve the basic information of personnel:

Continue to improve employee files with the help of information system: personal data, educational background data, physical examination data, assessment results, job changes, rewards and punishments data are all stored in personal files. At the same time, further standardize and establish and improve the procedures of entry and exit (external employment, dismissal and resignation) and internal transfer-in and transfer-out procedures.

4. Continue to do a good job in recruitment: carry out recruitment in strict accordance with procedures, and do a good job in personnel selection and interview according to the company's development plan. Take various ways to recruit talents to meet the needs of professionals:

1) Continue to play the role of online recruitment and actively participate in various universities, social job fairs and other channels to recruit talents;

2) Continue to communicate with Pharmaceutical University, Higher Vocational College, Liaoning University of Traditional Chinese Medicine and Liaoning Health Vocational College. , and through lectures, organizing teachers and students to visit and other activities to increase the company's publicity on campus, expand the company's visibility on campus, establish a good corporate image, strive for long-term cooperation intentions, and actively transport talents for the company;

3) Make full use of the internship or probation period, and strictly examine the actual working ability of recruiters.

5, continue to strengthen the training work:

1) The training shall be conducted in strict accordance with the company's training management system, and the training shall be tracked and implemented throughout, and the late tracking and effect evaluation of each training project shall be done well, and timely feedback shall be given;

2) Draw up the management system of internal trainers in enterprises, establish personal performance files of internal trainers, provide training opportunities for internal trainers, and incorporate the training achievements of each internal trainer into the personal performance files of internal trainers, so as to make internal trainers develop in a professional direction and mobilize the training enthusiasm of internal trainers in enterprises;

3) For department heads, increase the training requirements at the company level and incorporate them into the mid-year assessment; Improve employee personal training files.

6. Pay attention to the relevant national and local labor policies, avoid increasing communication with the labor department in terms of employment risks, pay attention to the relevant policies of the labor department, and conduct self-inspection on internal labor costs on a regular basis to avoid employment risks and reduce labor disputes.

7. Work instruction of the branch.

New Human Resources Work Plan Part II

I. Overview of objectives:

The work of the human resources department involves all levels of the work of various departments and companies, and there are many unforeseen tasks in the daily work of the human resources department. Other goals here are a more important part of the work of the Ministry. Including: establishing the internal communication mechanism of the company; Shaping and publicizing corporate culture; Office management and other three parts.

Establish internal communication mechanism, promote understanding and cooperation between departments, between superiors and subordinates, and between employers and employees, establish healthy and harmonious internal relations, and avoid bad tendencies such as interpersonal tension, low cooperation and lack of mutual trust caused by communication barriers; The shaping and propaganda of corporate culture and the formation of corporate culture are a process of continuous accumulation, inheritance and development. An enterprise with a good corporate culture, the centripetal force and cohesion of employees will be continuously enhanced, and the team spirit and fighting spirit of the enterprise are also very obvious. Office management is not only the daily work, but also one of the difficulties in the work of human resources department. In X years, the human resources department will strengthen these three tasks in a targeted manner.

Second, the specific implementation plan:

1. Establish an internal communication mechanism.

(1) The Human Resources Department will strengthen the interview of the employees of the Human Resources Department within X years. Employee interviews are mainly conducted when employees are promoted, transferred, resigned, studied, paid, assessed on performance or other ideological fluctuations occur due to business or personal interests. Usually, the human resources department can also conduct targeted interviews for employees. The target standard is: interview employees at least 5 times a month, and make a written record of each interview. If necessary, the information obtained in the interview should be fed back to the manager or general manager of the employee's department, so as to do a good job according to the employee's ideological situation.

② Set the general manager's mailbox. The Human Resources Department shall set up the general manager's mailbox in the company office before 1 3rd of March1,and ensure the security and confidentiality of the mailbox, gain the trust of employees, and ensure that no one except the general manager has the right to open the mailbox. Employees can put forward personal opinions and suggestions on all aspects of company construction and every work link within the company. The general manager opens the box once a week and receives employee letters. He does not make special requirements for employee letters delivered to the mailbox, and advocates signature but does not object to anonymity. When the general manager submits the problems and opinions reflected by employees to the Human Resources Department for processing, he should handle them in time and give timely feedback.

③ Establish a democratic appraisal mechanism.

The Human Resources Department plans to conduct democratic evaluation of department managers and company leaders in X years. In principle, it is planned once every six months. Comprehensive evaluation of the work style, work ability, work efficiency, work performance, exemplary role and employee trust of department managers and company leaders. The assessment result is one of the references for the annual performance assessment of department managers. Establishing a supervision mechanism for department managers through assessment can also avoid the subjectivity of the company's assessment of department managers. In the long run, the information transmission between departments is mostly oral, which is easy to lead to negligence and unclear responsibility because of one party's forgetfulness, thus causing personal misunderstandings and contradictions, which is not conducive to the work. The Human Resources Department completed the Specification for the Use of Work Contact Sheet before X 1 Month 3 1.

④ Improvement of other communication mechanisms. Traditional human resources departments such as employee satisfaction surveys and department manager meetings will continue to be maintained and improved.

2. The shaping and publicity of corporate culture. The human resources department has an unshirkable obligation and responsibility to publicize the company's corporate culture. In X years, on the basis of continuing to edit the special issue of X, the human resources department made every effort to shape the unique corporate culture of X company.

(1) Formulate the employee handbook, and add the contents of enterprise concept, enterprise spirit, brief history of enterprise development, enterprise purpose, enterprise goal, etc. in the employee handbook, and complete this work in the first quarter. Deliver the print and make sure that every employee has a copy.

(2) Strengthen the publicity of outstanding employees, good people and good deeds, and promote righteousness.

(3) For all new employees, not only personnel training and job training should be done well, but also corporate culture training should be done well before they formally take up their posts. Let every newcomer love X and let every non-talent yearn for X.

3. Office management. Due to historical reasons, the current office management belongs to cross management, but due to unclear responsibilities, there are still many problems in the current management. The Human Resources Department plans to further strengthen office management within X years. It is suggested that the human resources department should be responsible for office management. The difficulty of office management is mainly the poor demonstration function of middle management. Each department only pays attention to the management of tasks, but fails to manage the internal office order and discipline of its employees. In X years, the Human Resources Department focused on the following aspects:

① Attendance management. No matter who violates the company's attendance regulations, the human resources department will not make exceptions and relax the standards for X years, starting with the department manager and leading employees.

② Office discipline management. Focus on rectifying outstanding phenomena such as eating snacks, chatting together, doing things unrelated to work online, playing games, and stringing posts.

③ 5s management in the office. At present, the 5s work in the company office is relatively weak. In X years, the Human Resources Department will take the 5s work of each employee as one of the performance appraisal items, and organize the hygiene inspection and collective cleaning of the office area at least once a week.

(4) the human resources department will strengthen the supervision and inspection of work clothes and etiquette in daily work.

(5) the confidentiality system of supervision office work. When employees receive visitors for business or personal reasons, the human resources department will regulate the use of printers, fax machines and other tools that may involve confidential information and telegrams of enterprises.

Three. Matters needing attention in achieving the goal:

1. When implementing the internal communication mechanism, it should be noted that all communication mechanisms should be based on the principle of finding and solving problems, and pay attention to the feasibility of operation methods, and problems cannot be caused by set communication methods. The human resources department should observe, listen and think more, and find out reasonable and effective communication methods. In the ideological work of employees, we should grasp principles, not follow private interests, not give up company interests because of personal feelings, and not reveal company secrets. The human resources department is responsible for solving the ideological problems found, and those that cannot be solved must be promptly fed back to the relevant departments or superiors.

2. The shaping of corporate culture is not only a writing job or a cultural and sports activity. The human resources department should grasp the key work in operation and determine the purpose of the work. The purpose is to use all available media to unite employees and unify the thoughts and concepts of each employee with the spirit, purpose and concept of the company. It is the standard for human resources department to do this work well to let everyone in the organization agree with values and unify their behavior patterns.

3. Office management must adhere to the principle of combining leniency with severity. We should not only adhere to the principle meticulously, but also embody the humanized management of the company. Office management should not lead to resistance from employees. We should listen to the opinions of employees with an open mind, constantly revise our working methods, and establish a harmonious, inclusive, United and conscious office atmosphere in the company.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: all employees of the Human Resources Department.

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1, the establishment of communication mechanism needs the full cooperation of company leaders and other departments;

2. The formation and promotion of corporate culture is the result of the joint efforts of all Niuteng people. Need the support of company leaders;

3. Under the current conditions, office management needs the cooperation of all departments. The division of responsibilities for X years still needs to be decided by the general manager of the company.

Chapter III of the New Human Resources Work Plan

First, performance management.

"Without assessment, it means no management!" To carry out the company's strategic development intention, 20xx will be the company's "performance appraisal year", and performance management will become the most important human resource management work.

1. Assist in the formation of performance appraisal standards for various departments and posts (from New Year's Day to Spring Festival)

2. Make the performance interview a part of the company's communication mechanism.

The formal performance interview is the first quarter. After the performance interview, we should make corresponding excellent promotion and insufficient performance improvement.

Second, training exchange.

The Human Resources Department advocates taking 20xx as the company's "performance appraisal year", and the theory and practice of performance management will become the focus of managers' communication and learning. In the first quarter, the human resources department focused on organizing performance management training within the company to assist all departments to implement performance management according to standardized processes. Human resources department is involved in different stages of performance management, discussing practical problems in operation with department heads, and conducting targeted exchanges and training.

Led by the human resources department, with the participation of the company manager. Once every two weeks, combined with performance management theory, in-depth discussion of specific issues in the company.

Third, the salary system.

Improve the existing salary system according to the salary structure of "post+skill+performance", and make necessary adjustments to the existing system at the end of 20xx.

Fourth, employee communication.

1. Conduct employee satisfaction survey within the company every six months.

2. Assist all functional departments to implement the internal communication mechanism of the company.

The human resources department communicates with every colleague of the company at least once every x years. All communication should be recorded in written form, and the problems in the record should be submitted to the relevant supervisors at all levels together with the suggestions of the Human Resources Department. Let communication form a mechanism, focusing on the entry, confirmation and resignation of new colleagues, and taking birthdays and renewal as auxiliary communication points.

Fifth, create an atmosphere.

1. Welcome new colleagues to join;

2. Spiritual revelation;

3. Relax for a while and have a nice weekend;

4. Birthday wishes;

5. Senior management exchange meeting

Sixth, subordinate training

Recruiting and employee relations specialist independently conducted the induction training and recruitment interview for new colleagues in half a year through training exchange and participation in daily comprehensive management activities.

Seven, job analysis

Submit a job analysis once a week on average to determine the role of the General Management Department in serving various departments and assisting senior leaders.

Eight, refining corporate culture

Form corporate culture handbook.

The fourth chapter of the new human resources work plan

Job analysis of each position

I. Overview of objectives:

Job analysis is one of the bases for the company to set up jobs, adjust the organizational structure and determine the salary of each position. Through post analysis, we can not only understand the qualifications and work contents of each position in the company, but also make the work distribution, work connection and workflow design of each department more accurate, and also help the company to understand the comprehensive work elements of each department and position and make adjustments in time.

The organizational structure and departments of the company, expanding and reducing the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

Second, the specific implementation plan:

1.xx Complete the company's post analysis plan before the end of March, and determine the post investigation items and methods, such as the main work contents, work behaviors and responsibilities of each post, forms, tools and machines that must be used, performance appraisal standards of each work content, working environment and time, all requirements of each post for the post personnel, and the current salary status of the post personnel, etc. The human resources department ensures that the scheme is as detailed as possible and the single design is reasonable and effective.

2. Complete the basic information collection of position analysis in April of 2.xx. At the beginning of April, the Human Resources Department distributed a job information questionnaire to every employee in each department. Complete the summary work before April 15. Complete the draft position analysis of the company before April 30th.

3. In May of 3.xx, the Human Resources Department submitted the detailed analysis data of each position of the company to the board of directors of the company, and submitted it to the managers of all departments for revision. After revision, it will be summarized and submitted to the board of directors of the company for review and filing as the basic data of the company's human resources strategic planning.

Three. Matters needing attention in achieving the goal:

1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.

2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.

3. It must be noted that the information collected may be limited to the position information in the company's existing institutions. However, the post analysis materials submitted by the company to the board of directors must strictly refer to the company's organizational structure and analyze all posts within the structure. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.

4. After this goal is achieved, it can be applied to practical work in line with the organizational structure of the company, reducing the repetitive work in human resources work. This goal requires the cooperation of all departments of the company, and the human resources department should pay attention to the coordination and communication between departments.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;

2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, and should submit it to the board of directors of the company for approval after completion.

Chapter 5 of the new human resources work plan

With the bell of 20xx, the new year has arrived. As the saying goes, a year's plan lies in spring, and a day's plan lies in morning. At the starting line of the new year, look back at the traces printed on the work journey, draw the blueprint of hope for the new year with a brand-new attitude, write down the strategic plan for a rainy day, and offer a bright light for the work. The work plan for this year is as follows:

(1) The system scheme needs to be improved to form a standard system suitable for the company's operation, which is conducive to the formation of a "legal" environment with laws to follow in future work. I want to learn not only the professional knowledge of property management, but also the knowledge of human resources and administration. In these two aspects, I must give consideration to both, and I can't attend to one thing and lose the other. Through the study of professional knowledge and basic legal knowledge combined with the investigation and understanding of industry reality, I formulated and gradually improved the company's system plan in 20xx.

(2) The institutionalization of procedures is not clear enough, and there is no clear procedural system for leave, overtime, employment, regularization and promotion, which leads to some problems in practical work. Institutionalization is a process of gradual improvement. In order to strengthen the extensive implementation of the company's institutionalization, this work will be the key work content of this department, which will be completed in steps such as formulation, adoption, publication and implementation.

(3) Due to the rapid development of the company, the company has provided conditions for employees' learning and training. With the learning foundation and the facilities and equipment for class, it is convenient for me to make a targeted and phased training plan. The cultural quality and theoretical knowledge of management staff are relatively low. With the theoretical guidance of professional knowledge, we can improve the efficiency of employees' work practice and strengthen the standardization of work. Improve the comprehensive quality of employees in real time according to the actual work. 2. We plan to conduct classroom training for employees twice a month. Through class training, we can form a positive learning atmosphere within the company, cultivate employees' learning enthusiasm and initiative, and achieve the purpose of improving work efficiency.

(d) Archives management is still not in place. Archives record the development of the company. A good archival material can facilitate leaders to review and summarize and draw lessons from it. However, as far as this department is concerned, it only initially established employee personnel files, various contract files and property engineering files, but failed to set foot in the company's overall files, and even lacked some pictures and audio-visual files. It can be said that this is a big shortcoming of file management, so more work is needed in this area.

(5) Corporate culture construction still needs to be strengthened. In order to enrich the connotation of corporate culture, it should be further promoted and formed through the organic combination of the company's humanities, business philosophy and employee group activities. The company holds an internal essay competition in the form of financial reward, which effectively promotes the progress of employees' cultural literacy and contributes to the construction of corporate culture. Organize outdoor activities of staff groups purposefully. The outdoor activities of employee groups can not only improve the emotional coefficient between employees, but also serve as the material for corporate culture construction. Employees' collective outdoor activities for 20xx years will also form a planned plan. Through in-depth understanding of corporate culture, we can more effectively build a corporate culture with Hongtaide characteristics. Culture is intangible, and then intangible culture needs tangible people, things and things as carriers, so building a good corporate culture needs all Hongtaide people to operate together.

(VI) Employee assessment is not only the key work content of the company, but also the weakest work content of the department, and employee assessment is also the core work of the department. With the help of past experience, combined with the actual situation of the company, our department will formulate an inspiring "employee assessment plan" before June 0 1 20xx.

The above are the key contents of the work of the administrative personnel department. Because this department has a wide range of work, it is impossible to cover everything. Therefore, the content of the plan is limited to the key part of the work, and the work that fails to form the plan must be done well in the actual work.

New human resources work plan 6

Improve the organizational structure of the company

I. Overview of objectives

Strictly speaking, the organizational structure of the company so far is incomplete. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first complete the improvement of the organizational structure of xx company. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, we will formulate a scientific company organizational structure, determine and distinguish the rights and responsibilities of various functional departments, make the responsibilities of all departments and posts clear, make the organizational structure seamless and non-overlapping, and apply it scientifically, and try not to make major adjustments within three years, so as to ensure the good operation, standardization and sustainable development of the company within the existing organizational structure.

Second, the specific implementation plan:

4. Complete the investigation on the rationality of the existing organizational structure and staffing of the company and the future development trend of all departments of the company before the end of 4.xx 1 month;

5. Complete the draft organizational structure design of the company before the end of February, solicit opinions from all departments, and submit it to the board of directors for deliberation and revision;

6. Complete the organization chart of the company, the organization chart of each department and the company staffing plan before the end of March in 6.xx. All departments of the company cooperated with the company's organizational structure and reformed the job description and workflow on the basis of last year. The human resources department is responsible for filing. * * * Page 5, current page 1 12345

Three. Matters needing attention in achieving the goal:

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as is the setting of departments and staffing. Once the organizational structure is determined, the human resources department will have the right to refuse the increase of staff and staff outside the organizational structure unless the board of directors specifically approves it.

Four. Target owner:

First responsible person: manager of human resources department

Co-leader: Assistant Manager of Human Resources Department

Verb (abbreviation of verb) Matters and departments that need support and cooperation in the process of achieving the goal:

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the draft organizational structure is published, it must be decided by the board of directors of the company to invite all departments to review and put forward valuable opinions.