Annual Work Summary of Administration and Personnel Department 20 19

The new year means the starting point of sex. We must do a good job in packing the luggage of the previous year in order to fly fast in the new year. The same is true of the administration and personnel department. Only by sorting out the past year can we move forward better in the company's new year's operation. The following is the Work Summary of Administration and Personnel Department in 20 19 compiled by me, for reference only. Welcome to reading.

Annual Work Summary of Administration and Personnel Department 20 19 (1) As the core department of the company, Administration Department shoulders the management responsibility of the whole company. Whether the operation is good or not is directly related to the standardization process of the whole company.

I. Management of administrative affairs

1, responsible for the administrative management and daily affairs of this department, and assisting the general manager to do a good job of comprehensive coordination among various departments (especially key departments must focus on it and learn to play the piano with "ten fingers"-different departments should use different methods; Serve employees from the perspective of the company).

2. The implementation of the company's rules and regulations (emphasizing implementation and persistence-a system that is difficult to implement for a long time will naturally become a routine).

3. Strengthen the supervision and inspection of all work (adhere to the principle), communicate internal and external contacts, and ensure that the superior situation is issued and the subordinate situation is reported (take immediate action).

4. Supervise (follow-up, follow-up, follow-up) the matters decided in the meeting documents, investigate and implement (no matter who, the prince is guilty of breaking the law and the common people-including the general manager), strengthen external relations and expand public relations business.

5. Be responsible for the discussion and revision of the company-wide organizational system and job responsibilities, as well as the management of the company's vehicles.

6, responsible for saving the company's costs (reducing costs will make money for the company, save, save, save again-cheer for your strict saving! ! )。

Second, human resources management and development

1, organizational structure design, job description, manpower planning, attendance management.

2. Recruitment and use:

Provide relevant information about job analysis, coordinate the department's human resources plan with the organization's strategy, interview applicants to make final employment and appointment decisions, make decisions on promotion, transfer, reward and punishment and dismissal, compile job analysis and job analysis, and formulate human resources plans. Through these, the company can achieve the "harmony between people and things" in the enterprise, that is, adopt scientific methods to arrange employees to suitable positions according to job requirements, and realize the rational allocation of human resources.

3. Remuneration for work:

Formulate a reasonable salary and welfare system, pay according to work, reward according to merit, and affirm and guarantee employees' work achievements through salary, insurance and welfare. Secondly, various incentive strategies to promote employee morale and productivity are also effective rewards for employees' work performance.

4, training and development:

There is no doubt that the current market should be the competition of product quality, in the final analysis, the competition of talents and the competition of the overall quality of enterprises. The quality of a product is also the concentrated expression of all the job skills of an enterprise, so we should take all-staff training as the foundation of the enterprise, pursue all-staff Excellence and people-oriented management.

Provide training development needs and list of trainees, formulate and implement training development plan: mainly refer to the training of vocational skills and professional quality, provide consultation for employee development, standardize the guidance of on-the-job training development, improve employee behavior and reach the expected standards through training development.

5. Personnel evaluation:

Mainly responsible for job evaluation, satisfaction survey, research job performance evaluation system and satisfaction evaluation system, formulate disciplinary reward and punishment system, and formulate performance evaluation standards based on job responsibilities. Through these activities, we can fairly determine the status and treatment of employees, promote the development and rational utilization of human resources, and improve and maintain the high efficiency of enterprise management.

Three. Responsible for the revision, formulation, inspection and supervision of the company's various rules and regulations.

With the management mode of combining rigidity with softness, a set of management system that conforms to the enterprise itself is formulated, and the command, control, command and rigid management are forced by the rights and organizational system to achieve the goal.

Fourth, responsible for comprehensive management.

Without logistics support, it is impossible to ensure the stable and normal operation of production. First of all, we must formulate relevant systems; , strengthen the management of dormitory, canteen, water and electricity, office supplies, sporadic repairs, some fixed assets and environmental sanitation.

Verb (short for verb) security

Strengthen the management of personnel entry and exit, official visitors, vehicles and articles entry and exit, fire safety, theft prevention and occupational safety protection. At the same time, conduct safety education for employees, implement the guiding ideology of "safety first" and "prevention first", create a safe and peaceful working and living environment, and ensure the safety of life and property of employees.

Intransitive verbs emphasize the spirit of enterprise and create the corporate culture of the company.

Corporate culture can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, but also condense the sense of belonging, enthusiasm and creativity of employees and guide them to work hard for the development of enterprises and society. At the same time, corporate culture also has two kinds of binding force, one is hard binding force and system, the other is soft binding force and intangible, that is, active corporate cultural life, good living environment and amateur cultural life (such as our company's "Buddhist culture")

Seven, shaping the corporate image

1, the image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise.

2. Corporate environmental image. Because creating a good enterprise environment is the premise and foundation for the smooth production and operation activities of enterprises, and fully understanding the characteristics of the enterprise environment is the basis for creating a good enterprise environment.

3. Corporate employee image. Formulate employee handbook, because good employee quality and image are important elements of corporate image. The appearance, manners, working ability, scientific and cultural level, mental outlook and working efficiency of employees will give the public an overall impression.

In a word, the ultimate goal of the administrative personnel department is to ensure the normal operation and production of the company, create economic benefits for the enterprise and create another "home" for our dear employees.

The work of the administrative personnel department is all-encompassing, and the transactional company is "simple and complicated". When we work, we must ensure a high degree of organization. On the basis of "office 6s management", departments should develop the good habit of "doing things well every day, getting better every day".

Only by learning to be like bamboo, keep mutually beneficial behavior with all departments, and strive to get on well with the people who are the least likely to get on well, can we work smoothly in the complex workplace.

Especially colleagues working in private enterprises, when dealing with superiors, peers and subordinates who must offend the first level, must give priority to ensuring the interests of superiors and your peers, and then treat your subordinates well (on the premise of ensuring that the interests of subordinates are not harmed, stand in the position of enterprises to serve employees), so as to do a good job in administrative personnel work.

There may still be a thousand words to say, but I sincerely wish all colleagues who do administrative and personnel work that you can make some achievements in administrative and personnel work with a set of reasonable and flexible "Tai Chi Chuan".

Keep summing up in practical work, understand and apply in practical work, and keep learning, and your workplace will be more brilliant tomorrow.

Annual Work Summary of Administration and Personnel Department 20 19 (II) Administration and Personnel Department is one of the key departments of the company, which needs to constantly improve its internal management level and deal with various inspections by the labor department, safety supervision department, environmental protection department and technical supervision department. In 20xx, the work of personnel administration department closely revolved around the company's business policies and objectives, followed closely the company's various work arrangements, and now the work in 20 19 is briefly described as follows:

I. Personnel management

1. According to the actual needs of personnel in various departments, the employees are recruited reasonably and assigned to various positions. 10 has a total of 266 people, 660 people have left their jobs, and 10 has 759 people in the recruitment department.

2. Complete personnel examination and approval work such as entry, resignation and post adjustment of personnel in various departments.

3. Standardize employee files and fill in incomplete information.

4. Ensure that the number of employees signing labor contracts reaches 100%, and handle industrial injury insurance and social insurance.

Second, administrative and logistical work.

1, strengthen the daily discipline management of security guards, organize all security guards to learn fire fighting knowledge from time to time, carry out actual combat drills, and check whether the fire fighting facilities in the factory area are complete.

2. Inspect the site cleaning.

3. Strengthen the management of canteen, strive to improve the dining quality of employees and ensure food hygiene.

4. Arrange employees' accommodation reasonably, and inspect the safe electricity consumption and sanitation of employees' dormitories.

There are still some shortcomings in the work of 20 19:

1. As the comprehensive management department of the company, there are still many shortcomings in the management and coordination of the department, and the inspection of the department's work and personnel discipline is not enough.

2, the company's internal supervision and management (such as environmental and health inspection).

3. Lack of corporate culture and working atmosphere.

4. The staff training mechanism needs to be improved and strengthened.

5. The external receiving ability needs to be improved.

6, personnel work is still in the traditional labor and personnel management, should gradually transition from the traditional labor and personnel management to modern human resources management.

Three. Priorities for 2020

1, continue to improve the company system: especially in the daily administrative management and personnel management, strengthen the system construction, and revise and improve the reward and punishment regulations and incentive mechanisms.

2. Strengthen training and improve the training mechanism: the competition of enterprises is ultimately the competition of talents. At present, the comprehensive quality of personnel in all departments of the company generally needs to be improved, especially the department heads. Strengthen the training of management system, so as to facilitate the normal operation in practical work, and make training plans according to the actual situation, so as to make the training work effective.

3. Assist the work of various departments, strengthen communication with employees, strengthen unity and quickly create a good office environment.

4. Strengthen labor and personnel management: the standardization of labor and personnel management still needs to be strengthened, improve management level, improve personnel file management, and realize the transformation from pure routine work to modern human resource management.

5. Improve the reception capacity of external departments and avoid losses of the company.

6, 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 performance of the administration and personnel department in 20 19 is not ideal, we will continue to work hard, strengthen our study, actively cooperate with the work of various departments, and make every effort to raise the overall image and work level of the company to a new level.

20 19 Annual Work Summary of the Administration and Personnel Department (III) 20 19 Under the correct guidance of the company leaders, all the staff of the Administration and Personnel Department have basically achieved the work objectives of the department according to the company's business objectives and the tasks of the department, which has provided a strong guarantee for the company's development in management, service, supervision, logistics and manpower requirements. The achievements and shortcomings of 20 19 work are summarized.

I. Summary of Work in 20 19 Years

1, institution and system construction

(1) According to the company's development strategy and the requirements of the company's vice chairman, a new company organization was established on the basis of the company's original organizational system in xx, 20 19. The general manager is responsible for the system, which consists of six departments: commodity department, operation department, planning department, finance department, personnel administration department and property department, and six managers have been appointed. Each department has set up different posts according to their functions, and determined the heads and foremen of each department. The establishment of organizational structure provides organizational guarantee for the efficient operation of the company.

(2) The established organization is only the skeleton of the human body. In order to operate effectively, it is necessary to give all departments responsibilities and rights. According to the functions of each department, the responsibilities and rights of each department are formulated, and the functions of each post are described, which improves the responsibilities of each department. Make all departments and posts have clear rights and responsibilities, clear division of labor, and adapt to people and posts.

(3) According to the original system and the actual situation of the company, the employee handbook and the company management system have been formulated, and some approval processes and work standards have been formulated according to the needs, so that the daily behavior of the company's employees can be standardized and the work processes can be followed, which further strengthens the company's concept of managing enterprises according to the system.

2. Recruitment management

(1) According to the needs of the company's development, the post setting of each department and the post requirements of each department, this department actively takes recruitment measures. This year, * * * recruited 395 salespeople and * * * recruited self-employed individuals 134.

(2) recruitment channels and recruitment implementation

(3) Recruitment requirements and procedures

This department implements the recruitment plan according to the company's development needs and job requirements, strictly controls the staffing and vacant departments, and requires all departments to examine and approve according to procedures. Recruiters follow the standards in information release, screening, interview, re-examination and trial.

3. Training and education management

Department store is a service industry, and the driving force for the sustainable development of the service industry is training and education. The top management of the company attaches great importance to training and education.

(1) According to the actual training needs of the company, our department purchased 50 specialized courses. Covers business etiquette, sales skills, personal ability, performance management, workplace mentality and other courses, and copies these courses to the general manager, operation department, commodity department and other departments, and buys some management books for company employees to read and learn.

(2) According to the characteristics of the course and the working conditions of various departments, organize the commodity department, planning department and finance department to learn how to be a subordinate of xx, organize the employees of this department to learn human resources xx and how to be a successful xx, organize the property department to learn how to be a successful xx and electric power professional course, organize the salespersons of the operation department to learn xx skills and other courses, and organize the security guards to learn fire safety professional courses and workplace psychology courses. Our department will continue to organize all departments to continue learning, and require timely summary and timely evaluation after training, so as to make the learning and training mechanism coherent, long-term and sustainable.

⑶ According to the development needs of the company, this department cooperated with Jin Zhida training institution to develop the training course of xx Execution, and invited Jin Zhida's professional trainer to teach. On February 6, 65438, xx, the middle and senior management cadres of the company participated in the study and achieved good results.

(4) In view of the large number of new employees this year, our department has conducted induction training courses for new employees, and the new employees in the operation department and other departments have been trained, so that new employees have a preliminary understanding of the company's corporate culture and management system, and achieved good results.

4, performance appraisal management

According to the actual situation of grass-roots employees and the needs of the company, this department has formulated a performance appraisal scheme for the employees of the property department, the cashier of the finance department and the customer service staff of the operation department, and implemented the appraisal according to the scheme. Because the assessment has no specific performance indicators, it can't be quantified, which makes the assessment relatively a mere formality, and the assessment effect can't meet expectations, but it enhances the cohesion of employees to the company, relatively improves the enthusiasm of grass-roots employees, and standardizes the daily behavior of employees.

5. Salary and welfare management

(1) According to the company's development, this department has established a relatively standardized salary system, strictly examining and approving all aspects related to employees' salary and benefits, such as employment confirmation, promotion and salary increase, and earnestly implementing them.

(2) Starting from xx month, re-establish the examination and approval procedures, with zero errors in wage accounting and normal and timely payment of wages.

⑶ A performance appraisal system for grass-roots employees was initially established, which improved the salary and treatment of grass-roots employees and increased their enthusiasm for work and sense of belonging to the company.

6, file management

According to the company's standardized management requirements, the department set up a file room. The staff of the department are all part-time archivists, collecting all kinds of data of the company in the past year, and sorting, identifying, filing and archiving. The company's archives room has been initially established, and the archives management has achieved initial results.

7. Attendance management

Strictly implement attendance discipline according to the company's attendance management system. Attendant of this department regularly reviews attendance data every month, publishes attendance results in time and punishes them. Wage accounting is strictly based on attendance statistics. Strictly examine and approve the shift schedule according to the actual situation of each department, and handle shift, rotation and overtime according to the examination and approval procedures. The employees of the company can basically attend on time, and the phenomenon of being late and leaving early is rare, which ensures the orderly operation of the company.

Second, shortcomings in the work.

1, the management system is still rough and needs to be simplified and optimized.

2. The operation process of each department of the company is not standardized, the working standards are not established, and the communication between departments is not smooth enough.

3. Recruitment can basically meet the company's employment needs, but there are still some gaps. Recruitment efforts still need to be strengthened and recruitment channels still need to be expanded.

4. The recruitment examination and approval procedures are not in place, the staffing is not reasonable, and the phenomenon of overstaffing in some departments is more prominent.

5. The staff turnover rate is high, leaving interviews are not conducted and corresponding measures are not formulated to reduce the staff turnover rate.

6. The training system has not been established, the training evaluation has not been implemented, there is no suitable full-time trainer, and employees' service awareness, sales skills, professionalism and execution are all lacking, which needs to be improved.

7. Performance management only evaluates some grass-roots employees, the evaluation system is not perfect, the evaluation process can't be controlled, the evaluation management is a mere formality, and the evaluation results can't be used.

Annual Work Summary of Administration and Personnel Department 20 19 (IV) 20 19 is about to pass. During this year, under the careful supervision of company leaders and the assistance and strong cooperation of colleagues in various departments, the overall management level of the administrative personnel department has been greatly improved, and joy, emotion, exploration and breakthrough have been gained in the work. Through this year's continuous practice and accumulation, the department has been integrated.

I. Staffing

20 16 is a year of frequent demand for enterprise personnel. Because the property industry is a highly professional industry, the property market is relatively young and the mobility of personnel is great. From 2065438 to 2006, the administrative personnel department deployed talents for the company through various channels. The channels used on 20 16 include job fairs in the talent market, job fairs in the human resources market, and on-site job fairs organized by Tangshan College and Soucai.com. As of 20 16, 165438130, the number of recruits has reached more than 95% of the company's organizational establishment, which can meet the job requirements and normal operation of all departments of the company. However, for some highly professional personnel, such as plumbing technicians, strong and weak technicians and other positions, no effective professional recruitment channels have been established.

1, on-the-job status of personnel

By the end of xx, 20 19, the actual number of employees in the company was 133 (including 3 in the general manager's office, 6 in the administrative personnel department, 5 in the finance department 10, 5 in the planning department, 34 in the engineering department, 32 in the safety management department, 4 in the customer service department 14, and 24 in the operation management department).

2. Personnel recruitment

Recruit personnel through various channels, including the Internet, campus recruitment and local talent market;

The recruitment channels of 20 16 are still regular online recruitment, media recruitment and on-site recruitment. In the second half of 20 19, the administration and personnel department expanded a new recruitment channel-campus recruitment. When the enterprise enters the school gate, it not only recruits the company's personnel, but also enhances the image of the enterprise.

By comparing various recruitment channels of 20 19, it is found that online recruitment is a channel with a large supply and demand, which can supply and demand the existing positions of the company to varying degrees, including age and technical positions. On-site job fairs in newspapers, magazines and talent markets are of great help to more diligent workers and yard safety controllers.

3. Interview situation

In 20 19, the company recruited 5 1 1 person, newly recruited 120 person, and resigned 168 person.

The key positions of 20 19 recruitment are: engineering high-voltage electrician and plumber; Management department shopping guide; Staff of water bar and marketing talents of food court.

The positions that are difficult to recruit are: engineering and technical personnel, marketing management personnel; Due to objective reasons, the posts that are difficult to recruit are water bar personnel and shopping guides.

Second, analyze the reasons for the difficulty in recruiting workers according to various situations.

1 and 20 19 The newly-added personnel are planning and marketing directors, which are needed for the staffing of new posts.

2. In order to meet the needs of the company's organizational change and business development, requirements are put forward for the professional quality of middle and high-level and core professional positions.

3.2065438+At the beginning of 2009, a large number of employees resigned in July and August, and the recruitment time was very urgent.

4. The talents of high pressure and water heating in engineering department are very scarce in the industry. Engineering professionals in this industry have high salaries and many employment opportunities.

Annual Work Summary of Administration and Personnel Department 20 19 (5) Go to Qiu Lai in spring and come in winter. Unconsciously, 20 1 19 passed and 2020 came. With the support of your colleagues, the administrative and personnel departments have been running smoothly. The work of the past year is summarized as follows:

I. Review of Work in 20 19

1. As the core department of logistics service and office coordination, the personnel administration department plays an important role in straightening out departmental relations, improving management efficiency, ensuring uploading and issuing, and paying attention to cooperation with various departments.

2. Draft various systems, processes, notices and other written work, and conscientiously do a good job in receiving, sending, transmitting and supervising relevant documents of the company; Timely convey and implement the spirit of relevant meetings, documents and instructions of the company; Filing management of important documents and materials of the company.

3, on the basis of the original rules and regulations to further supplement and improve, and according to the present situation of enterprises, formulate new rules and regulations to meet the needs of enterprise development.

4. According to the company system, organize the deployment and physical management of office facilities and office supplies.

5. Standardize the management of labor contracts in accordance with relevant personnel regulations, and do a good job in the signing, dissolution and file management of labor contracts. Pay social insurance, apply for residence permit, etc.

6. Human resource is the most important work of personnel management department, the source of enterprise profit value creation and the foundation of development. Doing a good job in human resource management has become the top priority of each enterprise management.

In 20 19, the number of employees in the manufacturing department of the company decreased from xx at the end of 20 18 to xx at the end of February. Therefore, the recruitment, stability and motivation of employees have become the focus of human resources work. 20 19 with the development of the company, personnel administration actively establishes, improves and perfects internal work by combining professional knowledge of human resource management. Mainly from personnel recruitment, training and development, work remuneration, performance appraisal, attendance management, labor relations management, system construction and so on.

Second, the main problems in the work

Looking back on the past work of the personnel administration department, although there are some innovations and achievements in the work, there are also some problems and shortcomings. Mainly manifested in: there is still a big gap between their own management level and professional quality and the company's efficient requirements; Department personnel management is not detailed enough. In the future, while striving to improve our own management level, we will pay more attention to the training of subordinates and further strengthen management.

Three. Work plan for 2020

The hopeful year 2020 has arrived, which also brings new challenges. In the new year, I am determined to continue my study, seriously improve my work level, make every effort to contribute to the company's economic development by leaps and bounds, and strive to:

1. Strengthen study and broaden knowledge. Study hard professional knowledge and common sense of relevant laws and regulations. Strengthen the understanding of the development of the industry, and strengthen the understanding and learning of the surrounding environment and the same industry. Provide some basis and reference for the decision-making of leaders.

2. Based on the principle of seeking truth from facts, the superior situation shall be issued and the subordinate situation shall be reported. Keep abreast of employees' ideological trends, guide them correctly, strengthen communication, understand employees' work progress and problems and feed them back to the administrative director and general manager in time.

3, pay attention to the department work style construction, strengthen management, unity and hard work, form a good department work atmosphere.

4. Adhere to the principle of "dedicated service" in the work, strengthen the quality of logistics personnel, improve the effectiveness of work, constantly strengthen the sense of active service, give the office new work, and constantly improve the support ability and service level of the personnel administration department to other departments.

5, comprehensively improve the execution, pay close attention to the implementation of the decision. Ensure that the company's decisions are fully and effectively implemented.

6. Implement, improve and formulate various internal rules and regulations of the company, safeguard the interests of the company and actively create higher value for the company.

The new year means a new starting point, new opportunities and new challenges. In 2020, the administrative personnel department will conscientiously sum up experience, guard against arrogance and rashness, work hard and strive for greater achievements. With a brand-new work style, higher work enthusiasm and more dedicated work attitude, I devoted myself to all kinds of work.