Work plan of police station departments in 2020

Work plan of police station departments in 2020

A scientific and feasible organizational structure determines and distinguishes the rights and responsibilities of various functional departments, so that the responsibilities of various departments and positions are clear and definite. The following is the work plan of the police station department in 2020, which is shared with you for reference only. Welcome to reading.

First, improve the organizational structure of companies and departments.

1. The organizational structure of the company determines the development direction of the enterprise. In view of this, the human resources department should first improve the company's organizational structure and staffing in 20xx. Based on the principle of stability, rationality and soundness, we will formulate a scientific and feasible organizational structure, determine and distinguish the powers and responsibilities of various functional departments, make the responsibilities of each department and post clear and scientific, and ensure the sustainability and standardized operation of the company's development.

2. The organizational structure design should consider the company's overall development strategy and business needs in the coming year. At the same time pay attention to feasibility and practicality. Because the organizational structure of the company is not only the basis of the company's operation, but also the basis of the establishment and staffing of business departments, once the organizational structure is determined, the human resources department will have the right to refuse the recruitment of personnel outside the organizational structure of each department unless it is specially approved by the company's top management.

Second, improve the job analysis.

1. Post analysis is one of the bases for the company to set up posts, adjust the organizational structure and determine the salary of each post. Through position analysis, we can understand the qualifications and work contents of each position in each department of the company, and also help the company to understand the comprehensive work elements of each department and position, adjust the organizational structure of the company and departments in time, and expand and shrink the establishment. Detailed job analysis can provide a basis for human resource allocation, recruitment, assessment and employee training.

Specific implementation plan:

(1) It is proposed to analyze the existing positions. On this basis, the human resources department will complete the investigation of the current position information before the end of March, summarize the draft position analysis and send it to all departments for confirmation. The heads of all departments will make suggestions for revision. After the revision is completed, it shall be reported to the director of human resources for approval and filing, which will be used as the basic information of the company's human resources strategic planning.

(2) The company's post analysis must be carried out in strict accordance with all posts in the company's organizational structure, and the information analysis of positions not involved shall be compiled by the Human Resources Department in conjunction with the departments to which the posts belong.

(3) After the plan is reached, it is applied to the actual planning of the company's organizational structure to reduce the repetitive work of human resource management. At the same time, the human resources department should pay attention to the coordination and communication between departments.

Third, the personnel recruitment configuration plan

1. Considering the current development and operation of the company, in the 20xx talent recruitment and allocation plan, the 20 1x annual human resource demand plan finally approved by the chairman (general manager) is strictly implemented, so as to save labor costs as much as possible and give full play to talents.

2. Recruitment channels: mainly online recruitment, taking into account the Lanzhou talent market job fair, and giving due consideration to the college campus job fair.

Specific implementation plan:

(1) In March, 201X 1-2, according to the manpower demand plan of each department, I attended the on-site job fair and the graduates' supply-demand meeting.

(2) Cooperate with various recruitment websites to reserve needed talents. Publish recruitment information at any time according to the demand and website recruitment effect.

(3) Make preparations before recruitment and communicate with the employing department to understand the specific needs; Write job advertisements (job descriptions and job requirements), company promotional materials and arrange interviews.

Four. Staff training and development plan

1. Staff training and development is one of the most important tasks for the company's long-term development, which is conducive to cultivating employees' loyalty and cohesion. Through the training and development of employees, improve their work skills and knowledge level, effectively improve their work efficiency and enhance the company's comprehensive competitiveness.

Specific implementation plan:

(1) according to the company's annual business objectives and training needs in 20 1x, we will work out the company's employee training plan in 20 1x together with Jin Runyu company and Jin Jiayu company, and the company's human resources department will make PPT according to the training plan.

(2) Training methods:

A Zhong Xu company's share teaching;

B. Sending relevant personnel to study in Zhong Xu;

C. Select internal engineers and train internal management and work skills;

D. training in the form of new and old teachers and apprentices;

E organize and initiate self-study and academic education for employees.

3. Planned training content: depending on the needs of various departments and the development of the company, it mainly focuses on the following aspects:

(1) Management category: marketing management, human resource management, self-management, time management, etc.

(2) Professional knowledge: marble processing professional knowledge, equipment management, quality management, marketing strategy, real estate professional knowledge, real estate industry laws and regulations.

(3) Quality education: professional etiquette, communication methods, teamwork, professionalism, etc.

(4) Training of new employees, etc.

Training arrangement:

(1) In principle, all subsidiaries organize employees to participate in PPT teaching and professional knowledge training once a month.

(2) Make the company's regular training documents into a book and make PPT training materials.

(3) Establish a team of trainers mainly composed of engineers and department heads, led by the Human Resources Department of the group company, and organized training by subsidiaries and department heads.

(4) Establish electronic professional knowledge and industry knowledge base, including: real estate related knowledge, electronic related knowledge, business etiquette, business knowledge, basic knowledge of marble, equipment management, quality management, safety management and other electronic folders, and share them with employees, so that employees can learn at any time.

(5) Plan to organize 1-2 trainings on outdoor development and outdoor activities to cultivate employees' team spirit and open mind.

(6) The Human Resources Department shall improve the xxx system and specific training plan before March 30th, 20 1x, and submit it to the vice president of the Group for approval and then issue it for implementation.

Five, salary management and employee welfare plan

1, in line with? Reflect fairness internally and competitiveness externally? According to the principle, the administrative personnel department will improve the standardization of salary management and employee welfare on 201x. Further do a good job in employee motivation and better tap the enthusiasm, initiative, stability, loyalty and sense of honor of employees.

Specific implementation plan:

(1)20 1x in the first half of the year, the human resources department completed the analysis of the company's existing salary and benefits, and submitted the draft salary analysis of the company in combination with the company's organizational structure and job analysis of each position.

(2) Strive for the company's salary level to reach above the industry average, and maintain the competitiveness of salary, so as to help the company recruit outstanding talents and create sustainable profits for the company.

(3) Gradually adjust the current employee welfare items according to the operating conditions.

(4) Formulate other incentive policies in a planned and targeted manner: select and commend outstanding employees quarterly and annually, and establish an internal promotion system for employees.

Improvement and implementation plan of intransitive verb performance management

1 and 20 1x years to implement the company performance appraisal system. In order to achieve the expected performance appraisal effect and achieve the fundamental purpose of performance appraisal. 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.

Specific implementation plan:

(1) The annual assessment of outstanding employees is linked to the annual monthly assessment results, and the annual bonus distribution is planned as a reference. At the same time, summarize and analyze the annual performance appraisal data and submit it to the company as the basis for the annual salary adjustment of employees.

(2) According to the company's development goals, the human resources department sets the key performance indicators of all departments of the company step by step, and establishes the KPI index database of all positions in all functional departments of the company. Among them, the human resources department takes the lead in setting key performance indicators, and combines with the balanced scorecard to conduct monthly and annual performance appraisal for personnel in various positions of the department.

(3) Performance appraisal involves the vital interests of every department and employee. Therefore, on the basis of ensuring the linkage between performance appraisal and salary system, human resources departments should also do a good job in publicizing and explaining the fundamental significance of performance appraisal. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their goals through performance appraisal.

(4) Pay attention to the vertical and horizontal communication in the process of performance management to ensure the smooth performance appraisal; Ensure the establishment of a scientific, reasonable, fair and effective performance appraisal system.

Seven, corporate culture and employee relationship management

1. Creating a benign corporate culture, coordinating employee relations, and reasonably controlling the turnover rate of enterprises are the basic work of the administrative personnel department.

(1) Annual goal of personnel flow control: annual turnover rate of regular employees? 40%。

(2) The goal of employee relations coordination is to improve the company's relevant systems, be familiar with labor laws and regulations, and avoid employee relations disputes as much as possible.

Do a good job in communication and analysis of resignation, and strive to make every employee who has resigned have no great complaints and regrets, and establish a good image of the company.

2. Specific implementation plan:

(1) In order to effectively control the flow of personnel, we must first strictly control the use of personnel. The administration and personnel department will further standardize the personnel recruitment management in 201x. On the one hand, to strictly examine the qualifications of pre-hired personnel, we should not only evaluate the individual's working ability, but also comprehensively examine loyalty, integrity and conduct. On the other hand, the personnel needed by any department must be interviewed and audited by the administrative personnel department. The employment demand of each department must be reported to the administrative personnel department on the 25th to 30th of each month, which will be reviewed by the administrative personnel manager and approved by the administrative personnel director before recruitment.

(2) The Administration and Personnel Department keeps abreast of employees' ideological trends, completes employees' ideological work, and effectively prevents employees from moving abnormally. Understand the real reasons of every employee who leaves the company, make a good analysis and find out the countermeasures to avoid the abnormal flow of employees.

(3) When dealing with employee relations, the Administration and Personnel Department will try its best to strive for reasonable and legitimate rights and interests for employees from the fundamental interests of the company. Coordinate the relationship between the company and employees from an objective and fair standpoint.

(4) Build corporate culture, and fully publicize and implement it from the aspects of system, cultural activities and values.

(5) Organize quarterly outstanding employee selection, award notice, full participation, and enhance employees' collective sense of honor and centripetal force.

(6) Organize various activities to enrich employees' spare time, such as monthly birthday party, company annual meeting, etc.

Eight, improve the revised rules and regulations.

1 and 20 1x years, the administration and personnel department will improve the company's daily management norms, formulate and improve the updating measures, and form a complete and unified management system. Through training, supervision, guidance and other methods to strengthen staff awareness, increase implementation, to ensure the efficient implementation of the system.

Specific implementation scheme:

A. The Administration and Personnel Department will conduct a unified inspection of the current management system before March 29th, and update and revise it according to the current situation.

B. Plan the management system of Century Fortune (Heiner Century) in a unified way according to the rules and regulations implemented by the company. After the system outline is compiled and approved, the administrative personnel department will collect the existing work processes, management regulations and related materials of various departments, make a summary analysis, formulate a specific system revision plan, and implement it to relevant departments before March 27.

C company management system includes: general management rules (company profile, enterprise policy, enterprise purpose, organizational structure, etc. ), responsibility system (departmental responsibilities, job responsibilities, etc. ), general management system (personnel management, administrative management, office supplies and equipment procurement management, financial management, expense reimbursement, etc. ), and department management system (department management system, general management regulations, workflow, operation form, etc. ).

The Administration and Personnel Department is responsible for the regular verification, maintenance, update, recovery and distribution of management norms.

Nine. Administrative service and cost control plan

In 1 year and 20 1x year, the administrative personnel department will improve and supplement the company's administrative services and cost control on the basis of the monthly budget. On the basis of routine work, focus on improving internal communication, office management and public relations management, and strictly control management costs.

Specific implementation plan:

(1) Internal communication:

Establish internal communication mechanism. The administration and personnel department strengthens the interview of employees. It is mainly carried out when employees are promoted, transferred, resigned, studied, paid, assessed on performance or their personal thoughts fluctuate. Interview employees at least 4 times a month, and the records of each interview are fed back to the department manager and the group vice president.

B. Improve other communication mechanisms. Such as employee satisfaction survey and assistant manager meeting. , will continue to maintain and improve.

C strengthen the crisis awareness of company personnel, and don't reveal any secrets of the company.

(2) Office management:

A. Before the 30th day of 2065438+0x year 1 month, formulate the office management system, and standardize the items in the office, hygiene and cleanliness, personnel dress, badge wearing, etiquette, fire safety, etc. And will strengthen supervision and inspection in daily work.

B standardize the management of office equipment and resources, such as printers, copiers, fax machines, water dispensers, front desk management, newspapers and periodicals management, etc. , and appoint someone to be responsible for it, try to realize paperless office and save office costs.

(3) Logistics support management:

Procurement and inventory management: strictly abide by the company's procurement process, shop around on the principle of economy, effectively ensure quality and strictly control access. Make an inventory of fixed assets and inventory once every quarter, hand in the inventory form, and cooperate with the finance to make an inventory to ensure that the company's fixed assets are in a controllable, economical and effective use range.

(4) Public * * * relationship management:

A strengthen the coordination and maintenance of external relations of administrative and personnel departments, such as government, industry and commerce, courts, etc. To ensure their support for the company's related work; At the same time, we should pay attention to the relationship maintenance with insurance companies, regular suppliers and other general business units.

Assist company leaders in customer reception.