General human resources work plan model

It's time to start a new job again, so it's necessary to make a work plan in advance. How to write the relevant work plan? The following is a model essay I shared with you about the general human resources work plan for your reference.

General human resources work plan model? I. Overview of objectives

? According to the previous year's work situation and shortcomings, combined with the company's current development situation and future trends, the administrative personnel department plans to carry out 20xx work from ten aspects:

? 1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.

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

? 3. Complete daily administrative recruitment and configuration;

? 4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

? 5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion.

? 6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.

? 7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents.

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

? 9. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

? 10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

? Second, matters needing attention:

? 1. Administration is a systematic project. It can't be done overnight, so the administrative personnel department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the administrative department can't guarantee the quality of the goal.

? 2. Administrative work is a very important basic work for a growing company. At the same time, it also requires the cooperation of the company from top to bottom in Qi Xin, and all departments cooperate with * * * to complete many projects. Therefore, it requires the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of administrative work. Therefore, after setting the annual target, the administrative personnel department implores the company leaders and departments to assist in completing it.

? 3. This work objective is only the basic document of the Administration and Personnel Department for the whole year of 20xx, not a specific work plan. In view of the fact that enterprise administrative construction is a long-term project, the administrative department will formulate a detailed work plan that matches the target for each work. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the administrative personnel department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

? 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 administrative personnel department should first complete the improvement of the company's organizational structure in 20xx. 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:

? 1, 20xx 1 Complete the investigation on the rationality of the existing organizational structure and staffing of the company and the research on the future development trend of all departments of the company before the end of the month;

? 2.2 Complete the draft organizational structure design of the company before the end of February, solicit opinions from all departments, and submit it to the General Manager for review and modification;

? 3. Complete the organization chart of the company, the organization chart of each department and the staffing plan of the company before the end of March. 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 administration department is responsible for sorting out books and returning them.

? 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 administrative department will have the right to refuse to increase the number of employees and additions of various departments outside the organizational structure unless it is specially approved by the general manager of the company.

? Four. Target owner:

? First responsible person: manager of administrative personnel department.

? Co-leader: Assistant to the Manager of the Administration and Personnel Department.

? V. Matters and sectors that need support and cooperation in achieving the objectives:

? 1. To investigate the rationality of the company's existing organizational structure and post setting, as well as the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the administrative department needs to read the job descriptions of existing departments of the company;

? 2. After the draft organizational structure is published, all departments should be invited to review and put forward valuable opinions, and the final decision must be made by the general manager of the company.

? General human resources work plan model

? 20__, the human resources department will face an important year of whether the overall management upgrading and development strategy matches the human resources strategy. This year, human resource management is a very important management part of the human resources department. It not only requires the human resources department to enter the stage of standardized management in daily management and operation, but more importantly, on the basis of six modules of management, it should focus on job performance appraisal and salary design to get out of its own management highlights, and combine talent introduction to create an advantage signboard to attract professional and management talents. The basic working ideas for 20__ years are reported as follows:

? 1, enhance management awareness, from talent management to talent management.

? At present, the company is in a period of rapid growth, especially in the operation and management of 20 1_, the company will face an important problem, that is, it needs a large number of professional and management talents to break through the talent bottleneck in operation and management. From a certain talent management level to talent management level, and then from talent management level to talent strategy level.

? Summarizing the company's human resource management work in recent years, we are thinking about several issues. Why is the company short of talents? Why can't the company keep talents? Why do the talents valued by the company lose again and again? How to attract talents? How to cultivate talents? How to tap talents? How to motivate talents? How to avoid using the wrong talents? How to make good use of people? How to gather talents from all over the world for our use? How to reduce the cost of using talents? These problems are realistic problems that our human resources department must think about and face, and we need to challenge the management of human resources department in 20 1_ year with the vision of strategic planners, meticulous management attitude and systematic management concept through our pragmatic and practical work.

? 2. Continue to improve various work systems and processes, and establish and improve the human resource management system.

? Human resource management, like finance, quality and construction management, must form a system to ensure its effective and complete functions. Therefore, the human resources department must carry out block management within the framework of the human resources management system and establish a complete six-module management system, which is the premise of effectively carrying out the work of the human resources department. Next year, we will start the work of the human resources department from the following aspects:

? 1, reset the organizational structure of the head office.

? Establishing the organizational structure of the company is the fundamental basis for the promotion and management of the human resources department. Combined with the short-term development plan of 3-5 years made by the head office, branches and project department, especially the development goal of the head office next year and the strategic means adopted to achieve the goal, combined with the existing organizational structure of the company, a new organizational structure of 20__ years is designed to ensure the smooth development of all the work in the early stage of human resources.

? 2. Establish job grades

? According to the new organizational structure, the management mode and system of the company are determined, including post setting, division of labor among departments, work interface, management route, organizational hierarchy and the relationship between superiors and subordinates, and the levels, responsibilities and rights of each post are clearly defined, and the post level is established, which provides a basic basis for supplementing and perfecting the design of "salary management system".

? 3. Revise job responsibilities and post preparation.

? According to the newly determined organizational structure of the company, the position, job functions, assigned tasks, job responsibilities and necessary qualifications of each post in the management organization. , and combined with the relevant department managers, revise the job responsibilities of each position again.

? On the basis of determining the job responsibilities of each post, carry out post analysis, evaluate the workload, analyze the number of people needed for the organizational structure in the whole management process, and determine the post establishment.

? 4. Redefine the work authority and workflow.

? Cooperate with the overall internal operation management plan of the Head Office next year, and combine the newly defined post responsibilities in 20 1_ _, further define and clarify the division of authority among managers, auditors, recheckers and approvers in each transaction processing flow, and establish the workflow, but pay attention to the docking of work joints and the positioning among companies, departments and employees. In short, the post authority is clear and the work flow is standardized.

? 5. Formulate performance appraisal management measures.

? On the basis of summarizing the experience of assessing all employees in the company at the end of 20 _ _ _, and extensively soliciting opinions from various departments, branches and project departments, the Management Measures for Performance Appraisal, which is suitable for the management situation of our company, is formulated as an important means of internal operation management, and a number of outstanding employees are promoted and reused by linking assessment with rewards and punishments, appointment, promotion and salary increase. Spiritual rewards can also be used to commend employees, incentive funds can also be set as incentive mechanisms, and opportunities for promotion and salary increase or overseas training and study can also be used to make employees want, look forward to and look forward to.

? 6. Complement and improve the salary management system.

? Understand the basic salary level of real estate industry and enterprises of the same scale through the market, and evaluate the operation effect of the company. According to the company's distribution principle, combined with the company's budget plan for next year and the current salary management system, what are the missing and unreasonable parts to supplement and improve. By adjusting and modifying the regulations, the salary management becomes more reasonable, which can activate the work passion of employees and better reflect the attractive advantages of Huameilong salary structure.

? 7. Establish and improve the safeguard mechanism.

? According to the company's employment purpose, the human resources department should cooperate with the company's top management and administrative and legal departments to study and formulate various welfare policies as an extension of the salary mechanism. Make employees have clear policy attraction in promotion, health, study, training, pension, housing, children's schooling, etc., and formulate specific welfare management measures suitable for company development and internal management. Attract and retain talents from the emotional aspect, let employees live and work in peace and contentment, form a mechanism to protect employees, and fully reflect the company's humanistic care and corporate culture characteristics.

? 8. Pay attention to staff training and talent reserve.

? In order to ensure that employees can keep up with the pace of the company's development, and at the same time require employees to adapt to the requirements of higher positions in the company, the human resources department should combine employees' professional skills and actual management level, carry out targeted training and learning for employees, formulate feasible training plans and implementation plans according to different positions, departments, majors, different needs and other factors, and link the training results with opportunities such as salary and promotion to establish a sustainable reserve talent echelon with emphasis.

? 9. Continue to broaden recruitment channels and intensify talent recruitment.

? Next year's talent recruitment work, the human resources department should closely focus on the company's development strategy and business strategy, provide a strong talent guarantee goal, intensify its work, broaden recruitment channels, and further promote the company's urgently needed professional and management talents.

? 1, find out the talent demand and determine the recruitment focus. In order to enhance the pertinence and effectiveness of talent introduction, we will conduct a comprehensive survey and find out the talent needs of all departments and project departments of the company, and strive to attract all kinds of talents in line with the company's culture and business model, company system and mechanism, company management system, company team organization and company business development concept in line with the principle of "clear planning, key recruitment, total control and urgent priority". Let newcomers "get in, stay and develop".

? 2. Use various recruitment channels to publish recruitment information to ensure the recruitment effect. In terms of recruitment channels, make full use of campus recruitment, headhunting companies, on-site job fairs, internal recommendations, media advertisements, professional recruitment websites, etc. Publish recruitment information.

? 3. According to the employer and the recruitment position, determine the evaluation dimension and evaluation standard of employability. First, in the recruitment process, human resources departments should select and formulate different ability combinations as evaluation dimensions for different positions. Second, according to the responsibilities and qualifications of different positions, different evaluation standards and indicators for employment are set.

? In short, it is hoped that through the promotion and development of all the work in the past 20 years, the company will achieve lean and efficient human resources and increase human capital, cooperate with corporatization to give full play to the subjective initiative of employees, cultivate and bring up a group of all-round professionals, provide a steady stream of talent motivation for the company's development, and make the overall management of human resources enter a leap-forward stage.

? General human resources work plan model

? 20xx is the second year of the group's establishment. The company will enter a diversified and multi-field development stage, and the complexity of organizational management and personnel structure will increase, and human resource management will also face greater challenges. The construction of enterprise human resource management system is like building a building. 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 build this building with unique enterprise characteristics needs more people to cooperate and decorate it. In 20xx, 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 in 20xx, 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. We will define the organizational structure according to the actual situation of the company, formulate a set of operating process system of human resource management of the group company, guide all subsidiaries to improve the human resource management system of the company according to their own industry characteristics and refer to the human resource management system of the group company, and gradually realize the standardization of human resource management of the company. The establishment of various systems is planned to be completed before June 30th, 20xx.

? 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 new employees to get familiar with the corporate culture of the company from the first day of employment and integrate into the company as soon as possible; Second, the business mentor, whose main responsibility is to help new employees get familiar with the work process, guide new employees to gradually get familiar with the work content and adapt to the company's work requirements. At the same time, the two tutors are required to communicate with the new employees every week to understand their adaptation to the company and work and answer the doubts raised by the 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. The learning content is divided into new employees, professionalism and management skills. All employees in each business category and professional quality category need to participate in learning. Employees in each business category participate in learning, and 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. Learning activists will be evaluated and awarded certificates in the same year.

? 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. Firstly, the original clauses are modified which are not suitable for enterprise development, then the controversial clauses are refined, and then new contents, such as basic etiquette norms, are added.

? 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. In 20xx, property, real estate and supermarkets will gradually implement performance appraisal, and summarize the monthly appraisal, and summarize and modify the contents that need to be improved 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 in 20xx, 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 common sense of daily etiquette. According to the number of employees, the Group Human Resources Department will arrange it quarterly or monthly. For the training content of new employees, our department will collect relevant materials and organize them into brochures and PPT (to be completed before March 30th, 20xx). 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 improve employees' business learning ability, 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. Strengthen training, mainly the rigid requirements 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 is arranged according to the actual needs of management positions and basic positions, and can be conducted by means of overseas training, video training, outward bound training and internal teaching.

? 5. Cooperate with external training institutions to broaden training channels. In 20xx, we will cooperate with Cheng Ju Company to handle online membership learning. According to the content of online learning videos, arrange companies and departments to organize employees to conduct a certain amount of learning every month, and share, discuss, write learning experiences and assess together.

? 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 by organizing outings to enhance the sense of family and teamwork. Three outward bound trainings are planned for 20xx.

? The annual points system shall be implemented for training, and training and learning files shall be established. The annual training and study time at all levels is not less than 20 hours per capita. Colleagues who actively participate in training and study 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 in 20xx, and there will be a gradual adaptation process. In the trial process, we should constantly sum up and 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 ability and business skills can be continuously improved in the performance appraisal process.

? The new performance appraisal scheme for real estate companies and property management companies is planned to be tried out in June of 20xx. The new performance appraisal scheme for supermarkets is planned to be tried out in April of 20xx.

? 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 employees with excellent business ability and management potential through performance appraisal, and train them as reserve managers, make career development plans for employees, provide development platforms, retain key employees, and ensure the sustainable development of the company.

? 2. Participate in on-site job fairs through the talent website. , reserve the company's general post talents. 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 fiercely competitive in the market. Enterprises should make a good positioning according to their own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful to attract and retain talents.

? Intransitive verbs build harmonious labor relations and 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 what it should know, compiles a book and sends it to all departments for study. Each department sends representatives to participate in the competition, which is divided into judgment questions, multiple-choice questions and question-and-answer questions. And rank according to the total score, and 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.