Annual work plan of the Administration Department

Time flies so fast that it passes in the blink of an eye. It will soon be time to start new work. It is time to seriously think about how to write a work plan. I believe everyone is worried about writing a work plan again! Below is a sample article on the annual work plan of the Administration Department that I compiled for you (5 general articles). You are welcome to learn from it and refer to it. I hope it will be helpful to you. Annual work plan of the Administration Department 1

1. Improve the company's various management systems:

"Personnel Management System", "Labor Contract Management Regulations", "Grass-level Employee Salary Management System" , "Performance Appraisal System of the Personnel Department", "Employee Training Management System", "New Employee Assessment Management System", "Employee Regularization Procedure", "Work Injury Management System", "Employee Resignation Application Procedure", "Employee Departure Procedure", etc. . From the time employees enter the company to job changes, performance appraisals, daily appraisals, criticism and punishment, promotion and transfer, resignation procedures, etc., they can all have documents to control, and adopt the management principles of fairness, justice and openness to the matter rather than the person, and provide the enterprise with Employees are provided with a fair competition promotion environment and a platform for plastic development, allowing employees to personally feel that the company's management is "people-oriented". The company pays attention to talents, cultivates talents, and develops talents in rational management.

2. Establish training system and plan:

1. Employee training and development is one of the key tasks that the company must carry out with a view to long-term development strategy, and it is also the key to cultivating employee loyalty and cohesion. One of the methods.

2. Through employee training and development, employees’ work skills, knowledge levels, work efficiency, and work quality will be further enhanced, thereby enhancing the core competitiveness of the enterprise.

The company’s employees come from every part of the country, and everyone has different habits. How to integrate all employees into a whole and form a unified working style is the meaning and purpose of training. And giving employees room for growth and development opportunities is an important manifestation of enterprises tapping the potential of employees and giving full play to their talents. By formulating the "Employee Training System" and establishing the company's annual training plan based on the training needs of each department and the overall needs of the company, it covers basic safety training, quality management training, basic management training, teamwork training, corporate culture training, etc. Improve the moral quality and skill level of employees so that they can become qualified talents of the company. Only a qualified talent can contribute the greatest ingenuity to the development of the company.

3. Staffing:

According to the company’s development goals, reserve the company’s human resources. In terms of recruitment, develop towards multi-channel, multi-direction and multi-linear development, which can be combined with technical secondary schools. Contact us, reserve talents in various aspects, and formulate a "New Employee Onboarding Tracking Procedure" to make employees feel the warmth of home through systematic operations such as employee onboarding, accommodation arrangements, work arrangements, dynamic tracking, mentality consultation, and problem solving, etc. Quickly immerse yourself in the company's corporate culture and life atmosphere.

4. Corporate culture construction:

1. People-oriented. Culture should be carried by people, and people are the first element in the generation and carrying of culture. People in corporate culture not only refer to entrepreneurs and managers, but also to all employees of the company. In the construction of corporate culture, we must emphasize caring for, respecting, understanding and trusting people. The formation of corporate group consciousness requires that all members of the company have the same values ??and goals. Only then can they form a centripetal force and become a combative whole.

2. Don’t engage in formalism. Corporate culture belongs to the category of ideology, but it must be expressed through the behavior and external form of the company or employees, which can easily lead to inconsistencies between the inside and outside. To build corporate culture, we must first start with the ideological concepts of employees, establish correct values ????and moral sentiments, and form the corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.

3. Highlight the characteristics of the enterprise. Individuality is an important feature of corporate culture. Culture is originally formed in the historical process of the organization's development. Each enterprise has its own historical traditions and operating characteristics. Corporate culture construction must make full use of this and build a culture with its own characteristics. Only when an enterprise has its own characteristics and is recognized by customers can it be unique in the enterprise and have a competitive advantage.

4. Integrate with enterprises. An enterprise is an economic organization, and corporate culture is a microeconomic organizational culture, which should be economical. The so-called economy means that corporate culture must serve the economic activities of the enterprise, be conducive to improving the productivity and economic benefits of the enterprise, and be conducive to the survival and development of the enterprise. Although the various contents of corporate culture discussed above do not involve the word "economic", the ultimate goal of constructing and implementing these contents will not be separated from the realization of the enterprise's economic goals and the pursuit of the survival and development of the enterprise. Therefore, corporate culture construction is actually a corporate strategic issue, which is called cultural strategy.

In future work, we will advocate the company's corporate culture through training activities, promote the company's corporate culture through daily activities, and penetrate the company's corporate culture through various competition activities. Taking people-oriented thinking as an important source of thought, and through the development and utilization of this idea, all employees have a strong sense of ownership and consciously participate in the democratic management of the enterprise. And contribute your own talents and talents to the development of the enterprise and truly become the owner of the enterprise. This is the real role and value of corporate culture in the enterprise.

The current work plan of the Human Resources Department tentatively includes the above points, and other daily affairs have not been included in the work plan. The key construction in the work is to change and guide the concepts of department personnel, and face the work with a service-enthusiastic attitude , handle various matters. The focus is on execution. Execution is the key to the development of administrative and human resources work. Seek truth from facts, be down-to-earth, and complete various tasks of the human resources department in a down-to-earth manner. Under the premise of universality, durability and strictness of various systems and processes, we will continue to improve, innovate and improve the company's management model. Annual Work Plan 2 of the Administrative Department

In order to strengthen the planning of the company’s administrative and personnel work and the rigid implementation of new procedural documents, the Administrative and Human Resources Department will follow the 2016 development plan and the direction of corporate development, based on the work situation in 2016. Based on this, we formulated the work goals of the Administrative and Human Resources Department in 20xx.

1. In terms of writing

Produce format templates and distribute them to various projects and departments, and supervise the writing of each project and department during the work in 20xx, including Fonts, layout, titles, headers, footers and other content must comply with the company's unified standards for writing. Specific implementation time:

1. The format template will be produced and sent to all projects and departments before February 15, 20xx.

2. Starting from March 20xx, we will supervise the writing of each project and department.

2. Office aspects

In accordance with the office environment management system, conduct weekly inspections, take photos of unqualified areas, identify the person responsible and the time limit for rectification, and form an inspection record form. Strictly implement the reward and punishment system to improve the current situation of irregular, dirty, poor and messy office environment. Specific implementation time: In February 20xx, documents were issued to standardize office environment standards and weekly inspections were carried out.

3. Meeting aspect

Re-create the meeting minutes form to clarify the work tasks, responsible persons and completion time, as a basis for monitoring the completion of work tasks, and improve the effectiveness of the meeting. Implement the principles and purpose of the meeting system. Specific implementation time: In February 20xx, the meeting minutes template will be standardized and the meeting task penalty system will be implemented.

4. Vehicles

Standardize vehicle management. Specific implementation time:

1. In February 20xx, the vehicle dispatching authority will be withdrawn. The vehicle use department will fill in the vehicle approval form in advance and submit it to the Administrative Human Resources Department, which will make reasonable arrangements based on the vehicle dispatch situation.

2. Vehicle maintenance will be standardized in March 20xx. When a vehicle needs repair or maintenance, the driver must report to the administrative personnel department in advance, fill in the vehicle maintenance approval form, and write down the maintenance content and amount. The administrative and human resources department will inspect and verify the condition of the vehicle and fill in the approval opinions, which will then be handed over to superior leaders for approval step by step. After approval, the driver will go to the designated maintenance point for maintenance;

3. In February 20xx, a driver reward and punishment system was implemented to improve the driver's subjective awareness and form the concept of loving and protecting the car in the ideology, which is conducive to reducing maintenance costs.

5. In terms of material management

Number office fixed assets to form fixed asset ledger records; secondly, the transfer, transfer, and scrapping of materials must be recorded in a timely manner during work. , Keep abreast of the whereabouts of materials in a timely manner. At the same time, inventory of fixed assets is carried out every month, inventory lists are made, and ledger information is checked to ensure the accuracy of material ledgers. Specific implementation time:

1. In March 20xx, sort out office fixed assets, make labels, repost them, and establish ledgers.

2. In March 20xx, standardized record forms for transfer, transfer, scrapping, etc. were produced and will be used thereafter.

6. In terms of rewards and punishments

Implement an immediate reward and punishment system, including praise, awards, punishments, demerits, etc., issue immediate reward and punishment notices, and promptly praise advanced and warn against inappropriate behavior. At the same time, immediate rewards and penalties will be provided for the completion of new work or whether the new work tasks are immediately effective and rectified, which is conducive to supervising the completion of work tasks and the timely rectification of unqualified matters.

Specific implementation time:

1. In February 20xx, the implementation notice of the immediate reward and punishment system was issued for publicity.

2. It will be implemented in March 20xx.

7. Attendance

Implement the attendance management system, implement attendance approval procedures, and corresponding attendance matters should be supported by corresponding forms. At the same time, the Administrative and Human Resources Department has established a detailed account of employee attendance information to record employee attendance information to facilitate timely inquiries and overall macro control. Furthermore, the number of days off company employees and project employees should take each month is clearly stipulated, so that attendance matters can be well-documented and system-based.

Specific implementation time:

1. In March 20xx, the attendance management system was reiterated to all departments and an attendance detailed ledger template was established.

2. The new template will be implemented in early April 20xx and the attendance form verification process will be implemented.

8. Appraisal and Excellence

The Administrative and Human Resources Department has established a complete appraisal system and implemented it throughout the year. It took the lead in drafting the appraisal system documents and tested the results during trial operation in 20xx. , the purpose of establishing this system is to create a good work situation of striving for excellence, improve employees' enthusiasm at work, so that the good sides can be promoted and carried forward in the company, and deliver positive energy. Specific implementation time:

1. In March 20xx, an evaluation plan will be drawn up and submitted to superior leaders for approval.

2. The semi-annual evaluation will be carried out in early July 20xx.

3. Quarterly evaluation will be carried out in October 20xx.

4. The annual evaluation will be carried out in January 20xx.

9. Employee Activities

The Administrative and Human Resources Department arranges employee activities in a timely manner according to national holidays or company periodic situations, no less than three times throughout the year, with the purpose of creating a good corporate environment Cultural atmosphere, enrich employees' spare time life, and implement it in conjunction with the evaluation system, so that the evaluation system can run better.

Specific implementation time:

1. In June 20xx, a summer activity plan will be drawn up and submitted to superior leaders for approval.

2. Implemented in July 20xx.

3. In December 20xx, the annual tourism activity plan will be drafted and reported to superior leaders for approval.

4. Implemented in mid-December 20xx. Annual Work Plan of the Administrative Department 3

1. Construction of the Administrative Department itself

As the power source of future enterprise development, the administrative work’s own regular construction is very important. Therefore, the Administrative Department will In the next nine years, we will vigorously strengthen the internal management and standardization of this department. The administrative department’s self-development goals for the ninth year are:

1. Improve the department’s organizational functions;

2. Complete department staffing;

3. Improve administrative practice Personnel professional skills and business quality;

4. Improve department work quality requirements;

5. Successfully complete the department's annual goals and various tasks assigned by the company.

2. Establish a position analysis system. Through position analysis, you can understand the qualifications and work content of each position in each department of the company, so as to make the work allocation, work connection and work flow design of each department of the company more accurate. It also helps the company understand the comprehensive work elements of each department and position, adjust the company and department organizational structure in a timely manner, and expand or reduce the establishment. Job analysis can also be used to comprehensively consider the workload, contribution value, degree of responsibility and other aspects of each position, so as to provide a good foundation for formulating a scientific and reasonable salary system.

3. Continue to improve the performance evaluation system and ensure that it is linked to salary, thereby improving the effectiveness of performance evaluation. The fundamental purpose of performance appraisal is not to punish employees who have not completed work indicators or do not fulfill their duties, but to effectively motivate employees to continuously improve their work methods and work quality, establish a fair competition mechanism, continuously improve organizational work efficiency, and train employees' work With good planning and sense of responsibility, we can promptly find deficiencies in our work and make adjustments and improvements to promote the development of the enterprise. In the ninth year, the Administration Department began to improve the company's performance evaluation system and continued to implement and operate it.

1. During the operation process, the Administrative Department will pay attention to listening to the opinions and suggestions of personnel at all levels and adjust and improve working methods in a timely manner. Positively guide employees to treat performance appraisals with a positive attitude, in order to achieve the purpose of improving work and correcting goals through performance appraisals.

2. Performance appraisal itself is a communication task and a process of continuous improvement. The administrative department will pay attention to vertical and horizontal communication during the operation process to ensure the smooth progress of the performance appraisal work. Annual Work Plan of the Administration Department 4

In order to cooperate with the company's achievement of the production and sales targets in 20xx and strengthen the planning of human resources and administrative management work, the Personnel and Administration Department formulated the 20xx annual work plan.

Part One Human Resources Work Plan

1. Personnel Recruitment

(1) Idea Analysis

1. 20xx is the year when the company was established The second year will also be a year of rapid development. The demand for manpower will increase rapidly and gradually be in place.

2. Make use of the company’s recruitment and salary policies and the opportunities during the peak period of human mobility after the Spring Festival to supplement front-line production and grassroots management, especially high-end talents and outstanding basic talents in the industry, as a replacement and supplement of human resources. and culture reserves.

3. Based on the performance appraisal in 20xx, implement internal training and promotion in 20xx, promote and appoint internal employees who are motivated and constantly learn and improve.

(2) Overview of goals

The company is currently in the early stages of development. The overall goal in 20xx must first ensure that job requirements are met, and then consider talent reserves and achieve echelon construction. The specific recruitment positions, types of work, number of people, etc. need to be determined according to the requirements of each employing department.

(3) Specific implementation plan

1. Online recruitment: Front-line employees are mainly targeted at locals, increase publicity and density of recruitment advertisements, and set up recruitment in major sales departments point.

2. Recommendations from acquaintances: including employee recommendations;

3. On-site recruitment in the talent market: contact major recruitment websites and go to the recruitment site to recruit through exchanges.

4. Go to vocational schools and technical schools to recruit intern students and part-time students.

2. Performance Appraisal

(1) Idea Analysis

Judging from the 20xx performance appraisal, there are some minor problems, mainly because some company indicators cannot be assessed. In addition, , performance management did not perform its functions properly. Performance appraisal reflects the company's performance requirements for middle and senior managers, grassroots managers and logistics personnel. There are two key issues: first, the scientific nature of the assessment indicators; first, the key to forming a management habit and developing behavioral habits lies in persistence and institutional guarantees. There are four tasks that the performance system should complete:

First, improve performance indicators;

Second, monitor the performance process;

Third, strictly implement Feedback and application of assessment results;

The fourth is to standardize the use of horizontal assessment data and link it to salary.

(2) Objective Overview

The fundamental purpose of performance appraisal is not to punish employees who have not completed work targets and do not perform their duties, but to effectively motivate employees and continuously improve work methods and Work quality, establish a fair competition mechanism, continuously improve organizational work efficiency, cultivate employees' work planning and sense of responsibility, promptly find shortcomings in work and make adjustments and improvements, thereby promoting the achievement of work results.

(3) Specific implementation plan

1. Continue to improve the performance appraisal supporting documents.

2. Supplement and revise the assessment indicators for existing positions and new positions.

3. Focus on evaluating the assessment results, and track the assessment forms, assessment items, assessment results feedback and improvements to ensure the healthy operation of the performance assessment work.

4. The implementation process is a continuous work throughout the year. The standard for the administrative department to complete this work is to establish a reasonable, fair and effective performance evaluation system.

(4) Things to note when implementing objectives

1. The performance appraisal work involves the vital interests of each department, each position, and each employee. Therefore, on the basis of ensuring the link between performance appraisal and salary system, we must positively guide employees to treat performance appraisal with a positive attitude, so as to achieve the purpose of improving work and correcting goals through performance appraisal

2. Performance appraisal work It is a communication job and a process of continuous improvement. Pay attention to vertical and horizontal communication during the operation process to ensure the smooth implementation of performance appraisal work.

3. The performance evaluation system is not the sole work of the administrative department. During the operation process, the department head should be the leader, listen to the opinions and suggestions of people from all aspects, and adjust and improve working methods in a timely manner.

(5) Person directly responsible: Administrative Assistant

III. Training and Development

(1) Analysis of ideas

1. At present, There is not enough emphasis and intensity on training, and the training management system is not very binding. Therefore, there is a phenomenon that some departments are reluctant to participate in training.

2. The training courses are not mature enough and require a systematic and standardized process.

3. The training method is single, mainly classroom lectures, lacking interaction and feedback.

(2) Objective Overview

1. Employee training and development is one of the tasks that the company must carry out with a view to long-term development strategy, and it is also one of the methods to cultivate employee loyalty and cohesion. .

2. Through employee training and development, employees’ work skills, knowledge levels, work efficiency, and work quality will be further enhanced, enhancing the company’s competitiveness.

(3) Person directly responsible: Administrative Manager Administrative Department Annual Work Plan 5

In order to cooperate with the realization of our company's 20xx annual profit target, strengthen the accuracy and planning of administrative personnel work , based on the company's development plans and business goals in 20xx, the administrative and human resources department formulated this year's plan:

1. Personnel recruitment

1. Current situation analysis:

< p> (1) 20xx is a year of rapid development for the company, and the demand for professional talents will increase rapidly.

(2) Take advantage of the company’s brand influence and the peak period of talent flow after the Spring Festival to supplement high-end talents and excellent basic talents in some industries as training reserves or replacement of human resources.

(3) Improve current recruitment channels and processes and increase recruitment investment.

(4) Based on the employee assessment in 20xx, internal training and promotion in 20xx will be achieved, and internal employees who are motivated and constantly learning and improving will be promoted and appointed.

2. Overview of goals:

The company is currently in a period of rapid development. The overall human resources goals in 20xx are to achieve three points: meet job requirements, ensure talent reserves, and achieve echelon building. .

3. Implementation plan:

(1) Recruitment method: Mainly online recruitment, and cooperate with nationally renowned recruitment websites, such as Zhaopin Recruitment. While recruiting talents, we also It can be used as a brand promotion method for enterprises.

(2) On-site recruitment in the talent market: Participate in large-scale job fairs, weekend job fairs, special job fairs, etc. This is also a form of company brand promotion.

(3) Internal promotion: Promote and appoint internal employees through work performance, performance, etc.

(5) Recommendation from acquaintances: For special positions or difficult positions, the form of rewarding recommendations from acquaintances will be implemented.

(6) On-site school recruitment: School recruitment is implemented for employees in basic positions in the workshop.

2. Employee Training

1. Analysis:

(1) In 20xx, various trainings for various departments of the company will be strengthened and long-term training will be established. system.

(2) Improve the quality of training and make it targeted.

(3) Cultivating more lecturers is an important part of training work.

2. Objectives:

(1) Employee training and development is one of the tasks that the company must carry out with a view to long-term development strategy, and it is also one of the ways to cultivate employee loyalty and cohesion. .

(2) Through the training and development of employees, employees’ work skills, knowledge levels, work efficiency, and life practices will be further strengthened, enhancing the competitiveness of the enterprise.

3. Employee career planning

1. Analysis:

(1) Design employee career development channels according to the company’s strategic development and job needs;

(2) Clarify the competency and quality standards for the development channels of each position;

(3) Clarify the company’s promotion system to ensure employees’ personal development space;

2. Goals:

(1) Prepare career development channels for each position and form the "Employee Promotion Management System" document.

(2) Focus on following up on employees’ career development and provide help and guidance.

Part 2: Administrative work content

1. Daily administrative affairs construction work:

1. Daily reception: The main reception personnel are headquarters leaders, Colleagues; relevant government departments; partners, etc.

2. Annual review of licenses and licenses: Register the licenses and licenses that need to be processed, determine the processing time in advance, and arrange to complete the annual license review of enterprises and vehicles within the specified period.

3. Data organization: Strictly standardize and implement the document and data management system.

4. Purchase and use of office supplies: Purchase and use office supplies according to the annual budget, and strictly control costs. Durable office supplies, such as pens, staplers, calculators, etc., are available on a old-for-new basis.

5. Vehicle management: Strictly implement the vehicle use management system, conduct timely registration, timely maintenance and cleaning, and promptly determine liability for violations.

6. In terms of water and electricity, we must strictly control and supervise and do a good job in "saving expenditures".

7. Regular 5s inspections, and a combination of rewards and penalties, with fines used as employee activity funds.

2. Security work:

1. Increase security personnel and carry out 24-hour patrols during the day and night.

2. Contingency plan for fire accidents and fire protection training for security personnel.

3. Learn more about the security situation in the surrounding environment, communicate well with the local police station, and carry out joint defense cooperation if necessary.

4. Regularly educate employees on safety, operating procedures, transportation, electricity, and fire protection to prevent problems before they occur.

5. Strengthen safety precautions during holidays and key areas.

3. Dormitory and canteen work:

1. Dormitory aspect: Strengthen the management of our company’s dormitories and bring together employees who live in scattered areas for centralized management.

2. Canteen: Make all preparations before opening the canteen.

4. Outreach work:

1. Communicate well with relevant government departments, Party A managers, and local villagers as much as possible to establish a good external environment for the development of the enterprise.

2. Find several suppliers of items and regularly inquire about prices in the market to ensure that the purchased items are of high quality and low price.

5. Cleaning work:

Conduct in-depth training for existing cleaning staff to ensure that they can master service etiquette and detailed work essentials, and create a clean and tidy hardware environment for the company.

6. Greening work:

Regularly replace or maintain flowers to ensure a warm environment for customers.

7. Corporate culture construction:

Actively participate in submissions and interactions with media such as "Zhongxin" and "Zhongxin Automobile People" to bring more humanistic care and Good people, good deeds and spiritual outlook are exposed to more people.

In short, administrative and personnel work is a complicated work system. In the next step, the administrative department must strengthen the execution of administrative personnel work, build a good bridge between the company and employees, continue to learn at work, constantly enhance self-cultivation, strengthen the study of company business knowledge, and successfully complete various tasks assigned by the company's leadership. affairs.