Summary and plan of personnel work (for the whole year)

Xxxx year is about to pass. During this year, under the careful supervision of company leaders and the assistance and strong cooperation of colleagues in various departments, the overall management level of the administrative personnel department has been greatly improved, and joy, emotion, exploration and breakthrough have been gained in the work. Through this year's continuous practice and accumulation, the comprehensive quality and ability of the department have been improved to a certain extent. The work this year is reported as follows:

I. Work Review of xxxx Year

(A), human resources management

1, talent allocation

Xxxx is a year of frequent demand for enterprise personnel. Because the property industry is a highly specialized industry, the property market is relatively young and the mobility of personnel is great. In xxxx, the administrative personnel department deployed talents for the company through various channels. The channels used by xxxx include participating in job fairs in the talent market and human resources market, as well as on-site job fairs held by Tangshan College and Soucai. com。 By the end of xxxx1Oct. 30 165438, the number of recruits reached more than 95% of the company's organizational establishment, which can meet the job requirements and normal operation of all departments of the company. However, for some highly professional personnel, such as plumbing technicians, strong and weak technicians and other positions, no effective professional recruitment channels have been established.

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1. 1 On-the-job status of personnel

By the end of xxxx year 1 1, the actual number of employees in the company was 133 (including 3 in the general manager's office, 6 in the administration and personnel department, 5 in the finance department 10, 5 in the planning department, 34 in the engineering department, 32 in the safety management department and 4 in the customer service department 14).

Figure 1 xxxx staffing situation of various departments

1.2 Recruitment

1.2. 1 recruitment channel

The recruitment channels of xxxx are still formal online recruitment, media recruitment and on-site recruitment. In the second half of xxxx, the administration and personnel department expanded a new recruitment channel-campus recruitment and enterprises entering the school gate, which not only recruited the company's personnel, but also enhanced the image of the company.

The recruitment channels for this year are as follows:

Figure 2 Details of Annual Recruiting Number in XXXX

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By comparing various recruitment channels in xxxx, it is found that online recruitment (Tangshan Talent Network and 58 City Network) is a channel with a large supply and demand, which can supply and demand the existing positions of the company to varying degrees, including age and technical positions. On-site job fairs in newspapers, magazines and talent markets are of great help to more diligent workers and yard safety controllers.

1.2.2 interview situation

Figure 3 Interview details of XXXX in one year

In xxxx, the company applied for 5 1 1 person, recruited new employees 120, and resigned employees 168.

The key positions of xxxx annual recruitment are: engineering high-voltage electrician and plumber; Management department shopping guide; Staff of water bar and marketing talents of food court.

The positions that are difficult to recruit are: engineering and technical personnel, marketing management personnel; Due to objective reasons, the posts that are difficult to recruit are water bar personnel and shopping guides.

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Based on various situations, the reasons for the difficulty in recruiting workers are as follows:

1) In XXXX, the newly added personnel are planning and marketing directors, which are needed for the staffing of new posts;

2) In order to meet the needs of organizational change and business development of the company, the professional quality of middle and high-level and core professional posts is required;

3) 3) At the beginning of XXXX, a large number of employees resigned in July and August, and the recruitment time was very urgent;

4) High-pressure and plumbing talents in the engineering department are very scarce in the industry, and the salary level of engineering professionals in this industry is high and there are many employment opportunities;

1.2.3 existing personnel ratio of the company

Figure 4 The existing personnel ratio of the company in XXXX

The company has 865,438+0 male employees and 52 female employees.

1.2.4 company personnel trends

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Unit: person

Table 2 Personnel Details of XXXX Company

Figure 5 XXXX Company Personnel Trend

From the above analysis, it can be concluded that in xxxx, the company leaders integrated the post allocation of each department according to the actual operation situation of each department, and the number of employees joining each department gradually decreased. After the integration, the number of employees leaving each department is slightly higher and the number of employees in each department is reduced. After the integration, the positions of personnel in various departments are relatively stable, and at the same time, the expenses are saved for the company's employees' wages.

3. Training and development

Training is an effective way to improve employees' working ability and skills. At the end of April, xxxx, the Staff Training Management System was formulated, which gradually improved and systematized the training work and laid a good foundation for the comprehensive development and implementation of the training work. Xxxx executive training * * * 23 times.

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3. 1 special training program

In order to make employees familiar with and master the company's corporate culture, constantly improve their own quality, and improve work efficiency, the administrative personnel department conducted special training for employees in xxxx, which was divided into induction training for new employees, execution training, civilized etiquette training, and movie-watching training (inspirational drama, team drama, comedy, etc. ).

3.2 Training assessment of various departments

The Administration & Human Resources Department monitors and tracks the training situation of each department, makes a written or actual evaluation of the training situation of each department in time, and stores the evaluation results in files (some employees quit their jobs due to work reasons during the training process, so there is no evaluation result). The training times and assessment results of each department are as follows:

Table 4 Detailed training results of various departments

In xxxx, the training effect of various departments was not in place, among which the training planned by the engineering department and the food court in August was not implemented, and the safety management department was seriously lacking. The finance department, customer service department and planning department have no training needs since June 5438+00.

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4, performance appraisal

According to the standard operating instructions of some positions of front-line employees in various departments of the company, the performance appraisal table is compiled. In xxxx, three departments of the company (operation management department, engineering department and safety management department) implemented performance appraisal salary, found problems in the implementation process, improved the assessment content, quantified performance indicators, and made the assessment standards more standardized and specific.

5, personnel budget analysis

5. 1 recruitment fee

Because1-February is around the Spring Festival, the results of on-site recruitment show that there are fewer candidates in the talent market, which does not meet the requirements of the company's recruitment positions, so the frequency of on-site recruitment is low; After the Spring Festival in March-April, there are more candidates for various positions in the talent market, and there is a shortage of staff in various departments of the company after the holiday, and the recruitment meeting will generate expenses according to the personnel demand; From May to September, the personnel in each position are relatively stable, and online recruitment is used to reserve and recruit personnel; During the period of10-12, the front-line staff of the safety management department were absent, and the administrative personnel department supplemented the positions of various departments in time. The actual recruitment expenses for the whole year did not exceed the budgeted expenses.

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5.2 Funds for staff activities

The administrative personnel department carries out activities according to the annual activity plan, actual expenses and budget expenses.

The difference is RMB, and the actual cost is within the budgeted cost.

5.3 Staff training funds

Every training organized by the Administration and Personnel Department encourages employees in spirit, and gives verbal praise and support in actual interaction, so that employees can be integrated into the training content, and employee training does not generate any expenses.

Two. 20 14 year work plan

In the new year, we will continue to work around the company center, overcome shortcomings and improve methods; In-depth study, grasp the truth; Strengthen management and improve service; Boldly explore new ideas and methods of personnel work, push personnel work to a new level, and make greater contributions to the healthy and rapid development of the company.

1, on the basis of xxxx, comprehensively improve the level of administrative personnel management.

Improve the system and pay close attention to implementation. After completing the modification, arrangement and summary of the company's various systems, it is constantly improved in actual implementation.

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2. Strengthen the management of employee relations.

Strengthen the signing of labor contracts: the general survey of labor contracts is not conducted once every quarter, so as to avoid the phenomenon of missing and delaying the signing and solve the problem employees in time. Conscientiously implement the work of social pooling insurance: closely combine the work of handling pension and medical pooling insurance with quarterly assessment, regard this welfare as a measure to encourage the advanced and spur the backward, and make detailed accounting.

Organize employee activities once a quarter: strengthen corporate culture construction, enrich employees' cultural life and improve employees' cohesion.

Annual employee satisfaction survey: listen to employees' voices, collect information in all directions, and improve and perfect the company's management measures.

Keep in touch with every employee of the company: Keep in touch with every employee through formal and informal communication such as employee activities, birthday activities, employment confirmation talks, etc., and get to know their thoughts.

3. Complete the recruitment work and improve the recruitment quality.

Recruitment screening: broaden recruitment channels, broaden ideas, and cooperate with the company's business development to complete recruitment tasks.

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Employment and evaluation: In employment, strengthen the qualification examination of candidates, including certificate examination and background investigation, to ensure that qualified talents are employed for the company.

Probation period: talk to the probationary employees once a month, and get to know the work situation and adaptability of the new employees from the supervisor at any time. The probationary employees above the supervisor level will be confirmed through the exchange assessment system, that is, the parties report their work, the heads of various departments ask questions, and the company leaders review them.

4, adjust and standardize the training work

Strengthen the induction training for new employees: revise the training manual for new employees. Further improve the effect of induction training for new employees, and guide the employing department to send special personnel to assist in completing the pre-job training for new employees. For example, show new employees around familiar departments, introduce new employees to department colleagues and key personnel, and explain the work content of the department.

Strengthen the implementation of business training in all departments: gradually increase the training responsibility of the heads of all departments, communicate with the heads of all departments at the beginning of each quarter, clarify the training needs of all departments, and guide and assist all departments to implement various trainings according to the training needs. Evaluate the training work of each department once every quarter.

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