How to write the speech of the human resources department at the symposium of the marketing department?

Leaders and colleagues: Good morning!

I am very glad to have this opportunity to speak to the conference on behalf of the human resources department. First of all, on behalf of the Human Resources Department, I would like to express my most sincere thanks to all the colleagues who have worked hard for the construction of magnesium industry, and to all the leaders and colleagues who have always supported and cared about the work of our Human Resources Department.

In the past two years, as a member of the organizational structure of magnesium industry, human resources department has developed step by step with the construction of magnesium industry. Since its establishment, it has always adhered to and implemented the strategic deployment of the group company and the high standards and strict requirements of the company leaders. With the work style of taking on departmental responsibilities, being good at learning from others, being brave in innovation, and being united and cooperative, with the trust and support of company leaders and departments, and with the joint efforts of department members, at present, the organizational control plan and human resource management system of the human resources department have been initially established, and subsequent constructions are still closely following the development pace of magnesium industry and are being planned and enriched step by step. Here is a brief introduction to the responsibilities of the Human Resources Department and its future work prospects:

I. Responsibilities of Human Resources Department

Macroscopically speaking, under the leadership of the general manager, the human resources department of magnesium industry is a department that comprehensively manages the resources formed by all kinds of personnel in the enterprise by operating six modules of human resources recruitment and allocation, training and development, salary and welfare management, performance appraisal management, human resources planning and employee relationship management according to the company's strategic decision-making and employment needs. The purpose is to create a good environment for the company to recruit, cultivate, develop and select talents, and improve the performance of the whole organization by improving the personal performance of employees, thus ensuring the realization of the overall goal of the company and the long-term sustainable development of the company and its employees. The responsibilities of specific departments are as follows:

1, human resource recruitment and distribution

Formulate and optimize the company's recruitment system and implement it. Interview and screen the personnel in the recruitment position according to the procedure, and recruit qualified talents for the company. Establish and improve the company's various recruitment channels, reserve all kinds of talent information, and meet the company's various talent needs in time.

2. Training and development of human resources

Formulate and optimize the company's human resources training and development system and implement it. Investigate the training needs according to procedures, prepare the company's monthly and annual training plans, organize the implementation of employee induction training and corporate culture training, and organize production departments and technical departments to conduct safety education and job skills training for front-line employees. Form an in-depth training evaluation report for training, provide a basis for all kinds of students to set posts and salaries, and provide guidance for improving training and enhancing the level of human resources development.

3. Salary and welfare management

Formulate and optimize the company's salary and welfare system and implement it. Conduct salary survey every year, collect and analyze the salary information and constructive salary system of local and surrounding enterprises in time, and ensure that the salary scheme formulated is incentive and in line with the actual situation of enterprises. Be responsible for post salary suggestions during probation, formal employment, normal salary adjustment and post adjustment, and assist department heads to form salary grade evaluations and suggestions that are in line with employees' actual positions according to their morality, ability, diligence and performance, and implement them after being approved by the general manager.

4. Performance management

Formulate and optimize the company performance appraisal system and implement it. Carry out performance appraisal, reasonably adjust the salary and bonus distribution of the company's employees according to the assessment results, guide the salary and bonus distribution of the front-line employees in production, and provide basis and continuous motivation for all departments to standardize management, rationalize business processes, and improve and improve the overall operating efficiency of the company.

5. Human resource planning

According to the company's development strategy, assist the company to organize human resources strategic planning, and provide valuable suggestions and information support for the company's personnel decision-making according to the needs of company leaders. Submit the work plan and rationalization proposal of human resources to the general manager for decision-making reference.

6. Employee relationship management

Formulate and optimize the employee relationship system and build corporate culture. Improve the comprehensive quality of managers, urge the heads of various departments to handle conflicts and contradictions between departments from the perspective of human resources, conduct questionnaires on employee relations from time to time, and promptly accept and solve various contradictions and disputes and suggestions on human resources put forward by employees. In combination with the company's reality, deepen and publicize the company's corporate culture, and implement the corporate culture into the enterprise management system and management norms. Second, the future work prospects of this department

1. Focusing on the initially established human resource management scheme and management system, with enriching the management scheme, optimizing the management system and improving the process standards as the core, we will continue to build a human resource management platform that is more suitable for the development of magnesium industry, making the human resource management of magnesium industry more concise, humanized and efficient, and forming a highly respected human resource brand with certain influence among enterprises in Qichun Development Zone and even enterprises around Qichun.

2. Continue to build and implement a corporate culture that adapts to the management mode of Gaode Magnesium Industry, strengthen the construction of employee relations, help employees make career plans, establish correct values, and truly form a good corporate culture environment that adapts to the long-term development of employees, so that employees can feel happy at work.

3. Further optimize the performance appraisal system in stages to improve the performance of the whole enterprise by improving the performance of individuals and departments. Relying on the improvement of the efficiency of the whole enterprise, the overall salary and welfare level of employees will be improved in stages, thus encouraging employees to work hard for the company's development, increasing the company's economic benefits and forming a virtuous circle.

4. Further strengthen the training and development of human resources, train, discover and select talents for the company, formulate the long-term development plan of the company's talent echelon, and provide talent protection for the goal of establishing a century-old morality.

5. Strive to go deep into the front line of production, communicate and coordinate with relevant business departments, timely understand and master the dynamics of production and all aspects of the company, make suggestions for the development of the company, and be the staff and assistant of the leaders.

Looking back on the past, we are full of lofty sentiments and looking forward to the future, and we are still persistent. The human resources department will further improve its service awareness and management level and earnestly perform its duties. With the care and support of the leaders and all colleagues of the group company and magnesium company, the work of the human resources department will be better, and the tomorrow of Gaode magnesium industry will be more exciting!

Thank you!

Human resources department