Annual work summary and annual plan of human resources department

Annual work summary and annual plan of human resources department

A period of work ended inadvertently. During this period, I believe everyone faces many challenges and gains a lot of growth. Let's sum it up and write it down in the work summary. Presumably, many people are worried about how to write a good work summary. The following is the annual work summary and annual plan of the human resources department I collected. Welcome to share.

Annual Work Summary and Annual Plan of the Human Resources Department 1 According to the work situation and shortcomings this year, combined with the current development situation and future trend of the company, the Human Resources Department plans to carry out 200x work in ten aspects:

1. Further improve the organizational structure of the company, clarify and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within three years, and ensure the company to operate under the existing organizational structure.

2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete the daily recruitment and distribution of human resources.

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

5. 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 enterprise cohesion.

6. On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, improve the performance appraisal system and run it normally, and link it with salary. So as to improve the authority and effectiveness of performance appraisal.

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

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. 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.

10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

Precautions:

1, human resources work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the target completion.

2, human resources work for a growing company, is a very important basic work, at the same time also need the company up and down in Qi Xin, all departments cooperate with * * * to do a lot of projects, therefore, it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it.

3. This work objective is only the basic document of the Human Resources Department for the whole year of 20xx, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, the specific plans, schemes, systems and forms of each target project will be implemented according to the company's adjusted goals.

Annual Work Summary and Annual Plan of the Human Resources Department Part II According to the overall goal and strategic planning of the company in 20xx, aiming at the problems and deficiencies existing in the work in 20xx, the work of the Human Resources Department in 20xx is mainly to establish and improve the human resource management system, personnel training and development system and people-oriented corporate culture system.

First, improve the human resource management system.

1, improve the organizational structure of the company. Based on the organizational structure, clarify the job responsibilities of each department and position, sort out the personnel of each department, and subdivide the overall goal of the company, so that everyone is responsible and has indicators, and the workload of each position is saturated, so as to improve work efficiency and avoid overstaffing.

2, establish and improve the system, improve the business process, the business process of each department must be clearly defined, strictly enforced, to avoid buck passing and unnecessary departmental contradictions.

Second, recruitment work

1. Publicize the company's corporate culture and advantages from all personnel, channels and networks, and apply for the Hang Seng photo frame link from the online recruitment website to increase the click-through rate and improve brand awareness.

2. Expand new online recruitment channels, stop using the unsatisfactory xx talent network and join the national furniture talent network to ensure the recruitment of management and professional talents.

3. We should strengthen the talent interview, increase the personality test and reduce the turnover rate, especially in the general environment of our company. If a new person comes in without good pressure resistance, it is impossible to keep him. The previous recruitment of reserve cadres is an example, as are Li xx and Liu xx.

Third, the training work

The most effective management is training. People are the same, and everything is the same. When people change, everything will change. If the reform of an enterprise is not supported by more than 50% cadres, it is doomed to failure. Our company's talent pool has reached a precarious position. If enterprises want to break through the bottleneck, they must introduce new talents. If it can't bring in new talents, then some management must change their minds. To develop an enterprise, it is not feasible to rely solely on the boss's advanced ideas. So 20xx training is the key.

1. Each department formulates an annual training plan, and the Human Resources Department summarizes and formulates the annual plan and strictly implements it.

2. The training of department management bears the brunt, and the concept must be changed, in line with the boss's idea, in step, and implemented without discount. Every department manager will be trained as a lecturer, and an organization of continuous learning and progress will be established.

3. Staff training to strengthen the infusion of corporate culture awareness, quality awareness and safety awareness training. Many production safety accidents in previous years were caused by lack of safety awareness and violation of safety operation planning.

4, standardize career development channels, so that capable employees can see a bright future.

Fourth, pay performance.

1, Yiyang city, July 20xx1-June 30, 20xx. The minimum wage is 950 yuan/month, and the hourly wage is 9.5 yuan/hour.

2. Gradually explore a 360-degree comprehensive assessment based on job responsibilities in performance appraisal.

3. Logistics salary comparison (20xx years): type of work

Name: security guard, kitchen cleaner, chef driver, our company and other enterprises.

Verb (abbreviation for verb) Employee relations:

Strengthen employee management, reasonably reduce the burden on enterprises, and effectively avoid employment risks. With the gradual promotion of the labor contract law, the legal employment of enterprises has become a focus of human resources.

Six, corporate culture:

1. Clarify the concept system of corporate culture and strengthen publicity. Only by establishing a strong corporate culture can we have a strong cohesion, a loyal, United and hard-working team and a century-old foundation be established.

2. Run the 20xx Spring Festival Gala well.

3. Organize an outdoor tourism activity (expansion activity), hold a table tennis game or a chess game/tractor (poker) game, and change the form of birthday gift distribution.

Seven, 20xx annual human resources department main expenses budget control:

1. Recruitment expenses: xx yuan for the municipal talent market, xx yuan for Yiyang human resources network, xx yuan for JJ furniture talent network and xx yuan for large-scale job fairs.

2. Corporate culture promotion: xx yuan.

3. Training fee: xx yuan (external training of all departments).

4. Outdoor tourism (expansion activities): xx yuan.

5. Spring Festival Evening: xx yuan.

6. Salary of Human Resources Department: xx million yuan.

Total: xx million yuan

Eight, some suggestions:

1. Attaching importance to the construction of corporate culture, strengthening the training of core management teams, unifying management concepts, improving execution, integrating core management concepts and improving quality are the keys to 20xx's work;

2. Formulate a clear organizational structure, improve the job descriptions of each position, set the number of personnel and positions in each department, reduce labor costs, improve work efficiency, and avoid overstaffed institutions and overstaffed people;

3. The Finance Department issues the quarterly cost analysis table of each department every quarter to facilitate the financial analysis of each department, so that each department can make plans, carry out financial control and reduce management costs;

4. Pay attention to channel construction in marketing, develop regional distributors, strengthen the management of distributors, strengthen the management and support of major customers, and determine the direction of the company's flagship products;

20xx years have passed, and I have accumulated work experience. Only when you have an epiphany and find out the problems and deficiencies in your work can you make continuous progress. 20xx has a long way to go, and will closely focus on the company's overall goals and departmental work plans, so that the work of the human resources department will develop in the direction of institutionalization, organization and standardization, and make a contribution to the company's leap in 20xx!

The third part of the annual work summary and annual plan of the Human Resources Department is to cooperate with the company to fully implement and realize the xx annual sales target and strengthen the planning of the company's human resources work. According to the overall development plan of the year and the current work situation of the company, the Human Resources Department has formulated the annual work target of human resources, which is now reported to the general manager of the company for approval. The Human Resources Department plans to carry out the annual work of xx from the following aspects:

The construction of organizational structure determines the development direction of enterprises. In view of this, the human resources department should first complete the improvement of the company's organizational structure. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, the scientific organizational structure of the company is formulated, and the rights and responsibilities of various functional departments are determined and distinguished, so that the responsibilities of various departments and positions are clear and clear, and there is no blank and overlap. The organizational structure is scientifically applied to ensure the good operation, standardized development and sustainable development of the company's operations within the existing organizational structure.

(1) specific embodiment:

1, xx years ago 15 to complete the rationality investigation of the company's organizational structure and staffing;

2. Complete the draft organizational structure design of the company before March 20th, solicit opinions from all departments, and submit it to the General Manager for review and modification;

3. Complete the organization chart of the company, the organization chart of each department, and the staffing plan of the company before March 3 1. Each department cooperates with the structure to determine the job description and workflow of the department. The human resources department is responsible for filing.

(2), matters needing attention:

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, unbalanced workload, increased workflow links, mutual buck-passing, overstaffed personnel, decreased overall efficiency of the organization, and will also hinder the development of the company.

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as well as the establishment of departments and staffing.

(three) matters and departments that need support and cooperation in the process of achieving the goal:

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the publication of the draft organizational structure, all departments should be invited to review and put forward valuable opinions, which must be finally decided by the company leaders.

Post analysis is one of the bases for the company to set up posts, adjust the organizational structure and determine the salary of each post. Through post analysis, we can not only understand the qualifications and work contents of each post in the company, but also make the work distribution, work connection and workflow design of each department more accurate. We can also help the company understand the comprehensive work elements of each department and post, adjust the organizational structure of the company and departments in time, and expand and contract the establishment. You can also comprehensively consider the workload, contribution value and degree of responsibility of each position through position analysis, which provides a good foundation for formulating a scientific and reasonable salary system. Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

(1) specific embodiment:

Complete the company's post analysis plan before the end of March/.xx, and determine the post investigation items and methods, such as the main work contents, work behaviors and responsibilities, forms, tools and machines that must be used, performance appraisal standards for each work content, working environment and time, all requirements of each post for the post personnel, and the current salary status of the post personnel, etc. The human resources department ensures that the scheme is as detailed as possible and the table design is reasonable and effective.

2. Complete the basic information collection of position analysis in April of 2.xx. At the beginning of April, the Human Resources Department distributed a job information questionnaire to every employee in each department. Complete the summary work before April 15. Complete the draft position analysis of the company before April 30th.

3. Before April 30th of xx every year, the Human Resources Department submits the detailed analysis data of each position of the company to the company, and submits it to the managers of all departments for revision. After revision, it will be summarized and submitted for review and filing as the basic data of the company's human resources strategic planning.

(2) Matters needing attention in target implementation:

1. As the basic work of strategic human resource management, position analysis should be accurate and informative in the process of information collection. Therefore, the human resources department should pay attention to the ideological mobilization of employees when carrying out this work, and strive for the full cooperation of all departments and every employee to achieve the expected results.

2. The sorted job analysis data must be classified according to departments and majors, so as to facilitate the query at work.

3. The analysis of the position information that cannot be obtained by the position information investigation shall be compiled by the Human Resources Department in conjunction with the department to which the position belongs.

4. After this goal is achieved, it can be applied to practical work in line with the organizational structure of the company, reducing the repetitive work in human resources work. This goal requires the cooperation of all departments of the company, and the human resources department should pay attention to the coordination and communication between departments.

(three) matters and departments that need support and cooperation in the process of achieving the goal:

1. The investigation and collection of position information requires the cooperation of various departments and positions, and fill in relevant forms;

2. After the draft position analysis is completed, the managers of all departments of the company need to assist in modifying the position analysis data of their own departments, and please ask the company leaders to review and approve it after completion.

The goal of human resources recruitment and allocation that the human resources department needs to complete in xx years is based on ensuring the daily recruitment and allocation of the company, adjusting the organizational structure of the company, and improving the responsibilities and positions of various departments. Therefore, as an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the company and the requirements of various departments. (Not all departments provide talent demand data)

Annual work summary and annual plan of human resources department. Current situation of human resources in the company in 20xx.

1,No.:

Up to now, the total number of people is 1, 463, with an annual average of 1, 4 1. Compared with the number at the beginning of the year, the total number of people increased by 342, with a growth rate of 30.5%. Compared with 17 19 before 10, the total number of people decreased by 256, a year-on-year decrease of 14.8%.

At present, there are leading group 1 1 person, office 124 person, comprehensive dispatching room 10 person, human resources department 5 person, supervision department 69 person, finance department 33 person, supply department 4/kloc-0 person, sales department 38 person, enterprise management department 35 person, and equipment. There are 20 migrant workers, 52 special lines, 46 quality inspection centers, 330 coking plants, 2 19 coal washing plants, 35 power plants 193 chemical plants193 coal washing plants, 7 Xiangning coal washing plants, 23 maintenance branches, 27 coal coke transport teams and 2 carbon black plants.

2. Percentage of gender structure:

The number of male employees is 1079, accounting for 73.7%. The number of female employees is 384, accounting for 26.3%. The ratio of male to female employees is basically the same as last year.

3. Percentage of age structure:

Under 20 years old: 2%. Among them, male employees under the age of 20 account for 2.4% of the total number of male employees, and female employees under the age of 20 account for 0.8% of the total number of female employees. (the same below)

20-30 years old: 4 1%. Among them, male workers accounted for 43.6% and female workers accounted for 33.9%.

3 1-40 years old: 29%. Among them, male workers accounted for 24.2% and female workers accounted for 43%.

4 1-50 years old: 18.5%. Among them, male employees 17.2% and female employees1.3%.

5 1-60 years old: 8.5%. In which 1 1. 1% are male employees and 1% are female employees.

Over 60 years old: 1%. Among them, male workers are 1.5%.

At present, the age structure of personnel is still dominated by young and middle-aged male labor force aged 20-40. The number of female workers in 3 1-40 age group is obviously higher than that of male workers. On the one hand, some female electricians and welders trained from aluminum factories were arranged at the beginning of the year, and on the other hand, women workers of this age are basically not mobile, while men are more mobile.

4. Educational subdivision structure:

Junior high school and below accounted for 53%.

High school education (including technical secondary school) accounted for 37.2%.

College degree accounts for 7%.

Bachelor degree accounts for 2.4%.

Master's degree accounts for 0.4%.

The academic structure of personnel shows an obvious pyramid structure, with low academic qualifications as the main body. The junior college education is only 7%, and more than half of junior high school education shows that there are few people with high education in our company, and those with high education are highly mobile.

5, length of service segment structure:

1463 among the existing personnel:

There are 398 people who have served for less than one year, accounting for 27%.

There are 795 people with 1-5 years of service, accounting for 54%.

There are 185 people with 6- 10 years of service, accounting for 13%.

/kloc-85 people with working experience above 0/0, accounting for 6%.

The length-of-service segment structure of personnel presents an olive structure, with less at both ends and more in the middle. 1-5 employees with less than one year's service are obviously more, and employees with 6- 10 years' service are obviously less. On the one hand, because of the commissioning of coking XX and chemical XX, our company's employees are younger, on the other hand, our company's liquidity is still relatively large.

6. Recruitment situation:

The number of applicants this year is about 530, which is about 1 100 compared with last year, a decrease of 5 1%. The number of new recruits was 149, which was 63% lower than last year's 405.

7. Changes:

In the whole year, * * * 147 people left their jobs, with a turnover rate of 10%. Among them, 55 people went through the resignation formalities, about 30 people left without going through the formalities (mainly for security departments), 2 people were dismissed (power plants) and 60 people were dismissed (mainly for chemical plants). Compared with last year's 153, it decreased by 6 people.

Eight transfer orders were issued throughout the year, and about 20 holiday workers were recalled and arranged to work in other departments. It is 13 lower than last year's 4 1.

8. Salary:

During the period of 1- 14068, the total salary was 16743376 yuan. If February is 1 1, 1500, 1800000 respectively. The annual average monthly salary was 1 192 yuan, which was 1 175 yuan last year, an increase of 1.45%. The growth factor is mainly 65,438+0,000 days of capital increase in safety production.

9. Bonus:

If there is no bonus in June 5438+February, the annual bonus is 245069 yuan, which is 82% lower than last year's 1352285 yuan. The annual monthly bonus per capita was 14 yuan, which was 80% lower than that of 69 yuan last year.

If wages and bonuses are calculated comprehensively, the per capita income this year is lower than last year.

10. Insurance: * * * Expenditure of endowment insurance premium 108528 yuan per year (including 365438 yuan paid by individuals and 77520 yuan paid by the company). Last year, the expenditure on endowment insurance premium was 88,659 yuan (including 253,365,438 yuan paid by individuals +0 yuan).

1 1. Attendance:

According to the statistics from 1 to 10, the annual attendance rate of all employees is about 95%.

Throughout the year, * * * issued 9 attendance violation notices, handled 479 person-times, and fined 9860 yuan.

12, contract signing rate:

Among the active 1463 people, there are 1 100 valid contracts, and the signing rate is 75%.

13. Handling of certificates and cards:

Badge: 2 154 new, 155 new;

Attendance cards: 399 cards were issued and returned 198 cards;

Temporary passes: 568 were issued and 396 were recovered.

Second, the main work completed in 20xx.

1, labor force:

Carefully calculate and distribute wages, bonuses, labor insurance benefits, etc. , strictly review the attendance reports submitted by various departments, calculate wages, bonuses, welfare and labor insurance in strict accordance with the company's labor and capital system, file wage system and quota system, review and approve at different levels, regularly transmit salary statements to the financial department, and carefully distribute wages and payments to ensure no deviation. Regularly supervise, inspect and guide the work of employees in each branch to ensure the completion of tasks.

2. Training: (with annual training summary)

In the whole year, more than 70 training sessions were completed/kloc-0, and more than 8,300 people participated in study and training, including:

Senior and middle-level cadres were organized to study 8 times, and more than 600 people received training.

From March to the end of June, supply and marketing personnel were organized to study 8 topics 14 times, with more than 500 people taking part in the study and 37 people taking the exam, and achieved good results.

Three safety trainings were organized for all employees.

From July 20th to the end of 10, five rounds of 38 closed-book examinations with 748 person-times were organized in 142 post. Among them, 738 people passed, with a passing rate of 98.66%.

In June, 5438+00, after many consultations with Yuncheng Institute of Technology, 22 employees of our company participated in the one-year study of mechanical and electrical specialty, which is currently in progress.

Training organized by each unit. At the beginning of the year, all units organized their own study and training according to the plan, and some units also invited experts and scholars to give lectures. The learning contents mainly include professional knowledge, management knowledge, safety knowledge, professional ethics, labor discipline, relevant company documents and rules and regulations. A total of 138 meetings were held throughout the year, with 4539 participants.

The Education and Training Section conducts irregular inspections on the training of each unit at least three times a month. According to statistics, the average study time of middle and senior cadres is 16 hours, that of professionals is 35 hours, and that of operators is over 60 hours. The full coverage of the training area reaches 100%. The qualified rate of training reached 98.7%. Compared with last year, both have improved.

3. Attendance and labor discipline:

In the first half of the year, the fingerprint attendance of all employees was started, and the "Detailed Rules for the Implementation of Labor Discipline Inspection" was issued in coordination with the fingerprint attendance action. Every month, all units are required to conduct fingerprint attendance, give a written explanation of the abnormal attendance, and issue a monthly attendance inspection notice to punish violations. Check and record the operation of fingerprint attendance and manual attendance every month. Since fingerprint attendance operation and strengthening labor discipline inspection, the company's labor discipline has been significantly improved, and the phenomenon of violation of discipline has been significantly reduced.

4. Information management:

In the first half of the year, erp was gradually used according to internal needs, and the problems of messy data and statistical difficulties in current personnel information work were gradually solved by erp system. The staff of our department played a proactive work enthusiasm, overcame the difficulties of unfamiliarity with software systems, lack of technical data and huge data entry, and groped while using it, forming a relatively complete data information file. In the second half of the year, we began to transition from the old payroll software to the new one. The use of erp has played a very good role in information processing, retrieval and query.

5. Recruitment:

In terms of recruitment, in the first half of the year, we mainly cooperated with various units to do a good job of employee recall, and supplemented the vacancies of relevant units in the second half of the year. Organize the post competition of the general dispatching room and the post competition of railway station staff.

6. Participate in performance evaluation:

Carefully assess the assessment indicators of relevant departments every month and record the data, and submit the information to the enterprise management department in time. In the second half of the year, I began to participate in the monthly assessment of employees, and adjusted the internal process with the assessment.

7. Actively participate in other activities organized by the company.

Seriously complete the tasks arranged by the company, such as planting trees and grass, May Day activities, and the Eleventh Art Show. Passed iso9000 certification and industrial naphthalene production certification.

8. Others

In September, two Wei Peisheng from the University of Finance and Economics were assigned to work in the Finance Department, and in June, 5438+065438+ 10, 26 Wei Peisheng from the University of Technology were assigned to practice in the chemical plant.

Third, the main problems:

1, the dynamic management and summary analysis of personnel information are relatively weak, and the function of providing decision-making basis for company decision-makers is relatively weak.

2. There is no systematic arrangement of training archives, and there is no description of original materials. Non-conformities are issued in 9000 certification and industrial naphthalene certification.

3. The teaching and research department is short of people, materials and teachers. There are too few study materials, so it is suggested that the company purchase some study and CD-ROM books as soon as possible. Foreign training should be the head of the human resources department, but at present, all units are doing foreign training by themselves, and it is difficult for the human resources department to collect information. The problem of substitute fees has been raised by various units many times, hoping that the company can solve it.

4. The queuing work of employee assessment is out of shape in the concrete implementation of each unit. Companies should reconsider the assessment indicators and specific assessment methods.

(2) 20xx main work plan

Combined with the company's current development situation and future trends, the human resources department plans to carry out 20xx work in the following aspects. The general idea is to make the basic management work to a higher level through examination;

1. Recruitment: cooperate with the start-up construction and commissioning of the carbon black plant, and do a good job in personnel recruitment and deployment. Do a good job in daily personnel recruitment and allocation. Do a good job in staffing the power plant restructuring in 20xx.

2. Training:

Organize monthly study for senior and middle-level leading cadres.

Do a good job in teaching and training management and evidence collection review of mechanical and electrical instruments.

Training courses for team leaders will be held in March, April and May.

In June and July, we will carry out safety month study for all employees.

In August and September, do a good job in pre-job training for new employees before the carbon black project starts.

In June, 10, 1 1, three regulations and spot checks on production safety were conducted for some posts.

Seriously assess the training work of all units throughout the year. The teaching and training department takes stock of the training ledger every month and forms records. Strictly assess the implementation of the training plan submitted by each branch factory, and require each branch factory to establish its own training account and conduct assessment.

Strengthen internal learning, and conduct training on Labor Law, Labor Contract Law, Document Writing and Human Resource Management Knowledge.

3. Attendance and labor discipline

Continue to improve the management of fingerprint attendance machine, add a fingerprint attendance machine in the chemical plant, and cooperate with the information center to monitor all fingerprint attendance machines with cameras. View the attendance data report. Each unit must check the manual attendance, electronic attendance and all kinds of leave formalities in a two-way way every month, and calculate the salary based on the final check result to prevent the phenomenon of "two skins".

4. Labor and capital

Evaluate the timeliness and accuracy of all kinds of labor and personnel reports submitted by each unit.

Strengthen the dynamic management of personnel information and data statistics.

At the end of each month, the human resources department makes an inventory of various personnel information and forms a report.

Check the salary accounting and payment to ensure the accuracy of salary accounting and payment.

Do a good job in controlling the turnover rate and predicting and handling labor relations and disputes.

5. System construction.

Reorganize 20xx employees in line with the company's business policy.

Cooperate with the start-up of carbon black plant, and prepare for staffing and shift work.

Improve the Management Measures for Staff Training and other related training management systems, standardize management, and improve the efficiency of training.

6. Others

Do a good job in the recruitment of interns in the University of Technology.

In short, through 20xx years of work, the human resources department is gradually developing towards standardization, institutionalization and organization. It is hoped that through our work, we will strive to improve the operation quality of the company's human resources functions and make due contributions to the development of Taixing Group in 20xx.

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