Annual Work Schedule of Human Resources [Five Articles]

First, the guiding ideology

In view of the weak adaptability, innovation ability and promotion potential of employees, combined with

Annual Work Schedule of Human Resources [Five Articles]

First, the guiding ideology

In view of the weak adaptability, innovation ability and promotion potential of employees, combined with the overall development strategy of the company in the Eleventh Five-Year Plan, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, bring suitable human resources to the company, and establish excellent enterprises with sustainable competitiveness.

Second, the preparation principle

(a) the combination of strategic training, applicability training and improvement training.

(two) for all staff, highlighting the key points.

(three) centralized management, overall arrangement, clear responsibilities.

(4) Revitalize resources and pay attention to actual results.

Third, the main task of training

(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.

1, offering training courses for technicians (including senior technicians, technicians and default technicians) in specialized trades such as refining, continuous casting, steel rolling, welder and instrument worker, totaling; Training courses for welders, instrument workers, boilers, turbines and other advanced workers were held, totaling.

2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.

3. Vigorously implement the training project of skilled personnel.

Based on reality, all units provide 1 employee with rich theory and strong writing expression potential as assistants for experienced skilled talents (special technicians, technicians on duty, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated auxiliary personnel. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.

4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.

(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.

1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, PLC and English at different levels.

2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the promotion of new technologies and new processes.

3. Intensify overseas training, send 100 outstanding professional technicians to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional technicians to study in relevant domestic enterprises and universities, so as to improve the professional and technical level and bring intellectual protection to the company's technological progress and transformation.

(3) To meet the needs of the company's development and management promotion, strengthen the training of all kinds of management personnel needed by the company.

1. According to the requirements of the provincial party committee, provincial state-owned assets supervision and administration commission, the group and other superiors, senior and middle-level managers are selected for training in a planned way to further improve the production, operation and management potential of senior and middle-level managers.

2, increase the intensity of full-time rotation training for managers at all levels. Training the newly promoted or proposed middle-level and grass-roots managers on their qualifications; Taking the MBA core course as the main teaching material, combined with the actual management and requirements of the company, a 1 year full-time rotation training class for middle managers was held; Based on the theory and practice of grass-roots management, the second full-time rotation training course for grass-roots managers was held for more than 6 months. Continue to take the "enterprise team leader training class" as the main material, and organize five training sessions with a full-time period of 1 month among the key members of the team; Combine the general management potential and professional management potential, and hold training for purchasing and marketing system personnel for more than 6 months.

(four) continue to carry out adaptability and improvement training of various related knowledge and skills at different levels.

1. According to the requirements of various management system certifications, we will continue to conduct centralized training on obtaining evidence and recertification for internal auditors, relevant management personnel, personnel in key positions and special operators with more than 20xx employees at different levels; Take a combination of self-run classes, team learning and online learning, and hold all-staff training on laws, regulations and document systems to cultivate employees' awareness of quality, safety and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized routine inspection and maintenance training course for senior and middle managers, equipment section chiefs and professional routine inspection personnel; Take the initiative to run classes and carry out equipment operation and maintenance personnel training with TPM equipment management knowledge and simple equipment maintenance, equipment management regulations, emergency plans and job responsibilities as the main materials.

3. Cooperate with the continuous improvement of the company and continue to do a good job in personnel training and user training at all levels of the system.

(V) Do a good job in the personnel reserve training of the company's "Eleventh Five-Year Plan" new technical transformation projects, and start the training of key personnel such as furnace chief, foreman, converter main steelmaking worker and rocker, refining and continuous casting squad leader in advance according to the project plan.

Four. Implementation strategy and safeguard measures

(A) increase publicity, strengthen modern training concepts, and create a learning atmosphere for all staff.

The company will make managers at all levels deeply realize that "training and development are the driving force for the rapid development of enterprises" and "training is the first process of production" through the publicity and reports of TV, newspapers, websites and other media. It is their unshirkable responsibility to cultivate and develop subordinates and build high-quality teams. Starting from the company's strategy of building an excellent enterprise with sustainable competitiveness, they consciously attach great importance to the learning and growth of employees; At the same time, the company must create a "need to learn" atmosphere as a whole, so that employees can truly realize that "it is the duty and obligation of every employee to adapt to the post requirements and improve their own quality". Training is an effective way to help employees improve their survival potential and post competition potential and strive to improve their learning initiative.

(two) improve the training system, strengthen the assessment and incentive, improve the training management system.

1. In order to meet the requirements of the company's management reform and human resource management centralization, we will optimize the training management process, revise and improve the management measures for employee training and development, standardize management, and improve the efficiency of training and development.

2, strengthen the plan management, strict assessment, to ensure the training effect. Divide all training into company training, unit self-training and delivery training, conduct centralized management, and regularly check and evaluate the training plans and training effects of training centers and units in strict accordance with the requirements of economic responsibility assessment; At the same time, strengthen the assessment of trainers and link the training results with the treatment and use.

3. Improve the training incentives, assess and reward the project implementation units, outstanding students and outstanding teachers (including part-time teachers) with remarkable training effects, and at the same time improve the training and teaching allowance standard for part-time teachers to encourage employees to impart knowledge and experience.

(3) Integrate internal resources, give full play to the advantages of technical departments, and improve the development potential of independent training; Strengthen foreign cooperation and exchange, realize complementary training resources and meet high-level training needs.

1. Give further play to the role of the training center in general professional (post) basic theory and skills training, solve the training infrastructure resources through multiple channels, improve the hardware facilities level of the training center in general post skills training, and meet the basic skills training needs of employees.

2. Give full play to the advantages of technical center, information automation center, maintenance center and other units (departments) in on-site technical and on-site operation training, and bring their resources into the management scope of on-site technical and skill training resources of related majors (posts) of the company to ensure the pertinence and practicability of the training required by the company.

3, starting from the overall interests of the company, break the boundaries of units (departments), make full use of existing and idle resources, promote mutual learning, exchange and training between different units of the same type of work, and realize the sharing of training resources.

4. Strengthen the screening of foreign training information, choose to cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.

(4) Further strengthen the construction of teaching staff and the development of training materials to bring qualified teachers and effective blueprints for training.

1. Invite experts to the company to provide professional training for internal trainers (part-time teachers), examiners and training administrators, so as to improve the overall quality of trainers.

2. Organize the company's professional and technical personnel, develop a batch of training materials suitable for the company's equipment and technology, and speed up the improvement of the test question bank and case base to meet the training needs.

3. Give full play to the professional advantages and business specialties of the training center, and bring business guidance for independent training of each unit.

(5) Strengthen process management and monitoring to ensure training quality.

In the process of training project implementation, we insist on management according to training quality management standards, focusing on "three links" such as training preparation, training implementation and evaluation. On the one hand, it urges training units to do a good job in curriculum design and teacher selection on demand, strengthen the management and quality control of teachers' teaching process, and strictly assess students; On the other hand, improve the evaluation method of training effect, and measure the training satisfaction from the aspects of students' reaction, academic performance and employer's evaluation.

Verb (abbreviation of verb) related explanation

(1) All major trainings of the company (including centralized trainings of the company, independent trainings of all units, delivery trainings, etc.). ) included in this plan (see attached table for specific training items), and other temporary training shall be managed according to unplanned training.

(2) Training programs related to Party building and trade union work are included in the Party School plan of the company, and daily political study and team study are included.

(3) Before the start of each training project, the implementation plan shall be declared one week in advance as required, and implemented after being approved by the Human Resources Department.

(4) The Human Resources Department is responsible for the interpretation of this plan.

The second article

Main work plans and objectives of the Human Resources Department in 20xx:

First, establish and improve personnel administrative management norms and management systems, employee manuals, etc.

Establishing and perfecting the norms and management system of human resource management and the standardized management system of employee handbook are the minimum prerequisites for enterprises to retain employees. From employees' entry to job changes, from daily assessment to resignation, the personnel administration department operates according to the procedures of documents and adopts the principle of treating things rather than people, hoping to achieve the legitimacy and seriousness of all work.

Second, the labor contract management

Do a good job in signing and canceling labor contracts and managing labor contract files. The focus of this year's work plan is

1. Sign, renew and terminate the labor contract in time;

2. Hire employees in time;

3, labor relations (labor disputes, reasons, etc. );

4. Description of the integrity of file management.

Third, collect employee evaluations.

In order to further strengthen the evaluation of employees' work potential in the necessary period, correctly grasp the working conditions of each employee, and establish a normal and reasonable company personnel evaluation system, which will bring objective basis for employees' rewards and punishments, promotion and adjustment. According to the company's current operating conditions, the personnel evaluation forms of 20 stores are collected every month to evaluate everyone. On-the-job probation, on-the-job training or job transfer for unqualified personnel to ensure high efficiency and high quality of personnel.

Fourth, human resources manpower demand plan

(A), human resources, the purpose of human demand planning

1. According to the company's current situation, combined with advanced enterprise management experience, understand the enterprise's human resources and demand, and flexibly choose employment methods: (1) Participate in the large-scale talent exchange fair in Wujiang on Saturday, (2) post recruitment information on Wujiang Talent Recruitment Network, (3) cooperate with the labor market intermediary to put the recruitment information in the intermediary and ask it to recruit on its behalf, (4) train internally. And make full use of the existing human resources of enterprises to attract and reserve the necessary number of professionals with specific skills, knowledge structure and potential.

2. Bring important information and decision-making basis for human resource management.

(B), analysis of influencing factors

The factors that affect the company's human resources demand mainly include the following two aspects.

1. Company strategy

The development strategic goal, development direction and development scale of an enterprise are important factors that affect its human resource demand, and the formulation of human resource demand plan should obey the development strategic needs of the enterprise.

2. Expected staff turnover rate

The past employee turnover data and the current employee status will have an important impact on the enterprise's human resource demand forecast, and the employee turnover rate is the reference for formulating the human resource demand plan.

(3), data collection and demand forecasting

1. data collection

The Human Resources Department shall organize a 20xx annual human resources demand survey, and the shopping mall shall cooperate with the Human Resources Department to bring relevant data.

⑴. The Human Resources Department collects statistics on the number of employees, job status, personnel training, personnel turnover, personnel changes and other data to provide data support for human resources demand forecasting.

(2) Demand forecast

1. The Human Resources Department determines the standard staffing of each store according to the analysis of the 20xx recruitment schedule and the 20xx standard configuration table.

2. Take stock of the current situation of human resources and count the shortage and number of statisticians.

3. In a short period of time, make statistics and forecast the possible future employees, and forecast the future brain drain data of the enterprise.

The third article

I. Work plan:

1, complete the job analysis of each department and position of the company, and bring scientific basis for salary evaluation and performance appraisal;

2. Complete the daily recruitment of human resources, and consider the rationalization of manpower allocation in various departments;

3. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

4. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance the cohesion among employees.

5. On the basis of the existing performance appraisal system, realize the perfection and normal operation of the performance appraisal system and ensure that it is linked with salary. So as to improve the authority and effectiveness of performance appraisal.

6. Vigorously strengthen the training of employees' post knowledge, skills and quality, and intensify the development of internal talents.

7. Carry forward the company culture and infect others with excellent culture;

8. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises.

9, completes the personnel turnover rate control and labor relations, dispute prediction and processing. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

10, complete the temporary work arranged by the leader, etc.

Two. Capital plan: (total: 17970 yuan)

1. Recruitment: 16200 yuan

A. Newspaper recruitment: It is estimated that there will be three large-scale recruitment in the newspaper in 20xx, and the recruitment fee will be controlled within 500 yuan, that is, 1.5 million yuan;

B. Recruitment in the talent market: Yu Hui annual card 1200 yuan/year;

2. Office supplies: 8 10 yuan

One, 400 combinations, 0.5 yuan/one, namely 200 yuan;

B, insert the folder 60 pages 10, 8 yuan/Zhang, that is, 80 yuan;

C, 4 sheets of printing paper, 120 yuan/sheet, namely 480 yuan;

D other consumables (pens, correction fluid, paper clips, etc.). ): 50 yuan;

3. Transportation: 960 yuan

80 yuan/month, 960 yuan/year (used for weekly recruitment of human resources department, daily routine departure, business trip, etc.). )

The fourth article

In a blink of an eye, 20xx years have passed and a new year has begun. Looking back on the past 20xx years, I have many things worth remembering. Don't say that feelings mean that I have a new home, just say that I am also proud of my career. The past year was an exciting one for me, but I didn't feel very complacent. I think I still have a lot to correct.

In 20xx, under the strong leadership of the Party Committee, the Board of Directors, the Director's Office and the Board of Supervisors, closely centering on the theme of rural credit cooperatives' reform and development and the main line of service grassroots and service management, we earnestly performed the functions of departments, rationally integrated and allocated human resources, strived to improve the overall quality of employees, and constantly enhanced the management strength and efficiency of enterprises. In the case of insufficient personnel, we made overall plans and reasonable arrangements, and successfully completed the tasks of the department.

First, adhere to the establishment and improvement of various management systems, and promote the standardization, proceduralization and institutionalization of departmental management. With the deepening of the reform process of rural credit cooperatives, especially the gradual improvement of corporate governance structure and the reform of employee salary distribution system, the lag of existing relevant management regulations has emerged. In this regard, according to the work requirements of the Provincial Association, we contacted the operating mechanism of the corporate governance structure of rural credit cooperatives, fully solicited the opinions of grassroots personnel at all levels and the banking supervision department, and established and improved a series of management systems of this department. This information involves employees' holidays, employment, income distribution, education and professional titles.

Two, adhere to improve the overall quality of employees as the top priority of the department's work, and constantly improve the core competitiveness of rural credit cooperatives. Improving the comprehensive quality of cadres and employees in the whole jurisdiction is the primary measure to adapt to the reform and development situation of rural credit cooperatives and realize sustainable development. This year, we have always regarded this work as a strategic measure. First, hold undergraduate correspondence classes, establish school-running relationships with Nanjing Agricultural University and University of Shanghai for Science and Technology respectively, organize and focus on the evaluation of "upgrading from junior college to undergraduate college", and strive to improve the cultural quality of managers and business backbones in the jurisdiction and enhance the cultural level of backbones. The number of referees has reached * *, and at present * * has been accepted. Second, continue to do a good job in the follow-up education of Nanjing Audit University, and encourage comrades who have obtained college diplomas to participate in follow-up courses. At present, * * people have passed all the exams. It is estimated that by 20xx 1 month, all comrades who have participated in the study can obtain college diplomas. Third, close contact with the actual business operation of rural credit cooperatives, and pay attention to improving the basic business knowledge and basic operational skills of front-line personnel. On the basis of formulating a relatively complete annual training plan, and in close cooperation with relevant departments, we held a series of business training courses such as "Credit Legal Knowledge", "Five-level Classification of Loans of Rural Credit Cooperatives", "Computer Integrated Online Business" and "Cash Management and Cashier Business". In order to improve the quality of training, professors from Nanjing Audit University were invited to give lectures at the Association twice, focusing on training members of the Association's leadership team, middle managers and all credit personnel, and achieved good results. All kinds of training courses are held throughout the year, starting from * *, and the number is not limited.

* * * era. Fourth, encourage cadres and workers to study on the job and take various professional and technical examinations. It has become a common practice for young employees in the whole area to take various self-study exams. Throughout the year, * * people obtained new academic qualifications and new technical titles at all levels.

The fifth article

According to the company's development planning and human resources work requirements, the human resources department will closely focus on the company's overall work guiding ideology and development planning, and combine the company's actual situation to fully complete the tasks assigned by the company.

First, correct thinking, blaze new trails and strive to create a new situation in human resources work.

According to the unified deployment of the company in *, the human resources department will clearly understand the situation, boldly innovate and constantly improve, and under the correct leadership of the general manager's office, do a good job in human resources management according to the guiding ideology and development goals of the company in *. Establish and improve the human resource management system, improve the formulation and implementation of employee recruitment, training, promotion and performance appraisal, and introduce and train talents. Make human resources work play its due role.

The second is to set the work target for * years to ensure the orderly development of human resources work.

To ensure the effective development of human resources work and play an important role in enterprises. In 2008, the human resources department will strictly follow the spirit of the document "*[*] 1" and earnestly implement all tasks assigned by the company. The specific work objectives are as follows:

1. Establish and improve the organizational structure of the company.

In *, the human resources department will reasonably establish and improve the organizational structure of the company according to the company's "Twelfth Five-Year Plan" and the development goals in *, and reasonably set up the organizational structure according to the actual situation and personnel structure of Xuwang Company, and increase or decrease the staffing of departments according to the requirements of the general manager's office, so that all departments can give full play to their due roles. Because the establishment of organizational structure is the basis of human resources work.

Foundation.

2. According to the organizational structure, prepare the post responsibility system and post target responsibility book of each department.

* In the middle school, the company will prepare the departmental responsibility system and post target responsibility book for each department and post, clarify and refine the post responsibilities and objectives and tasks, so as to assess and determine the post responsibilities and working materials of each department, and prepare the departmental target responsibility book according to the actual situation, so as to motivate and constrain the sense of responsibility and urgency of each manager and frontline staff. At the end of the year, the year-end assessment will be conducted according to the actual completion of the target responsibility book. The post responsibility system will be posted on the wall to understand the supervision of various departments and the internal assessment of the company.

3. According to the development requirements of the company, do a good job in employee recruitment.

* 2008 is the year of development and standardization of the company, and the human resources department will formulate and implement the recruitment of human resources of the company according to the development plan of the headquarters. Through various publicity channels, we will increase the publicity of the company's brand and talent introduction policies to organize the implementation of personnel recruitment, continue to implement the recruitment process controlled by store organizations and human resources departments, and increase the recruitment efforts. Carefully inspect and understand every applicant to ensure that every new employee is competent to complete the company's tasks. Introduce and absorb a large number of outstanding talents into the company.

4. Do a good job in training and tracking assessment of new employees.

* Now, the Human Resources Department will seriously organize and implement the training and follow-up assessment for new employees and managers. * In 2008, according to the overall situation of employees and the actual situation of the company, we will strengthen the training of employees' business skills, focusing on strengthening the first-level management personnel of department heads.

Staff training, comprehensively improve the management level and business skills of team leaders, and then adopt pre-job training and on-the-job "One Belt, One Belt" training methods to conduct comprehensive and systematic targeted training for employees, so that the overall business skills of our employees can be further improved. The human resources department will track and evaluate each manager and employee, and file their training status and performance status. Collect first-hand information for the company's reserve talents.

At the same time, excellent management talents and excellent employees will be sent to study abroad. Through this kind of study and training, let them see the advantages of other peers, find out their own gaps, and improve our own management level and business skills through learning.

5. Establish and improve the company's performance appraisal mechanism to stimulate the enthusiasm of employees.

The human resources department will formulate performance appraisal standards and implementation methods according to the company's annual work objectives, improve the performance appraisal process and materials, and issue performance appraisal forms to stores according to the actual situation of each store.

Performance evaluation process:

The establishment of performance appraisal system-the decomposition of appraisal indicators-the implementation of performance appraisal-the compilation of salary statements-year-end performance.

Evaluation summary-cash performance evaluation results.

Performance appraisal is mainly to improve and stimulate employees' subjective initiative and sense of responsibility by linking sales performance with employees' salaries, break egalitarianism, embody the principle of "distribution according to work" and truly realize "three differences". The salaries of managers and front-line employees are completely separated.

Step 6 plan

Human resource planning, training and reserving excellent management talents.

According to the company's development plan and talent demand, the human resources department will continuously cultivate and reserve all kinds of outstanding management talents to meet the needs of enterprise development. In *, the human resources department will focus on strengthening the recruitment and reserve of department heads and store managers, introducing and excavating talents through various channels, vigorously absorbing talents with management potential and operational potential, and constantly strengthening the training of existing excellent employees, establishing cooperative relations with some concerned talent companies, and seeking high-quality management talents through them.