2021 Human Resources Personal Work Summary for the First Half of the Year

The Human Resources Department is an important department of the company. In order to carry out the work smoothly in the second half of the year, it can review the work of the past six months to summarize and reflect. The following is the "2021 Human Resources Personal Work Summary for the First Half of the Year" compiled by me for everyone. It is for reference only. You are welcome to read it. 2021 Human Resources Personal Work Summary for the First Half of the Year

Half a year has quietly flowed through my fingers. Looking back at my work life in the first half of 2021, I feel what has happened to the company and the people around me this year. With the huge changes, our brand is improving rapidly, and the colleagues around us are also making continuous progress and striving towards the same goal. The new year is coming, and it also brings new challenges. As we prepare to welcome the new year with a new look, we also do not forget to review and summarize the efforts we have made in the past year. Here is a small summary of this year’s work:

Collect and manage the personnel files and other information of the company’s employees to make them more complete and maintain the integrity of the company’s files to ensure future Analytical work provides more accurate information. Because the file contents involved company-related secrets, I maintained a high degree of vigilance and a strong sense of conservatism during this period. Assist superiors to understand the status of human resources; fill in and analyze various personnel statistical reports. Provide accurate information for human resource planning efforts.

Responsible for managing employee labor contracts, handling labor employment and related procedures; so far, the signing of labor contracts has not been carried out particularly smoothly, mainly because the business staff of the Marketing Department are scattered and concentrated opportunities Fewer, they often come and go in a hurry, resulting in some business personnel still unable to sign labor contracts. We plan to seize the opportunity during the Chinese New Year to complete the contract signing work.

Manage employee attendance and leave management in conjunction with company policies and national regulations, and issue accurate attendance reports on a monthly basis. Among them, employee attendance is another difficulty. The company has implemented the card-swiping method at work for a year and a half. Because some employees have not been able to adapt to the new attendance method, the effect has not been very good.

This year, the Human Resources Department specifically reiterated the attendance issue and improved the attendance system after discussions with the technical staff of the General Management Department. However, due to the different nature of many jobs in the company, employees' working hours often need to be flexible. Despite the centralized management, it is still not possible to provide satisfactory attendance data. However, in order to prevent some employees from "exaggerating" and ending unfair attendance, the attendance system needs to be improved.

Execute various company rules and regulations and handle employee rewards and punishments; for some employees who do not abide by company rules and regulations, resulting in major mistakes or mistakes at work, the Human Resources Department will give them a penalty after careful investigation. Reasonable and fair administrative penalties were imposed, and the parties were provided with ideological education. This year *** about ten people received varying degrees of administrative penalties from the company, and all of them realized their mistakes.

The company fully considers the welfare of employees, and various welfare systems are gradually being implemented.

Manage promotional personnel. Promotional staff are an important part of the Wuyeshen market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to re-formulate the promotional personnel management system as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level to reserve more business talents for the company's future.

Assist in the specific work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers, tracking and implementing interviewers, etc.

Help establish Active employee relations, coordinating the relationship between employees and management, and assisting in organizing various activities for employees; in addition, with the guidance and help of department leaders, the employee attendance system, labor contract management measures and other related personnel systems were modified, Make it more humane and rational, in line with the company's "people-oriented" talent concept.

For individuals, the next important step is to strengthen their studies while working hard, and constantly improve their professional qualities, so that they can face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunities and do every job well. In 2021, the responsibilities of the Human Resources Department will be even heavier. The Human Resources Department must arrange and implement the work plan for the new year and let actual work performance speak for itself. Finally, I wish the company all the best in the new year and get better and better every year. 2021 Human Resources Personal Work Summary II for the First Half of the Year

In the first half of the year, the Municipal Human Resources and Social Security Bureau adhered to the main line of work of “people’s livelihood first, talent first”, focusing on promoting the conversion of old and new driving forces in the city, and focusing on the supply-side structure We have carried out comprehensive reforms, deepened reform and innovation, strengthened implementation services, and made new progress in various tasks.

1. Work situation in the first half of the year

(1) Make every effort to ensure a stable employment situation.

First, improve employment and entrepreneurship policies. We were the first in the country to introduce measures to prevent and control risks in employment and entrepreneurship policies, and to build a long-term management mechanism for risk prevention and control in employment and entrepreneurship policies. The Municipal Government General Office issued the "xx City Unemployment Forecast, Early Warning and Regulatory Emergency Work Implementation Plan" in accordance with the document No.

The second is to optimize public services for employment and entrepreneurship.

Establish a system to push the list of small and micro enterprises enjoying entrepreneurial policies, and promote fixed-point monitoring of enterprise employment. The first batch of seven municipal-level entrepreneurial incubation demonstration bases were selected, and the demonstration and leading role of entrepreneurship in driving employment has continued to increase.

The third is to strengthen vocational skills training. A pilot policy was introduced to provide subsidies for employment skills training in advance and then to subsidy, changing the "subsidy institution" to "direct subsidy to individuals". Promote the decentralization of primary and intermediate vocational skills assessment. Implemented a project to assist 10,000 people with skills and trained XX workers in the first half of the year.

The fourth is to coordinate the employment of key groups. The "Notice on Issues Concerning the Development of Grassroots Public Administration and Social Service Positions for College Students to Absorb the Employment of College Graduates" was issued to unblock grassroots employment growth channels for college graduates. Establish a college student employment service workstation and launch the fourth career competition to improve employment and entrepreneurship guidance and service capabilities. Carry out employment assistance month activities and increase the social security subsidy standards for employers who recruit people with employment difficulties and the subsidy benefits for employees in public welfare positions.

(2) Deepen the reform of the social security system.

First, steadily promote the reform of the pension insurance system in government agencies and institutions, and promote the pilot program of pension insurance for teachers in non-profit private schools with equal treatment as teachers in public schools.

The second is to take the lead in implementing the supplementary medical insurance system in the country. The number of special medicines and materials required for patients with serious and serious diseases has been expanded from XX to XX. The types of diseases covered and the insurance amount rank first in the country. In the first half of the year A fund of XX billion yuan will be paid for XX million insured patients. We are the first in the country to include the elderly with severe dementia in the scope of long-term care insurance, and more than XX elderly people with dementia have entered the "Dementia Zone" to enjoy humanized care.

The third is to improve the level of social insurance benefits. Improve residents' medical insurance benefits and maternity insurance fixed settlement standards for childbirth medical expenses. Continue to implement the policy of reducing fees and burdens.

The fourth is to strengthen the supervision of social security funds. Improve the transfer mechanism for suspected social security fraud cases. Promulgate opinions on strengthening social insurance audit work, internal control measures for social insurance agencies, and carry out special actions such as auditing social security payment bases and clearing social security payment arrears.

The fifth is to improve social security handling services. Promote the online settlement of medical insurance in different places, and increase the number of designated medical institutions for direct settlement of cross-provincial medical treatment to 28. Promote the construction industry to participate in the "Same Boat Plan" for work-related injury insurance. Complete the universal insurance registration plan.

(3) Deeply promote the reform of talent system and mechanism.

First, actively promote talent policy innovation. Study and formulate new talent introduction policies such as detailed implementation rules for top talent identification and reward funding, opinions on strengthening the implementation of the introduction of foreign talents under the new situation, interim measures for the employment management of foreign employees, and senior returnee introduction plans to optimize the city's environment for attracting talents.

The second is to increase efforts to cultivate high-level and high-skilled talents. Innovatively implemented the postdoctoral training and youth retention plan to improve the service level of high-level talents such as young academicians. In the first half of the year, 11 academicians of the two academies and scientists of equivalent levels were introduced. Experts recommended by our city were successfully selected into the seventh batch of the National XX Foreign Expert Project. The review of the Zhenchao Skills Award will be launched, the pilot program of "famous teachers and apprentices" and the new apprenticeship system will be promoted, and a new national-level demonstration base for training high-skilled talents will be added.

The third is to implement major special actions to attract talents. Focus on key functional areas and key industries, publish global announcements on the introduction of high-level marine talents, and organize the collection of high-level and highly skilled talents and project needs.

The fourth is to optimize talent services. A city-wide joint meeting system for talent services was established and more than 50 "service green cards" were issued to high-level talents. We will further advance the pilot program of “two certificates into one” for foreigners coming to China. The province’s first “Returnee Entrepreneurship College” was established. Launch and operate the International Human Resources Service Industrial Park, and promote the construction of innovation and entrepreneurship platforms such as the Innovation and Entrepreneurship Park for Academicians and Experts, the Doctoral Entrepreneurship Park, and the Entrepreneurship Park for Overseas Students.

(4) Steadyly promote the reform of the personnel system of government agencies and institutions.

First, promote the reform of the personnel management system. Preparations for the parallel pilot of civil servant positions and ranks will be carried out in an orderly manner. We further promoted the pilot appointment system for civil servants and completed the recruitment of the fourth batch of five positions in the first half of the year. Comprehensively launch the pilot reform of staff management in functional areas such as xx National Laboratory, xx Administration Bureau, and xxx Administration Bureau. The second batch of pilot reform of the staff system of public institutions was launched.

The second is to improve the examination and recruitment system. For the first time, pilot programs have been launched to recruit local outstanding talents for grassroots civil servants and target the recruitment of disabled people. Organized and completed the written examination and interview for civil service examination, and XX people entered the physical examination. Published public recruitment work procedures for public institutions and completed the recruitment of XX personnel for public institutions. Properly carry out military transfer and resettlement work.

The third is to strengthen assessment training. Promote full coverage of civil servants’ daily assessment. Establish a WeChat official account of "Serving the Public with Morality", launch training for civil servants at grassroots and basic positions in government agencies, and launch the creation of "Demonstration Posts for Serving the People" and "Professional Ethics Models".

(5) Strengthen the construction of harmonious labor relations.

First, strengthen macro-control of income distribution. Promote the reform of the compensation system for heads of state-owned enterprises. The minimum wage standards in the six districts and four cities were adjusted to XX yuan and XX yuan respectively.

The second is to properly carry out the diversion and resettlement of employees in relocated and reorganized enterprises. Guide seven relocated companies to formulate and implement employee diversion and resettlement plans, expand diversion and resettlement channels, and ensure that diversion and resettlement employees have employment prospects and a secure life.

The third is to strengthen labor rights protection systems.

Strengthen professional prevention and mediation of labor and personnel disputes, carry out special inspections on wage payment for migrant workers, and safeguard the legitimate rights and interests of workers. Make every effort to protect the rights and interests of retired soldiers in the human and social fields.

(6) Focus on improving the ability to serve the overall situation and serve people’s livelihood.

Focusing on promoting the implementation of major projects to convert old and new kinetic energy in the city, the "Work Plan for Deepening Reform and Innovation to Promote the Implementation of Major Projects to Convert Old and New Kinetic Energy" was issued, proposing reform and innovation measures in 17 aspects. Focusing on improving the level of public service and promoting the "standardization, informatization and integration" construction of human resources and social security, we will carry out grassroots platform precision service year activities. Promote in-depth online processing of government services, promote the "Smart People Society" mobile app, take the lead in launching a "face recognition" certification pilot, promote the social security handheld appointment system, and improve the effectiveness of convenient services.

2. Existing problems and work plans for the second half of the year

Currently, as the economic transformation and upgrading and the conversion of old and new driving forces have a deepening impact on employment, the city’s employment work is still facing increasing pressure on the total amount. pressure to reduce and structural contradictions become more prominent; affected by factors such as the intensification of population aging and adjustments to childbirth policies, the support capacity of social security funds faces greater challenges; in line with the new requirements for building a livable, happy and innovative international city, the city's total talent pool The talent structure and talent structure still need to be continuously improved and improved, and new breakthroughs are urgently needed in the introduction and training of "high-end, sophisticated" talents.

In the next step, the Municipal Human Resources and Social Security Bureau will thoroughly implement the spirit of the 12th Municipal Party Congress, focus on the goal of building a livable, happy and innovative international city, deepen reform and innovation, and secure people's livelihood. Bottom line, focus on the following tasks:

First, thoroughly implement the employment priority strategy. In the name of the municipal government, the "Opinions on Promoting the Conversion of Old and New Momentums to Improve Employment and Entrepreneurship in the Current and Future Periods" were issued, and the city's "Thirteenth Five-Year Plan" for employment promotion was released. Focus on the employment of key groups such as college graduates.

The second is to improve the social insurance system. Adjust pension and other benefits levels for retirees in accordance with national and provincial arrangements. Deeply implement the supplementary medical insurance system and the long-term care insurance system. Promote remote online settlement of medical insurance. Pilot outpatient co-ordination and outpatient major disease integration reform.

The third is to deepen the implementation of the reform of talent system and mechanism. Focusing on the need to convert old and new driving forces, we will accelerate the implementation of various talent gathering actions. Innovatively held a series of activities such as the 17th XX Conference and the XX Visit of Thousands of Doctors from Hundreds of Universities.

The fourth is to improve the personnel management system of government agencies and institutions. Launch a pilot project to parallelize civil servant positions and ranks. We will deepen the pilot reform of the staff system in functional areas and the staff system in public institutions.

The fifth is to maintain harmonious and stable labor relations. Implement the opinions of the Municipal Party Committee and the Municipal Government on building harmonious labor relations, build a "1+N" labor relations policy system, and further promote the construction of harmonious labor relations. 2021 Human Resources Personal Work Summary Three for the First Half of the Year

We have ushered in a new and exciting second half of 2021. I feel the tremendous changes that have taken place in the company and the people around me this year. Our brand is improving rapidly, and our colleagues around us are also making continuous progress and striving towards the same goal. The new year has arrived, and it also brings new challenges. As we prepare to welcome the new year with a new look, we also do not forget to review and summarize the efforts we have made in the past year.

It has been a year and a half since the establishment of the Human Resources Department. I am honored to have participated in the growth process of the Human Resources Department. From scratch, from the initial imperfections, it has slowly grown to what it is today. Mature. Since 2021, the team of the Human Resources Department has been slowly growing, professional talents have been introduced, and the professional level has been greatly improved. The human resources construction is gradually becoming standardized, and the functional roles are gradually being reflected. Company leaders are extremely concerned about the construction of the Human Resources Department, which is undoubtedly a great booster for colleagues in the Human Resources Department. In the past, everyone may have felt a little unfamiliar with the term "human resources" and wondered what the company's real intention was in setting up such a department. Through everyone's concerted efforts this year, we have gradually gained the recognition and support of the vast majority of people in all departments of the company.

Due to the shortage of manpower in the department in the first half of the year, some work could not really be carried out, and basic work has been done. Since Director Mo took office in the first half of this year, he has organized the work of the Human Resources Department and clarified everyone's responsibilities. Work responsibilities to make the division of labor more detailed

The work of this year is summarized as follows:

1. Collect and manage the personnel files and other information of the company’s employees

< p> Maintain the integrity of company files to ensure more accurate information for future analysis work. Because the file contents involved company-related secrets, I maintained a high degree of vigilance and a strong sense of conservatism during this period. Assist superiors to understand the status of human resources; fill in and analyze various personnel statistical reports. Provide accurate information for human resource planning efforts.

2. Responsible for managing employee labor contracts, handling labor employment and related procedures

So far, the signing of labor contracts has not been carried out particularly smoothly, mainly because the Marketing Department Business staff are scattered and have fewer opportunities to concentrate. They often come and go in a hurry, resulting in some business staff still not being able to sign labor contracts. We plan to seize the opportunity during the Chinese New Year to complete the contract signing work.

3. Manage employee attendance and leave management in conjunction with company systems and national regulations

Among them, employee attendance is another difficulty. The company has implemented the card-swiping method at work for a year and a half. Some employees have not been able to adapt to the new attendance method, so the results have not been very good. This year, the Human Resources Department specifically reiterated the issue of attendance, and improved the attendance system after discussions with the technical staff of the General Management Department. However, due to the different natures of many jobs in the company, employees' working hours often need to be flexibly managed, which is still not very good. Submit satisfactory attendance data, but in order to prevent some employees;

4. Implement various company rules and regulations

Handle employee rewards and punishments; for some employees who do not comply with company rules system, resulting in major errors or mistakes at work. After careful investigation, the Human Resources Department imposed reasonable and fair administrative penalties and provided ideological education to the parties involved. This year *** about ten people received varying degrees of administrative penalties from the company, and all of them realized their mistakes.

5. Since this year, the company has given full consideration to the welfare of employees, and various welfare systems are gradually being implemented.

For example, in the past, only marketing department personnel enjoyed the use of cigarettes for brand promotion. The headquarters has also been realized; it assists administrative department staff in planning and implementing birthday activities every month, enriching employees' spare time life; considering the safety and security of employees, the company has also purchased Ping An group accident insurance and medical insurance for all employees For other types of insurance, an employee accidentally fell and was injured during the insurance period. We promptly contacted the insurance company and applied for the corresponding technical training, which solved the employee's worries. These have greatly mobilized employees' work enthusiasm and thus played a role in motivating employees.

6. Management of promotional personnel

Since June this year, the Human Resources Department has been taking over the management of promotional personnel. Through data collection and analysis, it was found that although corresponding policies have been formulated Management system, but found that many markets do not strictly follow the system, are highly arbitrary, and have excessively high personnel growth rates. Promotional staff are an important part of the Wuyeshen market, and it is urgent to strengthen the management of the promotional team. In the next quarter, we plan to re-formulate the promotional personnel management system as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level to reserve more business talents for the company's future.

7. Help establish positive employee relations

Coordinate the relationship between employees and management, and assist in organizing various employee activities; in addition, with the guidance and help of department leaders, provide The attendance system, labor contract management measures and other related personnel systems have been modified to make them more humane and rational, in line with the company's people-oriented talent concept.

For individuals, the next important step is to strengthen their studies while working hard, and constantly improve their professional qualities, so that they can face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunities and do every job well. The responsibilities of the Human Resources Department will be even heavier in 2021. The Human Resources Department must arrange and implement the work plan for the new year and let actual work performance speak for itself.

Finally, I wish the company all the best in the new year and get better and better every year! 2021 Human Resources Personal Work Summary for the First Half of the Year 4

Looking back on 2021, the Human Resources Department, under the care and guidance of the company leaders, and with the active cooperation of various departments and service centers, conscientiously performed its functions and responsibilities, and basically completed various work tasks, but there are also many shortcomings and areas that need urgent improvement. Here, we will carefully summarize the achievements and shortcomings of the work in the first half of 2021, and lay the foundation for better carrying out the work in the second half of 2021. The following is a summary of my work:

1. Staff allocation

Currently, there are X functional departments and Multiple post configuration.

There are currently XX employees, including XX managers (including There are XX people over 25 years old and under 45 years old, with a college degree or above, X people as registered property managers, and X people with intermediate professional titles or above.

2. Employee Management

1. Recruitment Management

Establish recruitment channels suitable for the company. Spend XXX yuan to become a member of the Xinxiang Talent Network on Position; participate in on-site recruitment once.

Recruit and select people through various channels to basically meet the company’s employment needs. This year, we will recruit a total of XX employees (including X managers and XX operational staff).

2. Daily management

(1) Standardize and improve various work procedures such as employee entry, assessment, regularization, resignation, etc., and handle relevant procedures in a timely manner. At present, relevant daily personnel procedures can basically be carried out in an orderly manner according to regulations.

(2) Employee files are an information database that holds basic information about personnel. The files include files of current employees, files of resigned personnel, and files of applicants (storage and backup). The daily cleaning and supplementation of files of current employees are basically One person, one gear is realized. After completing the relevant procedures on time, the resigning personnel shall be promptly assigned to the resigning personnel files; the applicant files shall be organized and archived according to the position applied for according to the preliminary examination and employment needs, in case of future need; the employee files shall be classified and archived according to department projects; at the same time, Establish electronic information files for employees in the above categories to facilitate employee dynamic information management and inquiry.

(3) In accordance with the principles of confidentiality and standardization, the salary payment process will be improved on the original basis in June 2021. Calculate and approve wages promptly and accurately every month so that employees can receive their wages on time. As of June 20xx, a total of XXX yuan has been paid to employees, including XXX yuan for the functional departments of the headquarters, XXX yuan for the XX service center, and XXX yuan for the XX service center.

(4) Formulate and issue a "Human Resources Management Manual" to make daily personnel work more standardized and evidence-based.

(5) Complete other temporary tasks assigned by leaders in a timely and quality manner.

3. Existing deficiencies and improvement measures

(1) It is necessary to improve ideas in the recruitment and selection of new employees, and adjust recruitment plans and policies at any time according to the company’s manpower needs and talent market conditions. Recruitment strategies.

(2) The overall quality of employees needs to be improved. In this regard, the focus will be on recruitment in the future. While ensuring employment needs, we will gradually increase recruitment requirements and strive to recruit people with skills, education and quality. , personnel with management talents; secondly, training and improvement of existing personnel.

(3) In terms of retaining people: Due to the imperfect retention mechanism, the company’s employees are unable to stay at the current stage. In 2021, there will be XX people leaving of various types (XX managers, There are XX personnel at the operation level), among which the order officers have greater mobility. In future work, we will pay attention to the analysis of the reasons for employee resignation, prescribe appropriate remedies and formulate improvement measures.

(4) Performance appraisal and employee training: The Human Resources Department does not provide sufficient training and assessment for employees. The Operations Department is mainly responsible for the training of operating-level employees and the assessment of core management personnel. In future work, it must actively cooperate with the Operations Department in training and assessment work.

(5) There is a lack of professional knowledge in human resources and property industry. It is necessary to strengthen learning and combine the actual conditions of the industry to better carry out human resources management work.

(6) The ability to pioneer and innovate is not strong enough. In future work, we will strive to complete our job well while constantly adjusting our work ideas and improving working methods. We will strive to be pragmatic and at the same time keep our eyes open. We need to be more long-term, think more broadly, be proactive, pioneering and innovative.