To make a mid-year summary, I am a clerk in the human resources department, thank you.

In the past six months, with the help of company leaders, the strong support of many departments and the joint efforts of our department, we have standardized and managed four unifications closely around the work priorities of the branch and the work plan of the human resources department: namely, reporting all kinds of personnel statements to the group in a unified manner; Unified personnel deployment of the branch, unified check, signature and seal of the renewal, termination and change of the labor contract; Unified management of pension, unemployment, work injury and medical insurance. Highlight two key points: staff training; Evaluation of middle managers in headquarters. Do every job well and accomplish all tasks well.

I. Main Work

=, the human resources department has formulated the personnel flow method, unified the personnel deployment management, straightened out the organizational structure of the branch, and rationally arranged the use of personnel. From = to = = months, the internal deployment of employees = = surplus, the transfer of personnel = = surplus, and the recruitment and use of interns = = surplus, which gradually rationalizes the use of personnel in various stores.

=, the labor contract takes the form of unified management of the branch. As of = = month, the branch has = = people to renew the labor contract, = = people to terminate the contract, = = people to terminate the contract.

=, pension, unemployment, industrial injury insurance management.

In the second half of the year, more than one person handled the increase or decrease of the three insurances. During the increase or decrease period, the source of the increase or decrease personnel and the accuracy of the data were carefully checked to ensure the smooth completion of the social security center report and the accurate settlement of the monthly insurance pooling fund of each store.

According to the half-year work plan, the main training tasks were completed, which ensured the needs of store management and development and promoted the improvement of enterprise management level. In the second half of the year, * * * held various training courses = =, and accumulated training = = more than 10,000 person-times, including pre-job training = = = 10,000 person-times, and on-the-job training = = = 10,000 person-times. Judging from the purpose of completing the training work, there are four main categories:

1. Basic training to meet the job requirements: computer system management (= = person), budget management (= = person), market research team (= = person), use and maintenance of VIAO system (= = person), standard business analysis (= = person), loss prevention management (= = person) and basic knowledge of fire control (= = =).

The second is to improve the quality and level of work: manager loss prevention management (= = = person), store management and customer service management (= = = person), "four in one" loss prevention training (= = = person), general manager class (= = person) and so on.

Three, pre-job training institutions recruiters (= = people), supply and marketing school intern training (= = people), yellow silk shop (= = people) and so on.

Fourth, regular training: continuing education for professional and technical personnel (= = people), etc.

The Implementation Plan for Competitive Employment of Shopping Plaza Branch, Interim Measures for Attendance Management, Assessment Measures for Middle Managers, Detailed Rules for the Implementation of Labor Contracts and Training Management Measures have been formulated (not yet officially issued). In the early stage of enterprise development, the formulation of management measures should be the focus of functional departments. The establishment of the human resources department indicates that the original management system and methods have not adapted to the needs of the current situation. Through the joint efforts of comrades in the department and the solicitation of opinions from all sides, the basic content and framework of the document have been determined after several revisions. Its release and implementation are of great significance to guiding work, standardizing training and strengthening management.

Do a good job in basic work.

First, pay attention to and understand the opinions and suggestions of all parties on the quality of training work, training methods and teaching effect of training teachers. , in order to improve and improve the work. Every time I run a class, I ask for opinions through questionnaires and improve the deficiencies in time. Second, training files have been initially established. The third is to measure stores according to industry standards.

=, do a good job in the assessment of middle managers at headquarters.

In the second half of the year, the human resources department conducted a pilot assessment of the personnel above the head office of the branch company, and finally eliminated them. Because the evaluation work has just started and is in the exploratory stage, some problems were found in the first month of the evaluation work. After the assessment, we took the initiative to solicit opinions from all departments and revised and formulated the assessment method for branch managers in time. Assessment is a form and a means. Through this form and means, let the examinees form a sense of competition and hardship, and let them work hard in this environment. The evaluation work for several months has achieved good results.

First of all, we have created a positive working atmosphere for everyone. Everyone can actively use their brains, find ways, expand their work ideas, study hard to do their jobs, be proactive and effectively mobilize everyone's work enthusiasm.

The second is to strengthen coordination and communication between departments. All departments can cooperate with each other and communicate actively, so that the work of all departments can be carried out in an orderly manner.

The third is to enhance the awareness of functional departments to serve stores. All functional departments can actively communicate with stores and help them solve practical problems in time, which further improves work efficiency.

Second, the main problems

Summing up the work in the past six months, some achievements have been made, but there is still a big gap from the requirements of the branch:

The planning of training work is not strong enough, and training is only in a state of meeting the basic needs of business development, and it is also restricted by the management and use of training funds. The training content lacks "advance", so improving the quality and level of training is the next step to consider.

From the perspective of training management, the management of training work is still not perfect. The key to enterprise training is to solve two problems: first, knowledge updating; The second is to apply what you have learned. In practical work, people pay more attention to the first point and ignore the other point. In addition, because the general training work cycle is relatively long, the effect is slow, and the evaluation work is complicated, it is difficult to distinguish the "training effect" from the actual application after training, which makes the focus of training management ignored.

The forms and methods of training are too monotonous. If students' enthusiasm cannot be fully mobilized, the training effect will be affected in the end. At present, the training is still at the level of indoctrination, which can play a role in a certain stage, but its role is limited. As far as employees are concerned, the enthusiasm and incentive mechanism of "I want to learn" and "I want to learn" are different. This problem can only be effective by mobilizing enthusiasm and developing potential, and the purpose of treating both the symptoms and the root causes can be achieved.

=, the performance appraisal work is still in its infancy, and the assessment elements, standards, contents, job descriptions and key points need to be further summarized and improved.

Job performance is caused by many factors, and training is only one of the ways to improve performance. What needs to be seen is that training is not everything, and some problems cannot be solved by training. From the enterprise's point of view, the work of creating a big environment, supporting systems and coordinated management needs comprehensive consideration.

Third, some ideas about work.

First of all, ensure the work from the system. Advanced management is the management of programs. Through the implementation of training management measures, standardize training management, and form a multi-level situation of grasping training, managing training and improving training.

The second is to strengthen training and improve the quality of employees. Training is an indispensable basic management link in enterprise management. We should further rely on training, instill in employees the business norms, service norms and management concepts of the enterprise, and do a good job in the basic work for the development of the enterprise.

Third, strengthen cooperation with "supermarket people" and other institutions and consulting institutions, make full use of the role of the external brain, realize complementary advantages, and improve the level and level of training theory.

The fourth is to establish an employee management system, ensure the database of employees' basic situation and managers' database, improve the personnel system and accelerate the integration of the three systems.