6 Personal summary of human resources personnel's work

Work summary and plan of human resources department 1

Time flies, the wheel of history was carried away silently in 2009, although it

6 Personal summary of human resources personnel's work

Work summary and plan of human resources department 1

Time flies, the wheel of history was carried away silently in 2009, although it has become a page in history. Looking back on 2009, there are many things that make me think deeply and aftertaste. At the same time, I re-planned my life journey this year-challenging myself.

June 2009 65438+1 October1I was forced to transfer from Company A to Company B. I used the word "forced" because I didn't want to work in Company B at that time. The reason why I don't want to work in company B is because I feel "sent to the frontier" and because I feel that I work hard. Why are you treating me like this? Therefore, in the month before I left a company, I spent almost every day in depression, subconsciously thinking that the company denied my ability to work and transferred me from a company. After I struggled many times, the company leader promised to be seconded for only one year. A year later, it was up to me to choose whether to stay in company B or return to company A. I decided to go to the last stop, even if I was killed halfway, I would have no regrets. At least I have the courage to face it hard.

In the first three days of working in company B, I was deeply disappointed by the strange environment and the indifference of human feelings. I have no confidence in whether I can do a good job in human resources, and my ambition before I came to Six Stars vanished in an instant. Under the encouragement and guidance of the general manager, I sorted out my thoughts and decided to change my personal attitude towards this department. I have to give orders before I can start work, because in their minds, I am the head of the human resources department who is "airborne", and it is reasonable to ignore me. After a month's hard work, the work of the human resources department is progressing smoothly.

It turns out that a long year seems to fly by. This year, there was laughter, loss and helplessness. In short, there are many feelings. However, in this year, I have gained a lot of self-feeling, and the key lies in the embodiment of self-value. I used to live under a big tree, but no matter how hard I tried, I never saw that day. Therefore, I decided to stay in the six-star group and share joys and sorrows with my brothers and sisters in the six-star group.

The following is my year-end inventory of the work of the Human Resources Department in 2009:

I. Work progress in 2009:

On June 1 and June 1 in 2009, we completed the improvement of employee data, including data collection and archiving, data card updating, and salary change table establishment.

2. In February 2009, a large-scale recruitment training was completed (the recruitment time was 3 days, the total number of applicants was more than 70, and the effect was not satisfactory), and all employees of the company signed labor contracts for the record;

3. From March to May, 2009, the company formulated and publicized a series of systems, namely: reward regulations, leave management measures, attendance system, etc.

4. In June 2009, formulate and put forward personnel ranking standards and performance appraisal standards, and formulate the work responsibilities of various departments;

5. In July 2009, the employee promotion assessment of the two stores was completed for half a year, and then the ranking and performance fluctuation were officially started, and the implementation of the two stores was supervised;

6. From August to September, 2009, there were no special matters except routine affairs.

7. In June 2009, a large-scale recruitment training was completed (the recruitment time lasted for two days, and the effect was very unsatisfactory, with a total of more than 30 applicants);

8. In June 2009,11-65438+February, the salary adjustment, business trip plan and group worship plan of the security department and cleaning group were completed.

Second, the department staff's work progress:

1, A-her job content: employee's daily attendance, commission list classification statistics, letter uploading and distribution, month-end attendance summary, daily affairs handling, which is rather tedious, but fortunately, the documents submitted by the store manager and supervisor are usually printed by themselves, which relatively reduces her workload. He has a soft personality, careful work, good attitude and good cooperation with various departments, which can better carry out the work of human resources department. However, it lacks courage to communicate with employees and does not fly over the work. It belongs to the medium-distance type and is more suitable for resident personnel.

2.B —— Its job content: daily employee attendance, commission list classification statistics, letter uploading and distribution, attendance summary at the end of the month, and assisting the store manager in supervising daily affairs such as on-site sanitation. The work is very complicated, much more than that of Jinsha Store, because the supervisor and manager of Xi 'an Store lack writing and printing. Its work is serious and meticulous, and it cooperates well with all departments. Can carry out the work of human resources department well, self-motivated, but lacking patience. He is a trainable talent, but his stability is not strong. Because he graduated from teachers' college and has a teacher's certificate, he is bent on becoming a teacher.

3.C —— Its work contents: employee data collection, information card update, labor contract signing and termination, personnel recruitment and daily affairs handling. As a member who has made rapid progress in this department, he has a strong understanding, but there is still a lack of harmony among his colleagues.

In 2009, the total turnover was 235, of which: Store One: 1 18, Store Two: 106, and Management Department: 1 1. (Note: This part of staff includes probationary staff, but does not include probationary staff).

2. From the analysis of personnel flow, it is an abnormal phenomenon. The annual flow of each store in this industry should be kept at 50% of the total number of people. Therefore, it reflects that the education and exchange of personnel need to be strengthened.

Four. Staff supplement in 2009:

Total number of supplementary personnel: 30 1.

No.65438 Store +0 1 Non-health department supplementary staff: 74 people.

Supplementary staff of non-health department in Store 2: 8 1.

3. Supplementary staff of the health departments of the two stores: 136 (including 5 people transferred from the operation department to the health department).

4. Supplementary staff of management department: 10.

Verb (abbreviation for verb) rewards and punishments in 2009:

1, a branch

Amount of fine: 8422 yuan (including 6 minor crimes, 1 major crime);

Award amount: 34,580 yuan (including transportation bonus, but excluding clock reward for medical staff).

2. Er 'an Store

Fines: 5585 yuan (including 1 misdemeanor and 2 felonies);

Award amount: 22,090 yuan (including the transportation bonus, but excluding the clock reward of the health care teacher).

3. Management department

The fine amount is: 160 yuan. There is no reward.

The above is a summary of the work in 2009, and I deeply feel that there are still many aspects that need to be improved, mainly in the communication between employees, the actual effect of employee training, and the establishment of talent pool.

In the future, I will further work around the two stores, constantly adapt to the requirements of the company's development situation, grasp the overall situation of work, highlight the key points of work, lead the team well, and do a better job in human resources.

Work Summary and Plan of Human Resources Department II

I was assigned to work in the Human Resources Department of xx Co., Ltd. in 20xx, engaged in pension, unemployment, medical insurance statistical management and labor contract signing, and mainly engaged in labor wage management and employee performance appraisal. The following is a summary of my work since I joined the work:

I. Statistical management of pension, unemployment and medical insurance

I am mainly engaged in the statistical management of pension, unemployment and medical insurance. In 20xx, the employee pension insurance of xx Company entered the stage of industry co-ordination, and the initial employee pension insurance work was complicated, starting with the collection, arrangement and establishment of accounting files of the most basic employee pension insurance information. Under the guidance of superior leaders, carefully and responsibly do a good job in collecting and registering employee pension insurance information, fill in the Accounting Form for the Overpayment Base of Employee Pension Insurance of xx Urban Construction and Development Co., Ltd., and do a good job in statistics of all kinds of pension insurance data to ensure the accuracy, completeness and timeliness of the information; In the process of handling and accounting the payment of old-age insurance, I flexibly used the knowledge of social security and related computer databases that I learned and mastered, and revised the calculation of employee's old-age insurance payment base into a simple and reasonable function formula, which truly realized the transformation of employee's old-age insurance management from a single and aging manual operation to computer scientific management, greatly reduced the workload, improved the accuracy of payment base accounting, and was well received by unit leaders and employees.

Second, the daily wage management and post wage system reform

In the human resources department of xx company, I was mainly responsible for the insurance statistics of the above categories, and also responsible for the salary management of the employees of the whole company. As a reformed private enterprise, xx Urban Construction and Development Co., Ltd., the salary management of its subordinate branches is audited by the employees of the company and submitted to the Human Resources Department for final audit. From xx to xx company, the post structure wage system implemented by the company has not changed much, and wage management has become a relatively simple daily management work. Nevertheless, I do a good job of monthly labor wage statistics audit, to ensure that all the original data are accurate, and report them to all business departments in a timely and accurate manner according to the requirements of higher authorities.

The above is the main work I have done in personnel work for more than 4 years, and other work does not occupy a dominant position in my work content, so I won't elaborate here. Generally speaking, since I joined the work in xx, as the business manager of the human resources department, I have accumulated some useful work experience for many years and am familiar with excellent professional and technical capabilities, but I will further strengthen my study and efforts in the future.

Work Summary and Plan of Human Resources Department 3

Under the guidance of leaders at all levels and the company's human resources department, and with the cooperation and support of other departments, the human resources department of 20xx Branch actively carries out its own work, while further improving the basic work of human resources, strengthening post staffing, human resources training, human resources management informationization and human resources management system construction. In order to better carry out the work, the main work of our department in the first half of 20xx is summarized as follows:

First, strengthen the management system.

According to the overall requirements of the company's management system and the needs of the work, our department has successively formulated the measures for the payment of midnight snack subsidies and the regulations on the management of the handover of employees' vacation work.

Second, human resource management.

Farr project branch is the last construction site of our company, and its human resources are seriously insufficient. In order to make the project run in an orderly way, in the case that employees can't meet the project construction, in 20xx years, we solved the shortage of personnel in construction management, information, news propaganda, warehouse administrator, microcomputer management, logistics service and tanker driving by rehiring retired employees from the company and recruiting from the society. Due to the diversification of employment system, in order to manage orderly, our department has determined different employment contracts for different users and employment forms, which has met the employment needs of the branch.

Third, strengthen human resources training.

In order to continuously improve the quality and ability of employees and collaborators, and meet the needs of the company and employees' personal development, our department carefully organized and earnestly carried out various training work in 20xx. In March and April, 20xx cooperated with the Safety Production Supervision Bureau of the Provincial Economic and Trade Commission, the Provincial Quality Supervision Bureau and the Human Resources Department of the company to obtain evidence and change certificates for special operators on the hair ear site. Training and evidence collection involves welders, electricians, crane operators, mobile crane drivers, tower crane drivers, crane operators, forklifts, factory drivers, scaffolders, crane operators and construction elevator operators. In addition, according to the company's arrangement, three portal crane operators conducted a three-month internship. Through the above training, the demand for special operators in the Branch Company has been alleviated, which has played a positive role in completing the annual work of 20xx in the Branch Company.

Fourth, do a good job in the foundation and daily work of human resource management, and complete various tasks assigned by superiors and branch leaders.

1. Assist the human resources department of the company to complete the employee education and training plan, professional title review and declaration, and complete various statistical reports.

2, according to the requirements of economic accounting, establish and improve various statements and accounts. The human resources department of Faer Branch has two employees to complete the monthly contract accounting and annual settlement. To this end, we have established the following accounts: employee transfer-in and transfer-out basic data account, installation cooperation labor files, and expense account; Personal and professional income accounts; Agency employment, income account, etc.

3, conscientiously implement the wage policy, timely cash wages, bonuses and various subsidies.

4. Be responsible for the transfer of branch personnel, the daily deployment of cooperative employees, and the registration of employee leave and termination of leave.

5. Procurement and collection of work clothes for employees of each cooperation group of the project branch.

In short, our department has done a lot of work in the past six months, but there is still a lot of work to be done, which is still far from the requirements of the company and its branches. In the new year, our department will, as always, act in strict accordance with the policy, so that all our work will go to a higher level.

Work Summary and Plan of Human Resources Department 4

A year passed quietly through my fingers. Looking back on my 20xx years of work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is improving rapidly, and colleagues around us are also making progress and striving for the same goal. The new year is coming, which also brings new challenges. When we are ready to welcome the new year with a new look, we also don't forget to review and summarize the efforts made in the past year. Now make a small summary of this year's work:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

2. Responsible for the management of employee labor contracts, employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method.

This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees from exaggerating and ending unfair attendance, the attendance system needs to be improved.

(1) Implement the company's rules and regulations and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

(2) The company fully considers employee welfare, and various welfare systems are being gradually implemented.

(3) Manage sales promotion personnel. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

(4) to assist in the specific transactional work of recruitment and appointment. Including posting recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc.

(5) Help to establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees; In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company's "people-oriented" talent concept.

For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance. Finally, I wish the company all the best in the new year, getting better every year.

Work Summary and Plan of Human Resources Department 5

With the ringing of the New Year bell, a brand-new 20xx year is ushered in. Looking back on 20xx's work and life, I feel the great changes that have taken place in the company and people around me this year. Our brand is rapidly improving, and our colleagues around us are constantly improving and working hard for the same goal. The arrival of the new year also brings new challenges. When we are ready to welcome the new year with a brand-new look, we also don't forget to review and summarize the efforts made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to participate in the growth process of human resources department, from scratch, from the initial imperfection to today's maturity. Since 20xx, the team of human resources department has been growing slowly. With the introduction of professional talents, the professional level has been greatly improved, and the construction of human resources has gradually become standardized, and its role has gradually been reflected. Company leaders pay great attention to the construction of human resources department, which is undoubtedly a tonic for colleagues in human resources department. In the past, you may feel a little strange about the term "human resources". What is the real intention of the company to set up such a department? Through the joint efforts of everyone this year, we gradually gained the recognition and support of the vast majority of people in all departments of the company.

In 20xx, due to the shortage of staff in the department, some work could not be really carried out, and we have been doing basic work. Since Director Mo took office in the first half of this year, he has sorted out the work of the Human Resources Department, defined everyone's work responsibilities, and made the division of labor more detailed. The work this year is summarized as follows:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

2. Responsible for the management of employee labor contracts, employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees from exaggerating and ending unfair attendance, the attendance system needs to be improved.

Implement the company's rules and regulations, and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell, and we got it from the insurance company in time.

Only with their own professional quality can we face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

Work Summary and Plan of Human Resources Department 6

How time flies! In a blink of an eye, the 20xx year is coming to an end and a new year is about to begin. I am very grateful to the company leaders and colleagues for their care, support and cooperation in their work. My job position is human resources supervisor, mainly responsible for the recruitment and training of two human resources modules. My work in 20xx is summarized as follows:

I. Summary of work

1, recruitment

In order to ensure the timely arrival of employees and improve the level of recruiting employees, the human resources department has established a good cooperative relationship with the top three recruitment websites. Recruitment is an important part of personnel work, and it is necessary to consider the company's recruitment book and the employment requirements of various departments. In the recruitment work, the factors such as academic background, work background and stability of the candidates are weighed, and the candidates are interviewed in the primary election, recommended to the company's employing department, and hired after interview and assessment by the employing department.

In 20xx, 46 new employees were successfully recruited, 40 of whom are currently employed. The employee suitability rate is over 86%, and the staff stability is high. At present, xx post personnel have become the core employees of the company.

Step 2 cultivate

When new employees join the company, they understand that "Fiona Fang cannot live without rules". After joining the company, we should seriously study and deeply understand the company's rules and regulations, not only standardize our own behavior, but also give publicity and guidance after recruiting new people. Let every employee get to know the company as soon as possible, integrate into this group, and let new employees have a strong sense of belonging after joining the company. The human resources department communicates with the heads of all departments, arranges the training schedule this year, and improves the professional level of employees. * * * 20 training sessions with about 500 people were held. The average class hours of the company are 27 hours/year, and the training satisfaction rate is 92%.

Second, the shortcomings in the work and suggestions for improving the work next year.

1, training:

(1) The training hours are not enough, and the current training cycle is Tuesday and Monday.

(2) The training quality needs to be improved. After the training, we should communicate with employees, understand everyone's ideas and needs, improve methods, and strengthen internal training, focusing on business knowledge, supplemented by management knowledge and professional skills.

(3) Branch training. There should be more communication between the head office and the branch offices. The staff of the head office can use the business trip time to do relevant training for the staff of the branch office.

(4) Use other technical means, refer to the outside brain, and hire professionals to do training for everyone.

2. Employee relations:

(1) This new work module for next year, at present, the company's employee activities are mainly catering, and other activities are less; The human resources department cooperates with the president to organize many other activities, such as company friendship and competitions, in order to enhance the corporate image, express the company's love for employees, contact the feelings between employees, and increase corporate cohesion.

(2) The Human Resources Department will communicate with employees from time to time to understand their real thoughts and needs, so as to provide better services for everyone.

(3) Do a good job in recording interviews with resigned employees and control the number of brain drain. The above is a summary of 20xx's work. I hope the leader can give me some guidance. I will continue to work hard and strive for greater progress. It is my pride to be a member of the company, and I am willing to work together with the company in the process of pursuing Excellence.