In 2022, the human resources department's personal annual work summary model report, a total of 6 articles.

The rapid development of the company is inseparable from the mutual cooperation of various departments, and the human resources department is the key to inject fresh blood into the company. Another year has passed. Let's take a look at the year-end summary of the human resources department. How to write the annual work summary of human resources department? I have collected 6 Essays on Personal Report of Annual Work Summary of Human Resources Department in 2022, I hope you like it.

In the past 20xx years, the performance of our company has made great progress, and the work of our human resources department has also made great progress in performance and management under the leadership of our company. When we bid farewell to the old year and welcome the new year, we should review and summarize the work, achievements, experience and shortcomings of the past year, foster strengths and avoid weaknesses, strive for progress and strive for new achievements in the new year.

First of all, the human resource management and development of the company in 20xx will further improve the basic work of human resources; Strengthen post staffing, human resource training and development, human resource management informationization and human resource management system construction; Constantly broaden the horizons of human resources, grasp the dynamics of human resources, absorb the latest human resources management ideas and concepts at home and abroad, and carry out human resources management reform and innovation.

Secondly, basically establish the company's various institutional systems and form a more standardized human resource management system. According to the overall requirements of the management system, various management rules and regulations, employee reward and punishment system and daily training management regulations have been completed, making daily management more institutionalized, standardized and operable. The improvement of employee handbook and other systems has been included in the 20xx work plan.

Third, in addition to improving the original human resource management system, according to the labor law and labor policies and regulations, combined with the actual situation of the company, we will refine the contents of rewards and punishments, assessment, change and selection, vacation, labor relations and so on, and gradually improve the company's human resource management system. In order to cooperate with the company's business performance and employee performance appraisal, and strengthen labor cost control, according to the principle of lean and efficient, each department formulates the post and personnel quota in combination with the company's main business situation.

Fourthly, in order to continuously enhance the company's competitive strength, improve the quality and ability of employees, and meet the needs of the company and employees' personal development, the human resources department has formulated relevant training management regulations and implemented daily training inspections. The corresponding work has been done in training planning and coordination, but the special training at the whole level of the company and the training of employees in each group need to be strengthened.

It is very important for new employees to adapt to their work quickly and complete the transformation from non-professional to professional through new employee training, which can save a lot of time and resource costs for the company. According to the actual situation of the company, the human resources department has formulated the induction training plan for new employees, including the company profile, rules and regulations, fire protection knowledge, service etiquette and so on. Through training and study, new employees began to change their consciousness, understand the attitude and ability needed for modern work, and laid a good foundation for new employees to quickly adapt to the new working environment and master the knowledge and skills needed for work as soon as possible.

Fifth, management and rewards and punishments are important measures and means to do a good job in system maintenance. Therefore, the human resources department strictly implements various rules and regulations and employee codes to reward those who have made meritorious deeds and punish those who have made mistakes. Everyone is equal before the system, and the normal interests of the employees of the company are safeguarded.

In the topic of 20xx annual thought report, in addition to the above work, the Human Resources Department actively performed its post responsibilities according to the actual situation, provided data for the leaders, and better played the role of the leaders' staff. Although the human resources department has done a lot of work and made some achievements, there is still a big gap between the requirements of the company and the expectations of leading colleagues, and efforts are still needed in 20xx years.

The company's human resources department has developed for more than two years now, and I have been in the company's human resources department for one and a half years. It is an honor to witness the growth of the human resources department. As an employee of the Human Resources Department, in the past year, under the leadership of the Human Resources Department and with the cooperation of my colleagues, the work I completed last year was praised by the head office. Although I know this is not perfect, I hope to make a detailed summary of last year's work at the end of the year. My work summary report is as follows:

1. Collect and manage the personnel files of the company's employees, make them more perfect, maintain the integrity of the company's files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

Second, responsible for the management of employee labor contracts and handling labor employment and related procedures; So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

3. Manage employee attendance and leave management in combination with the company system and national regulations, and issue accurate attendance reports every month. Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can not adapt to the new attendance method. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees; Exaggerated, according to the unfair attendance, the attendance system needs to be improved.

1. Implement the company's rules and regulations and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

2. Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

3. Manage sales promotion personnel. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

4. Assist in the specific transactional work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers;

5. Help to establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees;

In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company; People-oriented talent view. For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

The company's human resources department has developed for more than two years now, and I have been in the company's human resources department for one and a half years. It is an honor to witness the growth of the human resources department. As an employee of the Human Resources Department, in the past year, under the leadership of the Human Resources Department and with the cooperation of my colleagues, the work I completed last year was praised by the head office. Although I know this is not perfect, I hope to make a detailed summary of last year's work at the end of the year. My work summary report is as follows:

1. Collect and manage the personnel files and other materials of the company's employees.

Make it more perfect, maintain the integrity of company files, provide more accurate information and ensure future analysis. Because the contents of the document involve company-related secrets, I kept a high degree of vigilance and a strong sense of conservatism. Assist superiors to master the status of human resources; Fill in and analyze various personnel statistics reports. Borrowing accurate information for human resource planning.

Responsible for the management of employee labor contracts, employment and related procedures.

So far, the signing of the labor contract has not been particularly smooth, mainly because the business personnel in the marketing department are scattered, there are fewer opportunities for concentration, and they often come and go in a hurry, resulting in some business personnel failing to sign the labor contract so far. Plan to strive for the opportunity of Chinese New Year and complete the signing.

Three. Manage employee attendance and vacation management in combination with company system and national regulations, and issue attendance reports accurately every month.

Among them, employee attendance is a difficult point. It has been a year and a half since the company implemented the method of swiping cards at work, but the effect has not been very good because some employees can't adapt to the new' attendance method'. This year, the human resources department specifically reiterated attendance for this problem, and improved the attendance system after consulting with the technicians of the comprehensive management department. However, due to the different nature of many jobs in the company, employees often need to manage their working hours flexibly and still can't produce satisfactory attendance data. However, in order to prevent some employees; Exaggerated, according to the unfair attendance, the attendance system needs to be improved.

1. Implement the company's rules and regulations and deal with employee rewards and punishments; After careful investigation, the human resources department gave reasonable and fair administrative punishment to some employees who did not abide by the company's rules and regulations, resulting in big mistakes or big mistakes in their work, and educated the parties concerned. This year, * * * about 10 people accepted different degrees of administrative punishment from the company, and they all realized their mistakes.

2. Since the beginning of this year, the company has fully considered the welfare treatment of employees, and various welfare systems are being gradually implemented. For example, brand promotion cigarettes, which used to be enjoyed only by marketing personnel, have also been realized in this department; Assist administrative staff to plan and implement monthly birthday activities, enriching employees' spare time life; Considering the safety of employees, the company also purchased Ping An group accident insurance and medical insurance for all employees. During the insurance period, an employee accidentally fell down, so we contacted the insurance company in time and applied for the corresponding training, which solved the worries of the employees. And so on, these have greatly mobilized the enthusiasm of employees, thus playing a role in motivating employees.

3. Manage sales promotion personnel. From September this year, the human resources department began to take over the management of sales promotion personnel. Through data collection and analysis, it is found that although the corresponding management system has been formulated, it is found that many markets are not strictly implemented according to the system, which is arbitrary and the personnel growth rate is too high. Promoters are an important part of Wuyeshen market, so it is urgent to strengthen the management of promoters. Next quarter, we plan to re-establish the management system of sales promotion personnel as soon as possible and strictly follow the rules and regulations. Control the growth rate of personnel and improve the overall quality level, and reserve more business talents for the company in the future.

4. Assist in the specific transactional work of recruitment and appointment, including issuing recruitment notices, collecting and summarizing application materials, arranging interviewers and tracking the implementation of interviewers;

5. Help to establish positive employee relations, coordinate the relationship between employees and management, and assist in organizing various activities of employees;

In addition, with the guidance and help of department leaders, the staff attendance system, labor contract management methods and other related personnel systems have been revised to make them more humanized and rational, in line with the company; People-oriented talent view. ? For individuals, the next step is to strengthen their study after serious work and constantly improve their professional quality, so as to face greater challenges and not be eliminated by the trend of the times. Cherish the hard-won opportunity and do every job in a down-to-earth manner. In 20xx, the responsibility of the Human Resources Department will be heavier. The Human Resources Department must arrange and implement the work plan for the new year, and speak with actual work performance.

Finally, I wish the company a smooth new year, getting better every year!

2022 Work Summary Human Resources Demonstration Report (Part IV) 20xx is a year in which it laid a professional foundation in human resources. Mainly around the company's strategic policies and human resources departments, do a good job in employment, training, salary management, performance audit and social security affairs, and always respond to the work with a strong sense of responsibility and work attitude in daily work, mainly carrying out the following work.

I. Employment:

Actively focus on maintaining existing channels and expanding additional channels, integrate internal and external resources in an all-round and multi-channel manner, and do a good job in employment. 20xx years, x-x months, employing x people.

Employment results:

1) has accumulated a large number of resumes of reserved talents, with more than XX resumes, which is enough for the number of talents in our company. 20xx graduates cover sales, design, secretarial work and workers, so as to prepare for employment in the new year.

2) Broaden channels, establish the company's channel maintenance and development ideas, continue to maintain, explore and investigate, and invest money and time when necessary. The consequences are obvious.

3) Make good use of the salary of the same industry and the same type of jobs in the employment survey to provide a basis for salary innovation.

4) By employing people to better publicize the company's culture and advantages, we can achieve better promotion and promotion in universities and talent markets in terms of brand awareness.

The basic work of human resources in the company is fragile and the mobility of personnel is high, which leads to many positions being hired. The company's human resources strategy is unclear, the capital investment is insufficient, and the cost of foreign human resources is rising, which leads to the overall employment work being passive and deadlocked. In 20xx, we will mainly carry out the following employment target improvement work.

(1) The employment oral test has formulated clear standards and standardized processes: in 20xx, the company began to draft oral test topics, written test design, skill test and personality test. In the subsequent employment work, it was strictly implemented according to the standards of written test and oral test, and strictly checked from the beginning, and some unqualified talents were screened out. Standardize the recruitment process, and conduct initial, second and second interviews before taking up the post, so as to reduce the recruitment risk, ensure the stability of personnel and reduce the turnover rate. Actively broaden the channel support of our company and promote the work progress with channel support. Maintain existing customer channels and promote new channels. In 20xx, in addition to maintaining the original employment of Zhilian.com, Lianhu talent market, Eurasian University and some employment agencies, we actively expanded channels to explore and support them.

a)？ In view of online employment, I investigated websites such as XX. Com, Zhix is employed and has a carefree future, and has obtained the first-hand information of online employment. And real-time research: XX city, XX talent network, XX talent network to expand recruitment announcement information and resume collection, do a good job of information expansion of external information radiation. Spend less time and money on telephone and online publicity and fill sales, clerical and design positions in real time. This is the best result and the most commonly used method;

B) As for Bao's employment, we made a price survey of Huashang Daily, visited and inquired about different newspapers such as Tongcheng Information Daily, Today Information, Booz Talent Weekly and Academic Employment Daily, and obtained first-hand sample reports and prices, which laid a solid foundation for future employment. In 20xx, if necessary, newspaper advertisements will be put into operation in the middle of the year, especially in the short term.

c)？ In view of the development of talent agencies and firms, we should do a good job in docking with X free jobs in the high-tech talent market and X free jobs in the new city talent market, and establish lasting mutual assistance with more than XX universities such as XX College, XX Foreign Affairs College and XX Institute of Science and Technology, so as to stably transport college graduates and do a good job in talent reserve and campus employment. Better support the company's university network and foreign mutual aid platform. Hire XX-XX people who are suitable for college students to join the company team and perform well in the front line.

(3) Actively participate in seminars and training courses on human resources employment measures, and accumulate employment oral experience. Attend the seminar on training employment channels of human resources in 20xx 10/0, the employment practice of high-tech enterprises in colleges and universities, and the employment situation of party schools, which shows that people rush into individual specialization in overall employment and control their own ability and degree, laying a solid foundation for shortening employment cycle and strengthening employment quality.

(4) Actively help each other with the X-X job introduction center, recommend employees for the company, and ensure that the lower-level personnel, especially welders, electricians and drivers, will be fully informed.

(5) At present, there are difficulties in employment in the company: there is an inevitable gap between the existing salary level and the level of social workers, and they are not competitive; The company's employment standards are very strict and it is unwilling to hire ordinary employees; The management and communication of talents between middle-level and employing departments can not be put in place in real time, which leads to XX problems this year: it is difficult to recruit basic workers in X-X months; It is difficult to recruit business personnel in X-XX months; Some high-level talents are short of employment channels. For example, those with intermediate accounting titles have to dig customers in the financial resources of their peers, but they have not established high-level talent circles and ways; Drivers are employed all the year round, the key point is that the salary can't keep up, and some employment concepts and governance concepts have not deepened, so the audit method and salary system for drivers need to be innovated urgently; I don't think this is a simple employment problem, it is the most dissolution result involving many problems.

(6) The rising labor cost is inversely proportional to the urgency of talent expectation and the speed of innovation, which will also become the difficulty and focus of human resource employment. The control of employment cost and investment in employment will also be the focus of innovation.

Second, the training work

The 20xx-year training mainly adheres to the company's educational philosophy, takes cultivating compound talents as its own responsibility, and strives to improve the overall professional quality and sentiment of the company's personnel, control the knowledge and talents of this world, and inject vitality into the work. 20xx, 10, training will be distributed in strict accordance with the training plan. 20XX training more than XX times a year. 20xx training mainly includes the following tasks:

( 1) ? Inherit and maintain the mutual assistance relationship with high-tech enterprises and universities, do a good job in outbound training for middle-level, business personnel, financial personnel and some production management personnel, hold more than XX times, and take care of the personnel of Auto Trade and Datong Company in real time to ensure the consequences and control of the training.

(2) ? Actively organize X times of induction training for new employees, which greatly improved the new employees' understanding of the company's cultural rules and regulations and integrated into the company's collective and team life.

(3) ? In the spring, we held the company-wide quality management video learning, Jiang Lanxin management learning, quality control knowledge and team support knowledge, and held the new vocational middle school training. In XX years, transportation company executives participated in emba brand support; Send senior executives to attend XX's team building governance training class; In February, 65438, Lianhu talent lecturer was hired to do the course training of emotional governance.

(4) ? Hold X internal training courses for employees, conduct excellent employee video learning for employees, conduct middle-level crisis for cadres, conduct successful marketing and detonate sales for businesses; Giving special lectures on etiquette knowledge, career shaping, loyalty and responsibility to lower-level employees will stimulate employees to master new knowledge and new concepts, make rational use of knowledge and provide targeted training, which will have inevitable consequences.

(5) ? External mutual assistance: actively investigate X outdoor team development company and hold employee development in 20xx; I visited XX Consulting Company, XX Governance Consulting Company, XX Jiaotong University emba and China Guangxie Distance Education, actively explored our company's training practice and foreign curriculum design, and achieved inevitable results and progress.

(6) ? Change the training records, draft the training governance system, do a good job in post-training consequence evaluation and inquiry interview, so that the training is biased, targeted and ideological.

Problems in training

1, dealing with training governance and organizational slack. The implementation of relevant governance systems is slow, and the training governance capacity needs to be strengthened. The supervision and guidance on the training of all units and departments are weak, and the investigation and research on the training work are not done well.

2. In view of the differences in training needs and training course design, the system is not clear. Every training survey and questionnaire distribution were not done well, and a curriculum design team was not formed to ensure the effectiveness of the training. The implementation of training investigation and consequence evaluation form is a mere formality.

3. Insufficient investment, need to invest in equipment, foreign training participation, training materials.

According to the arrangement and requirements of the superior company, the new leadership team of xx Mine brainstormed and sized up the situation, and formulated the working idea of "seeking truth from facts, pioneering and innovating, and realizing the sustained and stable development of xx Mine". Under the guidance of this idea, Qi Xin, all departments of the whole mine, made concerted efforts and made concerted efforts, and the purchase and supply of ore reached a new high, achieving unprecedented good results in the history of xx mine construction. Under the correct leadership of the Mining Department of the Mine Party Committee, the Human Resources Department has strengthened the management and allocation of human resources in our mine, conscientiously done a good job in human resources development and staff training, and the performance appraisal and distribution mechanism has also reached a new level. Looking back on xx, the Human Resources Department has mainly done the following work:

First, continue to do a good job in the training and appraisal of employees' vocational skills.

According to the deployment of two-level companies on vocational skill appraisal, combined with the technical status of employees in our mine and the requirements of sustainable development in xx mine, our mine strengthened the vocational skill appraisal in XX year, broadened the scope of work, encouraged employees to voluntarily participate in special training and technical appraisal, and realized multiple certificates for one post. This year, * * * arranged for 220 employees of 24 jobs to participate in skills training and appraisal.

Due to the heavy production task of our mine this year, in order not to affect the normal production of all units, the Human Resources Department carefully organizes the strength, makes full use of Sunday nights and shift hours to organize training, insists on improving the working ability of employees as the core, and puts the pertinence, practicality and effectiveness of training in the first place. At the same time, it combines skill appraisal training with on-the-job training to carry out various training work, so that employees have strong adaptability, creativity and innovation. After two months' training, 220 employees of 24 jobs who participated in skill appraisal passed the theoretical and practical examinations of vocational skill appraisal institutions, and all obtained the corresponding vocational qualification certificates issued by the national labor department (junior workers 5 1, intermediate workers 3 1, senior workers 140). The excellent mining style of strict organization, careful training and practical results has been affirmed and praised by Luoyang Vocational Skills Appraisal Bureau, and the leaders of human resources management departments of the two companies have also given high praise.

Second, cooperate with the "three system reforms" of XX Branch to complete the job investigation and job description of 155 jobs (jobs) in the whole mine.

It lasted for three months. Since XX Aluminum Co., Ltd. went public overseas, it has been determined to reform and strengthen management under the guidance of the enterprise spirit of "making great efforts, pioneering and innovating, and striving for strength" and achieved good results. It is urgent to establish a human resource management system that adapts to international competition, establish employees' awareness of crisis, hardship, reform and innovation, enhance the company's core competitiveness, reform the existing personnel management system and operation mechanism, and build a new human resource management system that meets the development requirements of modern enterprises. Based on the above situation, from the strategic height of sustainable development, according to the Guiding Opinions of China Aluminum Company on Building a Human Resource Management System and the requirements of xx "Innovation Year", the company issued the Implementation Measures of Chinalco on the Reform of Staff Allocation and Salary Distribution System to establish and improve the human resource management system and further improve the company's human resource management system.

In 2022, there were 6 sample reports on human resources work summary (the sixth report). In order to improve the company's human resources management system, ensure that human resources work is increasingly scientific and standardized according to the company's development goals, formulate and implement the annual work objectives and work plans of the human resources department, formulate the monthly budget and work plan, and complete the company's annual overall goals ahead of schedule. The work summary of the human resources department of the company is now reported as follows:

1. Analysis of basic human resources of the company.

Summarize the basic situation of the company's human resources at the end of the year, including the comparison of the number of people in various departments, the analysis of educational background structure, the composition of gender ratio, the analysis of the age structure of the division and the analysis of the age structure.

2. Comparison of the number of people in each department:

Compared with last year, the total number of employees increased by 13, about 12.5%. The general manager's office has been reduced due to the financial merger into the group financial center; Due to the suspension of some projects, the number of people in the R&D department has decreased. In xx, the company focused on operation, and the number of employees in the product operation department increased, reaching 56% of the total number of employees.

3. Analysis of educational structure:

More than xx% of the company's employees are above xx, and the proportion of employees in the general manager's office, product operation department and personnel administration department is above XX. Except for some design positions, all new employees recruited by XX are required to be above XX. XX education is mainly concentrated in the operation and maintenance department, and there are only a few XX education, one of which is XX.

4. Age structure analysis:

The average age of our company is XX, which reflects that the company is in the XX stage, and employees under XX account for XX%, mainly in the product operation department. Because of the adjustment of the company's work focus, the product operation department has increased the number of employees this year, which is relatively mobile. From the age data of other time periods, the distribution is stable and there is no obvious flow.