Summary of human resources work and next work plan

Time flies and a piece of work is over. Looking back on our work during this period, we have not only made achievements, but also found shortcomings and problems in our work. We might as well sit down and write a work summary. The following is a five-point summary of the human resources work I collected for you and the next work plan. I hope I can help you.

Summary of human resources work and next work plan 1

Conscientiously implement the "people-oriented" employment concept, based on the idea of steady and sustainable development, and carry out a series of solid and effective work, in order to sum up experience, carry forward achievements, find out the gap and fight again. Looking back on the work in the past year, according to the work objectives set at the beginning of the year, we have mainly done the following work:

First, in order to meet the needs of hospital development, talent introduction and echelon construction have been strengthened.

Adhere to the people-oriented concept of employing people and do a good job in introducing and inspecting talents. As a medical industry, every position needs staff with strong specialty and relatively stable skills. According to the situation of the hospital, more than 70 professional technicians and 40 other auxiliary personnel have been introduced in the past 20 years, including chief physician 1 person, postdoctoral doctor 1 person, 7 deputy chief physicians, 7 attending physicians and 65,438 graduates from clinical medical colleges.

Second, establish rules and regulations to regulate employee behavior.

Since the beginning of this year, according to the needs of hospital culture construction, some hospital staff handbooks have been drafted and issued to standardize hospital system management, involving 32 items, and making clear provisions on financial management, human resource management, administrative management and medical care management. Taking this as a breakthrough, we should focus on the following three points: first, standardize the basic requirements of work, strictly punish and discipline, and let hospital employees know that there are rules to do things, and they can't violate the rules-what can and can't be done; What to say, what not to say and how to say it; Second, there must be working procedures for doing anything and performing tasks, and the regulations must not be chaotic. Third, we should strengthen the pre-hospital education for new employees and urge them to strengthen their study according to the requirements of knowing how to meet.

In order to improve the professional title level of employees, the Human Resources Department actively contacted Linyi Personnel Bureau, Linyi Health Bureau, Luo Zhuang Personnel Bureau, Luo Zhuang Health Bureau and other departments to organize qualified employees in the hospital to sign up for the evaluation exam. In the past 20 years, * * * 10, more than 0 practicing doctors and assistant practicing doctors, 5 nurses, more than 20 nurses and more than 40 nurses have registered primary qualification certificates, and they are clinical medical personnel.

In order to cooperate with the evaluation and employment of professional titles, and urge staff at all levels to do a good job in continuing medical education and study, they signed up for various compulsory courses organized by Linyi Personnel Bureau and Health Bureau.

Summary of Human Resources Work and Next Work Plan II

First, the key work:

1, evaluation work

According to the work plan, the evaluation work was basically completed in the first half of the year. First, after the assessment mechanism was completely established, the relatively subjective assessment meeting form was adjusted, the self-assessment and mutual assessment were cancelled, and the objective assessment was the main one. Complete the fifth assessment briefing, summarize and analyze the monthly assessment results, put forward rectification opinions on existing problems, report them to the dean and feed back to all departments in the hospital. Talk with department directors and head nurses with more problems to help analyze and solve problems in management and continuously improve the management quality of departments. Complete the work promotion table of the college-level leadership task list assigned by the dean, initially draw up the assessment plan for middle-level cadres, and implement it after discussion. Complete the assessment of the directors of the three internal departments and report the results to the hospital leaders.

2. Manpower deployment

According to the needs of work, I began to take over the human resources management at the end of April. In the past two months' work, firstly, we listened carefully to the opinions of clinical departments, formulated the "Management Measures for Examination of Newly Recruited Personnel in Hospitals", adjusted the examination procedures and contents of newly recruited personnel, and conducted a strict examination of newly recruited personnel, ensuring the first pass for hospitals to introduce qualified personnel. Through the examination, four unqualified nurses were found, two of whom terminated the probation period in time, and the other two nurses warned that if they were still unqualified after the expiration of the contract, the labor contract would not be renewed. Secondly, the "Interim Provisions on Probation Period and Probation Period for Newly Employed Personnel" was formulated. In view of the fact that the probationary period of new graduates is too short to comprehensively assess their comprehensive quality and ability, it is adjusted to follow the one-year probationary period system of public institutions to achieve the purpose of comprehensive assessment.

Second, the daily work:

Organized four large-scale recruitment examinations, participated in nearly 100 candidates and signed 43 employment agreements. In the first half of the year, 27 medical technicians and 29 nursing staff were recruited, covering women and children inside and outside the hospital and in various medical departments. 36 people have completed the qualification examination for the declaration of senior professional titles, and 12 people have completed the verification of daily work such as signing labor contracts.

Third, the existing problems:

Due to the relaxation of assessment after the creation of new posts, the assessment of individual departments has been relaxed.

Communication between functional departments is not smooth, guidance is not in place, and problems cannot be effectively solved.

Fourth, the main work in the second half of the year

1. In view of the shortcomings, strengthen the assessment, spot check the assessment records of departments, strengthen the positive incentive effect of assessment, collect suggestions from departments on the working methods of functional departments, and promote the assessment work through good communication.

2. Pre-job training and probation period and probation period assessment for new employees.

3. Prepare human resources data to be extended to dimethyl.

4. Three-year employment period of the title of the whole hospital

5. Discuss and implement the appraisal scheme for middle-level cadres.

6. The staff employed by the whole hospital will renew the labor contract with no fixed term at the end of the year.

Summary of human resources work and next work plan 3

In the first half of 20__ year, the Human Resources Department, guided by the main points of hospital work and combined with the annual work plan of the department, earnestly carried out various tasks, which are summarized as follows:

First, create "two excellent" works:

In accordance with the overall deployment and requirements for the hospital to establish an excellent second-class hospital, we actively participated in the relevant establishment work, earnestly studied and understood the standards of an excellent second-class hospital, and revised and formulated more than 40 relevant rules and regulations, responsibilities, assessment and planning, personnel, scientific research, teaching, training, and hospital new technology management from the perspective of system construction. , formulate standardized training manuals for residents, and improve relevant training systems and training. In the inspection, it was affirmed and praised by the expert group.

Second, the personnel work

(a) actively promote the construction of hospital talent team, and earnestly do a good job in talent echelon construction and talent introduction. Due to the reform of the national personnel employment system, the mobility of personnel is independent, and the ability of employers to control the disorderly loss of personnel is weak, especially the massive brain drain of hospital backbone team, which seriously affects the core competitiveness of hospitals and the development of professional and technical teams. In order to introduce talents, in February this year, with the consent of the Municipal Health Bureau and the Municipal Personnel Bureau, we posted recruitment tips in a number of media to recruit talents for the society. 180 More than 80 college graduates and mature talents participated in the recruitment activities organized by our college. Municipal Personnel Bureau and Health Bureau supervise the whole process and participate in the interview scoring. * * * We recruited 2 graduate students, nearly 30 undergraduates majoring in clinical medicine, medical imaging and medical laboratory, and nearly 50 nursing college students. All these personnel will be employed in July, which will largely solve the problem of insufficient clinical frontline personnel.

(2) Continue to deepen the reform of the personnel employment system.

First, continue to adhere to the secondary competition mechanism between hospitals and departments, and scientifically prepare the employment plan at the beginning of the year according to the hospital workload and ministerial standards. On the basis of maintaining great stability and minor adjustments in the hospital, the employment of staff in the hospital will begin in 20__ years, and the hospital plans to prepare 626 people this year;

Second, according to the spirit of instructions from higher authorities, implement the new standard of normal salary promotion for employees in this hospital for 20 years.

Third, actively strive for personnel policies, draft professional and technical personnel recruitment plans and report them to the competent dean for review, and plan to strive for the policies of higher authorities and the government to retain core talents. This year, we handled personnel agency for more than 30 professional and technical personnel who obtained professional qualifications.

Fourth, the temporary employment of workers and logistics posts, adhere to the quality of employment, timely clean up those who do not meet the conditions of hospital employment according to hospital regulations, and sign temporary employment agreements with 76 temporary workers on schedule, all of which have solved the endowment insurance. Continue to maintain cooperation and communication with the government labor and employment bureau, and try to recruit people for public welfare posts. Since the beginning of this year, through cooperation with Shengli, Dongfeng and other communities, we have given priority to 4050 people's employment, relieved the worries of the government, reduced the labor cost of hospital employment, and achieved good social benefits.

The fifth is to adhere to the system of selecting and employing people. Adhere to the comprehensive evaluation and selection system after the probation period expires, and 34 students have passed the probation period in 20 years.

(three) actively safeguard the legitimate interests of employees, take the initiative to serve employees, and act as a bridge between employees and hospital leaders. Strengthen contact with retired entrepreneurs, employees at all levels, trainees coming to the hospital, temporary workers and other personnel at all levels, timely communicate information, effectively publicize and communicate relevant personnel, employment, resignation, personnel agency, various insurance policies, wages and benefits, job competition, etc., actively strive for policies, solve the normal requirements and treatment of relevant personnel, and standardize re-employment, retirement, post-employment and competition for posts.

(4) Other aspects. Timely complete all kinds of temporary tasks, all kinds of professional titles and more than 200 person-times of practice registration training assigned by superiors, timely complete the annual assessment and capital increase for 20__ years of this year, and complete the relevant data collection and information entry and reporting of the establishment of professional and technical personnel employment account by the Health Bureau; Complete the annual review of hospital labor, and submit the investigation report of hospital post setting and the rectification plan of talent construction and brain drain to the Health Bureau or Personnel Bureau. Emphasis has been placed on strengthening the management of unqualified personnel, regularly checking the implementation of scheduling, teaching, signing medical documents and attendance system, finding problems in time, seriously rectifying on the spot, and implementing rewards and punishments.

Third, scientific research.

At the beginning of the year, we organized various disciplines to declare 3 new projects and 365,438+0 soft science projects, organized the academic committee of our college to review 30 feasibility demonstration projects, and published 5 academic papers in our college. Among them, there are 4 core journals (A-type magazine 1, B-type magazine 1, B-type supplement 1, and non-AB-type magazine 1). Comrade Ma Hua's "Treatment of Femoral Shaft Fracture Combined with Supracondylar Fracture of Femur with Full-length Interlocking Intramedullary Nail" won the third prize of scientific and technological progress of Yidu Municipal Government, and our hospital was also awarded the title of "Advanced Unit of Scientific and Technological Activities" by the Municipal Science and Technology Bureau.

Fourth, the continuing education and training of employees.

Since the beginning of this year, we have applied to Yichang Medical Association for 10 Yichang continuing education project, and approved 6 projects. We have formulated the project plan of continuing education and training for employees and the plan of going abroad for further study, and carefully organized and implemented it. In the first half of the year, * * * sent five people abroad, and sent 50 people to various short-term training courses and academic conferences, adopting the secondary training mode of the college. Adhere to the "three basics" theoretical knowledge and technology, new business, new technology, knowledge of epidemic prevention and control of infectious diseases, knowledge of relevant laws and regulations, knowledge of safety in production, knowledge of medical safety education, and knowledge of rational drug use. Use various channels and training methods to improve the quality of teaching and training and promote the rapid progress of the talent team.

Verb (abbreviation for verb) Management of interns.

Throughout the year, * * * 1 1 people were admitted to towns and villages. In order to ensure the learning quality of senior interns, organizational discipline has been strengthened, such as entering and leaving departments, changing shifts, learning and teaching management, organizing regular meetings, checking the internship situation of the current department, contacting the school in time when special circumstances are found, vigorously praising students and internship teams with good performance, serving students with people-oriented culture and people-oriented concept, and ensuring the successful completion of internship quality and learning outline planning tasks.

In short, in the past six months, through the active efforts and full cooperation of this department, all tasks have been fully completed. But there are still some shortcomings. Among them, the key point is to revise the staff management measures and the construction of talent team. At present, the hospital's talent reserve capacity is not strong, and the construction of talent team needs the hospital to increase the policy tilt. It is necessary to introduce practical talent incentive measures, preferential policies and measures to retain talents, further strengthen the management of talent team training and personnel import and export, and actively serve the development of hospitals.

Summary of human resources work and next work plan 4

The year of 20__ is an "innovation year" for Chinalco, and it is also a year for Henan Branch to realize large-scale leap-forward development. According to the arrangement and requirements of the superior company, the new leadership team of _ _ Mine brainstormed and sized up the situation, and formulated the working idea of "seeking truth from facts, pioneering and innovating, and realizing the sustained and stable development of _ _ Mine". Under the guidance of this idea, all departments of Qixin Mine, Qi Xin, made concerted efforts, and the ore purchase and supply reached a new high, and the mine construction achieved unprecedented good results. Under the correct leadership of the Mining Department of the Mine Party Committee, the Human Resources Department has strengthened the management and allocation of human resources in our mine, earnestly carried out the work of human resources development and staff training, and the performance appraisal and distribution mechanism has also reached a new level, further improving the human resources management level of our mine, providing a solid talent and system guarantee for the successful completion of various production and operation tasks in our mine in. Looking back on _ _ _, the Human Resources Department has mainly done the following work:

First, continue to do a good job in the training and appraisal of employees' vocational skills.

According to the deployment of two-level companies on vocational skill appraisal, combined with the technical status of workers in our mine and the requirements of sustainable development of our mine, our mine strengthened the vocational skill appraisal in _ _ _, broadened the scope and types of appraisal, encouraged workers to voluntarily participate in special training and technical appraisal, and realized multiple certificates for one post. This year, * * * arranged for 220 employees of 24 jobs to participate in skills training and appraisal.

Due to the heavy production task of our mine this year, in order not to affect the normal production of all units, the Human Resources Department carefully organizes the strength, makes full use of Sunday nights and shift hours to organize training, insists on improving the working ability of employees as the core, and puts the pertinence, practicality and effectiveness of training in the first place. At the same time, it combines skill appraisal training with on-the-job training to carry out various training work, so that employees have strong adaptability, creativity and innovation. After two months' training, 220 employees of 24 jobs who participated in skill appraisal passed the theoretical and practical examinations in Luoyang Vocational Skills Appraisal Institute, and all of them obtained the corresponding vocational qualification certificates issued by the national labor department (junior workers 5 1, intermediate workers 3 1, senior workers 140). The excellent mining style of strict organization, careful training and practical results has been affirmed and praised by Luoyang Vocational Skills Appraisal Bureau, and the leaders of human resources management departments of the two companies have also given high praise.

II. Cooperate with the "Three System Reforms" of Henan Branch

Completed the job investigation and job description of 0/55 jobs (types of work) in the whole mine. It lasted for three months. Since its overseas listing, Chinalco has been determined to reform and strengthen its management under the guidance of the enterprise spirit of "making great efforts, pioneering and innovating, and striving for strength" and achieved good results. It is urgent to establish a human resource management system that adapts to international competition, establish employees' awareness of crisis, hardship, reform and innovation, enhance the company's core competitiveness, reform the existing personnel management system and operation mechanism, and build a new human resource management system that meets the development requirements of modern enterprises. Based on the above situation, from the strategic height of sustainable development, according to the Guiding Opinions of China Aluminum Company on Constructing Human Resource Management System and the requirements of "Innovation Year", the company issued the Implementation Measures of China Aluminum Company on Reforming Personnel Allocation and Salary Distribution System to Establish and Improve Human Resource Management System, so as to further improve the company's human resource management system.

According to the deployment of two-tier companies, since March, the human resources department has done a good job in the ideological work of employees by broadcasting, holding special meetings, printing and distributing the Guiding Opinions of China Aluminum Company on Building a Human Resource Management System, and the Implementation Measures of China Aluminum Co., Ltd. on the Reform of Staff Allocation and Salary Distribution System to Establish and Improve a Human Resource Management System. To preach the purpose and significance of "three system reforms" and job analysis to employees, and gain their understanding, trust and cooperation. At the same time, two employees with advanced concepts and excellent management were sent to Henan Company for job analysis training. After the training, according to the company's time and process requirements, the human resources department set up a small post investigation and analysis team leader, held several special meetings, and formulated various measures and methods to ensure the smooth development of this work. At the same time, more than 20 team members were divided into 4 groups and went deep into 3 workshops and government departments for post investigation and analysis. Through on-site face-to-face interviews with employees and section chiefs (squad leaders) and questionnaire surveys, combined with data analysis, on-site observation, key events, work diaries, group discussions and other methods, all kinds of data and materials of various positions were collected extensively and deeply, and after extensive discussions, a post analysis questionnaire of _ _ Mine was initially formed. On this basis, the members of each team overcame the difficulties of tight time, heavy tasks and incomprehension, worked overtime, solicited opinions from many parties and discussed extensively. After several readings, it lasted for more than two months, and finally formed the job descriptions of mine management posts, professional and technical posts and production operation posts 155 posts, and successfully completed the tasks assigned by the superior company, led by Henan Branch and Mining Company.

Third, conduct a general survey of the comprehensive quality of personnel in various positions in our mine.

According to the company's human resource development strategic plan, the purpose of constructing a new human resource management system is to stimulate and develop the potential of employees to the maximum extent, promote the comprehensive transformation from traditional personnel management to modern human resource management, and give full play to the four core functions of modern enterprise human resource management: selecting people, educating people, employing people and retaining people. To realize the function of "selecting, educating, using and staying" in modern human resource management, the first task is to have a clear understanding of the current situation of human resources in enterprises, so it is necessary to conduct a thorough analysis of the comprehensive quality of employees in various positions in our mine. Compared with post investigation and analysis, post analysis is aimed at posts rather than people; The general survey of employees' comprehensive quality is aimed at people rather than posts, and its purpose is to truly understand the comprehensive quality of employees in various posts (jobs) in our mine, including post operation ability, technical learning and improvement ability, management ability and so on. , so as to prepare for the future "selection, education, use and stay". In order to ensure the accuracy of the general survey of employees' comprehensive ability, the Human Resources Department has designed and carefully arranged 1600 questionnaires of employees' comprehensive ability information. The contents of the questionnaires are divided into seven items, ranging from the technical level of employees' own jobs, the technical level of other types of work, management ability, ability to get along with others, language expression ability and writing expression ability to technical learning and improvement ability.

The procedure of this investigation is:

1. First, employees fill in the questionnaire truthfully and grade themselves.

2, by each unit section chief (monitor) of this section (team) employees according to their actual ability to score.

3. The leaders of each unit will grade the employees according to their actual abilities.

4. Finally, the human resources department summarizes and forms the final comprehensive ability information base of employees in each position of _ _ Mine. The formation of employee comprehensive ability information database provides a guarantee for the "selection, use, education and retention" of human resources allocation in our mine in the future.

Summary of human resources work and next work plan 5

With the ringing of the New Year bell, a brand-new 20__ years are ushered in. Looking back on the work and life in the past 20 years, 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 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 20 _ _ _, 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 the biggest booster 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 the first half of this year, due to the shortage of manpower 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, we have sorted out the work of the Human Resources Department, defined everyone's job responsibilities, and made the division of labor more detailed. Now let's sum up our work this year.

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.

Second, responsible for the management of employee labor contracts and handling labor employment and related procedures; The signing of the labor contract is not particularly smooth, mainly because the business personnel in the marketing department are scattered, and there are fewer opportunities for concentration, which often comes and goes 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.

First, 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.

Second, the company fully considers the welfare 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 down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

Third, manage the promotion staff well. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. 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. Assist in the specific daily work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers; Five. Help 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 another 20__ years, 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.

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