The human resources work plan is very simple.

Human resource planning is a big concept. Without a plan, Fiona Fang cannot be established. The human resources work plan I compiled below is relatively simple, welcome to refer to it!

The company will enter the stage of diversification and multi-field development, the complexity of organizational management and personnel structure will increase, and human resource management will also face greater challenges. The construction of enterprise human resources management system is like Gai Lou, and the enterprise's own human resources situation is the foundation. The six modules of human resources are the main structure, and the human resources manager is the planner of the building. How to make this building different, we need more people to cooperate with brick adding and decoration. We will carry out every work in a down-to-earth manner according to the actual situation of the group, and finally complete the overall work goal, that is, the basic establishment of the human resource management system; After a year's adjustment, the new performance appraisal model gradually adapts to the development needs of the company; Training has been comprehensively promoted, and the overall quality of employees has been further improved; By holding various skill activities, we can strengthen the communication between the company and colleagues and enhance the cohesion of the enterprise. The specific work plan is as follows:

First, improve the system and gradually realize the standardized management of human resources.

At present, the Group is in the preparatory stage, and various systems are not yet perfect. According to the actual situation of the company, we will define the organizational structure and formulate a set of group human resource management operation process system. At the same time, guide all subsidiaries to improve the company's human resource management system according to their own industry characteristics and refer to the group's human resource management system, and gradually realize the standardized management of the company's human resources. The establishment of various systems is planned to be completed before June 30.

1. Establish a new employee induction management system. At present, the company pays low attention to new employees, which is easy to cause the loss of new employees. To this end, a new employee induction management system will be established and two induction instructors will be appointed to help new employees. One is the corporate culture tutor, whose main responsibility is to guide employees to get familiar with the corporate culture of the company and integrate into the company as soon as possible from the first day of their employment; The second is the business mentor, whose main responsibility is to help new employees get familiar with the work process and guide them to get familiar with the work materials step by step to adapt to the company's work requirements. At the same time, the two tutors are also required to communicate with new employees every week to understand their adaptation to the company and work and answer the doubts raised by new employees. It is necessary to conduct unified training for the tutors of new employees, so that they can master the methods and communication methods of guiding new employees, and give encouraging subsidies. At the end of the year, outstanding tutors will be selected and awarded certificates and awards.

2. Establish a new training management system. Training is an effective way to improve the quality of company employees, but it needs systematic implementation to be more effective. The new training system will implement credit value and bring it into the scope of performance appraisal. Learning materials are divided into new employees, professional accomplishment and management skills. All employees in each business category and professional quality category need to participate in learning, and employees in each business category participate in learning. New employees belong to new employees. Learning methods will be diversified, companies and departments will be organized in a unified way, and individuals will study by themselves, and they will go out for inspection and training. During this year, students will be evaluated and awarded certificates.

3. Improve the employee handbook. Employee Handbook is a learning guide to guide employees to be familiar with the company's corporate culture, the company's code of conduct and the daily work flow. It is also a compass to guide employees. First, the original terms are not suitable for enterprise development, then the controversial terms are refined, and then new materials are added, such as basic etiquette norms.

4. Improve the salary and welfare system. In the new year, in order to cooperate with the implementation of performance management and improve the welfare system, the original salary structure will be adjusted.

5. Establish team level management system and evaluation system. In order to better control collectivization, the ranks of the group will be sorted out, divided into administrative series and professional series, and measurable standards will be drawn up for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time of entry and the time of social work in the same position. Ordinary employees: within two years of employment, within two years of the same position in society; Senior employees have been in the company for more than two years and have worked in the same position in society for more than two years.

6. Improve the performance appraisal management system. Property, real estate, supermarkets will gradually implement performance appraisal, summarize the monthly assessment, and summarize and modify the information that needs improvement in order to better meet the performance management needs of each company.

Second, strengthen staff training management and further improve the overall quality of employees.

At present, the overall basic ideology, service awareness, daily basic etiquette knowledge and business knowledge of the employees of the subsidiaries of the Group need to be improved. A comprehensive training demand survey will be conducted and an annual training plan will be made. Training will be classified according to induction training, business skills training, intensive training and basic quality training, and the annual training points system will be implemented.

1, new induction training, mainly to familiarize new employees with the basic situation of the group and learn daily basic etiquette knowledge. , arranged by the Group Human Resources Department quarterly or monthly according to the number of employees. For the training materials of new employees, our department will collect relevant materials and organize them into brochures and PPT (to be completed before March 30th). After the training, a written evaluation will be conducted to check the employee's mastery and serve as the basis for the probation evaluation.

2, business knowledge training, mainly to enhance the business potential of employees to learn, so as to improve work efficiency. Business knowledge training is conducted according to the business department of the company, and the department head or manager serves as a lecturer or organizes learning videos, and can also send training as needed. It is mainly carried out by combining theoretical knowledge, practical operation and case analysis. After the training, the actual operation or theoretical knowledge will be assessed in writing.

3. Intensive training is mainly a rigid requirement for daily business knowledge and skills. Through repeated training, strengthen employees to improve their work skills. This kind of training can be implemented by holding some special skill competitions, such as the daily basic operation standard skill competition of housekeepers and the cashier operation skill competition.

4, basic quality training, mainly to improve the daily behavior of employees training, through this training to further improve the overall quality of employees. This kind of training can be arranged according to the actual needs of management positions and basic positions, and can be carried out by means of overseas training, video training, outward bound training and internal teaching.

5. Cooperate with external training institutions to broaden training channels. Will cooperate with Cheng Ju Company to handle online membership learning. According to the online learning video materials, arrange companies and departments to organize employees to learn the necessary amount every month, and share, discuss, write learning experiences, assess and so on.

6. Organize outward bound training, strengthen team communication and enhance team cohesion. Usually, there is little communication between companies and departments, so we should further strengthen communication and enhance the sense of family and teamwork by organizing outings. Three outings were planned.

The annual points system shall be implemented for training, and training and learning files shall be established. For different ranks, each person's annual training and study time is not less than 20 hours. For colleagues who have taken part in training and study seriously, advanced employees will be commended and rewarded through assessment at the end of the year.

Third, constantly improve performance appraisal to promote the steady improvement of employee performance.

The company will implement a new performance appraisal model, and there will be a gradual adaptation process. In the process of trial implementation, they should constantly sum up, find out the performance appraisal standards that are more suitable for departments and individuals, strengthen the performance interview between department heads and employees, and leaders should give more guidance to their subordinates' own shortcomings, constantly improve their own performance, so that employees' work potential and business skills can be continuously improved in the process of performance appraisal.

The new performance appraisal scheme for real estate companies and property management companies is planned to be tried out in June 5438+ 10; The new performance evaluation plan for supermarkets is planned to be tried out in April.

Fourth, do a good job in talent reserve and replenish the missing and urgently needed talents in time.

With the diversified development of the company and the continuous expansion of its business, the group's requirements for talents are gradually improving. In order to replenish in time when it is urgently needed and ensure the normal development of daily work, our department will reserve talents through multiple channels.

1, pay attention to internal training, implement the internal talent training plan for grass-roots managers, select outstanding employees with excellent business potential and management potential through performance appraisal, train them into reserve managers, make career development plans for employees, and bring them to the development platform to retain key employees and ensure the sustainable development of the company.

2. Reserve talents for general positions in the company through talent websites and attending on-site job fairs. When personnel leave their posts and cannot be deployed internally, they should be screened from the reserve talent pool in time and supplemented as soon as possible to ensure the normal work.

3. Make a recruitment plan for the newly developed project in advance to find the talents needed by the enterprise.

Five, improve the salary and welfare structure, improve market competitiveness.

In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve the incentive effect. For the amount of performance pay bonus, a new scheme will be put forward and implemented after being approved by the company leaders. The salary advantage is very competitive in the market. Every enterprise should make a positioning according to its own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful for attracting and retaining talents.

Intransitive verbs construct harmonious labor relations.

Enhance the team spirit and cohesion of enterprises. Harmonious labor relations and strong team consciousness are important guarantees for the sustained and stable development of enterprises. In the daily work relationship, advocate the concept of honesty, cooperation and sharing, strengthen communication and cooperation between departments and colleagues, and strive to jointly accomplish the work goals and tasks of departments and companies. In the daily company activities, we plan to organize some activities that are conducive to team building.

1, held a basic etiquette knowledge contest in April. Strengthen the study of the basic knowledge of etiquette for all employees and further improve their self-cultivation. We will first collect the daily basic etiquette knowledge, compile a book, send it to every employee for study, and conduct video training at the same time, and then take the exam. Reward those who pass the exam and make-up those who fail.

In February and May, the supermarket held a cashier skill competition.

In March and June, the property and supermarket will hold a knowledge contest. Strengthen the study of daily business knowledge and improve the service level and business level of all employees. First of all, the human resources administration department collects the information that should be known, compiles it into a book and sends it to all departments for study. Each department sends representatives to participate in the competition, which is divided into deciding questions, selecting topics and asking questions. , according to the total score ranking, reward the top three.

In April and August, the supermarket held a "Show Cooking, Share Food" contest for Dahua Group employees. One is to show employees' cooking skills, and the other is to publicize the popularity of the supermarket.

In May and June, the supermarket organized a study tour for managers.

In June and August, the property management company organized an inspection tour.

Organize outdoor development activities once a month in July, March, June and September.

8. 165438+ 10 held a learning experience essay contest.

Human resource management will be a year to lay a solid foundation, and the operation process of each module will be improved one after another and implemented step by step as planned. I believe that with the strong support and guidance of the leaders of the group company and the careful cooperation of colleagues, after one year's practice and summary, the work of human resource management will be more standardized, and the overall business level and professional quality of employees will be further improved.