The work plan of the department consists of five articles.

When the plan is made, the purpose will be clear and the quality and efficiency of work will be higher. The following are five articles about the work plan of the department that I have compiled for you, hoping to help you. Welcome to read the reference study!

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Work plan and measures

Departmental work plan 1

The human resources department was established at the same time as the company. During this month, the human resources team has made great progress and promotion, and also witnessed the growth of the company and the promotion of colleagues, which is inseparable from the guidance and care of the company leaders. Under the requirements of the company's overall environment, the human resources department will continue to put human resources work in place and become a loyal strategic partner of the company. Therefore, the future development direction of human resources in Chinese enterprises is the human resources management system based on competence. Performance management system combined with target management. Human resource work should realize three aspects of human resource management: standardization, standardization and professionalization. We will keep moving towards the goal! Now make a plan for the overall work in the next step:

I. Human resources planning

Human resource planning is a big concept, which was put forward in the early days of the company's establishment, but it has not been put into place. On the one hand, its own technology is not up to standard, on the other hand, the quality of enterprise personnel is not up to the level of participating in planning. The next step is to continue this work and actually build it. The main work is as follows:

1) Adjust and make the human resource structure chart under the guidance of enterprise strategy.

2) Evaluate the overall quality of existing core employees, determine the overall quality of employees, and cooperate with the post quality model to determine the areas that need to grow. Recently completed.

3) Evaluate the cost of the existing core personnel and make further overall planning.

Second, recruitment and selection.

Recruitment and selection is a very important and difficult link in human resources work. Because this module contains a lot of uncertainties, many enterprises can not achieve remarkable results in the real-time operation of this module. So how to do a good job in recruitment? We need to improve in the following aspects:

1. Fully implement structured interviews to improve the professionalism of recruitment and selection. Professionalism directly reflects the degree of standardization of enterprises, and also directly affects the recruitment effect and reputation of enterprises. Therefore, in the next stage, human resources should become another powerful window for company publicity and contribute to establishing a good company image.

2. Increase the number of recruits and cultivate the second echelon of human resources department.

3. Strengthening the construction of quality model has aroused widespread concern. In the next two months, the quality models of major posts in various departments will be fully established, laying a solid foundation for recruitment and selection.

4. Introduce new evaluation software, strengthen the evaluation of new employees, fully cooperate with structured interviews, and improve the overall scientific and professional degree of recruitment and selection.

5. Train one or two recruiters in each department to participate in the daily interview of human resources, strengthen the cooperation of recruitment and improve the recruitment efficiency. To expand the recruitment methods, we can consider special recruitment, such as quality control technicians directly going to the school to sign contracts for cooperation, and excellent security personnel can directly contact the army to recruit veterans (on the basis of considering whether it will bring corporate risks to enterprises) and so on.

Three. Training and development

On the one hand, the purpose of training is to improve the quality of internal staff and enhance the overall team strength, on the other hand, it is to exercise the echelon and improve the company's ability to resist risks. Based on these two purposes and the company's current human resources situation, the training direction should be to improve the comprehensive quality of existing core personnel, clarify the training ladder, rationally plan the training cost, strengthen the training evaluation and track the training effect, and initially formulate several directions for the company's next training:

1. Systematize training and establish a competency-based training system.

2. Establish an internal trainer system.

3, training evaluation in place, tracking in time.

4. Step by step training.

Let's talk about the systematic operation of training. Training management system, like performance management system, is full participation, and performance management assessment is not the whole of performance management, but only a point. The arrangement, implementation and evaluation of training are only the key points of training system, which consists of a series of behaviors such as the establishment of competency model, the design of training system, the control and grasp during training, and the follow-up and implementation after training. Secondly, establish an internal trainer system. Since the establishment of the company, under the initiative of the leaders, the human resources department has been paying attention to the training and excavation of internal trainers, including the establishment of corporate culture groups and participation in market system speeches, which are helpful for the excavation of internal trainers. The external training of an enterprise is only a part of its strength, so it is wise to fully tap its internal resources and use its internal professional advantages to enhance its internal combat effectiveness. The establishment of the internal trainer system is expected to be carried out as follows:

1) Determine which modules the internal trainer needs to attend and which courses the internal trainer can teach at present.

2) Improve the internal trainer system. The existing training system has mentioned how to reward internal training, but the incentive effect is not obvious. Secondly, the internal trainer is unprofessional and has no corresponding detailed assessment system. If the internal trainer system is established, we must first improve the system. This work is expected to be completed in March.

3) Announce the recruitment of internal trainers throughout the company. It is expected to be completed in April.

4) Cultivate and train internal trainers for a long time, and give them a good growth atmosphere and help.

5) Conduct single and multiple assessments and annual assessments, selection and commendation of internal trainers.

6) It is expected that the appointment system of internal trainers will be realized next year.

Thirdly, talk about training evaluation in place and timely tracking. As mentioned above, the training management system, like the assessment management system, is managed and participated by all staff, so the training assessment is not only done by the human resources department, but also supervised by all departments for a long time. The principle of course arrangement is: overseas training at the deputy manager level shall be no less than 1-2 times, and overseas training at the manager level shall be no less than 5 times a year. Internal training is not limited, and overall arrangements are made as needed.

Fourth, salary and benefits.

Although our salary system has just been put into operation, it is found through investigation that the operation is satisfactory, and in most cases, the operation is relatively stable. It shows that there are not many loopholes in the design of salary system, but it needs to be improved. The next step to be improved is:

(1) It is suggested that the title of seniority salary be changed to "contribution seniority salary" to avoid conflict with relevant state regulations. But also can reflect the company's salary advantage.

(2) From the external analysis, due to the special reasons of national statistics, the average wage level in Kaifeng is not worth referring to. But as far as I know, our company's wages at all levels are not competitive when competing with foreign companies and monopoly enterprises, and the welfare is not competitive when competing with state-owned enterprises. Salary is slightly competitive when private enterprises of the same scale compete, but welfare is not competitive, and salary is more competitive than the same industry. To a certain extent, this also determines that our talent introduction strategy should not focus on excellent and excellent people, but should pay more attention to those who are suitable for us, those who are not necessarily excellent, but can get 70 points in the demand for a position, even those who have only potential. These people can accompany the enterprise to grow and have better loyalty. With the growth of the enterprise, these people will eventually become the mainstay of the enterprise. Therefore, in the next talent strategy, we pay more attention not to recruiting high-end talents, but to recruiting people with potential, potential and good professionalism to form the first, second and even third echelon of the enterprise.

Therefore, in the 20__ year salary strategy, it is suggested that the company pay more attention to the improvement of welfare and improve the welfare level of core employees on the basis of the company's ability. For example, the scope of shares is extended to the supervisor level, because employees and technical employees above the supervisor level are still the core employees of our company. How loyal these people are to the company and how centripetal force they are will directly affect the long-term development of the company. In the formation of personnel echelon in the future, some excellent supervisors with management potential will also serve as the first or second echelon of middle managers to reserve talents.

Verb (abbreviation of verb) performance management

The performance management system includes eight modules and eight steps, including preparation before implementation, strategic planning, departmental planning and budgeting, performance planning, performance control, performance evaluation, performance communication and application of evaluation results. Every step during this period contains rich work content. As for performance management, the company should repeat these eight steps every year before it can be called performance management. Our current work involves every module and has been applied in every module. Under the leadership of the general manager, the human resources department has gradually embarked on the track of performance management. At present, our main job is to further refine performance management, enrich the application of performance appraisal results, and make performance management really play an auxiliary role in enterprise operation.

Departmental work plan 2

After 20__ years and one year's efforts, all the colleagues in the engineering department have completed all the tasks, which have been affirmed by the company leaders. Honor is hard-won, but the remaining workload is very heavy. This year is a crucial year for "ensuring traffic". The central task of the Engineering Department this year is to ensure the smooth opening of Yonglan expressway at the end of the year. While ensuring the opening of expressway to traffic and grasping the progress, we must never relax the quality and safety of the project, and grasp the progress with quality and safety. According to the actual situation of the engineering department, we have made the following annual plans:

First, strengthen team building and improve service level.

1, strengthen internal communication and enhance the combat effectiveness of the department.

A good team is first of all a team with strong discipline and execution, and it is not relaxed to complete the set tasks on time.

(1) It is necessary to improve the cohesion of departmental people, carry out more collective activities such as entertainment and sports, make great efforts to build departmental teams, and strive for more humanized management. Department managers and deputy managers should keep abreast of engineers' ideological trends and difficulties, communicate with engineers more, understand engineers' difficulties, do their ideological work well in time, adhere to principles, and prevent overstaffing.

(2) Division of labor and cooperation, strengthen internal communication, create a good working atmosphere, encourage and advocate different opinions, carry forward the spirit of unity and cooperation, define departmental goals and personal work goals, carry out work in a planned and orderly manner, and properly handle the contradiction between departmental work and post work with the company's goals as the guide.

2, carry forward the spirit of unity and cooperation, strengthen the service thought, improve the service level.

The engineering department should establish the concept that all builders of Yonglan Expressway are "family", strengthen communication and exchanges with other departments of the company, construction units (at all levels), supervision units, local governments and departments, give play to the personality charm of engineers, be familiar with the characteristics, abilities and adaptability of colleagues, and communicate with colleagues frequently to create a good working atmosphere. We are required to establish the overall concept, establish the idea of serving the construction, emphasize the spirit of professionalism and hard work, regard the whole construction of Yonglan Expressway as a big team, and unify thoughts, understanding, goals and actions.

Second, strengthen the proactive work style and improve work efficiency.

1, the pipeline engineer should focus on the big goal of "ensuring traffic", continue to serve the construction ideas, and deal with problems in time at the construction site without delay. Involving other departments, we need to take the lead and actively cooperate to do the work ahead.

2. Continue to strengthen the consciousness of strict management and enthusiastic service of every engineer, avoid the negative working attitude of waiting, relying on and procrastinating, regard the project as their own responsibility, strengthen their self-awareness, be strict with themselves, pursue perfection, set an example and establish a good professional image; Maintain a good work attitude and service awareness, work hard, be dedicated and pragmatic, and dare to take responsibility.

3. Be proactive, conscientious and responsible, complete the tasks assigned by superiors with high quality and efficiency, ask for instructions and report in time when encountering problems, feedback and improve in time when finding problems, implement and track the work in time, and upload and issue quickly and accurately. Actively follow up and implement their respective tasks and give timely feedback, strengthen their sense of responsibility and dedication, give play to everyone's ability, and maximize their own life value.

Three, do a good job in daily work, strengthen learning, and constantly improve the level of business management.

1. All professional projects are fully rolled out. All staff should strengthen the study of knowledge of various professions (subgrade, bridge, tunnel, pavement, housing construction, electromechanical, traffic safety engineering), learn from each other among engineers, improve their professional quality, and become a qualified engineer in charge of the industry with strong comprehensive ability. Strive for the support of the company's leaders and organize visits, inspections and studies on other excellent projects.

2, the engineer should try to go to the site inspection, grasp the progress, quality and safety, patrol the site for not less than 3 days a week.

3, timely find, reflect and solve the problems on site, earnestly do a good job in the construction log, weekly quality problem summary and the countersign of the site change plan.

4. According to the progress of the inverted row, supervise the progress of pavement, house construction and electromechanical engineering every month. Analyze the progress problem in time and try to solve the progress problem for the construction unit. Before 25th of each month, timely complete the progress review and statistical report within the scope of each responsibility section. According to the daily situation of the construction site, the pipeline engineer carefully verifies the inverted construction period evaluation form reported by the construction unit, and should pay special attention to the special situation that non-key points become the constraints to control the construction period for various reasons. If any major discrepancy is found, it should be reported in time, and if there is any good idea to shorten the construction period, it should also be put forward in time.

5. Master the crossover operation of various engineering interfaces. This year is a year when civil engineering is fully completed, and pavement, housing construction, electromechanical and traffic safety projects are comprehensively tackled. The task is arduous and the construction period is stressful. Ensuring the progress and quality of the project is a severe challenge for the engineering department. It is necessary to plan ahead, make overall consideration, guide and help the construction unit to sort out the cross operation of each interface, and prevent confusion due to war and forgetting because of things.

6, timely deal with local water system, road system and other legacy problems, clean up local contradictions, leaving no tail.

Departmental work plan 3

The past year has been an extraordinary year. Our Xinlong No.12 Engineering Office conscientiously implements the company's work deployment, overcomes difficulties and meets challenges. Under the unfavorable conditions of bad weather in the first half of the year, general personnel flow, high temperature and hot summer in the second half of the year and heavy work tasks, all the tasks set by the company were fully completed.

_ _ year is a crucial year for the company's development to a new level, and it is also a crucial year for us to face the pressure of heavy production tasks and severe challenges. Combined with the actual situation of the company, put forward the overall goal and production task of the work in _ _ _ _ _, and make a scientific and reasonable work plan.

I. Safety in production

Safety is the primary requirement of power production and the foundation of the company's development. Safety is the eternal theme of electric power enterprises. We should always adhere to the policy of "safety first, prevention first" and conscientiously implement the responsibility system for production safety. Hold the weekly meeting of safety team on time, vigorously carry out publicity and education, let employees know the importance of safety from the height of life safety, consciously care for life, family and enterprise, so as to keep the alarm ringing and improve their awareness of prevention. Seriously study all kinds of documents of State Grid Corporation, Jiande Bureau and Xinlong Company, pay close attention to safety work in combination with "three don't happen" and "nine must", and always ensure that the work tasks are completed under the premise of safety.

Second, two votes and three systems.

Strictly implement the "two votes" work system, regardless of the complexity of the task and the size of the work, we must hold tickets. First, do a good job of on-site investigation before work, find out dangerous points and unsafe factors, and always keep the work site in a "controllable, controllable and controlled" state. Second, seriously hold each pre-shift meeting, and the "three inspections and three inspections" are clear and detailed. When making disclosure, every employee must be clear about his work tasks, dangerous points and preventive measures. Third, summing up afterwards, summing up the shortcomings and potential safety hazards in the work.

Third, materials and data management.

To establish a serious and responsible material manager, it is necessary to know the incoming and outgoing materials every day. The warehouse must have a clear ledger, a list of incoming and outgoing materials, and report all kinds of materials reasonably. After the project is completed, the inventory warehouse and waste materials will be registered and submitted to the bureau warehouse immediately. Never make a false report or conceal it.

Get the design book and three tests and one press before starting work, study hard, discharge the work plan every month, and arrange the daily work tasks reasonably. After the project is over, submit all kinds of relevant materials in time and keep the roots.

Fourth, strengthen communication and serve the people.

Strengthen exchanges and communication with main businesses such as power supply station and distribution work area. The transformation and construction within its scope. Power outage must issue a power outage contact list in advance, so as to notify in advance and prepare in advance.

In the construction, arrange wiring and bracket installation scientifically and reasonably, avoid unnecessary troubles and quarrels with users, and patiently and meticulously explain to users that 100% quality service must be achieved.

Verb (abbreviation for verb) cares about employees and works hard.

Seriously convey the spirit of the company and all meetings, so that they can understand and understand the company's situation, always care about the lives of employees, and improve the enthusiasm of employees. Especially for new employees, old employees and old masters who have just entered the company, we should take the lead, take good care of our young apprentices, be strict in work and care wholeheartedly in life, so that new employees can make great strides in their work, master all the work and become the backbone of the company. Let everyone, a part of the whole engineering department, feel that Xinlong Company is a big family and the engineering department is a small family.

The glory of _ _ has gone down in history. Under the correct leadership of the company, let's carry forward the entrepreneurial spirit of Xinlong people who are not afraid of difficulties and hardships, strengthen confidence in dealing with market challenges with a more enterprising spirit and a stronger sense of responsibility and mission, face difficulties, turn pressure into motivation, turn challenges into opportunities, calmly deal with challenges, and continue to write Xinlong Company with a serious and pragmatic work style and innovative work concept. Finally, I believe that under the leadership of the company, our twelfth engineering department will be able to successfully complete the work goal of _ _ _ and give the company a satisfactory answer sheet.

Departmental work plan 4

I. Daily work

1. Complete the salary verification after the introduction of teaching staff in 20nn and the salary determination of new employees in 20nn.

2. Complete the reporting of 20nn teachers' intermediate titles.

3. Further improve the management and follow-up work of personnel agency after the implementation of the employment contract system.

4. Complete the retirement procedures of three retired faculty members.

5. Maintain personnel system and report information.

6. Complete the statistical report of monthly personnel salary report and 20nn annual report in the third and fourth quarters.

7, do a good job in all kinds of wages, all kinds of performance pay calculation.

8. Cooperate with the school to carry out the 20nn annual assessment. Complete the school security work.

9. Cooperate with the Party branch to complete the retirement meeting and family planning work.

10, organize employee personnel files.

1 1, and do a good job in the daily management of personnel.

Second, team building.

1. Further improve the information base of all kinds of technical personnel in the school, and conduct classified dynamic tracking management for all kinds of personnel.

2. Further optimize the structure of school staff. According to the "Requirements for Open Recruitment of Staff in Public Institutions", the entrance should be well controlled, and the examination, testing and follow-up training of imported personnel should be strengthened; According to the actual situation of our school, effectively and reasonably allocate all kinds of personnel in our school; Improve the quality of all kinds of personnel in our school through various trainings.

3, combined with further deepening the reform of personnel system, to further strengthen the school employment contract management and post management.

Third, the key work

20nn Combined with the further deepening of the salary system reform in Shanghai public institutions and the promulgation of detailed rules for post setting in educational institutions, the post setting in schools is standardized according to the reform requirements, post management is strengthened, and the post structure ratio of technical personnel in schools is improved according to the requirements.

Fourth, as a personnel management department, we should constantly learn and improve our ideas, improve the management level of human resources in schools and improve the timeliness of doing things.

Departmental work plan 5

1。 Adjustment of the overall planning of the township and preparation of the regulatory detailed planning of the eastern part of the township: make an inquiry to the design unit, sign a design contract and start the design.

2。 Assist villages and towns to start planning.

3。 Complete the construction drawing design and project budget for the reconstruction of streets and lanes in county towns and market towns, the external decoration of buildings along the street, the laying of colored bricks in important areas and the hard coverage between buildings in residential areas.

4。 Coordinate and urge Anda to plan and implement the five-star hotel in Dayanchang.

5。 To assist towns and villages in compiling the renovation plan of construction of the village in the new countryside.

6。 Examination and approval of construction project planning: coordinate villages and towns to complete rural residents' housing planning and site selection.

7。 Coordinate Anda to continue to do a good job in the reconstruction and construction of the low-lying area of the three-disc roll.

8。 Urban construction archives work: the archives of the 6 th, 7 th and 8 th buildings raised by Liutiao people in Guanglu Township are arranged and filed.

9。 Formulate evaluation methods for township land resources and planning and construction (the planning department is responsible for the part).

Key work research: reconstruction of streets and lanes in counties and towns, exterior decoration works of buildings along the street, and hard covering works between buildings in residential areas.

Five related clauses in the departmental work plan:

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