Require the administrative department (real estate company) to summarize the work for half a year.

1. Self-construction of administrative department: As the power source of future enterprise development, the standardization of administrative work itself is very important. Therefore, the Ministry of Administration will vigorously strengthen internal management and standardization in the ninth year. The goal of self-construction of the administrative department in the ninth year is:

1, improve the organizational function of the department;

2. Complete the staffing of the department;

3. Improve the professional skills and quality of administrative employees;

4. Improve the quality requirements of this department;

5. Successfully complete the annual target of this department and the tasks assigned by the company.

Second, establish a position analysis system. 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 all departments of the company more accurate. We can also help the company understand the comprehensive work elements of all departments and positions, adjust the organizational structure of the company and all departments in time, and expand and contract 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.

Third, continue to improve the performance appraisal system to ensure that it is linked to salary, thus improving the effectiveness of performance appraisal. The fundamental purpose of performance appraisal is not to punish employees who have not completed their work objectives and failed to perform their duties, but to effectively motivate employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, cultivate employees' planning and sense of responsibility, find out the shortcomings in their work in time and make adjustments and improvements, thus promoting the development of enterprises. In the ninth year, the administrative department began to improve the company's performance appraisal system, and implemented and operated it persistently.

1. During the operation, the administrative department will pay attention to the opinions and suggestions of personnel at all levels and adjust and improve the working methods in time. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.

2. Performance appraisal itself is a communication work and a process of continuous improvement. The administrative department will pay attention to vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.

3. Performance appraisal involves the vital interests of all departments and employees, and the administrative department should publicize and dispel doubts about the fundamental significance of performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system.

The second part is to establish internal vertical and horizontal communication mechanism and strengthen daily management.

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

First, the deepening of corporate culture.

The deepening and shaping of corporate culture, the formation of corporate culture is a process of continuous accumulation, continuous inheritance and continuous 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.

1. Summarize the fine traditions and corporate culture accumulated by the company over the years. If this proposal is passed, it will be completed in the first quarter.

1. Revise 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.

3, for all new employees, before the formal work, not only to do a good job in personnel training and job training, but also to do a good job in corporate culture training. First, establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees in the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

4, strengthen the propaganda of outstanding employees, good deeds, carry forward the righteousness. Second, establish an internal communication mechanism.

1. Establish a democratic appraisal mechanism. The administration department plans to conduct a democratic evaluation of the heads of various departments in the company in the ninth year. In principle, it is planned once every six months. Comprehensive evaluation of work style, work ability, work efficiency, work performance, exemplary role and employee trust in morality, intelligence, ability and diligence. The assessment result is one of the references for the annual performance assessment of department heads. Establishing a supervision mechanism for department managers through assessment can also avoid the subjectivity of the company's assessment of department heads.

2. In the ninth year, the Administration Department will strengthen the interview for the staff of the Administration Department. Employee interviews are mainly conducted when employees are promoted, transferred to other posts, resigned, studied, paid, assessed on performance or other ideological fluctuations due to business or personal interests. At ordinary times, the administrative department can also conduct targeted job 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.

4. Improvement of other communication mechanisms. Such as employee satisfaction survey, department manager meeting and other traditional administrative departments will continue to maintain and improve.

3. Standardize the use of work coordination sheets. The information transmission between departments is mostly oral, which is easy to cause negligence and unclear responsibilities due to one party's forgetting, thus causing personal misunderstandings and contradictions, which is not conducive to the work. The administration department shall complete the specification for the use of the work contact sheet before the 9th year 1 3rd of the month1.

Third, the staff training system

Staff training is one of the ways to cultivate staff loyalty and cohesion. Through the training and development of employees, the work skills, knowledge level, work efficiency and work quality of employees are further strengthened, so as to comprehensively improve the overall talent structure of the company and enhance the comprehensive competitiveness of enterprises.

1. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.

2. Strive for rotation training for promising employees; Bring the old with the new; Staff self-training (reading, work summary, etc. ), etc.

3. Training cannot be formalized. It should be trained, evaluated and improved. The administration department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the basis for employee performance appraisal, promotion, salary adjustment and dismissal.

The third part establishes the standards of talent recruitment and salary evaluation.

Administrative recruitment and distribution is not as simple as holding several job fairs. The administrative department should recruit talents according to the established organizational structure and the job analysis of each department to meet the company's operational needs. In other words, it is the principle of administrative allocation to save labor costs as much as possible, make people do their best as much as possible, and ensure the efficient operation of the organization. Therefore, in the process of achieving the goal, the administrative department will make necessary analysis and control of the manpower needs of various departments. Considering that the company is currently in the stage of development and transformation, the administrative department will do three things well in personnel recruitment and deployment: meet the demand, ensure the reserve and carefully recruit.

I. Specific implementation plan for recruitment:

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